Top Senior HR Jobs in San Francisco Bay Area, CA

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Own the end-to-end People Operations experience, including HR systems, benefits, payroll compliance, leave, unemployment, immigration, perks, and employee lifecycle programs. Improve processes, audit data, document SOPs, and build AI-enabled automations and insights. Partner with Finance, Accounting, IT, and Legal while ensuring multi-state employment compliance and supporting compensation, engagement, feedback, and recognition initiatives.

Leads HR transformation engagements, designing future-state HR processes, operating models, AI integration, data strategies, and adoption plans. Conducts client workshops, stakeholder interviews, benchmarking, change-impact assessments, and executive presentations. Advises on responsible AI, employee experience, digital HCM platforms, and process reinvention while contributing to proposals and business development. Coaches junior practitioners and manages client relationships. Travel may reach 80%.

Serves as a strategic HR advisor to senior leaders supporting workforce planning, talent strategy, succession, performance, organizational design, compensation, employee engagement, and change management. Assesses HR risks, ensures governance and regulatory compliance, tracks people metrics, coaches leaders, and leads enterprise-level people initiatives aligned with business objectives.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

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.

Leads day-to-day HR operations for a construction company, overseeing recruiting, onboarding, benefits, compliance, employee records, training, and employment-law processes. Manages an HR Administrator and advises leadership on workforce planning, compensation, employee relations, performance management, investigations, accommodations, leaves, and corrective actions. Improves HR systems, documentation, communication, and processes while ensuring confidential, consistent, and compliant support.

Supervises and administers complex human resources functions, including student employment recruitment, onboarding, classification, compensation, benefits, employee relations, training, and compliance. Oversees recruitment and examination processes, salary administration, ADA and leave requests, personnel transactions, reports, HR projects, and subordinate staff. Conducts classification and compensation studies, interprets employment laws and policies, and supports student employment operations, volunteer tracking, and alternative work arrangements.

Owns day-to-day HR operations, including employee lifecycle management, Rippling HRIS administration, immigration, leave and accommodations, benefits, performance cycles, engagement surveys, compensation programs, and compliance. Advises managers and employees on HR matters, improves policies and processes, and partners with the HR Manager to support a rapidly growing organization.

Directs human resources operations, including employee relations, benefits, leave administration, workers’ compensation, unemployment claims, compliance, performance management, and retention initiatives. Supervises an HR Generalist, partners with Payroll, manages employee files and HRIS information, supports onboarding and open enrollment, conducts investigations and exit interviews, and advises managers on corrective action, conflict resolution, and employment practices.

Manages administrative operations and serves as the department’s HR and Academic Affairs expert. Advises leadership on recruitment, workforce planning, performance management, employee relations, labor matters, compliance, and organizational development. Oversees faculty onboarding, credentialing, privileging, malpractice insurance, and recruitment logistics. Leads operational planning, process improvement, reporting, strategic projects, policy implementation, and coordination with HR, legal, unions, academic affairs, and external stakeholders.

Manages complex academic HR operations for an emergency medicine department, advising leadership on appointments, advancement, recruitment, compensation, leaves, onboarding, offboarding, and personnel compliance. Coordinates academic actions, faculty funding distributions, searches, promotions processes, visa matters, and HR service delivery across multiple sites. Provides strategic consultation, resolves sensitive personnel issues, ensures policy compliance, and supports departmental planning, financial management, and operational continuity.

Leads HR Shared Services and manages a team of HR professionals while overseeing employee and manager pre-boarding across UCSF Campus and Health. Responsibilities include service strategy, employee experience improvement, HR consultation, talent management, policy guidance, process optimization, technology and self-service enablement, change management, metrics, and cross-functional stakeholder alignment.

Leads HR People Enablement operations by designing scalable processes, establishing governance and controls, managing continuous improvement, and coordinating major HR cycles such as Open Enrollment and Year-End Rewards. Partners cross-functionally with HR, Finance, Payroll, IT, Legal, and external providers to improve service quality, manage risks, track roadmaps, and support executive decision-making.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Leads global HR business partnering for senior executives and leadership teams, advises on organizational design, employee relations, workforce planning, talent, compliance, and people strategy. Oversees and develops HR partnering teams, collaborates with HR centers of excellence, coaches executive stakeholders, manages complex employee issues, and drives a positive employee experience aligned with Xero’s global people strategy.

The Director of Talent leads broad HR strategy and operations, including employee relations, culture, performance management, learning and development, benefits, leave administration, compensation, talent acquisition, and HR compliance. The role partners with senior leadership, supervises a Talent Operations Generalist, manages Paycom HRIS processes, facilitates leadership training, supports recruiting, analyzes people data, and oversees employee benefits, workers’ compensation, and organizational initiatives.

Serves as a strategic HR partner to regional and school leaders across a multi-site school network. Leads workforce planning, organizational effectiveness, leadership development, employee relations, investigations, performance management, compliance, change management, and HR process improvements. Uses workforce data and engagement feedback to identify trends, strengthen culture, mitigate risk, and improve retention. The role is primarily remote but requires consistent travel to supported schools near San Jose, California.

Lead global HR operations and compliance across North America, APAC, and Europe. Own China HR, build scalable onboarding, offboarding, payroll, leave, contracts, performance, policy, and audit processes, and manage EOR, payroll, benefits, and employment counsel partners. Support managers on employee relations and policy matters, guide international expansion, and lead a small China and Taiwan team. The role requires 15%–40% travel depending on location.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.

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.

Partners with senior leaders on workforce planning, organization design, talent, performance, change, employee relations, and organizational effectiveness. Builds a scalable U.S. HRBP service model with clear processes, ownership, handoffs, and service standards. Leads investigations, performance support, career services, and process improvements while using workforce data, case themes, AI, and digital tools to improve HR service quality and decision-making.

Provides strategic and day-to-day HR partnership for designated business units, including employee relations investigations, coaching, policy interpretation, workforce planning, and succession planning. Supports unionized workforces through grievance resolution, collective bargaining agreement administration, labor-management relations, and workplace investigations. Partners with legal counsel and leaders on labor matters, organizational changes, and compliance. The role is fully remote within the United States.