Top HR Jobs in San Francisco Bay Area, CA

Supports global HR operations as a first point of contact for employee queries, onboarding, employee changes, offboarding, benefits administration, records maintenance, HR reporting, compliance, and employee lifecycle activities. Maintains HR technology systems, supports automation and HR projects, collaborates with HR, payroll, talent acquisition, IT, facilities, and finance, and contributes to culture initiatives.

Serve as a strategic HR partner to senior leaders, translating business objectives into people strategies. Lead talent management, succession planning, leadership development, organizational design, change management, and data-informed workforce initiatives. Collaborate globally with HR teams to implement scalable programs, improve organizational effectiveness, and support cross-cultural teams. The role requires strong business acumen, executive influence, communication, analytics, and experience in crypto, fintech, or regulated financial services.

Leads HR systems administration and core HR operations, including HRIS management, integrations, data integrity, onboarding, offboarding, immigration, benefits, payroll coordination, compliance, reporting, and process improvement. Manages a team, resolves escalations, maintains controls and documentation, and partners with HR, IT, Finance, Payroll, Legal, and vendors to deliver accurate, secure, and scalable HR services.

Provides fractional HR leadership and consulting to multiple Christian mission and church clients. Responsibilities include HR audits, strategic planning, HR program design, recruiting, onboarding, compensation, benefits, engagement, performance management, compliance, training, employee relations, HRIS implementation, executive coaching, and support across U.S. states and international missions.

Provides fractional HR leadership and consulting to Christian ministries, churches, and mission organizations. Responsibilities include developing HR strategies, coaching executives and staff, guiding organizational change, managing compliance and people programs, mentoring HR teams, and supporting recruiting, compensation, benefits, training, performance management, engagement, policies, and employee relations. The role is mostly remote, part-time, and includes occasional travel to the Dallas area.

Leads the people strategy for R&D and Regulatory functions at a biotechnology company. Partners with HR specialists on talent acquisition, rewards, employee relations, communications, talent development, and succession planning. Advises senior leaders on organization design, workforce planning, change management, performance, and complex employee issues. Supports enterprise-wide programs, culture initiatives, and employee experience while managing and mentoring HR talent.

Manage design, development, testing, deployment, and maintenance of custom Workday reports, dashboards, and integrations. Collaborate with HR stakeholders to define requirements, ensure data integrity, troubleshoot report issues, perform audits and reconciliations, and support release impact analysis, documentation, and training to drive HR reporting, planning, and compliance across multiple affiliates.

Coordinates recruitment, candidate interviews, background checks, orientations, employee support, benefits and wage research, personnel records, government reporting, payroll assistance, and station administrative reporting. The role requires strong communication, HR compliance knowledge, proficiency with Microsoft Office, flexible scheduling including weekends and holidays, and the ability to obtain airport security clearance.

Coordinates HR activities including employee relations, training, performance management, onboarding, recruitment, retention, compliance, compensation support, investigations, talent reviews, reporting, and policy implementation. Partners with managers and operations teams, conducts exit interviews, supports separations and employee hearings, coaches leaders, and may supervise staff. Some travel may be required.

Serve as onsite HR lead supporting the full employment lifecycle: associate and labor relations, compliance, leaves of absence, onboarding, worker's compensation, data analysis, and HR policy implementation. Act as liaison with leadership, unions, and third-party providers; conduct investigations and represent company in grievance/mediation; maintain audits and HRIS resources.

Supports the full employee lifecycle, including payroll, benefits, leave administration, employee relations, performance management, investigations, HRIS data integrity, onboarding, compensation, talent management, compliance, and HR process improvement. Serves as a trusted HR resource to employees and managers while providing operational support across the organization.

Serves as the primary recruiter for administrative roles, managing job postings, ATS workflows, candidate records, screening, offer coordination, pre-employment steps, agency agreements, recruiting reports, and compliance. Partners with hiring managers, supports sourcing and compensation benchmarking, maintains job descriptions, and ensures an organized, efficient hiring process aligned with employment laws and firm policies.

Partner with senior leaders and managers on organizational design, workforce planning, talent development, performance management, employee relations, compensation cycles, and change management. Coach leaders, improve People programs, use Rippling and AI-enabled tools to analyze workforce data, and turn organizational insights into practical improvements across the employee experience.

Manages payroll, benefits, HRIS administration, employee policies, onboarding and offboarding, accounts payable, expenses, vendors, contractors, compliance, insurance, and operational records. Supports budgeting, reconciliations, bonus payments, internal documentation, and cross-functional initiatives while serving as a key resource for employees and external partners.

Serves as a strategic and hands-on HR partner to leaders and managers, providing coaching on performance, employee relations, organizational effectiveness, compensation, talent planning, and workforce decisions. Owns company-wide performance and compensation programs, develops scalable People processes, analyzes employee data, supports compliance and immigration matters, and acts as deputy to the People Lead in a fast-growing AI healthcare company.

Oversee the company’s human resources function, including HR policy development, compliance, escalations, labor and employment law compliance, and direct support for staffing customers and end clients. The role requires extensive HR expertise, experience supporting organizations of more than 1,000 employees, strong employment-law knowledge, and staffing-industry experience.

Serve as a senior HR generalist and independent individual contributor, partnering with leadership on people programs, employee relations, performance management, compensation, workforce planning, and organizational design. Own onboarding, offboarding, leave administration, HRIS data integrity, compliance, and scalable process development. Advise managers, support California employment law compliance, execute review and compensation cycles, and help build Parafin’s People function from an early stage.

Own the HR partnership for Zip’s NAMER go-to-market organization, advising Sales, Marketing, and Customer leaders on organization design, performance, leadership effectiveness, talent strategy, and employee relations. Lead people initiatives, coach managers, support hiring strategy and leveling, and partner with People teams to execute talent programs in a high-growth technology environment.

Leads HR support for Corcept leadership and employees, primarily within Research and Development. Responsibilities include organization design, change management, employee relations, learning and development, performance management, HR policy compliance, conflict resolution, terminations, compensation, and HRIS improvements. The role partners with senior executives and supports HR programs across the growing pharmaceutical organization.

Serves as an HR business partner and trusted advisor to leaders across multiple offices. Provides guidance on employee relations, performance management, investigations, leadership coaching, talent development, organizational effectiveness, change management, engagement, retention, workforce planning, and employment-law compliance. Analyzes HR trends and recommends practical solutions while partnering with Talent teams to support firmwide programs and consistent HR practices.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

Serve as a fractional Director of HR advising alternative asset firms and family offices on full-scope HR programs: policy design, compliance, compensation, talent management, employee relations, vendor oversight, people analytics, and special projects. Develop actionable plans, KPIs, and measurement frameworks; support managers, handle sensitive investigations and regulatory matters, and drive leadership development and succession planning.

Owns employee relations, HR operations, compliance, policies, HR systems, workforce reporting, performance processes, and employee experience initiatives for multiple client engagements. Advises executives and managers, manages sensitive employee matters, supports multi-state or global teams, and contributes to client proposals and business development. The role requires independent work in a fractional, remote consulting environment with occasional travel.

Coach managers and advise leadership on organizational design, succession planning, team dynamics, and talent decisions. Design scalable compensation, career-leveling, feedback, and evaluation systems for a high-growth AI research lab. Support researcher and engineer performance, development, retention, and growth while ensuring employment practices align with North American law and company values.

Leads Synapse Health’s HR technology strategy, HRIS roadmap, compensation philosophy, benchmarking, pay equity, and salary structures. Oversees a Compensation Analyst, builds scalable People shared services, manages HR technology and benefits vendors, and automates manual workflows. Partners with the Chief People Officer on executive-level compensation recommendations and AI enablement while driving system implementations, integrations, process improvements, and workforce-ready operating models.