Top Senior HR Jobs in San Francisco Bay Area, CA

Leads the U.S. HR function, including strategy, employment compliance, talent processes, employee relations, compensation, benefits, HRIS, payroll oversight, and performance management. Oversees offshore HR support staff, develops process documentation and delegation playbooks, manages sensitive employee data, and determines which HR activities should be delivered onshore or offshore. Partners with the COO to improve HR service quality, operational efficiency, compliance, and employee experience across a multi-state, multi-shore organization.

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.

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.

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.

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.

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.

Provide advanced HR support including employee relations and investigations, performance management, leaves and accommodations, policy interpretation, onboarding/offboarding, HR project leadership, compliance with California employment law, HR reporting, and serve as a senior resource and trainer to the HR team.

Serves as a strategic and hands-on HR partner to Operations, Development, and Global Program leaders. Leads workforce planning, organizational design, talent reviews, succession planning, employee relations, leadership development, engagement, compensation, performance management, and organizational effectiveness. Advises leaders on talent and workforce risks, supports compliance with employment laws, SOX, and FDA requirements, and helps align HR programs with business growth and biotech industry practices.

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.

Supports daily People team operations across recruiting, onboarding, payroll assistance, benefits administration, employee relations, compliance, HRIS records, training, and employee support. Recruits frontline employees, coordinates background checks and documentation, reviews timekeeping, assists with payroll and open enrollment, maintains policies and compliance reports, and partners with managers on staffing, retention, performance, and engagement initiatives.

Provide end-to-end federal recruitment and staffing support including job analyses, writing and posting vacancy announcements, assessing applications, issuing certificates, coordinating offers and pre-appointment requirements, ensuring compliance with OPM/HHS/FDA policies, responding to applicants and stakeholders, and maintaining case files and records.

Manage end-to-end payroll operations and administer core HRIS/HCM and performance platforms. Maintain integrations, ensure multi-state payroll compliance, deliver reporting and dashboards, lead system configurations and optimizations, and serve as client-facing escalation and advisor for HR technology.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

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.

Partners with business leaders and HR Centers of Excellence to develop talent strategies, workforce and succession plans, organizational design, change management, employee engagement, and leadership development. Provides senior leader coaching, uses people analytics to identify trends and risks, advises on HR policies, and supports strategic business objectives through trusted partnerships and data-driven recommendations.

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 company-wide HR strategy and operations, including recruiting, talent development, compensation, benefits, payroll, multi-state compliance, employee relations, performance management, culture, HR systems, workplace policies, and training. Advises the CFO and senior leadership, oversees HR vendors and a supporting HR and Payroll Manager, manages the HR budget, and partners with Operations on workplace safety, office functions, and IT administration.

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.

Leads and builds the HR function across three home health and hospice branches. Owns recruiting, employee relations, investigations, policies, employment-law compliance, healthcare-specific credentialing and screening, onboarding, benefits, leave administration, workforce planning, retention, and the HR budget. Requires progressive HR leadership, California employment-law knowledge, full-cycle recruiting experience, and reliable travel between Bay Area branches.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.

Develop and implement country HR strategies, policies, and procedures while ensuring regulatory compliance. Automate HR workflows using AI, manage HR vendors, advise managers on employee relations and talent development, analyze HR metrics, improve HR practices, and collaborate with global HR teams. The role also supports recruitment and onboarding, promotes an inclusive employee experience, and requires strong HR technology, analytical, communication, and project management skills.

Leads HR strategy for U.S. multi-site manufacturing operations across seven locations and approximately 500 associates. Partners with Operations leaders on workforce planning, talent and succession strategies, organizational design, employee relations, leadership development, change management, and retention. Coaches site HR Managers, supports transformation in a matrixed environment, ensures employment-law compliance, and uses workforce analytics to guide organizational decisions. Requires travel up to 30%.

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.