Top HR Jobs in San Francisco Bay Area, CA

Partners with senior leaders to shape talent strategy, organizational effectiveness, workforce planning, change management, and high-performing team development. Designs organizational structures and operating models, identifies talent and capability gaps, uses workforce insights to improve retention, and aligns hiring, succession, and talent investments with business objectives. Supports AI-focused engineering studios through growth, transformation, and scalable people solutions.

Advises managers and employees on HR policies, employee relations, regulations, and workplace concerns. Manages assigned HR programs, recommends appropriate services and procedures, supports effective HR practices, and completes special projects. Requires strong communication, computer, HRIS, and Oracle application skills.

Supports day-to-day HR operations, employee relations, onboarding, compliance, documentation, payroll coordination, workforce updates, offboarding, training coordination, and employee communications. Maintains accurate HR records and HRIS data, tracks certifications and background checks, assists with audits and investigations, and ensures compliance with California labor laws. Provides administrative support while handling confidential information and employee questions.

Support technical leaders across engineering, infrastructure, AI, product, design, and security. Advise on organizational design, leadership effectiveness, talent risks, employee relations, performance, compensation, engagement, and talent development. Coach managers, conduct investigations with Legal, lead people programs, analyze workforce data, and use AI tools to improve HR processes.

Coordinates recruitment and selection administration, candidate communications, interview scheduling, background checks, onboarding, offboarding, personnel records, HR reporting, and Paylocity transactions. Supports employee relations, benefits, leave, training, and administrative workflows while protecting confidential information and escalating sensitive matters to HR leadership. Ensures timely documentation, accurate records, compliance with recruitment policies, and coordination of final-pay, access termination, equipment return, and orientation processes.

Provides functional Workday support across HR processes, including configuration, troubleshooting, testing, reporting, audits, release management, and recurring HR cycles. Partners with HR and technology stakeholders to translate business requirements into Workday solutions, maintain data integrity, resolve system issues, and improve processes. Leads or contributes to enhancements and small to medium-sized HR technology initiatives while documenting procedures and guiding end users.

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.

Supports strategic HR initiatives across a multi-site region, including employee relations, performance management, leave and benefits administration, onboarding, training, policy development, and organizational change. Coaches management, investigates workplace concerns, coordinates performance processes, analyzes HR trends, and recommends improvements. Requires regular travel to project worksites in the Los Angeles area and occasional visits to the San Francisco Bay Area.

Coordinates core People Team processes across multiple locations, supporting employee lifecycle administration, HRIS data accuracy, employee relations, separations, leave and accommodation tracking, benefits administration, compliance, HR inquiries, reporting, and process documentation. Partners with People Business Partners, HR Operations, benefits vendors, and cross-functional teams while maintaining confidential employee records and improving HR processes.

Provides administrative and clerical support to Human Resources, including recruitment coordination, onboarding, employee records, payroll and attendance documentation, benefits administration, training support, employee inquiries, and general office tasks. Maintains confidential and accurate personnel information, schedules interviews and meetings, prepares HR documents and reports, supports compliance procedures, and coordinates with employees, applicants, management, payroll, IT, and benefits providers.

Provides administrative support to Human Resources across recruitment, onboarding, employee records, payroll and attendance documentation, benefits administration, employee inquiries, training coordination, and HR reporting. Maintains confidential personnel information, schedules interviews and meetings, supports new hire processes, updates HR systems, tracks records and deadlines, and prepares HR documents. Requires strong organization, communication, attention to detail, discretion, and proficiency with office software and HR-related systems.

Provides administrative and clerical support to Human Resources, assisting with recruitment, hiring, onboarding, employee records, payroll and attendance documentation, benefits administration, training coordination, employee inquiries, and general HR operations. Maintains accurate and confidential personnel records, schedules interviews and meetings, prepares HR documents and reports, supports compliance procedures, and coordinates with employees, applicants, managers, payroll, IT, and benefits providers.

Provides advanced HR guidance on complex employee relations, labor policies, reorganizations, staffing, and organizational initiatives. Advises senior leaders and employees, analyzes sensitive issues, recommends systemic improvements, participates in HR committees, and leads other HR Generalists. The role requires strong HR expertise, analytical ability, communication skills, and sound judgment in difficult situations.

Leads Gilead’s global HR operational transformation agenda, improving service delivery, employee experience, processes, operating models, and automation. Oversees process redesign, work transitions, service readiness, governance, continuous improvement, and digital HR initiatives. Partners with HR Shared Services, COEs, HR Business Partners, technology teams, and business stakeholders. The role manages and develops an Operational Excellence team while applying Lean, Six Sigma, structured problem-solving, and change leadership to deliver measurable, sustainable results.

Temporary six-month HR business partner supporting oncology technical and clinical teams. Advises leaders on workforce planning, talent management, performance, employee relations, organizational effectiveness, succession planning, engagement, organizational change, and HR programs. Uses workforce data and employee feedback to inform decisions, supports managers with employee matters, and partners with senior leaders in a highly technical biotechnology environment.

Partners with engineering and product leaders on team design, hiring plans, performance, employee relations, manager coaching, talent reviews, succession planning, compensation philosophy, and workforce data. Collaborates with Recruiting, People Operations, Legal, and outside counsel on hiring, work authorization, visa matters, and organizational changes. Helps develop technical manager programs and supports company-wide People initiatives in a growing technology company.

Leads human resources strategy and operations for approximately 220 staff and faculty. Oversees employee relations, recruitment, onboarding, payroll, benefits, compensation, HRIS administration, compliance, leave management, workers’ compensation, audits, and HR staff development. Advises school leadership, maintains policies and handbooks, supports professional growth, and promotes an inclusive workplace culture.

Provides HR and administrative support for UCSF’s Temporary Employment Program. Maintains personnel and worker databases, tracks operational data, monitors data quality, manages inquiries, coordinates onboarding outreach, processes funding and Oracle transactions, supports affiliate hires, and collaborates with workforce development partners. Requires strong communication, organization, judgment, confidentiality, and 2–3 years of related administrative or operational experience.

Manages the human resources function for assigned divisions, advising employees and leaders on employee relations, performance, policies, compliance, staffing, training, benefits, compensation, investigations, audits, succession planning, and talent management. Partners with local and corporate leadership, conducts training, maintains employee records, supports employment-law compliance, and may supervise HR or administrative staff. Travel by air, car, or other transportation may reach 60%.

Own US benefits administration and support global employee lifecycle processes, including onboarding, offboarding, leave, policies, documentation, and employee inquiries. Maintain HR self-service resources, coordinate with benefits vendors, partner with HRBPs and cross-functional teams, and support performance cycles, employee engagement, and other People Operations initiatives.

Serve as the frontline HR contact for employee inquiries across Slack, email, and in-person channels. Execute Workday employee lifecycle transactions, support managers with organizational and location changes, and coordinate offboarding. Assist with performance reviews, promotion cycles, calibrations, engagement surveys, reporting updates, and HR record audits. Partner with HR centers of excellence to resolve or escalate sensitive cases, improve service processes, and use automation and AI tools to reduce administrative friction.

Serves as the on-site HR partner for a remote lodge workforce. Responsibilities include employee relations, investigations, supervisor coaching, staffing, onboarding, retention, employment-law compliance, leave administration, workers’ compensation support, HRIS records, training, and culture initiatives. The role requires living on site during extended rotations, working with frontline employees and leaders, and responding to urgent employee matters when needed.

Leads enterprise HR strategy for Benioff Children’s Hospitals, advising senior executives on workforce planning, talent strategy, organizational effectiveness, leadership capability, succession, labor optimization, and change management. Integrates workforce and business analytics to guide strategic decisions, coordinates HR functions, influences enterprise policies, and represents HR in high-level committees and initiatives. Requires extensive strategic HR leadership in complex organizations, preferably healthcare or academic health environments.

Own full-cycle recruiting across the company, including sourcing, screening, hiring-manager partnership, offers, recruiting metrics, and employer branding. Manage key HR operations such as preboarding, onboarding, offboarding, HRIS records, employee support, reporting, and process improvements. Coordinate with IT, Finance, leadership, and hiring managers while maintaining confidentiality and delivering a strong candidate and employee experience.

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.