Top Human Resources Manager Jobs in San Francisco, CA

Manages human resources for a region of 45+ retail stores, advising field leaders and store management on employee relations, performance, compensation, compliance, staffing, retention, succession planning, recruitment, and change management. Investigates associate concerns, trains managers on HR practices, ensures legal compliance, and supports company-wide initiatives. The role is remote with occasional overnight travel and possible time at the Alameda home office.

Manages day-to-day HR operations across a multisite nonprofit, including HRIS administration, recruiting and onboarding, employee relations, performance reviews, leave and benefits administration, payroll coordination, employment-law compliance, reporting, training, and supervision of an HR Generalist and Recruiter.

Manages comprehensive human resources programs, including employee relations, compliance, recruitment, compensation, benefits, performance management, HRIS administration, and organizational development. Advises employees and managers, ensures compliance with California and federal employment laws, maintains confidential records, oversees onboarding and payroll coordination, administers benefits and compensation processes, and supports engagement, retention, and workforce development initiatives.

The Human Resources Manager serves as a strategic HR partner for administrative departments, supporting recruitment, onboarding, development, performance management, employee relations, compliance, benefits coordination, and offboarding. The role advises leaders and employees, conducts investigations, leads orientation and HR initiatives, maintains Workday records, improves HR processes, and ensures consistent policy application while aligning HR strategies with firm objectives.

Own the company’s global employee lifecycle and recruiting function. Responsibilities include building HR policies and compliance infrastructure, managing onboarding and offboarding, coordinating payroll and contractor agreements, establishing performance and compensation processes, handling employee relations, and partnering on workforce planning. The role also owns full-cycle recruiting across technical and nontechnical positions, including sourcing and screening engineers, configuring Greenhouse, and designing effective interview processes. This is a remote contract role requiring professional English and U.S. business-hours availability.

Manages the full HR lifecycle, including employee relations, compliance, performance management, compensation, benefits, leave administration, recruiting, and workforce planning. Advises leaders and employees, oversees investigations and accommodations, analyzes HR metrics, supports organizational effectiveness, and develops talent acquisition strategies. Leads full-cycle recruitment, workforce planning, onboarding, employer branding, and recruiting initiatives while ensuring compliance with employment laws and fostering engagement, inclusion, and retention.

Serve as onsite HR lead supporting the full employment lifecycle: associate and labor relations, compliance, leaves of absence, onboarding, worker's compensation, data analysis, and HR policy implementation. Act as liaison with leadership, unions, and third-party providers; conduct investigations and represent company in grievance/mediation; maintain audits and HRIS resources.

The HR Manager partners with administrative departments to provide guidance on employee relations, recruiting, compensation, performance management, training, workforce planning, succession planning, and HR policy compliance. The role manages complex employee issues, supports organizational development, advises on employment laws, and collaborates with HR leadership and specialized teams on benefits, compensation, and talent initiatives.

Leads daily HR operations, including recruiting, onboarding, offboarding, employee relations, performance management, policy development, compliance, leave administration, benefits coordination, HRIS workflows, audits, and personnel records. Advises supervisors and employees, manages investigations and progressive discipline, delivers HR training, monitors employment-law compliance, and recommends improvements based on employee relations trends.

Manage HR operations across 16 restaurant locations, including employee relations, investigations, compliance audits, benefits, leave administration, workers’ compensation, payroll support, HRIS data integrity, employment verifications, performance management, and training. Advise restaurant leaders on employment policies and labor laws, supervise an HR coordinator, manage employee documentation, and promote a respectful, compliant workplace culture.

Drive HR operations for a hotel property: recruit and onboard non-exempt staff, maintain HRIS and employee files, manage leave and unemployment claims, administer payroll support, handle employee relations and investigations, ensure compliance and safety, run training and engagement programs, and lead HR initiatives to support business and financial goals.

Lead HR operations across two Hayward manufacturing sites supporting approximately 250 employees in union and non-union environments. Manage recruitment, employee relations, labor relations, benefits, compliance, performance management, investigations, workforce transitions, restructuring, and site closure planning. Advise and coach leaders, negotiate with unions, ensure California and federal regulatory compliance, and support organizational change during a 24-month consulting engagement.

Manages human resources and payroll operations for a skilled nursing facility, including payroll processing, benefits administration, onboarding, employee records, recruitment support, compliance, training coordination, audits, and employee inquiries. Ensures accurate and timely payroll, maintains confidentiality, supports California regulatory compliance, coordinates required training and screenings, and partners with facility leadership on employee relations and operational needs.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

Leads corporate HR functions for a distributed federal contractor workforce, including recruiting, employee relations, compliance, benefits, compensation, HRIS administration, onboarding, labor charging, and workforce documentation. Oversees Service Contract Act compliance, federal labor audits, wage determinations, leave programs, benefits regulations, and contract transitions. Supports proposal development, recruiting strategy, and contract performance while advising employees and leadership on policies, grievances, and personnel matters.

The Senior HR Manager leads employee relations investigations, performance management, policy compliance, recruitment, onboarding, employee experience, HR systems, learning and development, and workplace safety initiatives. The role provides guidance to managers and employees, administers Paycom and JIRA HR systems, supports union-related matters, maintains compliance with federal, California, and San Francisco employment laws, and serves as a trusted partner to HR leadership across a diverse arts organization.

Manages organization-wide HR compliance and employee relations, including wage-and-hour compliance, investigations, corrective action, performance management, leaves, accommodations, workers’ compensation, required training, and policy administration. Advises leaders and employees, coordinates audits and agency inquiries, analyzes compliance trends, and improves HR practices across multiple locations. Supervises an HR Coordinator and provides onsite support, training, investigations, and leader consultation.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Owns day-to-day People Operations for a global workforce across the US, Canada, and India. Responsibilities include HRIS management, payroll and benefits administration, onboarding and offboarding, compliance, recruiting workflows, employee relations, leave administration, performance review cycles, and HR reporting. The role also supports managers with coaching and progressive discipline, maintains policies and personnel records, and requires up to 15% travel.

Serves as a strategic HR advisor to regional leadership, aligning workforce planning, talent strategy, organizational design, and engagement initiatives with business objectives. Analyzes workforce data, coaches HR teams and leaders, leads training and performance management, advises on employee relations and compliance, supports workforce transitions, and drives DEIB and cultural transformation across multi-site communities.

Manages a high-volume portfolio of concurrent HR projects from initiation through closeout. Develops project plans, coordinates cross-functional teams and vendors, manages resources, risks, dependencies, issues, and scope changes, and provides dashboards and leadership reporting. Supports HR technology implementations involving Workday, requirements gathering, testing, communications, training readiness, and post-launch activities. Facilitates governance, stakeholder alignment, accountability, and continuous improvement across HR initiatives.

Provides fractional HR leadership and consulting to multiple Christian mission and church clients. Responsibilities include HR audits, strategic planning, HR program design, recruiting, onboarding, compensation, benefits, engagement, performance management, compliance, training, employee relations, HRIS implementation, executive coaching, and support across U.S. states and international missions.

Manages bi-weekly payroll, payroll tax compliance, benefits deductions, HRIS records, employee relations, HR policies, lifecycle activities, office administration, and workplace culture. Partners with HR and Accounting leaders on reporting, compliance, process improvement, and employee support. The role requires hands-on administration in a hybrid workplace and supports compensation, benefits, performance, training, and special projects.

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.

Plans and executes HR, employee engagement, company-wide meeting, leadership development, facilities, onboarding, and executive support initiatives. Manages project plans, timelines, budgets, vendors, communications, merchandise inventory, and cross-functional stakeholders. Coordinates events, leadership sessions, onboarding materials, and external visibility opportunities while maintaining confidentiality, organization, and operational efficiency. The role is predominantly remote but requires Philadelphia-area attendance and business-related travel.