Human Resources Lead Jobs
Human Resources Lead jobs are open across healthcare, technology, manufacturing, retail, and financial services, from mid-level generalist to senior HR business partner, with specializations in employee relations, talent management, and HR operations. Scan the live roles below and apply to whichever ones fit.
Find Human Resources Lead JobsOverview
Showing 5 of 6,435+ Human Resources Lead jobs
About Dean Dorton
Dean Dorton’s team makes up one of the largest advisory firms in the United States. We thrive when you thrive! We are here to help you succeed in every step of your development and career as you work with nationally recognized experts in a recognized best place to work.
Our core values guide how we work, lead, and support one another every day. They are:
- Integrity - We do the right thing, integrity guides our decisions.
- Relationships - We value people, relationships drive our impact.
- Collaboration - We win as one team, collaboration fuels our success.
- Growth - We stay curious, growth is our mindset.
About the Role
The Human Resources Business Partner (HRBP) serves as the strategic people advisor for assigned service groups, partnering with leaders to align people strategies with business objectives. This role builds trusted relationships, coaches leaders through complex people matters, and drives initiatives that strengthen organizational effectiveness, leadership capability, employee engagement, and business performance.
The HRBP works collaboratively across the HR team to deliver an exceptional employee experience while helping leaders make informed, data-driven people decisions.
Essential Duties & Responsibilities
Strategic Business Partnership
- Serve as the primary HR advisor for assigned service groups, building trusted relationships with leaders.
- Develop a deep understanding of business operations, workforce needs, and strategic priorities.
- Partner with leadership to align people strategies with business objectives.
- Coach leaders through organizational change, workforce planning, succession planning, and talent decisions.
- Use workforce metrics and data to identify trends, recommend solutions, and measure the effectiveness of HR initiatives.
Employee Experience
- Manage the employee lifecycle for assigned service groups, partnering with Talent Acquisition to ensure a seamless experience from hire through separation.
- Advise leaders on employee relations, performance management, coaching, and talent development.
- Partner with leaders to develop onboarding plans that accelerate new hire success.
- Support engagement and recognition initiatives that strengthen culture and retention.
- Guide leaders through performance improvement, corrective action, and offboarding processes.
Talent Strategy
- Partner with Talent Acquisition to forecast hiring needs and develop workforce plans.
- Assist hiring managers in defining candidate profiles and interviewing strategies.
- Support succession planning and leadership development initiatives.
- Facilitate learning opportunities and leadership training within assigned business units
Organizational Effectiveness
- Lead organizational assessments and recommend improvements that enhance team effectiveness.
- Support organizational design, restructuring, and change management initiatives.
- Champion HR programs and initiatives while ensuring successful adoption across assigned service groups.
- Research emerging HR trends and recommend innovative practices that support firm growth.
Compliance & Risk Management
- Ensure compliance with employment laws and firm policies.
- Interpret policies and provide practical guidance to leaders on complex employee matters.
- Partner with HR leadership on investigations, legal matters, and risk mitigation as needed.
Requirements
Experience & Qualifications
- Bachelor’s degree in related field required.
- Five (5) to eight (8) years’ experience in Human Resources, including in an employee life cycle role.
- HR certification (SHRM-CP, PHR) preferred.
Essential Skills
- Strategic consulting and business acumen
- Leadership coaching and influence
- Employee relations expertise
- Strong communication and relationship-building skills
- Critical thinking and problem solving
- Data analysis and workforce planning
- Employment law knowledge
Software & Tools
- Proficiency with Microsoft Office Suite software.
- Knowledge of HRIS (ADP Workforce Now).
- Experience working with Asana, PowerBI, Predictive Index, and HRSoft is a plus.
Travel: Travel between Dean Dorton offices is required.
Benefits
The Fun Stuff
Work isn’t all work! We want to make your experience at Dean Dorton a great one. From your health and happiness to your long-term satisfaction, we focus on YOU! A few highlights are listed below:
- Flexible work schedules and environment
- Paid Time Off (PTO)
- Paid family leave, medical leave, and maternity/paternity leave programs
- Retirement benefits, including a best-in-class employer match and automatic profit sharing.
- Telemedicine, mental health resources and wellness program reimbursement
This job description is intended to describe the general nature and level of work being performed by team members assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required. Additionally, responsibilities and duties may vary depending on business needs and individual circumstances.
Dean Dorton is an equal opportunity employer. We’re committed to growing and empowering an inclusive community within Dean Dorton and our industry which is why we hire and cultivate diverse teams of the best and brightest from all backgrounds, experiences and perspectives across the organization. We welcome anyone of any race, religion, color, national origin, political affiliation, pregnancy, ancestry, handicap, medical condition, disability, marital status, age, sexual orientation or gender.
We do not accept unsolicited resumes or candidate submissions from staffing agencies, recruiters, or search firms. Any resumes or candidate information submitted without a current, signed agreement in place will be considered unsolicited, become the property of the company, and will not obligate the company to pay any fees or commissions.
About Dean Dorton
Dean Dorton’s team makes up one of the largest advisory firms in the United States. We thrive when you thrive! We are here to help you succeed in every step of your development and career as you work with nationally recognized experts in a recognized best place to work.
Our core values guide how we work, lead, and support one another every day. They are:
- Integrity - We do the right thing, integrity guides our decisions.
- Relationships - We value people, relationships drive our impact.
- Collaboration - We win as one team, collaboration fuels our success.
- Growth - We stay curious, growth is our mindset.
About the Role
The Human Resources Business Partner (HRBP) serves as the strategic people advisor for assigned service groups, partnering with leaders to align people strategies with business objectives. This role builds trusted relationships, coaches leaders through complex people matters, and drives initiatives that strengthen organizational effectiveness, leadership capability, employee engagement, and business performance.
The HRBP works collaboratively across the HR team to deliver an exceptional employee experience while helping leaders make informed, data-driven people decisions.
Essential Duties & Responsibilities
Strategic Business Partnership
- Serve as the primary HR advisor for assigned service groups, building trusted relationships with leaders.
- Develop a deep understanding of business operations, workforce needs, and strategic priorities.
- Partner with leadership to align people strategies with business objectives.
- Coach leaders through organizational change, workforce planning, succession planning, and talent decisions.
- Use workforce metrics and data to identify trends, recommend solutions, and measure the effectiveness of HR initiatives.
Employee Experience
- Manage the employee lifecycle for assigned service groups, partnering with Talent Acquisition to ensure a seamless experience from hire through separation.
- Advise leaders on employee relations, performance management, coaching, and talent development.
- Partner with leaders to develop onboarding plans that accelerate new hire success.
- Support engagement and recognition initiatives that strengthen culture and retention.
- Guide leaders through performance improvement, corrective action, and offboarding processes.
Talent Strategy
- Partner with Talent Acquisition to forecast hiring needs and develop workforce plans.
- Assist hiring managers in defining candidate profiles and interviewing strategies.
- Support succession planning and leadership development initiatives.
- Facilitate learning opportunities and leadership training within assigned business units
Organizational Effectiveness
- Lead organizational assessments and recommend improvements that enhance team effectiveness.
- Support organizational design, restructuring, and change management initiatives.
- Champion HR programs and initiatives while ensuring successful adoption across assigned service groups.
- Research emerging HR trends and recommend innovative practices that support firm growth.
Compliance & Risk Management
- Ensure compliance with employment laws and firm policies.
- Interpret policies and provide practical guidance to leaders on complex employee matters.
- Partner with HR leadership on investigations, legal matters, and risk mitigation as needed.
Requirements
Experience & Qualifications
- Bachelor’s degree in related field required.
- Five (5) to eight (8) years’ experience in Human Resources, including in an employee life cycle role.
- HR certification (SHRM-CP, PHR) preferred.
Essential Skills
- Strategic consulting and business acumen
- Leadership coaching and influence
- Employee relations expertise
- Strong communication and relationship-building skills
- Critical thinking and problem solving
- Data analysis and workforce planning
- Employment law knowledge
Software & Tools
- Proficiency with Microsoft Office Suite software.
- Knowledge of HRIS (ADP Workforce Now).
- Experience working with Asana, PowerBI, Predictive Index, and HRSoft is a plus.
Travel: Travel between Dean Dorton offices is required.
Benefits
The Fun Stuff
Work isn’t all work! We want to make your experience at Dean Dorton a great one. From your health and happiness to your long-term satisfaction, we focus on YOU! A few highlights are listed below:
- Flexible work schedules and environment
- Paid Time Off (PTO)
- Paid family leave, medical leave, and maternity/paternity leave programs
- Retirement benefits, including a best-in-class employer match and automatic profit sharing.
- Telemedicine, mental health resources and wellness program reimbursement
This job description is intended to describe the general nature and level of work being performed by team members assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required. Additionally, responsibilities and duties may vary depending on business needs and individual circumstances.
Dean Dorton is an equal opportunity employer. We’re committed to growing and empowering an inclusive community within Dean Dorton and our industry which is why we hire and cultivate diverse teams of the best and brightest from all backgrounds, experiences and perspectives across the organization. We welcome anyone of any race, religion, color, national origin, political affiliation, pregnancy, ancestry, handicap, medical condition, disability, marital status, age, sexual orientation or gender.
We do not accept unsolicited resumes or candidate submissions from staffing agencies, recruiters, or search firms. Any resumes or candidate information submitted without a current, signed agreement in place will be considered unsolicited, become the property of the company, and will not obligate the company to pay any fees or commissions.
See All 6,435+ Human Resources Lead Jobs
Find roles that match your experience and apply in just a few clicks.
Find Human Resources Lead JobsHuman Resources Lead Job Market
Who's Hiring
- Target90
- Amazon64
- Walmart45
- Orkin39
- CVS Health32
Top Industries Hiring
- Technology & Software64
- Manufacturing45
- Healthcare & Medical Services45
- Construction & Real Estate39
- Chemicals & Materials32
What Employers Look For
The qualifications that appear most often in human resources lead jobs.
- 5 or more years of progressive human resources experience, including at least one in a lead or supervisory capacity
- Proficiency with HRIS platforms and applicant tracking systems to manage employee data and recruiting workflows
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred or required by most mid-to-large employers
- Demonstrated knowledge of federal and state employment law, including FMLA, ADA, Title VII, and FLSA
- Experience designing and delivering employee relations programs, performance management cycles, and onboarding processes
- Strong communication and influencing skills to partner with managers and executives on workforce decisions
Tips for Your Human Resources Lead Job Search
Quantify your HR impact on your resume
Generic phrases like 'managed HR functions' won't move you past an applicant tracking system. Replace them with outcomes: how many employees you supported, how you reduced time-to-fill, or how you improved retention on your team.
Tailor your resume to each job description
Human resources lead postings vary widely between a generalist scope and a specialist one. Read each listing for the exact competencies emphasized, whether that's compliance, HRIS administration, or workforce planning, and mirror that language in your resume.
Target companies at the right headcount stage
HR lead roles at companies with fewer than 500 employees usually require you to own the full HR function alone. Roles at larger organizations often mean leading a sub-team. Know which environment fits your experience before applying.
Apply early to roles that fit
Migrate Mate lists human resources lead openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a behavioral example for each core competency
HR lead interviews almost always probe employee relations judgment, change management, and stakeholder influence. Prepare one specific story for each before your first screen so you aren't improvising under pressure.
Negotiate total compensation, not just base pay
HR leads are uniquely positioned to negotiate because you know compensation structures from the inside. Come prepared to discuss professional development budgets, flexible scheduling, and performance review timelines in addition to base pay.
Human Resources Lead Jobs: Frequently Asked Questions
Which companies are hiring the most human resources leads?
Target, Amazon, and Walmart are hiring the most human resources leads right now, with openings concentrated in California, Texas, and Florida, based on current listings on Migrate Mate as of November 2026. Demand is strongest at mid-size and enterprise employers scaling their people operations teams.
How many human resources lead jobs are remote?
About 40% of human resources lead openings are fully remote or hybrid as of November 2026, with remote work most common in HR operations, HRIS administration, and recruiting-focused lead roles. Positions with heavy employee relations or on-site workforce responsibilities tend to require in-person presence at least part of the week.
How do you become a human resources lead?
Start by building several years of generalist HR experience covering recruiting, employee relations, and compliance. Earn an HR certification such as SHRM-CP or PHR to validate your expertise. Then pursue roles with supervisory or program ownership scope, since employers use those signals to identify candidates ready for a lead title.
Can you get hired as a human resources lead without much experience?
Moving into an HR lead role with limited experience is possible if you've owned a distinct HR function end-to-end, even at a small company. Demonstrable ownership of a full hiring cycle, an employee handbook rollout, or a benefits administration process carries more weight than years alone. Pairing that experience with an HR certification closes most gaps.
What does the human resources lead interview process look like?
Most HR lead processes begin with a recruiter screen, followed by a competency-based interview with the HR director or CHRO focused on employee relations judgment and leadership situations. A panel interview with business stakeholders is common at larger organizations. Some employers add a case study or presentation on a workforce challenge to assess strategic thinking before extending an offer.
Where can I find and apply to human resources lead jobs?
You can find and apply to human resources lead jobs on Migrate Mate, which lists current openings from across the United States. Search the roles available, find the ones that match your experience and preferences, and apply directly to each listing that fits.
See All 6,435+ Human Resources Lead Jobs
Find roles that match your experience and apply in just a few clicks.
Find Human Resources Lead Jobs