Top HR Jobs in San Francisco Bay Area, CA

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 outsourced HR advisory and operational support to clients, including employment compliance, policies, handbooks, employee lifecycle activities, benefits administration, employee relations, and performance management. Manages smaller client engagements, researches employment requirements, coordinates deliverables, communicates HR guidance, and contributes to internal HR tools and process improvements.

Partners with managers, leaders, and employees on performance, career development, employee relations, team structure, compensation, leveling, and talent decisions. Builds performance review and manager development programs, advises on sensitive workplace matters, and uses employee feedback and people data to identify retention and team-health risks. Supports People initiatives and helps scale the company’s HR function during rapid growth.

Provides HR administration and executive support for a preschool through Grade 5 school. Responsibilities include recruiting and onboarding assistance, employment records, I-9 audits, HRIS updates, benefits enrollment, labor-law postings, job description maintenance, confidential file management, Board of Trustees meeting coordination, project support, front desk coverage, and occasional student supervision.

Supports onboarding, recruiting coordination, employee relations, performance management, compliance, HRIS and employee record maintenance, leave administration, workforce communications, and HR metrics. Provides policy guidance to employees and managers across multiple locations while ensuring accurate, consistent, and audit-ready HR processes. The role also assists with workplace investigations, accommodations, and employee engagement initiatives in a fast-paced operational environment.

Partners with go-to-market leaders on organizational design, workforce planning, hiring, leadership development, performance, succession, and organizational change. Uses workforce data and employee feedback to identify issues, challenge assumptions, and improve decisions. Collaborates with Finance, Recruiting, regional HRBPs, Compensation, and Employee Relations to implement scalable people strategies and support teams through transitions.

Leads the HRBP function supporting Technical Success, managing and developing HRBPs while partnering with senior leaders on organizational design, workforce planning, talent strategy, succession, performance, leadership development, and organizational change. The role connects global and regional People strategies, uses workforce data and employee feedback to improve outcomes, and develops scalable HRBP practices for a rapidly growing technical and customer-facing organization.

The HR Generalist supports employee relations and HR administration for an assigned client group. Responsibilities include onboarding and offboarding, HRIS and payroll support, leave and accommodation assistance, employee records, labor-law and union compliance, policy guidance, employment verifications, and responding to staff requests. The role advises managers, maintains confidentiality, supports conflict resolution, and helps ensure accurate employment-cycle documentation in a fully onsite environment.

Supports recruiting, onboarding, offboarding, HRIS administration, employee relations, performance management, leave coordination, training, benefits, compliance, and HR reporting. Partners with leadership on employment regulations, culture, events, and organizational development while serving as a trusted employee resource. The role also provides backup office-management support and requires in-office work five days per week.

Partners with leaders and employees on employee relations, investigations, performance management, workforce planning, talent development, policy implementation, compliance, leave and accommodation matters, benefits and compensation coordination, HR operations, engagement, and organizational change. Maintains confidential records and uses workforce data to identify trends and improvements while supporting corporate, technology, and production teams.

Leads human resources, organizational administration, and workplace systems for a mission-driven nonprofit. Responsibilities include recruitment, employee relations, labor relations, benefits, payroll, compliance, leave administration, HRIS management, workplace logistics, facilities, vendors, technology tools, scheduling, audits, and administrative reporting. The role partners with organizational leaders, supports union relations, coordinates workplace infrastructure, and may supervise staff while advancing equitable, sustainable, and effective organizational systems.

Oversees the organization’s HR functions, including recruiting, onboarding, employee relations, performance management, compliance, payroll coordination, personnel records, benefits, training, and employee engagement. Maintains HR systems and confidential records, analyzes workforce metrics, updates policies, investigates employee concerns, and advises leadership on employment practices and regulatory requirements.

The Vice President/Senior Vice President of Human Resources leads the company’s people strategy and serves as a senior advisor to executives and the Board. Responsibilities include talent acquisition, organizational development, succession planning, leadership development, culture, employee engagement, compensation and benefits, employee relations, compliance, HR operations, governance, and change management. The role supports rapid growth and business transformation within a biotechnology or life sciences organization.

Provides administrative and operational HR support across the employee lifecycle, with primary responsibility for leave administration, workers’ compensation coordination, HR records, compliance tracking, recruitment support, onboarding, benefits, training logistics, and reporting. The role maintains confidential employee information, responds to routine inquiries, coordinates deadlines and documentation, supports Head Start workforce needs, and escalates complex or sensitive matters to HR leadership.

Provides HR shared-services support across the employee lifecycle, including onboarding, employee changes, leave and absence updates, offboarding, HRIS data maintenance, records audits, reporting, and Tier 1 employee inquiries. Maintains confidential information, updates HR documentation, supports process improvements, and participates in HR initiatives while serving employees across the United States and Canada.

The Human Resources Manager supports HR administration, employee relations, payroll, benefits, leave management, recruiting, onboarding, training, compliance, personnel records, and workplace development. The role assists with investigations, conflict resolution, audits, incident reporting, performance reviews, workers’ compensation, and employment-law compliance. It also supports gender transition workplace services and maintains contractor, volunteer, intern, and student records within a community healthcare organization.

Coordinates offer processing and onboarding for US and EMEA hires, including background checks, employee forms, HR reports, and first-day readiness with IT and Facilities. Processes invoices and purchase orders for HR vendors, supports reduction-in-force projects, and tests HR processes with Talent Acquisition and HR Operations teams. Requires strong organization, attention to detail, HR systems experience, especially Workday, and familiarity with US labor law.

Leads enterprise workforce strategy and advises senior executives on complex HR, talent, organizational effectiveness, workforce planning, leadership, succession, and change initiatives. Integrates workforce and business data to identify risks, optimize labor investment, and guide strategic decisions. Coordinates HR centers of expertise, drives enterprise initiatives, addresses systemic workforce issues, and strengthens organizational performance, leadership capability, talent pipelines, and culture across a complex healthcare environment.

Leads UCSF workforce policy transformation, HR compliance function development, governance, policy modernization, and cross-campus standardization. Advises executive leadership, interprets employment law and UC policy, manages compliance risk, oversees workforce communications, and drives change initiatives across HR, labor relations, legal, compliance, and academic personnel. Identifies opportunities for AI, automation, and process improvement while establishing accountability frameworks, monitoring, reporting, and employee- and manager-focused policy experiences.

Provides executive leadership for UCSF’s workforce relations, labor relations, employee relations, HR compliance, policy governance, collective bargaining, labor litigation, and workforce transformation. Advises senior leadership, oversees labor-management partnerships and compliance with agreements and regulations, modernizes HR operating models, leads organizational change, manages workforce risk, and represents UCSF in systemwide labor strategy and legal matters.

Coordinates interview scheduling, employee onboarding, orientation, I-9 and personnel documentation, compliance training tracking, HRIS data entry, and performance review administration. The role supports candidates, new hires, and employees while maintaining accurate confidential records and ensuring onboarding and compliance deadlines are met.

The Human Resources Business Partner advises plant and manufacturing leaders, aligns HR strategy with business objectives, and manages employee relations, investigations, performance management, compliance, training, workforce planning, and talent development. The role also oversees high-volume staffing and recruiting, analyzes workforce data using reporting tools such as Power BI, prepares HR reports, and partners with employees, managers, and union representatives in a unionized environment.

Leads Zendesk’s global HR Business Partnering strategy, advising executive leaders on organizational effectiveness, workforce planning, talent, succession, performance, employee relations, and change management. The role manages a global HRBP team, partners across People functions, strengthens leadership and culture, and uses workforce data and AI-enabled tools to scale HR services. It requires extensive global HR leadership experience in technology or SaaS environments.

Leads company-wide HR strategy and daily people operations, including recruiting, onboarding, performance management, payroll, benefits, employee relations, compliance, and organizational development. Partners with leadership and employment counsel on complex workforce matters, ensures compliance across multiple states, advises managers, and drives employee experience, retention, succession planning, and career development.

Leads enterprise and business-line talent strategies across recruiting, learning and development, retention, engagement, organizational development, and people analytics. Advises senior leaders on organizational design, effectiveness, workforce planning, culture, and inclusion. Uses workforce data and predictive analytics to support business decisions, coaches leaders, partners with HR centers of excellence, and executes human capital strategies for assigned business areas.