Top Senior HR Jobs in San Francisco Bay Area, CA

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.

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.

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.

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.

Partners with leaders to shape organizational structures, talent plans, performance and retention programs, manager capability, and employee experience. Diagnoses complex people and organizational challenges, advises on consequential decisions, leads change, and develops scalable HR solutions in a high-growth environment.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

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.

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.

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.

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.

Owns core People Operations across the employee lifecycle, including onboarding, offboarding, benefits, HR systems, policies, compliance, performance reviews, compensation cycles, and employee experience programs. Serves as a trusted advisor to employees and managers, partners cross-functionally, and improves scalable HR processes for a growing global organization.

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 employee relations, HR compliance, workplace investigations, performance management, accommodations, leave compliance, background screening, agency responses, and employment risk management. Advises executives and managers, supervises the Employee Relations Manager, develops compliance training and policies, oversees corrective actions and audits, and ensures adherence to federal, state, and local employment laws, particularly California requirements.

Senior HR Business Partner supporting technical and business teams through organizational design, manager coaching, employee relations, performance and talent management, compensation, workforce planning, organizational change, and people program execution. The role uses workforce insights to advise leaders, manage employee matters, improve organizational effectiveness, and support healthy growth across a scaling technology company.

The Senior HR Business Partner advises leaders and managers on employee relations, performance management, engagement, workforce issues, and organizational needs. The role independently develops HR solutions, coaches leaders, collaborates with Legal, Talent, Total Rewards, and HR Operations, and ensures decisions comply with company policies and San Francisco and California employment requirements.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

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.

Leads the strategy, implementation, configuration, governance, maintenance, and support of Campbell’s Workday-based HR technology portfolio. Partners with HR leadership to translate business needs into technology solutions, manages Workday modules and integrations, oversees vendors and internal teams, directs projects, and ensures compliance, security, system stability, adoption, and service delivery.

Serves as a strategic HR business partner for distribution centers, EHS, and operations support teams. Leads organizational effectiveness, talent management, workforce planning, employee relations, performance management, compensation planning, compliance, leadership development, investigations, and organizational change. Advises leaders, resolves complex employee matters, implements HR policies and programs, and supports organizational capability. The role is remote with travel under 25% and requires at least five years of progressive HR experience, including three years managing direct reports.

Serves as a strategic HR partner to a business unit president and senior leadership team. Leads people strategy, organizational design, workforce and talent planning, succession, change management, employee relations, leadership coaching, compensation decisions, and engagement initiatives. Uses people data to guide workforce decisions and collaborates with HR centers of expertise to deliver integrated solutions. Supports managers and employees through complex organizational and employee relations matters.

The Director will lead HR technology strategy, HRIS modernization, compensation strategy and analysis, pay equity, benchmarking, and total rewards frameworks. The role manages a Compensation Analyst, builds scalable People shared services, automates workflows, oversees HR technology and benefits vendors, and partners with the Chief People Officer on executive-level compensation recommendations and workforce AI enablement.

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.

Partner with Engineering leaders to develop and execute people strategies supporting organizational growth. Advise managers on performance management, talent planning, organizational design, leadership development, and employee experience. Use workforce data to identify trends and guide decisions, coach managers, lead HR programs, and collaborate with Total Rewards, People Operations, Legal, and Talent Acquisition teams. The role also promotes cultural integrity, inclusion, accountability, and scalable operational excellence.

Serve as Distyl AI’s first HR Business Partner, advising managers and leaders on performance, team structure, hiring plans, coaching, compensation, organizational design, and change management. Use engagement and attrition data to identify organizational issues, build scalable people frameworks, and support technical teams. The role also involves developing HR systems in a high-growth AI environment and working hybrid from the San Francisco or New York office at least three days weekly.

Partner with leaders across clinical, technology, and corporate functions to deliver strategic HR solutions. Responsibilities include employee relations, organizational design, change management, leadership development, performance management, workforce planning, engagement initiatives, compliance, and people analytics. The role supports a remote, multi-state organization with a focus on healthcare and clinical teams.