Top Senior HR Jobs in San Francisco Bay Area, CA

Partner with Engineering and Product leaders on talent, organizational design, performance, succession, manager coaching, and complex people decisions. Build development and talent programs from 0 to 1, run performance processes, identify workforce patterns, and provide actionable recommendations. Collaborate across Recruiting and People Operations while balancing strategic advising with hands-on execution in a fast-growing startup.

Supports and optimizes HR technology by analyzing requirements, configuring HCM modules, developing tests, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading system enhancement workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, documentation, training, and continuous improvement. Provides subject-matter expertise, coaches users and analysts, and applies responsible AI practices.

Lead and scale HR across HQ, fulfillment center, and distributed stylists. Build performance systems, ensure compliance with CA employment law, oversee hourly workforce HR, support workforce planning, labor forecasting, employee relations, onboarding, retention, and partner with leadership to design organizational processes and scalable HR infrastructure.

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.

Serve as a Workday subject matter expert to configure, test, and deploy HR system enhancements; maintain security roles and data governance; drive process automation; build advanced reports and dashboards; manage integrations (EIB, Studio, APIs, PECI); and lead HR technology initiatives cross-functionally to improve employee experience and operational efficiency.

Serve as a strategic HR partner to regional leaders, translating business strategy into people plans. Provide guidance on organizational design, workforce planning, performance management, employee relations, compliance, talent mapping, succession planning, manager coaching, change management, and training initiatives to drive engagement and development.

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.

The Human Resources Business Partner aligns HR strategy with plant and manufacturing business objectives. Responsibilities include employee relations, investigations, performance management, workforce and succession planning, high-volume staffing oversight, compliance, manager coaching, training, HR data analysis, and reporting. The role partners with employees, leaders, and union representatives while supporting talent attraction, retention, development, and consistent policy implementation.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Manage end-to-end HR operations for a nonprofit, including recruitment, onboarding, employee relations, benefits, performance management, policy development, legal compliance, training, diversity and inclusion, safety, and change management. Lead or mentor HR staff, drive employee engagement, and ensure adherence to federal and California employment laws.

Serve as HR Business Partner for plant operations, handling labor/union relations, grievances, CBA administration, worker's compensation, compliance, investigations, onboarding/offboarding, performance management, and coaching leaders to attract and retain talent while supporting HR initiatives and regulatory requirements.

Provides strategic HR leadership and business partnership for a manufacturing plant. Responsibilities include workforce planning, organizational design, succession planning, talent management, leadership development, employee relations, investigations, performance management, change management, compliance, and HR program implementation. The role requires onsite work five days per week and expertise in California employment law, manufacturing operations, workforce analytics, HR systems, and continuous improvement.

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.

Owner of people operations infrastructure including payroll, compensation, policies, compliance, HR systems, reporting, and employee lifecycle. Partners with Finance, Legal, vendors, and business leaders to ensure accurate, compliant, and employee-friendly programs, process improvements, audits, and employee support.

Lead strategy and operations for compensation, benefits, payroll, recognition, and compliance across a multi-state, fully remote nonprofit. Build pay architecture, manage benefits and ERISA/ACA/5500 compliance, oversee multi-state payroll, and lead a small Total Rewards team while partnering with executives, Finance, Legal, and Communications.

Manage day-to-day administration and continuous improvement of benefits, compensation, recognition, leave, and wellness programs; lead open enrollment and vendor relationships; support compensation cycles, pay band maintenance, benchmarking, and pay equity analyses; administer multi-state leaves and accommodations; provide payroll back-up in ADP Workforce Now; ensure compliance and cross-functional coordination to operationalize Total Rewards for a remote, union and non-union workforce.

Analyze workforce data and develop HR dashboards, scorecards, KPIs, visualizations, and automated reporting solutions. Identify trends across the employee lifecycle, evaluate engagement and employee programs, ensure data quality and compliance, and provide actionable recommendations to HR and business leaders. The role also supports employee listening strategies, reporting process improvement, data governance, and executive-level presentations.

Lead companywide recruiting and help build the organization’s people infrastructure. Responsibilities include sourcing candidates, developing compensation and retention programs, managing payroll and benefits, overseeing performance evaluations, creating onboarding and training processes, and advising leadership on employment-law compliance. The role supports a distributed team and works closely with executive and legal teams.

Lead and manage an HR Generalists team and serve as the People Partner for HR. Drive talent integration, retention, performance management, org design, compensation insight, inclusion and learning needs, employee relations mitigation, and cross-functional people programs. Use data to assess talent risks and influence leaders while delivering scalable people solutions and managing projects to support a fast-growing startup environment.

Lead or perform complex HR functions across recruitment, classification/compensation, labor relations, benefits, HR operations, DEI, or training. May supervise staff, conduct audits, develop exams and job specs, manage benefits and onboarding, investigate employee issues, and deliver HR training and coaching to support a 40,000-person municipal workforce.

The HR Business Partner collaborates with leaders to develop HR strategies, supports performance management, fosters inclusivity, and ensures legal compliance.

Provide HR generalist support for headquarters and remote employees, focusing on employee relations, investigations, performance management, FMLA/ADA/workers' comp administration, HRIS recordkeeping, legal compliance, policy development, and manager consultation. Handle employee inquiries on benefits and 401(k), maintain records, and assist with trainings and documentation to ensure regulatory and corporate compliance.

Provide administrative and operational HR support including onboarding/offboarding, recruitment administration, HRIS records maintenance, reporting, training documentation, compliance assistance, and responding to routine employee inquiries while handling confidential information and managing multiple priorities in a fully remote environment.

Lead HR delivery and partner with business leaders on workforce planning, talent management, employee relations, leadership development, coaching, compensation alignment, training coordination, and process improvements. Provide advice on performance issues, drive engagement programs, and support organizational development while ensuring HR policies and systems meet business needs.

Partner with US business leaders to design and execute people strategies. Advise on org design, workforce planning, employee relations, performance and talent management, engagement, change management, and HR compliance. Drive data-informed decisions, coach managers, support scaling and integration of teams, and ensure consistent, compliant HR practices across the US organization.