Top Senior HR Jobs in San Francisco Bay Area, CA

Partner with Engineering leaders to develop and execute people strategies supporting organizational growth. Responsibilities include performance management, talent reviews, organizational design, workforce planning, manager coaching, leadership development, employee experience, people analytics, and end-to-end HR program execution. The role uses data and AI tools to identify workforce trends, influence decisions, strengthen manager capabilities, and promote a fair, inclusive, high-performance culture.

Partner with leaders and managers on employee engagement, retention, organizational effectiveness, talent management, performance, and change initiatives. Lead complex global employee relations cases and HR program execution, support international mobility, and use people analytics for strategic decisions. Drive AI/ML adoption and optimize HRBP workflows through scalable, AI-augmented solutions.

The Senior Director, HR Business Partnering at MongoDB will lead HR strategies, talent management, and organizational design to drive business growth and culture. The role involves partnering with senior leaders, influencing decisions, and managing a global HRBP team.

Partners with organizational leaders to advise on HR strategy, employee relations, policy interpretation, investigations, corrective actions, hiring and terminations. Develops and implements performance, talent management, engagement, compensation, change management, and HR process initiatives. Coaches managers, ensures employment-law compliance, supports human capital planning, mentors HR Partners, and leads process mapping for HR-related activities.

Partners with business leaders on workforce planning, organizational effectiveness, employee relations, investigations, compliance, coaching, performance management, talent development, change management, compensation, HR operations, inclusion, and people analytics. Supports multi-state unionized and non-union operations while maintaining confidentiality, legal compliance, accurate documentation, and a strong employee experience.

Serves as a senior HR business partner and employee relations lead for assigned client groups. Independently manages complex investigations, complaints, performance matters, accommodations, and workplace conflicts; advises leaders on employment law, corrective action, talent, organizational structure, and workforce planning. Designs and delivers manager and employee training, supports performance reviews and promotion decisions, analyzes engagement and turnover data, and collaborates with HR, legal, talent acquisition, and compensation teams. Requires discretion, strong judgment, and expertise in California and New York employment practices.

The Human Resources Manager supports employee relations, workplace investigations, complaints, employment disputes, leaves of absence, and compliance with labor laws. The role develops, implements, maintains, and monitors HR programs while partnering with assigned behavioral health campuses. Responsibilities include applying California employment regulations and supporting a people-focused workforce. The position is hybrid, requires weekly campus visits, and includes occasional travel outside the assigned area.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Leads the organization's human resources and administrative operations, including recruitment, onboarding, employee relations, compensation, benefits, performance management, compliance, investigations, payroll coordination, and personnel records. Advises leadership on employment matters, develops policies, supports workforce planning, and manages office purchasing, insurance, security, records, and operational improvements. Supervises volunteers and promotes an efficient, compliant, inclusive workplace.

Manage core HR operations across the employee lifecycle, including onboarding, offboarding, employee support, payroll backup, compliance, leave administration, workplace accommodations, grievances, HRIS data integrity, and employee experience initiatives. Partner with HR, IT, managers, and employees while maintaining accurate records, handling confidential information, and improving HR processes and programs.

Manage core HR operations across the employee lifecycle, including onboarding, offboarding, HR support, payroll backup, compliance, leave administration, accommodations, grievances, and HRIS data integrity. The role partners with HR, IT, and business stakeholders, supports employee experience and company culture, maintains required labor postings, and improves HR processes and documentation.

Serves as a strategic HR partner to assigned business groups, advising leaders and managers on employee relations, performance management, workforce planning, talent management, organizational change, and employee engagement. Builds trusted relationships, supports manager capability, analyzes workforce data and HR metrics, addresses employee matters, and collaborates on HR programs and cross-functional initiatives.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

Leads the Department of Public Health’s Leaves Management and Workers’ Compensation Program. Supervises HR staff, advises employees and leaders on leave, workplace injury, accommodation, and return-to-work matters, ensures legal and policy compliance, improves service operations, develops training, analyzes performance data, manages complex cases, coordinates with internal and external partners, prepares executive reports, and represents the department in regulatory or external proceedings.

Supports the full employee lifecycle, including payroll, benefits, leave administration, employee relations, performance management, investigations, HRIS data integrity, onboarding, compensation, talent management, compliance, and HR process improvement. Serves as a trusted HR resource to employees and managers while providing operational support across the organization.

Partner with senior leaders and managers on organizational design, workforce planning, talent development, performance management, employee relations, compensation cycles, and change management. Coach leaders, improve People programs, use Rippling and AI-enabled tools to analyze workforce data, and turn organizational insights into practical improvements across the employee experience.

Serve as a senior HR generalist and independent individual contributor, partnering with leadership on people programs, employee relations, performance management, compensation, workforce planning, and organizational design. Own onboarding, offboarding, leave administration, HRIS data integrity, compliance, and scalable process development. Advise managers, support California employment law compliance, execute review and compensation cycles, and help build Parafin’s People function from an early stage.

Serves as an HR business partner and trusted advisor to leaders across multiple offices. Provides guidance on employee relations, performance management, investigations, leadership coaching, talent development, organizational effectiveness, change management, engagement, retention, workforce planning, and employment-law compliance. Analyzes HR trends and recommends practical solutions while partnering with Talent teams to support firmwide programs and consistent HR practices.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

Provides HR operational support across the Americas, managing employee lifecycle transactions, HR systems, compliance, records, employee inquiries, and data integrity. Partners with HR Business Partners and Centers of Excellence, supports process improvements, system enhancements, policy updates, change management, and HR operations projects while maintaining confidentiality and regulatory compliance.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Partner with Engineering, Product, and Design leaders on people strategy, organizational growth, compensation, performance management, training, employee relations, compliance, and risk management. The HRBP will advise leaders, coach managers, build scalable programs, support a globally distributed workforce, investigate sensitive issues, and balance strategic initiatives with hands-on People Operations execution.

Coach managers and advise leadership on organizational design, succession planning, team dynamics, and talent decisions. Design scalable compensation, career-leveling, feedback, and evaluation systems for a high-growth AI research lab. Support researcher and engineer performance, development, retention, and growth while ensuring employment practices align with North American law and company values.

Leads Synapse Health’s HR technology strategy, HRIS roadmap, compensation philosophy, benchmarking, pay equity, and salary structures. Oversees a Compensation Analyst, builds scalable People shared services, manages HR technology and benefits vendors, and automates manual workflows. Partners with the Chief People Officer on executive-level compensation recommendations and AI enablement while driving system implementations, integrations, process improvements, and workforce-ready operating models.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.