Top Senior HR Jobs in Seattle, WA

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.

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.

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.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

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 a strategic HR business partner for Cloud + AI, advising leaders, diagnosing organizational effectiveness, driving talent and leadership development, applying data-driven insights and AI-enabled tools, leading strategic projects end-to-end, and delivering scalable HR solutions in partnership with HR centers of excellence and business stakeholders.

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.

Serve as HR business partner for one or multiple units: lead labor and employee relations (including union grievances), support recruiting and retention, manage HR staff, oversee workers’ compensation and policy compliance, advise on training, establish HR metrics, and support cross-functional programs to meet business objectives.

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 HR-focused AI and automation initiatives by translating HR workflows into practical solutions, managing medium-complexity projects, ensuring privacy and compliance, driving change management and adoption, coaching HR partners on responsible AI use, and measuring impact through time savings, quality improvements, and user outcomes.

Provide HR support to Northwest regional managers and employees across benefits, leaves, payroll, union matters, compliance, investigations, onboarding, payroll coordination, recordkeeping, and HR audits. Serve as trusted advisor on employee relations, performance management, collective bargaining interpretation, and workers' compensation return-to-work processes.

Lead HR function for a multi-clinic community health nonprofit. Oversee benefits, compensation, labor relations/union contract administration, recruitment, onboarding, performance management, employee relations, compliance, audits, DEI initiatives, supervisory training, and HR budgeting while partnering with executive leadership and supporting organizational goals.

Conscious Talent seeks experienced people leaders to shape HR strategies, build inclusive cultures, and support organizational growth, integrating personal development values in their work.

Provide HR subject-matter expertise and operational support for employment events (hires, changes, departures). Ensure managers and employees receive appropriate HR resources and partner support; manage payroll and HRIS processes; maintain confidentiality; navigate complex employee issues; and communicate and consult effectively with internal and external stakeholders.

Serve as strategic HR partner to Engineering, Product, and Design (EPD) teams—translating business goals into people strategies. Lead compensation frameworks, performance management, training, employee relations, compliance, and HR operations for a globally distributed startup. Balance hands-on execution and strategic projects to shape culture and scale People Operations.

Partner with clinical leaders to align people strategies with operational goals across a multi-state clinical workforce. Lead employee relations, performance management, workforce planning, compliance, and retention initiatives for field-based clinical and non-clinical teams, ensuring multi-state legal compliance and support for high-acuity patient populations.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.

Strategic individual contributor partnering with C-suite and senior leaders across G&A, GTM, and Clinical to shape org strategy, structure, talent, and leadership. Drive hiring, performance management, restructuring, and organizational effectiveness during rapid growth, coaching leaders to build high-performing teams and reduce friction while scaling.

Contract fractional HR generalist to own HR operations: payroll and HRIS (Rippling), benefits administration, compliance, systems automation and documentation, onboarding/recruiting support, and vendor coordination. Expected ~15 hrs/week for an initial 6-month engagement, with deliverables and system audits in the first 90 days.

Senior HR executive role partnering with the President and leadership to drive organizational effectiveness, workforce planning, leadership development, culture change, talent strategy, and adoption of AI-enabled HR tools. Leads transformation, succession planning, employee engagement, and a high-performing HR team in a global, matrixed SaaS environment.