Top Senior HR Jobs in Austin, TX

The HR Business Partner collaborates with management to improve employee focus and productivity, aligning HR strategies with company goals and overseeing HR functions.

Identify and engage senior HR leaders (CHRO/CPO/VP/SVP) for interim, fractional, or full-time roles. Candidates will drive enterprise people strategy, talent management, culture/DEIB, organizational design, change management, HR operations, and compliance while partnering with executive leadership and boards.

The HR Manager will lead HR strategies, manage employee relations, oversee talent management, ensure compliance, and support global workforce operations.

The Principal HR Business Partner will collaborate with Go-To-Market leaders, designing people strategies, supporting organizational design, and enhancing team performance across various functions in the Americas.

Conscious Talent seeks experienced people leaders to shape HR strategies, build inclusive cultures, and support organizational growth, integrating personal development values in their work.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.

Provide autonomous HR generalist support across international markets: develop and localize policies and contracts, ensure statutory compliance, build SOPs and HR capability, manage employee relations and lifecycle processes, standardize HR reporting, own onboarding, and maintain organized HR records across jurisdictions.

Lead and oversee HR service delivery across the employee lifecycle, executing complex Workday/HRIS transactions, coordinating projects and process improvements, producing reports and metrics, ensuring compliance and audit readiness, and partnering with cross-functional teams to maintain data integrity and operational excellence.

Manage day-to-day HR operations and own payroll for Philippines-based staff: collect and validate timesheets, calculate pay and statutory contributions, maintain records, ensure Philippine labor law compliance, support onboarding/offboarding and employee relations, and improve HR/payroll workflows.

Serve as the strategic HR Business Partner for the Commercial organization, advising senior leaders, supporting sales-focused programs (incentive plans, onboarding), leading org design and workforce planning, driving talent strategy, performance management, and employee relations. Provide data-driven insights, deliver presentations, mentor junior HRBPs, and collaborate with L&D, Compensation, and Operations. Travel approximately 10–20%.

Lead HR Generalist responsible for global HR initiatives, regional talent development, performance management, and employee relations within the Americas, ensuring compliance and supporting high-performance teams.

The Human Resources Manager oversees HR operations, manages hiring and onboarding, and collaborates with the team on employee relations and compliance.

Lead design and delivery of compensation and incentive programs for assigned business lines. Manage incentive governance, perform market pricing and specialized analysis, ensure regulatory compliance (e.g., FLSA), support executive compensation administration, manage vendor and audit requests, and provide compensation consulting to HR and business leaders.

The HR Consultant/Interim CHRO role involves leading HR transformation, implementing HR strategies, and advising on finance projects in higher education settings.

As a Senior HR Business Partner, you will support growth and enhance employee experience through talent strategy, organizational design, and critical HR projects while collaborating with tech leaders.

As an HR and Payroll Specialist, you will manage payroll and HR operations, ensuring compliance and efficiency across multiple countries, primarily the US and Canada. Responsibilities include processing payroll, overseeing HR administrative tasks, and managing benefits administration while maintaining legal compliance.

The Senior HR Business Partner coaches leaders, manages employee relations, oversees leave processes, and ensures compliance while handling HR policies and benefits administration effectively.

Partner with District Managers to develop and coach Director-level leaders, manage performance and complex employee relations, lead talent reviews and succession planning, provide data-driven HR insights, coordinate with HR Centers of Expertise on compensation, hiring, onboarding/offboarding, and change management to improve retention and organizational effectiveness.

Hands-on HR generalist supporting HR operations, benefits administration, compliance, pay equity auditing, onboarding/offboarding, employee relations, and process improvement. Provide surge recruiting support, maintain HR documentation, analyze HR metrics, and use AI tools to automate and streamline People workflows across the US and Canada.

Hands-on senior HR generalist supporting HR operations, benefits administration across US and Canada, compliance, pay equity auditing, policy drafting, performance management, HR metrics and process improvement, and surge recruiting support. Uses AI tools to streamline HR work.

Partner with Engineering, Product, Design, Security Research, and Data leaders to scale high-performing technical teams. Advise on org design, workforce planning, talent management, performance, succession, and employee relations. Coach managers, drive talent reviews and promotions, use people data to mitigate risks, and build scalable HR programs for a fast-growing, distributed cybersecurity company.

The HR Manager will lead the onboard HR team, provide expert advice on HR policies, manage employee relations, and ensure compliance with regulations while promoting a positive work culture.

Senior executive leading network-wide HR, talent acquisition, performance, and analytics. Sets human capital strategy to attract, develop, and retain staff, drives eNPS improvements, partners with regional leaders and the Board, oversees HRIS and compensation alignment, and builds leadership pipelines across a multi-site education network.