# 22,876 HR (Human Resources) Jobs - Verified in September 2026

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HR (Human Resources) Jobs in September 2026 - Apply with AI

Browse HR (Human Resources) jobs in September 2026 across recruiting, people operations, employee relations, compensation and benefits, HRIS, and HR leadership. You can expect a mix of remote, hybrid, and on-site openings, with titles ranging from coordinator and generalist roles to specialist and manager positions. Create an account to explore the full feed and auto-apply with LiftmyCV AI Agent.

## Expert

Marina Galkina, Senior HR Manager, Lead Tech Recruiter, and Career Consultant

https://www.linkedin.com/in/marina-galkina-148b93224/

"HR hiring in 2026 often splits into a few distinct lanes. Companies still need hands-on recruiters and HR generalists who can keep day-to-day people operations moving, but there’s also steady interest in specialists across compensation, benefits, HRIS, employee relations, and talent programs. What tends to matter most is range: employers may want someone who can handle policy, systems, and stakeholder communication without losing the operational detail that keeps an HR function credible."

Marina's Market Take

Senior HR Leader & Lead Tech Recruiter

### How to Land a HR (Human Resources) Role in 2026

HR hiring in 2026 is usually less about calling yourself a generalist and more about showing a clear lane. On a broad HR jobs page, that often means positioning yourself for one of a few recognizable tracks: HR generalist and business partner work, talent acquisition and recruiting, people operations and HRIS support, or compensation, benefits, and compliance. Your application should make that lane obvious from the first few lines through the tools, processes, and employee groups you’ve handled.

For HR generalist or HRBP roles, emphasize employee relations, policy interpretation, onboarding, performance cycles, leave administration, and manager support. If your background is closer to recruiting, be specific about requisition ownership, sourcing channels, interview coordination, stakeholder communication, and the kinds of roles you’ve filled. For people operations openings, lead with systems work such as HRIS data accuracy, workflow management, documentation, audits, reporting, and process cleanup. If you’re targeting benefits or compliance roles, spell out your exposure to enrollments, documentation, investigations, I-9 or similar recordkeeping, and policy administration.

Your search strategy in September 2026 should stay narrow enough that your profile matches the posting language. If you’ve worked across several HR functions, don’t present everything with equal weight. Reorder your experience so the target lane comes first, and use the exact operational terms tied to that work, whether that is employee relations, ATS coordination, Workday support, payroll partnership, or benefits administration.

It also helps to show the scale and setting of your HR work without forcing numbers. Mention whether you supported hourly teams, corporate staff, multi-site operations, remote onboarding, or high-volume recruiting.

For HR (Human Resources) jobs, center your resume on the work HR teams actually own: recruiting, onboarding, employee relations, HRIS administration, benefits support, compliance documentation, payroll coordination, and performance processes. If you’ve used tools like Workday, ADP, BambooHR, Greenhouse, Lever, UKG, or SAP SuccessFactors, name them clearly in context instead of burying them in a skills list.

Keep bullets tied to HR outcomes and process ownership. SHRM-CP, SHRM-SCP, PHR, or coursework completed in 2026 can help, especially for generalist, people operations, and HR coordinator tracks. For recruiting-heavy resumes, show req volume, interview scheduling, offer coordination, and candidate communication. For employee relations or HR operations work, show policy handling, documentation accuracy, audits, leave administration, and cross-functional support with managers or payroll.

Cut generic lines about being a people person, strong communicator, or helping with administrative tasks. Replace them with specifics.

- Weak: “Responsible for onboarding new hires and supporting HR activities.”
- Strong: “Coordinated onboarding for 45 new hires across 3 departments, managed I-9 and benefits enrollment paperwork, and maintained employee records in Workday with accurate status updates.”

HR interviews usually dig into judgment, documentation, and how you handle people problems without losing sight of policy. For HR generalist, recruiter, people operations, and employee relations roles, expect scenario questions about conflict, performance issues, leave requests, hiring manager pushback, or a sensitive complaint. A common format is a situational prompt such as, *"How would you respond if a manager wants to terminate someone without clear documentation?"*

Prepare 4 to 6 examples that show investigations, onboarding, recruiting coordination, policy communication, HRIS use, or process improvements. If your background includes recruiting, be ready to discuss funnel metrics, stakeholder management, and how you calibrated candidates with hiring teams. For people ops or HR operations roles, you may get a workflow exercise tied to compliance, records, audits, or onboarding steps.

For 2026, it helps to practice concise answers that show discretion, employment law awareness, and clean follow-through. Bring examples with timelines, actions, and outcomes, especially where you balanced employee experience with policy.

## HR (Human Resources) Salary Data (September 2026)

This section summarizes salary information for HR (Human Resources) jobs listed on this page in September 2026. It reflects pay details pulled from available postings, with 22,876+ active jobs providing added context where salary ranges are shown.

| Level | P25 | P50 | P75 |
| --- | --- | --- | --- |
| Average | 62364.75 | 80750 | 122850 |
| Entry | 54520 | 61360 | 73750 |
| Mid | 70000 | 90000 | 120800 |
| Senior | 108000 | 146250 | 165325 |

Skills: ["human resources","talent acquisition","recruiting","candidate sourcing","interview coordination","ATS","people operations","HR operations","HR business partnering","employee relations","labor relations","HR compliance","employment law","policy development","conflict resolution","onboarding","offboarding","performance management","compensation and benefits","total rewards","payroll","HRIS","HR analytics","people analytics","workforce planning","data analysis","HR reporting","learning and development","training and development","organizational development","succession planning","change management","diversity and inclusion","employer branding","global mobility","process improvement","project management","stakeholder management","communication","problem solving"]

## Example jobs

- **Senior HR Business Partner — SiteMinder — Sydney**: SiteMinder is seeking a dynamic Senior HR Business Partner for a 12-month fixed-term contract. This fast-paced role involves partnering with leaders across Tech, Product, and Customer teams to enhance employee experience and build high-performing teams. The successful candidate will have a solid HRBP background, exceptional coaching skills, and experience in a tech or fast-moving industry. The role emphasizes collaboration, adaptability, and data-driven decision-making to support organizational growth and employee well-being.
- **Senior HR Business Partner — cenovus — CA-AB-Calgary**: The Senior HR Business Partner role offers strategic HR support to the Operations & Technical Services leadership team at Cenovus. This position is pivotal in collaborating with HR Business Partners to deliver talent strategies that align with business goals. The incumbent will guide leaders on talent management, succession planning, and organizational effectiveness, enhancing workforce readiness and fostering a high-performing culture. With at least 8 years of HR experience required, candidates should possess strong capabilities in various HR disciplines, including employee relations and change management.
- **Senior HR Business Partner — Copeland Flow Controls Czech sro — Kolin, Czechia**: **About Us**

We are a global climate technologies company engineered for sustainability. We create sustainable and efficient residential, commercial and industrial spaces through HVACR technologies. We protect temperature-sensitive goods throughout the cold chain. And we bring comfort to people globally. Best-in-class engineering, design and manufacturing combined with category-leading brands in compression, controls, software and monitoring solutions result in next-generation climate technology that is built for the needs of the world ahead.

Whether you are someone looking for a career change, a professional, an undergraduate student exploring your first opportunity, or recent graduate, we have opportunities that will allow you to innovate, be challenged and make an impact. Join our team and start your journey today!

**We are looking for an experienced Human Resources Business Partner to join our team in Kolín, Czech Republic.** In this role, you will serve as a trusted partner to business leaders and employees, providing both strategic and operational HR support. You will play a key role in driving employee engagement, organizational effectiveness, talent development, and change management, while also supporting selected HR administrative activities during the transition of transactional processes to our Global Business Services (GBS) organization.

## Key Responsibilities:

- Act as a trusted HR Business Partner to leaders and employees, providing strategic and day-to-day HR support.
- Partner with leaders on organizational effectiveness, workforce planning, talent management, and people-related decisions.
- Coach and guide managers on employee relations, leadership effectiveness, performance management, and employee development.
- Drive employee engagement initiatives and promote a positive, inclusive, and high-performing workplace culture.
- Lead and support change management initiatives to ensure successful implementation of organizational changes.
- Provide guidance on Czech labor law, company policies, and HR compliance matters.
- Partner with Talent Acquisition and hiring managers to support recruitment activities and onboarding processes.
- Support employee engagement surveys and action planning initiatives.
- Support selected HR operational and administrative activities until the transition of transactional HR processes to GBS and digital solutions is completed.
- Participate in HR projects aimed at improving HR processes, employee experience, and business outcomes.
- Deliver presentations, facilitate discussions, and effectively communicate with employees and leadership teams.

## Required Qualifications:

- **Minimum of 5 years of experience as an HR Business Partner.**
- **Experience supporting manufacturing or industrial sites**, partnering closely with plant leadership and employees in a fast-paced operational environment.
- Strong knowledge of Czech labor law and HR best practices.
- Experience in employee relations, performance management, talent development, and change management.
- Excellent communication, stakeholder management, coaching, and influencing skills.
- Strong presentation and facilitation skills.
- **Fluent Czech and English language skills.**
- Ability to operate effectively in both strategic and hands-on HR activities.

## Preferred Qualifications:

- Experience working within organizational transformation, shared services, or HR digitalization initiatives.
- Experience in workforce planning and organizational development.
- Experience working in an international business environment.

## About the Location:

Located in **Kolin, Czech Republic**, this role supports Copeland's local manufacturing operation, which operates in the Industrial Valve Manufacturing industry and employs approximately 166 employees. As the site's HR Business Partner, you will work closely with leaders and employees to support business objectives, drive employee engagement, and foster a positive workplace culture. The position requires a strong on-site presence, allowing you to build meaningful relationships with stakeholders and have a direct impact on the employee experience and organizational success. Occasional home office flexibility is available, but this role is primarily site-based to ensure close partnership with the local workforce.

**Our Commitment to Our People**

Across the globe, we are united by a singular Purpose: Sustainability is no small ambition. That’s why everything we do is geared toward a sustainable future—for our generation and all those to come. Through groundbreaking innovations, HVACR technology and cold chain solutions, we are reducing carbon emissions and improving energy efficiency in spaces of all sizes, from residential to commercial to industrial.

Our employees are our greatest strength. We believe that our culture of passion, openness, and collaboration empowers us to work toward the same goal - to make the world a better place. We invest in the end-to-end development of our people, beginning at onboarding and through senior leadership, so they can thrive personally and professionally.

Flexible and competitive benefits plans offer the right options to meet your individual/family needs. We provide employees with flexible time off plans, including parental leav, vacation and holiday leave.

Together, we have the opportunity – and the power – to continue to revolutionize the technology behind air conditioning, heating and refrigeration, and cultivate a better future. Learn more about us and how you can join our team!

**Our Commitment to Inclusion & Belonging**

At Copeland, we cultivate a strong sense of inclusion and belonging where individuals of all backgrounds, and with diverse perspectives, are embraced and treated fairly to enable a stronger workforce. Our employee resource groups play an important role in culture and community building at Copeland.

**Equal Opportunity Employer**

Copeland is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, race, color, religion, national origin, age, marital status, political affiliation, sexual orientation, gender identity, genetic informationordisability. We are committed to providing a workplace free of any discrimination or harassment.

**Work Authorization**

Copeland will only employ those who are legally authorized to work in the Country in which they apply. This is not a position for which sponsorship or work authorization will be provided.

**No calls or agency requests please.**
- **Senior HR Business Partner — QPL IQVIA RDS Poland Sp. z o.o. — Warsaw, Poland**: **Job Overview**

Provide comprehensive HR support, advise and expertise to management and employees across assigned service areas, business units or departments, either locally or regionally. Take an active part in the building of an attractive workplace where employees want to work and go above and beyond. Provide support and guidance to less experienced members of an HR team in their day-to-day roles. Support the continuous improvement of the HR function through development and implementation of HR programs and projects in an assigned geography or business line.
The role follows a hybrid working model, requiring attendance in the Warsaw office two days per week.

**Essential Functions **
• Develop strong professional relationships with business partners to enable them to achieve their business goals.

• Act as a Business Partner to assigned business areas.

• Develop strong and effective team relationships with HR specialist functions/Centers of Excellence, e.g., HRPSC, Finance PSC to develop the best employee experience
• Work with data and data analysis to help to develop fact-based solutions and recommendations

• Provide HR Partnering management coaching and counseling.

• Support line managers in leveraging people processes to increase engagement, manage performance, retain talent and increase efficiency.
• Provide advice and guidance to more junior members of the HR team as appropriate.
• Conduct ad hoc reviews as directed and propose recommendations in handling employment legislation, compliance, HR systems, practices and procedures and provide support and education to line management.

• Take an active role in the developing of various local community initiatives for employees and teams.
• Participate as assigned, in working with senior HR team members for the day-to-day development and implementation of redesign and new local and global HR initiatives.
• Work with other HR team members on organizational effectiveness and HR partnering change management efforts associated with reorganizations, mergers/acquisitions and transfers to ensure compliance to local legislation.
• Support line managers in the recruitment and selection process where appropriate.
• Manage HR-related queries and employee relations cases.

**Qualifications **
• 4 years of experience within an HR partnering function or combination of generalist and HR specialist experience
• Fluent in English and Polish

• Very good partnership, influencing and stakeholder management skills

• Expert coaching and counseling skills
• Effective leadership skills
• Excellent problem solving, judgment and decision-making skills

• Very good knowledge of local and relevant employment legislation

• Strong verbal and written communication skills and very good interpersonal skills

• Good presentation skills
• Very high degree of discretion and confidentiality
• Strong attention to detail
• Good ability to work in a matrix environment and in uncertain situations

• Project management skills

IQVIA is a leading global provider of clinical research services, commercial insights and healthcare intelligence to the life sciences and healthcare industries. We create intelligent connections to accelerate the development and commercialization of innovative medical treatments to help improve patient outcomes and population health worldwide. Learn more at [https://jobs.iqvia.com](https://jobs.iqvia.com/)

IQVIA is committed to integrity in our hiring process and maintains a zero tolerance policy for candidate fraud. All information and credentials submitted in your application must be truthful and complete. Any false statements, misrepresentations, or material omissions during the recruitment process will result in immediate disqualification of your application, or termination of employment if discovered later, in accordance with applicable law. We appreciate your honesty and professionalism.

The potential base pay range for this role, when annualized, is zł140,000.00 - zł259,900.00. The actual base pay offered may vary based on a number of factors including job-related qualifications such as knowledge, skills, education, and experience; location; and/or schedule (full or part-time). Dependent on the position offered, incentive plans, bonuses, and/or other forms of compensation may be offered, in addition to a range of health and welfare and/or other benefits.
- **Senior HR Business Partner — Global Payment Holding Company — ALPHARETTA, GEORGIA**: Join TSYS as a Senior HR Business Partner and play a key role in shaping global commerce through strategic people management. You will align HR strategies with business objectives, support organizational design and talent development, and act as a trusted advisor on complex HR matters. Ideal candidates have 8+ years of progressive experience in HR, strong expertise in workforce planning, and exceptional consulting skills. Join a dynamic team dedicated to fostering an inclusive, high-performing workplace.
- **Senior HR Business Partner — De Brauw Blackstone Westbroek — Burgerweeshuispad 201, 1076 GR Amsterdam, Netherlands**: **Over de rol**

We kijken op dit moment uit naar twee Senior HR Business Partners, die elk verantwoordelijkheid dragen voor een eigen portefeuille. De precieze portefeuilleverdeling wordt in overleg bepaald, waarbij gedacht wordt aan een onderscheid tussen de Legal professionals, bestaande uit advocaten, notarissen en fiscalisten, en de Business professionals.

Binnen je portefeuille ben je verantwoordelijk voor de strategische HR-agenda en adviseer je partners, leidinggevenden en het bestuur over complexe personele en organisatorische vraagstukken. Je vertaalt de strategie en ontwikkelingen binnen de organisatie naar concrete HR-prioriteiten en zorgt voor samenhang tussen de behoeften van de praktijk, het organisatiebelang en de ontwikkeling van onze professionals.

Je vervult een sleutelrol in onderwerpen zoals performance, talent- en leiderschapsontwikkeling, personeelsplanning, rotaties, secondments, werkverdeling en verzuim. Daarbij kijk je verder dan individuele casuïstiek. Je herkent patronen, brengt risico’s en kansen in beeld en beïnvloedt de besluitvorming op basis van een heldere visie en gedegen analyse.

Je maakt deel uit van een HR-team van circa 25 collega’s, verdeeld over People Services, HR Advice en Talent Development. Binnen het subteam HR Advice werk je nauw samen met de andere HR Business Partners en geef je vanuit jouw ervaring ook vakinhoudelijke richting en begeleiding aan minder ervaren HR-collega’s.

Je portefeuille zal bestaan uit circa 120-150 professionals en partners/leidinggevenden, verdeeld over meerdere praktijkgroepen/afdelingen, gecombineerd met projecten en verbeterinitiatieven.

**Wat ga je doen?**

- Je bent strategisch HR-partner voor partners, leidinggevenden en het bestuur binnen jouw portefeuille. Je adviseert gevraagd en ongevraagd over complexe personele, organisatorische en leiderschapsvraagstukken.
- Je ontwikkelt samen met de business een heldere HR-agenda voor jouw portefeuille en zorgt dat deze aansluit bij de bredere strategie en prioriteiten van De Brauw.
- Je draagt verantwoordelijkheid voor de kwaliteit en samenhang van de jaarlijkse performance-, talent- en beoordelingscyclus, inclusief promotie- en opvolgingsvraagstukken.
- Je geeft richting aan de (half)jaarlijkse personeels- en rotatieplanning. Daarbij adviseer je over capaciteit, bezetting, werkdruk, talentontwikkeling, retentie en de toekomstige personeelsbehoefte.
- Je begeleidt partners en leidinggevenden bij complexe individuele en teamvraagstukken en helpt hen hun leiderschaps- en peoplemanagementverantwoordelijkheid effectief in te vullen.
- Je analyseert ontwikkelingen en terugkerende vraagstukken binnen jouw portefeuille en vertaalt deze naar voorstellen voor HR-strategie, beleid en organisatiebrede verbetering.
- Je initieert en leidt organisatiebrede HR- en verandertrajecten, creëert draagvlak bij relevante stakeholders en bewaakt de voortgang en beoogde impact.
- Je volgt relevante externe ontwikkelingen en vertaalt deze naar kansen, risico’s en concrete voorstellen voor De Brauw en jouw portefeuille.
- Je werkt nauw samen met collega’s binnen HR Advice, People Services en Talent Development en draagt bij aan een geïntegreerde en professionele HR-dienstverlening.
- Je fungeert als inhoudelijke vraagbaak en coach voor minder ervaren HR-collega’s en draagt actief bij aan de verdere professionalisering van het HR-team.
- Je draagt bij aan een open en transparante werkcultuur waarin kwaliteit, samenwerking, leren en professionele groei centraal staan.

**Wie ben jij?**

Je bent een ervaren en overtuigende gezaghebbende HR-professional die zich gemakkelijk beweegt in een complexe, kennisintensieve en veeleisende omgeving. Je bent niet alleen een strategische sparringpartner, maar vindt het ook vanzelfsprekend om met beide benen in de operatie te staan wanneer de situatie daarom vraagt. Je bent in staat om complexe vraagstukken snel te doorgronden, verschillende belangen bij elkaar te brengen en besluitvorming te beïnvloeden. Je houdt overzicht, stelt prioriteiten en zorgt dat plannen daadwerkelijk tot resultaat leiden.

Verder beschik je over:

- Een academische achtergrond, bij voorkeur in Human Resources, Rechten, Organisatiekunde of een aanverwant vakgebied.
- Minimaal acht tot tien jaar relevante ervaring in een brede en senior HR-advies- of HR Business Partnerrol.
- Aantoonbare ervaring met het adviseren van directie, bestuur, partners of senior management.
- Ruime ervaring met complexe, organisatiebrede HR-vraagstukken en verandertrajecten.
- Ervaring binnen een professionele, kennisintensieve dienstverlenende organisatie.
- Een heldere visie op strategisch HR en het vermogen deze te vertalen naar concrete prioriteiten en interventies.
- Uitstekende communicatieve vaardigheden in het Nederlands en Engels, zowel mondeling als schriftelijk.
- Stevigheid, organisatiesensitiviteit en het vermogen om op verschillende niveaus effectief te beïnvloeden.
- Sterk analytisch en conceptueel denkvermogen, gecombineerd met een pragmatische en resultaatgerichte aanpak.
- Het vermogen om anderen inhoudelijk mee te nemen, uit te dagen en verder te ontwikkelen.
- Een natuurlijke samenwerkingsstijl en gevoel voor humor, ook wanneer de belangen groot zijn of de druk oploopt.

**Wie ben jij?**

Je bent een ervaren en overtuigende gezaghebbende HR-professional die zich gemakkelijk beweegt in een complexe, kennisintensieve en veeleisende omgeving. Je bent niet alleen een strategische sparringpartner, maar vindt het ook vanzelfsprekend om met beide benen in de operatie te staan wanneer de situatie daarom vraagt. Je bent in staat om complexe vraagstukken snel te doorgronden, verschillende belangen bij elkaar te brengen en besluitvorming te beïnvloeden. Je houdt overzicht, stelt prioriteiten en zorgt dat plannen daadwerkelijk tot resultaat leiden.

Verder beschik je over:

- Een academische achtergrond, bij voorkeur in Human Resources, Rechten, Organisatiekunde of een aanverwant vakgebied.
- Minimaal acht tot tien jaar relevante ervaring in een brede en senior HR-advies- of HR Business Partnerrol.
- Aantoonbare ervaring met het adviseren van directie, bestuur, partners of senior management.
- Ruime ervaring met complexe, organisatiebrede HR-vraagstukken en verandertrajecten.
- Ervaring binnen een professionele, kennisintensieve dienstverlenende organisatie.
- Een heldere visie op strategisch HR en het vermogen deze te vertalen naar concrete prioriteiten en interventies.
- Uitstekende communicatieve vaardigheden in het Nederlands en Engels, zowel mondeling als schriftelijk.
- Stevigheid, organisatiesensitiviteit en het vermogen om op verschillende niveaus effectief te beïnvloeden.
- Sterk analytisch en conceptueel denkvermogen, gecombineerd met een pragmatische en resultaatgerichte aanpak.
- Het vermogen om anderen inhoudelijk mee te nemen, uit te dagen en verder te ontwikkelen.
- Een natuurlijke samenwerkingsstijl en gevoel voor humor, ook wanneer de belangen groot zijn of de druk oploopt.

**Wie ben jij?**

Je bent een ervaren en overtuigende gezaghebbende HR-professional die zich gemakkelijk beweegt in een complexe, kennisintensieve en veeleisende omgeving. Je bent niet alleen een strategische sparringpartner, maar vindt het ook vanzelfsprekend om met beide benen in de operatie te staan wanneer de situatie daarom vraagt. Je bent in staat om complexe vraagstukken snel te doorgronden, verschillende belangen bij elkaar te brengen en besluitvorming te beïnvloeden. Je houdt overzicht, stelt prioriteiten en zorgt dat plannen daadwerkelijk tot resultaat leiden.

Verder beschik je over:

- Een academische achtergrond, bij voorkeur in Human Resources, Rechten, Organisatiekunde of een aanverwant vakgebied.
- Minimaal acht tot tien jaar relevante ervaring in een brede en senior HR-advies- of HR Business Partnerrol.
- Aantoonbare ervaring met het adviseren van directie, bestuur, partners of senior management.
- Ruime ervaring met complexe, organisatiebrede HR-vraagstukken en verandertrajecten.
- Ervaring binnen een professionele, kennisintensieve dienstverlenende organisatie.
- Een heldere visie op strategisch HR en het vermogen deze te vertalen naar concrete prioriteiten en interventies.
- Uitstekende communicatieve vaardigheden in het Nederlands en Engels, zowel mondeling als schriftelijk.
- Stevigheid, organisatiesensitiviteit en het vermogen om op verschillende niveaus effectief te beïnvloeden.
- Sterk analytisch en conceptueel denkvermogen, gecombineerd met een pragmatische en resultaatgerichte aanpak.
- Het vermogen om anderen inhoudelijk mee te nemen, uit te dagen en verder te ontwikkelen.
- Een natuurlijke samenwerkingsstijl en gevoel voor humor, ook wanneer de belangen groot zijn of de druk oploopt.
- **Senior HR Business Partner — Cambia Health Solutions — Boise, ID**: **Senior Human Resources Business Partner (Sr HRBP)**

Hybrid role (3 days/week in office) at our Boise, Lewiston, Salt Lake City, or Renton offices. Candidates should reside within a commutable distance of these offices or be willing to relocate.

**Build a career with purpose. Join our**[**Cause**](https://www.cambiahealth.com/about-us/our-cause-values/values-ethics-compliance)**to create a person-focused and economically sustainable health care system. **

**Who We Are Looking For:**

Every day, Cambia’s dedicated team is living our mission to make health care easier and lives better. As a member of the Human Resources team, our Senior HR Business Partners act as a key advisor to senior leaders, accountable for enabling organizational performance through transformation, integration, and change. This role operates at the intersection of business priorities, talent, culture, and operating model design– all in service of making our members’ health journeys easier.

Do you thrive leading complex change? Can you bring rigor, insight, and courage to moments that matter most. Then this role may be the perfect fit.

**What You Bring to Cambia:**

**Qualifications: **

- 10+ years of progressive HR experience, including senior-level HR business partnership.
- Demonstrated experience leading large organizational integrations, transformations, or enterprise change initiatives.
- Strong background in organization design, workforce planning, and leadership consulting.
- Proven ability to operate at the executive level with credibility, influence, and judgment.
- Experience navigating complex, matrixed organizations and multiple stakeholder environments.
- Data-driven mindset with the ability to translate insights into action.

**Skills and Attributes:**

- Strategic and systems-oriented thinker who connects people decisions to business outcomes.
- Comfortable operating in ambiguity and driving clarity where none exists.
- Strong change leader who can move organizations from intent to execution.
- Courageous, pragmatic, and decisive, with a bias toward action.
- Excellent communication, facilitation, and executive presence.
- Enterprise mindset with a deep commitment to people, culture, and performance.

**What You Will Do at Cambia: **

**Organizational Enablement & Design**

- Partner with senior leaders to design and evolve organizational structures aligned to strategy, growth priorities, and operating models.
- Lead organization design and selection work, including role clarity, decision rights, spans and layers, and leadership placement.
- Assess organizational health, capability gaps, and readiness for change, translating insights into clear actions.

**Transformation & Integration Leadership**

- Serve as a core people leader on large-scale enterprise change initiatives, transformations, and integrations.
- Support leaders through periods of ambiguity, complexity, and rapid change with clear frameworks, disciplined execution, and strong change leadership.
- Integrate culture, talent, and ways of working across teams, geographies, or newly affiliated organizations.

**Executive & Leader Partnership**

- Act as a trusted advisor and thought partner to executives and senior leaders.
- Coach leaders to elevate their effectiveness, decision quality, and impact during transformation.
- Challenge constructively, bring data and perspective, and influence outcomes without relying on authority.

**Talent, Leadership & Succession**

- Shape leadership capability, succession plans, and talent strategies aligned to future business needs.
- Partner with leaders to build strong leadership benches and inclusive, high-performing teams.
- Use talent insights and workforce data to inform decisions and tradeoffs.

**Culture & Change**

- Reinforce culture through leader behavior, systems, and day-to-day ways of working.
- Translate enterprise values into practical expectations and leader actions during change.
- Ensure employee experience, engagement, and retention are considered as critical drivers of business outcomes.

**Enterprise Collaboration**

- Work seamlessly across HR COEs and teams to deliver integrated solutions.
- Bring an enterprise mindset, balancing local business needs with broader organizational priorities.
- Contribute to the evolution of the HR operating model and HRBP practice.

The expected hiring range for a Senior HR Business Partner is $179,350-242,650 depending on skills, experience, education, and training; relevant licensure / certifications; and performance history. The bonus target for this position is 25%. The current full salary range for this role is $168,000-275,000.

**About Cambia**

Working at Cambia means being part of a purpose-driven, award-winning culture built on trust and innovation anchored in our 100+ year history. Our caring and supportive colleagues are some of the best and brightest in the industry, innovating together toward sustainable, person-focused health care.  Whether we're helping members, lending a hand to a colleague or volunteering in our communities, our compassion, empathy and team spirit always shine through.

**Why Join the Cambia Team?**

At Cambia, you can:

- Work alongside diverse teams building cutting-edge solutions to transform health care.
- Earn a competitive salary and enjoy generous benefits while doing work that changes lives.
- Grow your career with a company committed to helping you succeed.
- Give back to your community by participating in Cambia-supported outreach programs.
- Connect with colleagues who share similar interests and backgrounds through our employee resource groups.

We believe a career at Cambia is more than just a paycheck – and your compensation should be too. Our compensation package includes competitive base pay as well as a market-leading 401(k) with a significant company match, bonus opportunities and more.

In exchange for helping members live healthy lives, we offer benefits that empower you to do the same. Just a few highlights include:

- Medical, dental and vision coverage for employees and their eligible family members, including mental health benefits.
- Annual employer contribution to a health savings account.
- Generous paid time off varying by role and tenure in addition to 10 company-paid holidays.
- Market-leading retirement plan including a company match on employee 401(k) contributions, with a potential discretionary contribution based on company performance (no vesting period).
- Up to 12 weeks of paid parental time off (eligibility requires 12 months of continuous service with Cambia immediately preceding leave).
- Award-winning wellness programs that reward you for participation.
- Employee Assistance Fund for those in need.
- Commute and parking benefits.

Learn more about our [benefits](https://www.cambiahealth.com/careers/total-rewards).

We are happy to offer work from home options for most of our roles. To take advantage of this flexible option, we require employees to have a wired internet connection that is not satellite or cellular and internet service with a minimum upload speed of 5Mb and a minimum download speed of 10 Mb.

As part of our security requirements, new hires will need access to a personal mobile device to set up Multi-Factor Authentication (MFA) upon joining the company. MFA is an important layer of protection for accessing Cambia systems and is required for all employees.

We are an Equal Opportunity employer dedicated to a drug and tobacco-free workplace. All qualified applicants will receive consideration for employment without regard to race, color, national origin, religion, age, sex, sexual orientation, gender identity, disability, protected veteran status or any other status protected by law. A background check is required.

If you need accommodation for any part of the application process because of a medical condition or disability, please email [CambiaCareers@cambiahealth.com](mailto:CambiaCareers@cambiahealth.com). Information about how Cambia Health Solutions collects, uses, and discloses information is available in our [Privacy Policy](https://www.cambiahealth.com/privacy).
- **Senior HR Business Partner — Keystone Automotive Industries — 1882 Grand Prairie, TX - ATK**: ### Join the LKQ Family! We're looking for motivated individuals to join our team at LKQ Corporation. With opportunities for growth, competitive benefits, and a supportive work environment, LKQ is the place to be. Apply now and take the first step toward a rewarding career!

Responsible for supporting an assigned business unit or region by promoting, communicating, and implementing human resources (HR) strategies and initiatives. Build and maintain influential relationships by being a strategic partner with management and an advocate for employees. Collaborate with Corporate HR functions and business leadership to develop and deliver integrated solutions.

**Essential Job Duties**

- Ensure consistent application of HR programs, policies, and practices across the assigned business.
- Provide strategic and operational day-to-day HR leadership and work closely with business segment leadership and employees.
- Improve work relationships, increase employee engagement, productivity, and maximize organizational effectiveness.
- In partnership with the Corporate HR group, create, analyze, and disseminate reports that provide information and/or add value to the business. Leverage data to identify relevant trends and metrics to develop solutions and programs.
- Train business segment leadership on HR-related topics, including but not limited to talent acquisition, onboarding, stay interviews, performance management, sexual harassment, and Company policies and procedures.
- Provide HR policy guidance and interpretation, monitor compliance, and mitigate risk related to existing Company policies and location-specific laws/regulations governing employment practices, partnering with the Legal department as needed.
- Consult with leadership and employees to identify, manage, and resolve employee relations matters and complex work-related problems and issues.
- Employ a consistent and systematic approach when conducting timely, effective, thorough, and objective investigations and recommending follow-up actions.
- Assist in the handling of Litigation, EEO and Workers' Compensation case management.
- Provide hands-on support to leadership and employees to better understand and utilize HR tools, processes, and policies.
- Provide guidance, input and support on business unit restructuring, workforce planning, and succession planning.
- Integrate new employees from acquisitions.
- Manage HR Generalist(s) and/or HRBP(s)- set expectations, monitor performance, and provide coaching and feedback to ensure they meet all essential functions of their role for their assigned business unit or region.
- Assume other duties as assigned.

**Supervisory Responsibilities**

- Manage the work of others, including planning, assigning, scheduling, and reviewing work, ensuring quality standards. Responsible for hiring, terminating, training, developing, reviewing performance, and administering corrective action for staff.

**Basic Qualifications**

**Education & Experience**

- Bachelor’s degree or equivalent work experience.
- 7+ years of related experience as an exempt level Human Resources Business Partner/Generalist.

**Preferred****Qualifications**

- Professional HR Certification.
- 5+ years’ experience in a management position.
- Previous experience in a field-based role servicing multi-site, multi-state/province.
- Bi-lingual capability (English/Spanish in the U.S., English/French in Canada).

**Knowledge/Skills/Abilities**

- Effective knowledge about financial position, goals and challenges, midrange plans, culture, and competition of the business unit.
- Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rates, ratios, and percentages and to draw and interpret graphs.
- Frequently communicates complex information across departments and interacts with management. Can present, resolve, and address delicate situations. Can motivate and persuade others.
- Problems encountered are routine, somewhat repetitive, and generally solved by following clear directions and procedures.
- Problems are varied and complex, requiring analysis or interpretation of the situation. Problems are solved using knowledge and skills, general precedents, and practices.
- Decisions impact the management and operations within a department or business unit. May contribute to business and operational decisions that affect the department.
- Provides and sets goals and priorities for functional areas. May make recommendations for department policies, practices, and programs. Makes decisions for and/or resolves problems for others.
- Handle multiple tasks or projects simultaneously with moderate complexity.

**Essential Physical Demands/Work Environment**

- Work is primarily sedentary: must be able to sit for extended periods and use a computer, keyboard, and mouse, frequently.
- The employee must occasionally lift and/or move up to 25 pounds.
- Travel may be required periodically, including overnight stays (contingent on position requirements). Extensive overnight travel (over 50%).

**Benefits:**

- Health/Dental/Vision Insurance
- Paid Time Off
- 401k with Generous Company Match
- Company Paid Life Insurance and Long-Term Disability
- Short-Term Disability
- Employee Assistance Program
- Tuition Reimbursement
- Employee Discounts

Join us for an exciting career journey with positive, driven individuals.
- **Senior HR Business Partner — Mellanox Technologies, Ltd. — Israel, Yokneam**: NVIDIA seeks an experienced HR Business Partner to support its Chip Design organization. This strategic role involves partnering with senior leaders to shape and execute people strategies, ensuring organizational effectiveness and talent growth. Ideal candidates will demonstrate strong execution, strategic thinking, and a collaborative approach in a dynamic global environment. Key responsibilities include coaching leaders on people matters, driving organizational initiatives, and leveraging data to develop solutions. Qualified applicants should have over 10 years of HR experience in complex organizations, with a focus on engineering and technical fields, along with excellent communication skills.
- **Senior HR Business Partner — Insurify — Cambridge, MA - Hybrid**: ***Warning: Fraudulent Job Adverts****Beware of fraudulent activities claiming to represent Insurify. We are not associated with any entities soliciting personal information or payment. The safety of our job seekers is a top priority, and we actively work to prevent such incidents. Insurify will never request sensitive information or payment during the hiring process. Be cautious of text-only interviews, interviews conducted through Microsoft Teams, or suspicious offer letters. ***Why us? **

Insurify is one of America’s fastest-growing MIT FinTech startups and has been recognized as one of Inc. 5,000’s fastest-growing private companies in America in 2025, 2024, 2023, 2022 and 2021, Forbes Fintech 50 List for 2023, 2022, and 2021, Forbes Next Billion Dollar Startups of 2022 global and Top 100 InsurTech company. We’re changing the way millions of people compare, buy and manage insurance with artificial intelligence, technology, and superior product design.

Our company vision is to be recognized as the preeminent and most trusted digital agent for insurance comparison, purchase, and management. Our team is critical to achieving our vision and fostering the right culture is essential to our team’s success.

**Join us if you like**

- $1.3 Trillion market opportunity
- MIT alumni founders
- Female-led startup
- $130M total funding
- Strong leadership team with experience from many successful startups around the world

**How you will make an impact**

We're looking for a Senior HR Business Partner to support our Engineering, Product, Marketing, SEO/Content teams. As a senior member of the People & Culture team, you are a trusted advisor and strategic partner to leadership across these functions, in a fast-paced, digital environment.

Success in this role requires a deep understanding of how technical teams operate, and the ability to turn business challenges into clear, practical solutions that can scale. You will be accountable for P&C delivery globally for these functions working with team members in Cambridge, MA and Sofia, Bulgaria. You will be based in our Cambridge office, working onsite at least 3 days each week.

In this role, you will:

- Build strong, trusted relationships with employees and leaders, becoming a go-to partner and coach across the organization
- Develop a deep understanding of how the business operates to inform people decisions
- Advise leaders on organizational growth, including team structure, workforce planning, and change management
- Partner with leadership to advise on how teams are structured and scaled, while coaching managers to effectively lead distributed teams
- Drive performance improvements, including guidance on expectations, performance, and compensation structures
- Use data and trends to inform recommendations and drive practical, scalable people solutions
- Manage employee relations issues with fairness and sound judgment, escalating when needed
- Lead key P&C processes such as engagement surveys, performance management, and compensation reviews
- Lead learning and development initiatives that build skills across the organization
- Own People & Culture programs and initiatives for the department, partnering with the regional P&C team to ensure consistency across locations while adapting to local needs.
- Partner with legal and regional P&C team to navigate employment law, compliance, and cultural nuances across all locations where Insurify operates.
- Closely partner with the Workplace function to ensure it remains a top priority for the team, providing structure and guidance to team members working in this space.
- Own the immigration program for Insurify, partnering directly with Insurify's immigration counsel to plan for and execute on visa and sponsorship needs
- Contribute to cross-functional P&C initiatives that drive meaningful change
- Stay aware of relevant regulatory and licensing requirements, partnering with specialists as needed
- Mentor and support other members of the P&C team as a senior voice on the function
- Foster a positive, collaborative, and inclusive team environment

This is a hybrid position that requires candidates to be able to come into our Cambridge, MA office.

**Who you are**

- 6-10+ years of HR Business Partner or related experience, ideally supporting customer-facing or operations teams (e.g., sales, service, or support) in high-volume environments
- Experience in insurance or technology sectors, and/or supporting technical teams
- Strong understanding of US employment law and experience managing employee relations in complex or high-volume settings
- Experience supporting distributed teams, shift-based workforces, or global organizations
- Proven ability to build strong relationships and influence stakeholders across all levels of the organization, including at senior / executive levels.
- Strong coaching and communication skills, with experience supporting managers in performance-driven environments
- Ability to translate business needs into practical people solutions and drive initiatives from start to finish
- Strong analytical mindset, with the ability to use data to inform decisions and tell a clear story
- Comfortable working independently in fast-paced, evolving environments, with a proactive and collaborative approach
- Strong judgment, resilience, and problem-solving skills, with the ability to navigate complex situations with calmness and clarity
- Familiarity with HRIS tools (e.g., Rippling) and collaboration tools (e.g., Google Workspace, Maestro)
- Exposure to short and long-term incentive compensation and/or regulated environments
- Bachelor’s degree or equivalent experience

**Benefits**

- Competitive compensation
- Generous stock options
- Health, Dental Coverages
- 401K plan with match
- Unlimited PTO
- Generous company holiday calendar
- Learning & Development Stipends
- Paid Family Leave
- Social impact volunteer time
- Catered lunches in the office

Insurify is committed to offering a fair, competitive, and transparent compensation program that supports our mission to attract, retain, and motivate top talent. Our compensation philosophy is guided by several factors including a candidate’s relevant experience, education/training, job-related skills, and location.

In addition to the base salary our total compensation package includes health coverage, retirement contributions, and additional wellbeing benefits. Some positions may be eligible for company equity.

Below is the base compensation range candidates working out Cambridge, MA:

$130,000-$160,000

*We are proud to be****an Equal Employment Opportunity and Affirmative Action employer.***
- **Senior HR Business Partner — Dentsu International Americas, LLC — New York - 150 E 42nd**: **Job Description:**

The Senior Human Resources Business Partner, Data & Technology, serves as a senior strategic advisor and thought partner to business leaders, translating organizational goals and business priorities into practical talent, leadership, workforce, engagement, organizational design, and operating model strategies that improve business performance, strengthen leadership effectiveness, and enable sustainable growth.

Partnering with executive leaders, HR Centers of Excellence, Finance, Legal, and external talent partners, the Sr. HRBP diagnoses organizational needs, develops and executes integrated people strategies across complex, matrixed, and global organizations, drives talent decisions with business impact, and ensures core HR programs are delivered with consistency, insight, and business relevance. The incumbent manages sensitive employee relations matters, executive transitions, and compensation and retention investments, often requiring rapid decision-making and stakeholder navigation.

**Key Responsibilities**

**Strategic Partnership & Business Alignment**

- Serve as the senior HR partner to Data & Technology functional leaders, translating business priorities into integrated people strategies that support performance, growth, and transformation.

- Advise leaders on workforce planning, organizational design, operating model changes, engagement, and leadership effectiveness.

- Use people data, business insights, and organizational diagnostics to influence decisions, identify risks, and prioritize actions that deliver measurable people and business outcomes.

- Develop and present strategic recommendations to senior business leaders; build thought partnership and trusted advisor relationships through insight, sound judgment, and business acumen.

**Talent & Leadership Development**

- Lead talent reviews, succession planning, leadership coaching, and capability planning to build strong leadership pipelines and future-ready teams.

- Coach leaders and managers on performance management, feedback, development planning, team dynamics, and the effective resolution of complex people matters.

- Partner with Talent Development and HR Centers of Excellence to implement learning, development, performance, compensation, and talent programs aligned to business needs.

- Conduct and analyze executive exit interviews; identify and synthesize themes to inform organization strategies. Share findings and recommendations with executive stakeholders.

- Coordinate executive onboarding and offboarding processes, including transition planning for senior leaders; manage knowledge transfer and team continuity during key leadership transitions.

- Partner with external executive search firms, staffing agencies, and recruitment partners to identify, screen, and onboard senior-level talent; manage recruitment timelines and approval processes.

**Organizational Effectiveness & Transformation**

- Assess organizational health, structure, skills, ways of working, leadership effectiveness, and engagement using data from engagement surveys (e.g., Glint), exit interviews, and workforce analytics to identify targeted improvement opportunities.

- Lead and support people-related transformation initiatives including organizational restructuring, operating model changes, center of excellence development, culture shifts, engagement actions, and change adoption plans.

- Develop organizational diagnostics and present recommendations to senior business leadership; partner with stakeholders to prioritize and implement actions with clear business impact.

**Employee Transitions & Risk Management**

- Manage complex employee transitions including resignations, terminations, role changes, organizational restructuring, and reduction-in-force activities; ensure appropriate legal compliance, documentation, and severance management.

- Serve as escalation point for sensitive employee relations matters including performance management, complex interpersonal dynamics, compliance risks, and potential litigation matters.

- Partner with Legal and other stakeholders to ensure regulatory compliance across employment matters including WARN Act, OWBPA, wage & hour, and state-specific employment law requirements.

**HR Program Execution & Partnership**

- Ensure consistent execution of core HR programs, policies, and practices across assigned functional areas; partner with HR Advisors, Centers of Excellence, Legal, and shared services teams on policy interpretation and program delivery.

- Coordinate with HR Advisors and Centers of Excellence on recruiting, onboarding, benefits, compensation, performance management, and learning/development program execution and effectiveness.

**Data & Analytics**

- Analyze workforce data across multiple dimensions including headcount trends, attrition, performance ratings, compensation levels, promotion velocity, diversity metrics, engagement survey results, exit interview trends, and recruitment metrics.

- Partner with HR Analytics/Centers of Excellence and Finance on data validation, analytical rigor, and executive presentation.

**Cross-Functional Collaboration & Stakeholder Management**

- Manage strategic relationships with multiple stakeholder groups including C-suite and L55+ executive team, mid-level directors and managers, HR Advisors, HR Centers of Excellence, Finance, Legal, external recruiters and staffing partners, and global HR peers.

- Lead multi-stakeholder approval workflows for sensitive and complex HR decisions including executive compensation, organizational restructuring, and turnover.

- Coordinate with Finance on budget implications and financial impact of talent, compensation, and restructuring decisions; develop business cases for people investments.

- Serve as primary HR point-of-contact for assigned business units; take ownership of relationship building, responsiveness, and alignment to business results.

**Qualifications**

- Bachelor's degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or related field; advanced degree (MBA, MS in HR, MA in Organizational Development) or HR certification (PHR, SPHR, CIPHR) preferred.

- 10+ years of progressive HR experience, including at least 5 years as an HR Business Partner or equivalent strategic HR role supporting senior business leaders in complex, matrixed, and/or global organizations.

- Demonstrated experience in organizational design, restructuring, and operating model transformation.

- Demonstrated experience in performance management and complex employee relations.

- Demonstrated ability to manage sensitive, confidential matters and make sound judgments in ambiguous, complex situations.

- Experience supporting global organizations or managing cross-regional teams required.

**Additional Information**

At dentsu, we believe great work happens when we’re connected. Our way of working combines flexibility with in-person collaboration to spark ideas and strengthen our teams. Employees who live within a commutable distance of one of our hub offices, currently located in Chicago, metro Detroit, Los Angeles, and New York City, are required and expected to work from the office three days per week (two days per week for employees based in Los Angeles and Detroit). Dentsu may designate other Hub offices at any time. Those who live outside a commutable range may be designated as remote, depending on the role and business needs. Regardless of your work location, we expect our employees to be flexible to meet the needs of our Company and clients, which may include attendance in an office.

The annual salary range for this position is $136,850-$150,000. Placement within the salary range is based on a variety of factors, including relevant experience, knowledge, skills, and other factors permitted by law. Additionally, this position is eligible for discretionary incentive compensation.

Benefits available with this position include:

• Medical, vision, and dental insurance,

• Life insurance,

• Short-term and long-term disability insurance,

• 401k,

• Flexible paid time off,

• At least 15 paid holidays per year,

• Paid sick and safe leave, and

• Paid parental leave.

Dentsu also complies with applicable state and local laws regarding employee leave benefits, including, but not limited to providing time off pursuant to the Colorado Healthy Families and Workplaces Act, in accordance with its plans and policies. For further details regarding Dentsu benefits, please visit www.dentsubenefitsplus.com.

To begin the application process, please click on the “Apply” button at the top of this job posting. Applications will be reviewed on an ongoing basis, and qualified candidates will be contacted for next steps.

#LI-KR1

#LI-Hybrid

**Location:**

New York - 150 E 42nd

**Brand:**

Dentsu

**Time Type:**

Full time

**Contract Type:**

Permanent

Dentsu is committed to providing equal employment opportunities to all applicants and employees. We do this without regard to race, color, national origin, sex , sexual orientation, gender identity, age, pregnancy, childbirth or related medical conditions, ancestry, physical or mental disability, marital status, political affiliation, religious practices and observances, citizenship status, genetic information, veteran status, or any other basis protected under applicable federal, state, or local law.

Dentsu is committed to providing reasonable accommodation to, among others, individuals with disabilities and disabled veterans. If you need an accommodation because of a disability to search and apply for a career opportunity with us, please send an e-mail to [ApplicantAccommodations@dentsu.com](mailto:ApplicantAccommodations@dentsu.com?subject=Candidate%20Request%20for%20Accommodation&body=Your%20First%20and%20Last%20Name%3A%0A%0AYour%20Email%20Address%3A%0A%0AYour%20Phone%20Number%3A%0A%0ADo%20you%20require%20an%20accommodation%20during%20the%20application%20or%20hiring%20process%20due%20to%20a%20disability%20or%20for%20religious%20reasons%3F%20%28Yes%20or%20No%29%3A%0A%0A%0AIf%20you%20have%20a%20disability%20or%20religious-related%20special%20need%20that%20may%20require%20assistance%20during%20the%20application%20or%20hiring%20process%2C%20please%20share%20more%20about%20how%20we%20may%20be%20able%20to%20assist%20below%3A%0A%0A%0A%0A%0A%0A%0A%0A%0A*The%20information%20that%20you%20submit%20via%20this%20form%2C%20including%20any%20health%20information%20relating%20to%20you%2C%20will%20be%20processed%20in%20accordance%20with%20Dentsu%E2%80%99s%20privacy%20policy.%0A) by clicking on the link to let us know the nature of your accommodation request and your contact information. We are here to support you.
- **Senior HR Business Partner — USA Thornton Tomasetti, Inc. — New York, NY, United States**: Thornton Tomasetti seeks a Senior HR Business Partner with experience in fast-paced organizations to provide strategic guidance across the employee lifecycle. The role emphasizes building relationships, fostering workplace culture, and driving business success through effective talent management and employee engagement initiatives. The ideal candidate will have at least 8 years of HR experience, strong coaching and communication skills, and the ability to influence at all organizational levels.

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- [Remote Marketing Jobs in the US](/jobs/remote-marketing-jobs-us/)

## FAQ

### What kinds of HR jobs are usually listed on an HR (Human Resources) jobs page?

An HR (Human Resources) jobs page usually includes openings tied to core people operations work, such as recruiting, employee relations, HR coordination, onboarding, benefits support, and HR management. Some listings lean administrative, while others focus on policy, talent programs, or broader human resources leadership.

### Do HR jobs usually require previous human resources experience?

Some HR (Human Resources) jobs ask for direct experience in recruiting, employee support, or HR administration, but not every opening starts at the same level. Coordinator and assistant roles may be more accessible than HR manager or employee relations positions, which often expect prior hands-on work with people processes.

### Are remote HR jobs common, or are most roles on-site?

HR (Human Resources) jobs can show a mix of remote, hybrid, and on-site arrangements when employers need different levels of in-person employee support. Recruiting or HR operations work may appear in remote-friendly formats, while employee relations, onboarding, or office-based support roles are often more tied to a physical workplace.

### What should I highlight when applying for HR jobs?

For HR (Human Resources) jobs, it helps to show the kind of people work you've handled, such as onboarding, scheduling interviews, benefits administration, employee communication, or recordkeeping. If the role is closer to recruiting, employee relations, or HR coordination, your application should make that lane easy to spot right away.

### Can I apply to HR jobs if my background is in recruiting or office administration?

Yes, that can be a reasonable path for some HR (Human Resources) jobs, especially when your background includes interview scheduling, onboarding support, employee communication, document handling, or applicant tracking tasks. Recruiting and office administration often overlap with HR coordinator and people operations work more than job titles alone suggest.

### How can I tell which HR jobs match my experience level?

Read the title and day-to-day focus closely on each HR (Human Resources) listing. Roles labeled assistant or coordinator often center on support work like onboarding, records, and scheduling, while specialist, generalist, and manager jobs usually carry more ownership across employee relations, compliance, recruiting, or benefits administration.

### How often should I check for new HR job postings?

Because HR (Human Resources) listings can change throughout September 2026, it's worth checking back regularly if you're targeting roles like HR coordinator, recruiter, or HR manager. A saved search or resume refresh through LiftmyCV can help you apply faster when a people operations or employee relations opening appears.

### Apply to More HR Jobs with Less Manual Work

Use LiftmyCV to match with HR roles, tailor your resume for each application, and auto-apply without repeating the same steps every time. It helps you focus on better-fit openings across human resources recruiting, people operations, and related teams.