Top Senior HR Jobs in Austin, TX

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Provides strategic HR partnership to business directors and senior leaders across a complex, multi-site logistics operation. Responsibilities include workforce planning, organisational design, talent and succession, leadership development, employee relations, change management, people analytics, and coaching HR professionals. The role translates business priorities into measurable people strategies, supports senior decision-making, and requires regular travel across the South and East Midlands.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

Designs, configures, maintains, and supports Workday HR solutions, especially Benefits and Compensation. Partners with HR, IT, Finance, and Infosec to gather requirements, develop technical specifications, test processes, troubleshoot issues, maintain data integrity, build reports, support releases, document systems, and train users.

Supports resort-wide HR operations, including employee relations, investigations, recruitment, onboarding, compliance, performance management, training, benefits, workers’ compensation, engagement, compensation administration, and HR records. Partners with leaders on staffing, workforce planning, policy application, and sensitive workplace matters while maintaining confidentiality and compliance with employment laws.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Leads workplace accommodation cases from intake through implementation, documentation, follow-up, and closure. Evaluates requests under ADA and related laws, manages medical documentation, coordinates leave requests, recommends accommodations, and partners with HR, Legal, managers, Facilities, vendors, and Employee Relations. Develops procedures, training, templates, reporting, and manager guidance while maintaining confidentiality and ensuring consistent, compliant employee experiences.

Build and maintain a pipeline of senior HR executives for interim, fractional, and full-time engagements. Target leaders who develop enterprise HR and people strategies, oversee talent management, shape culture and employee experience, lead organizational design and transformation, ensure HR compliance, and partner with CEOs and boards. Candidates should have extensive HR leadership experience, executive presence, and the ability to drive human-centric, AI-enabled workforce strategies across industries.

Serve as a strategic and hands-on HR advisor to multiple departments. Manage employee relations, investigations, performance plans, leave matters, review and pay cycles, workforce reporting, budgeting, compliance audits, engagement, retention, talent assessment, and organizational change. Advise executives and managers while ensuring alignment with US employment regulations. Use generative AI tools for analysis, research, reporting, and communication.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Manages human resources programs and partners with museum leaders on employee and labor relations, union matters, performance management, learning and development, compensation, organizational design, recruiting, and compliance. Administers ADP and Culture Amp, leads performance reviews, analyzes HR metrics, supports resource planning, and drives inclusive culture and organizational change.

Leads the strategy, implementation, configuration, governance, maintenance, and support of Campbell’s Workday-based HR technology portfolio. Partners with HR leadership to translate business needs into technology solutions, manages Workday modules and integrations, oversees vendors and internal teams, directs projects, and ensures compliance, security, system stability, adoption, and service delivery.

Serves as a strategic HR partner to a business unit president and senior leadership team. Leads people strategy, organizational design, workforce and talent planning, succession, change management, employee relations, leadership coaching, compensation decisions, and engagement initiatives. Uses people data to guide workforce decisions and collaborates with HR centers of expertise to deliver integrated solutions. Supports managers and employees through complex organizational and employee relations matters.

The Director will lead HR technology strategy, HRIS modernization, compensation strategy and analysis, pay equity, benchmarking, and total rewards frameworks. The role manages a Compensation Analyst, builds scalable People shared services, automates workflows, oversees HR technology and benefits vendors, and partners with the Chief People Officer on executive-level compensation recommendations and workforce AI enablement.

Partner with leaders across clinical, technology, and corporate functions to deliver strategic HR solutions. Responsibilities include employee relations, organizational design, change management, leadership development, performance management, workforce planning, engagement initiatives, compliance, and people analytics. The role supports a remote, multi-state organization with a focus on healthcare and clinical teams.

Serves as a strategic and hands-on HR partner to Operations, Development, and Global Program leaders. Leads workforce planning, organizational design, talent reviews, succession planning, employee relations, leadership development, engagement, compensation, performance management, and organizational effectiveness. Advises leaders on talent and workforce risks, supports compliance with employment laws, SOX, and FDA requirements, and helps align HR programs with business growth and biotech industry practices.

Supports R&D engineering leadership through talent management, career architecture, organization design, employee relations, culture initiatives, change management, compensation and leveling strategy, and data-driven workforce insights. Partners with Engineering, Product, Finance, and corporate HR to scale the organization, improve people practices, and guide strategic decisions involving retention, promotions, hiring, and organizational effectiveness.

Supports daily People team operations across recruiting, onboarding, payroll assistance, benefits administration, employee relations, compliance, HRIS records, training, and employee support. Recruits frontline employees, coordinates background checks and documentation, reviews timekeeping, assists with payroll and open enrollment, maintains policies and compliance reports, and partners with managers on staffing, retention, performance, and engagement initiatives.

Provide end-to-end federal recruitment and staffing support including job analyses, writing and posting vacancy announcements, assessing applications, issuing certificates, coordinating offers and pre-appointment requirements, ensuring compliance with OPM/HHS/FDA policies, responding to applicants and stakeholders, and maintaining case files and records.

Manage end-to-end payroll operations and administer core HRIS/HCM and performance platforms. Maintain integrations, ensure multi-state payroll compliance, deliver reporting and dashboards, lead system configurations and optimizations, and serve as client-facing escalation and advisor for HR technology.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

Leads HR business partnerships across client-facing and corporate functions; advises leaders on workforce planning, retention, performance, organizational design, and employee relations. Manages HR business partners, workplace investigations, and the employee service center. Oversees workforce risk, investigations, separations, manager development, people analytics, and team succession across a distributed, multi-state hourly workforce.

Owns HRIS configuration, data integrity, process redesign, automation, reporting, systems integrations, HR technology evaluation, and user adoption. The role improves hiring, onboarding, status-change, and separation workflows; builds dashboards and self-service tools; manages data flows with payroll and related systems; and trains HR teams and supervisors. Requires five years of HR operations or HRIS experience and is office-based in Austin or New York with sporadic travel.