Top Senior HR Jobs in Seattle, WA

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

The Senior Human Resources Business Architect will develop HR models, collaborate with stakeholders, evaluate technology solutions, and improve HR process designs.

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.

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.

Senior HR leader and strategic partner to the Executive Leadership Team responsible for people strategy across shoreside and shipboard operations. Leads organizational design, leadership development, succession planning, change management, employee relations, compensation and benefits strategy, HR operations and compliance, workforce planning and budgeting to support scalable growth and strong organizational culture. Hybrid role with periodic travel (~10%).

Provide advanced technical and functional support for HR systems (Workday, ServiceNow, Paradox). Lead configuration, upgrades, testing, data governance, mass data imports/exports, reporting, and process improvements while partnering cross-functionally to translate business requirements into technical solutions.

Provide specialized HR support to assigned business units focusing on employee relations, policy application, investigations, performance management, onboarding/exits, ADA accommodations, and manager coaching. Serve as primary HR contact, triage cases, support recruitment outreach and projects, escalate high‑risk matters, and maintain documentation. Role requires residence in the PNWBC market area and moderate travel.

The HR Business Partner will manage HR initiatives, lead change management efforts, and consult on HR programs, ensuring effective execution and adoption across the firm.

Maintain employee records and process personnel actions; support onboarding and terminations; assist with benefits questions and claims data; review HR system data for accuracy; answer policy questions; handle confidential information; perform other HR duties under West Coast HR leadership.

The Sr. HR Business Partner at SpaceX will partner with employees and managers on HR policies, handle inquiries, facilitate promotions, and shape HR programs.

Serve as the regional HR Business Partner managing complex employee relations, conducting workplace investigations, advising and coaching managers, supporting workforce planning and compliance, driving culture and employee experience initiatives, and analyzing people metrics to recommend proactive interventions across multiple clinic locations.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Serve as a strategic HR point of contact delivering end-to-end HR services across the employee lifecycle. Advise managers and employees, manage employee relations and investigations, support cyclical programs (performance, compensation, talent reviews), analyze HR data, maintain Workday records, partner with COEs and business teams, and drive organizational insights to improve employee experience and business outcomes.

Senior HR Business Partner will embed with people managers to lead goal-setting and OKRs, build and deliver manager training, coach on employee relations and org design, audit goal quality, and automate People operations using existing tools and AI to improve manager capability and operational efficiency.

Serve as strategic HR partner to lending and retail leaders in DFW and Central Texas. Provide employee relations, recruitment, performance management, compensation, benefits support, conduct investigations, advise managers on policy and compliance, deliver HR training, prepare unemployment responses, and support HR initiatives and metrics.

The Principal HR Business Partner advises senior executives on organizational design and talent strategies, ensuring alignment with business goals while influencing effectively without managerial responsibilities.

Serve as a strategic HR business partner to senior leaders, develop and execute people and talent strategies, drive workforce planning and analytics, lead change and cultural initiatives, coordinate HR Centers of Excellence, and optionally lead and develop HRBP teams to improve organizational performance and engagement.

Serve as a senior HR partner advising on employee relations, compliance, benefits and leave administration, HR operations and analytics. Lead projects, improve processes, maintain HRIS data (Paycom preferred), support compensation analysis, and deliver consistent employee experiences. Onsite in Seattle, collaborate with Payroll, Talent Acquisition, and People Services.

Drive HR compliance and reporting (AAP, EEO-1, ADA, VETS-4212), maintain and update policies, ensure I-9 and federal contractor compliance, partner with HRIS, Legal, and vendors, conduct audits, deliver training, and support workforce changes and transactions.

Serve as strategic HR partner supporting business units: manage compliance, employee relations, performance management, engagement, DEI, succession planning, training, compensation advising, legal risk mitigation, and HR process improvements.

The HR Business Partner will support leaders and employees across departments, manage employee relations, and improve talent programs, ensuring compliance with laws and policies.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Provide senior HR leadership and strategy across payroll, benefits, HRIS, talent acquisition, onboarding, employee relations, performance management, and compliance. Build retention frameworks, define HR KPIs, manage HR team and vendors, maintain legal compliance, draft HR budgets, and partner with leadership to drive culture, engagement, and organizational development.