Human Resources Remote Jobs in Pennsylvania (US)

This page tracks remote human resources openings that are location-eligible for Pennsylvania.

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2,476

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$20 - $140,000

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2476 Jobs

1503 Companies

HR Mini Master

3Core Systems, Inc

Delivering end-to-end SAP System Integration and IT Professional Services for Emerging Technologies

Human Resources3 hours ago

Contract Remote SeniorTeam 51-200Since 2004H1B No Sponsor

Company Site LinkedIn

• Collaborate with SAP Project Manager • Validate master data volumes • Conduct configuration assessments across FI/CO, MM, HCM • Document findings and prepare remediation plans • Contribute to project RACI, RAID Log, Communication Plan.

View details: HR Mini Master

United States

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Corporate Human Resources Manager

Anovaeon

Aid. Evolved.

Human Resources15 hours ago

Full Time Remote LeadTeam 1-10Since 2024H1B No Sponsor

Company Site LinkedIn

• Oversee daily HR operations for corporate employees • Provide guidance, oversight, and support to on-site HR managers assigned to contract locations throughout the United States • Monitor and interpret multi-state employment laws and regulatory requirements • Ensure compliant HR practices, policies, documentation, and processes • Provide guidance and resolution support on employee relations matters • Manage performance issues, corrective action, workplace concerns, and policy interpretation • Develop and continuously improve recruitment, onboarding, and employee lifecycle processes • Create, implement, and maintain HR standard operating procedures, training materials, and process documentation • Administer and provide guidance on leave programs and accommodations, including ADA, FMLA, military leave, and other applicable federal and state leave requirements • Collaborate with internal stakeholders and business leaders to assess organizational needs

View details: Corporate Human Resources Manager

United States

$90K - $100K / year

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Human Resources Manager

Groups Recover Together

We're changing lives—together.

Human Resources16 hours ago

Full Time Remote SeniorTeam 501-1,000Since 2014H1B No Sponsor

Company Site LinkedIn

• Serve as a strategic and operational partner responsible for fostering a compliant, engaged, and high-performing workplace culture • Manage and resolve complex employee relations issues • Conduct and document effective, thorough and objective investigations involving harassment, discrimination, retaliation, policy violations, misconduct, and other employment-related concerns • Partner with leaders to address performance concerns through coaching, counseling, and corrective actions • Provide guidance regarding employee separations, including risk assessment and documentation review • Promote a positive employee experience and help foster a culture of accountability, engagement, and inclusion • Provide day-to-day supervision, guidance, coaching, and performance management for the HR Operations & Employee Relations Specialist • Maintain in-depth knowledge of federal, state, and local employment laws and regulations • Ensure HR practices, policies, procedures, and employment actions are compliant and consistently applied • Provide HR policy interpretation and guidance to leaders and employees • Partner with the Director of Licensing, Compliance team, and field leadership to support regulatory audits, accreditation reviews, licensing inspections, and other compliance-related activities

View details: Human Resources Manager

United States

$81.9K - $136.4K / year

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Senior Manager, HR Organizational Data – Governance

Otis Elevator Co.

We give people freedom to connect and thrive in a taller, faster, smarter world.

Human Resources17 hours ago

Full Time Remote SeniorTeam 10,001+Since 1853H1B No Sponsor

Company Site LinkedIn

• Establish, govern, and continuously improve the end-to-end HR organizational data model • Ensure data accuracy and compliance • Own governance of how organizational data is defined, structured, approved, and evolved • Define and maintain the global HR organizational data governance framework • Establish clear data ownership and accountability for organizational, position, and assignment data domains • Own governance of Organizational Assignments across HR systems • Design, document, and govern a standardized global organizational data model • Ensure accuracy, completeness, consistency, and auditability of organizational data • Partner with HR Analytics, DT, and Enterprise Data teams to enable data lake integration

View details: Senior Manager, HR Organizational Data – Governance

United States

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HR AI Enablement & Innovation Program Manager

GE Vernova

Human Resources17 hours ago

Full Time Remote LeadTeam 10,001+H1B No Sponsor

Company Site LinkedIn

Role Description At GE Vernova, we’re focused on accelerating the energy transition by helping the world electrify and decarbonize. We are seeking an HR AI Enablement & Innovation Program Manager to drive how the HR function builds AI fluency, scales practical AI solutions, and learns from itself. This role sits within HR Enablement & Simplification and connects HR teams to the AI capabilities that amplify their work. This is an opportunity for a builder - someone who can shape what AI capability looks like for HR, run a function-wide community, and stand up working AI prototypes inside HR. The HR AI Enablement & Innovation Program Manager leads three connected workstreams for the HR function: - AI fluency and skill-building - The HR AI Community of Practice - HR AI innovation and use case incubation Fluency is the foundation - the capability the other two pillars stand on. Without it, the community has nothing to share and innovation has no one to adopt it. This role partners closely with: - AI Governance Project Manager (responsible AI guardrails) - AI Workforce Transformation & Organizational Design Project Manager (enterprise-wide adoption and Lean) - Workday AI Enablement Lead (Workday-native AI capability) Together, these four roles form the operating model for how GE Vernova HR adopts AI. Qualifications - Bachelor’s degree required; advanced degree in Human Resources, Organizational Development, Learning, Business, Technology, or related field preferred. - 8+ years of experience in HR enablement, learning and development, HR transformation, change management, or enterprise program management. - Demonstrated ability to define and scale capability-building programs at scale in partnership with Learning teams. - Hands-on familiarity with generative AI tools and a practical understanding of how AI is being applied in HR. Requirements - Strong facilitation, community-building, and stakeholder management skills. - Proven ability to lead cross-functional initiatives and influence without direct authority. - Analytical, structured, and outcome-oriented approach to execution. - Strong written and verbal communication, including the ability to translate technical concepts into clear, actionable guidance for HR audiences. - Experience in a large, matrixed, global organization. - Background in HR analytics, HR technology, HR operations, or HR learning and development. - Exposure to generative AI tools (Copilot, Claude, ChatGPT, Workday AI) in an enterprise setting. - Experience running communities of practice, champion networks, or citizen-developer programs. - Familiarity with adult learning, instructional design, or capability-building frameworks. Benefits - Medical, dental, vision, and prescription drug coverage. - Access to Health Coach from GE Vernova, a 24/7 nurse-based resource. - Access to the Employee Assistance Program, providing 24/7 confidential assessment, counseling, and referral services. - Retirement benefits including the GE Vernova Retirement Savings Plan, a tax-advantaged 401(k) savings opportunity with company matching contributions. - Tuition assistance and adoption assistance. - Paid parental leave and disability benefits. - Life insurance and 12 paid holidays. - Permissive time off.

View details: HR AI Enablement & Innovation Program Manager

United States

$105.8K - $176.4K / year

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HR Assistant - Military Leave of Absence Case Manager

Aston Carter

Aston Carter, formerly Stephen James Associates, is a privately-held company founded in 1997 to deliver world-class staffing and professional talent services to

Human Resources17 hours ago

Contract Remote LeadTeam 1,001-5,000

Company Site

Role Description The HR Assistant – Military Leave of Absence Case Manager serves as the single point of contact for employees experiencing military-related leave of absence or disability events across the United States and globally. This role provides comprehensive, end-to-end case management, ensuring employees receive accurate information, timely support, and a consistent, trusted experience. - Serve as the primary contact for employees experiencing military-related leave of absence or disability events, providing clear guidance and support throughout the process. - Initiate and respond promptly to inquiries related to military leave and disability, ensuring employees and stakeholders receive timely and accurate information. - Provide holistic case management services from initial request through return-to-work, addressing employee needs and coordinating with relevant partners. - Deliver regular updates to employees, managers, and other stakeholders on case status, next steps, and any changes in leave or benefits. - Calculate leave-related payments using established system formulas, ensuring accuracy and adherence to applicable policies and guidelines. - Review military documentation to adjudicate leave requests, verifying eligibility and completeness of information. - Ensure compliance with federal and state laws, including USERRA, as well as internal policies governing military leave and disability cases. - Maintain accurate, detailed case records in the system, documenting interactions, decisions, and supporting documentation. - Adapt case management plans to evolving employee needs, changing circumstances, and updated medical or military documentation. - Handle sensitive and complex situations with professionalism and discretion, maintaining confidentiality at all times. - Identify and troubleshoot barriers that may impact employees’ leave or return-to-work, and proactively work to resolve issues. - Exercise sound critical thinking and problem-solving skills to make decisions with limited or incomplete information when necessary. - Facilitate smooth return-to-work transitions by coordinating with employees, managers, and other stakeholders to align expectations and timelines. - Educate managers and business partners on leave processes, requirements, and best practices related to military leave and return-to-work. - Collaborate closely with third-party administrators, HR, Legal, Payroll, Benefits, and other internal departments to ensure coordinated case management. - Communicate effectively in English, both verbally and in writing, to convey complex information in a clear and empathetic manner. - Manage multiple cases and projects simultaneously in a dynamic, fast-paced environment while maintaining strong ownership of deliverables. Qualifications - At least 2 years of human resources and/or case management experience, with specific experience in end-to-end leave of absence or case management strongly preferred. - Previous leave of absence (LOA) experience, particularly with military-related leaves, is critical for success in this role. - Working knowledge of USERRA (Uniformed Services Employment and Reemployment Rights Act of 1994), as it is the primary federal law applied to these cases. - At least 1 year of experience in HR or customer service, demonstrating strong employee or customer-facing support skills. - Proven critical thinking and problem-solving skills, with the ability to make informed decisions in complex or ambiguous situations. - Strong time management skills with a high level of ownership and accountability for meeting deadlines and deliverables. - Excellent verbal and written communication skills, with the ability to explain policies and processes clearly to employees and stakeholders. - Ability to build effective relationships and influence across functions, including HR, Legal, Payroll, Benefits, and external partners. - Proficiency with Microsoft Office, including Outlook, Word, and Excel, with the ability to work with Excel formulas for payment calculations. - Demonstrated ability to manage multiple projects or cases independently in a changing, fast-paced environment. - Ability to handle confidential information with discretion and maintain a high level of professionalism. Requirements - Experience working in a specialized leave of absence or disability case management team, particularly in a corporate environment. - Comfort working in a fast-paced, high-volume setting while maintaining accuracy and attention to detail. - Willingness and ability to learn and apply new Excel formulas and system tools used for payment and case calculations. - Strong interpersonal skills, with a focus on empathy, active listening, and building trust with employees navigating leave or disability events. - Ability to collaborate effectively with third-party administrators and cross-functional partners to deliver a seamless employee experience. Benefits - Medical, dental & vision - Critical Illness, Accident, and Hospital - 401(k) Retirement Plan – Pre-tax and Roth post-tax contributions available - Life Insurance (Voluntary Life & AD&D for the employee and dependents) - Short and long-term disability - Health Spending Account (HSA) - Transportation benefits - Employee Assistance Program - Time Off/Leave (PTO, Vacation or Sick Leave) Company Description Aston Carter provides world-class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies.

View details: HR Assistant - Military Leave of Absence Case Manager

United States

$23 / hour

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Principal HR Business Partner, GTM, Americas

Bloomreach

Bloomreach is a computer software company that is on a mission to empower its clients to seamlessly personalize their customer experience and, in turn, successf

Human Resources20 hours ago

Full Time Remote Lead

Company Site

Role Description We’re looking for an experienced HR Business Partner to support our Go‑to‑Market (GTM) organization in the Americas. The Principal HRBP will partner closely with GTM leaders and their leadership teams as a trusted advisor on all people‑related topics—org design, performance and talent, capability building, culture and AI‑enabled ways of working—as well as supporting people programs and initiatives. You’ll move comfortably between strategy and execution: shaping the long‑term people agenda for GTM while rolling up your sleeves to solve real‑time issues with leaders and teams. This role is based remotely in the USA and will work with distributed teams across time zones. Key Responsibilities - Partner with senior Sales & Marketing leaders to understand business and GTM strategy, and translate it into a clear people plan for the Americas GTM organization. - Diagnose org health (structure, headcount mix, capability, engagement, ways of working) across GTM teams and propose data‑driven interventions. - Support organizational design, restructures and workforce planning (e.g. team shape, IC/Manager mix, quota‑carrying vs. non‑quota roles, regional coverage, AI‑assisted roles) aligned to GTM and portfolio priorities. - Act as a thought partner on culture, change management, leadership effectiveness, and how we build a strong, AI‑enabled GTM organization over time. - Coach GTM leaders and managers to build high‑performing, healthy teams with strong focus on top talent retention, especially for quota‑carrying and revenue‑critical roles. - Navigate the nuance of quota‑carrying roles and sales performance management (e.g. under‑performance, plan changes, territory realignments), ensuring fair, consistent and timely processes. - Partner with Sales Compensation / Rewards teams to interpret and operationalize sales compensation plans, helping leaders and managers understand how plan design, crediting and targets show up in day‑to‑day leadership decisions. - Coach managers to handle people issues early and well, building their leadership confidence and capability, especially in performance management and difficult conversations linked to incentives and targets. - Support annual compensation and benefits processes for your client groups, including market reviews, promotions, quota and incentive‑related decisions, and pay changes. - Lead or co‑own people‑related transformation in GTM – e.g. reorganizations, new operating models, shifts in coverage/territories, adoption of AI tools and workflows, or changes in how GTM partners with other teams. - Partner with People CoEs (Talent, Rewards, DEI, Learning, etc.) and GTM Operations to roll out global programs and adapt them for the GTM. - Use engagement feedback data from GTM teams—combined with performance and attainment insights—to co‑create action plans with leaders and track progress over time. - Champion an inclusive, psychologically safe, high‑performance culture across GTM, helping teams experiment with AI and new ways of working while maintaining clarity, fairness and trust. Qualifications - 8+ years of experience as an HR Business Partner (or similar) supporting senior leaders in a GTM or customer-facing organization. - Experience operating at equivalent level, influencing VP‑level stakeholders and navigating ambiguity with limited oversight. - Strong grounding across core HR domains: org design, performance and talent management, employee relations, rewards, and change management. - Demonstrated experience supporting or leading org design and change in knowledge‑work environments (ideally GTM‑heavy organizations such as Sales, Marketing, or Customer‑facing teams). - Demonstrated comfort working with sales compensation and quota‑carrying populations (e.g. plan interpretation, performance management, alignment to org design and change). - Comfortable using data (people metrics, performance and pipeline data, engagement, qualitative insights) to diagnose issues, connect them to compensation and performance, and influence decisions. - Excellent stakeholder management, relationship‑building and communication skills; able to challenge constructively and build trust quickly. - Proven track record of coaching leaders and managers to grow their people leadership capability, including in AI‑enabled and high‑change environments. - Experience working with distributed or global teams across time zones. - Experience supporting or driving AI‑enabled transformation (e.g. introducing new tools, skills, and ways of working across large teams). - Familiarity with modern HR and GTM tech stacks (e.g. Bamboo or similar HRIS, Greenhouse or similar ATS, engagement tools, sales performance / incentive tools). Benefits - Health care including medical, dental, and vision insurance. - 401k Plan with employer contribution. - The base salary range for this position is $140,000-$180,000, plus bonus & RSUs. - Exciting company culture with flexible working hours and virtual-first approach. - Employee Assistance Program with counselors for non-work-related challenges. - Subscription to Calm - sleep and meditation app. - Extended parental leave up to 26 calendar weeks for Primary Caregivers. - Professional development budget of $1,500 annually for education products. - Employee referral bonus of up to $3,000 paid out immediately after the new hire starts.

View details: Principal HR Business Partner, GTM, Americas

United States

$140K - $180K / year

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HR Generalist

hampr

Hampr is on a mission to make laundry disappear from your to-do list. We're a fast-growing laundry-as-a-service company. We pick up dirty laundry, wash and fold it with care, and return it cleaner than the day you bought it — usually within 24 hours. We serve households, businesses, and properties across the country, and we’re growing fast.

Human Resources22 hours ago

Part Time Remote Mid Level

Role Description As our part-time HR Generalist, you'll be the steady hand keeping Hampr's people operations running cleanly behind the scenes. Working directly under the Chief People Officer, you'll handle the day-to-day mechanics of onboarding, paperwork, employee records, benefits coordination, and recruiting logistics so the team can stay focused on growing the business. This role is for someone who takes pride in accuracy, follow-through, and being the kind of teammate everyone trusts to get it done. Key Responsibilities - Process new hire paperwork, including offer letters, background checks, I-9 verification, and payroll setup, under the direction of the Chief People Officer. - Execute onboarding checklists for new employees, including sending welcome emails, scheduling first-day meetings, and coordinating equipment and system access. - Conduct candidate phone screens, update the ATS with accurate status and notes, and keep the recruiting pipeline current. - Schedule interviews, send candidate communications, and coordinate logistics during active hiring. - Enter and update employee data accurately in the HRIS, payroll, and benefits platforms. - Help collect and organize benefits enrollment forms, life event changes, and related paperwork. - Maintain and update existing HR documentation, checklists, and templates as directed. - Create and update HR processes. - Keep online employee files and digital HR folders organized. - Support recurring HR tasks such as compliance training reminders, anniversary recognitions, and basic reporting. - Handle other administrative tasks as assigned by the Chief People Officer. Qualifications - 1-3 years of HR, recruiting coordination, or people operations experience. - Experience with at least one HRIS, payroll, and ATS platform. - Strong attention to detail with proven accuracy in handling paperwork, data entry, and confidential information. - Highly organized self-starter who manages checklists, deadlines, and follow-ups independently in a remote environment. - Strong personal accountability - follows through on commitments, and surfaces blockers proactively. - Excellent written and verbal communication, comfortable being a polished first point of contact for employees and candidates. - Working knowledge of basic employment compliance areas (I-9, background checks, benefits enrollment) or a clear ability to learn quickly. - Proficient with Google Workspace, Slack, and standard cloud-based document and file management. - Discretion and sound judgment when handling sensitive employee information. Who You Are - You're a builder. You take pride in creating something from scratch and figuring it out as you go. - You own your outcomes. Your output is yours, and you don't wait to be told what to do. - You bring energy and grit. Benefits - Compensation: $20-$30/hr based on experience. - Part-time/Flexible Hours. Company Description Hampr is on a mission to make laundry disappear from your to-do list. We're a fast-growing laundry-as-a-service company. We pick up dirty laundry, wash and fold it with care, and return it cleaner than the day you bought it — usually within 24 hours. We serve households, businesses, and properties across the country, and we’re growing fast.

View details: HR Generalist

United States

$20 - $30 / hour

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Senior Manager, HR Technology

Lime

Building a future where transportation is shared, affordable and carbon-free. Join us! www.li.me/careers

Human Resources23 hours ago

Full Time Remote SeniorTeam 501-1,000Since 2017H1B Sponsor

Company Site LinkedIn

• Lead and develop the HR Technology / HRIS team, setting clear priorities and operating rhythms so the team focuses on platform health, quality, and improvement. • Lead Workday configuration and security design (including role design, access management, SOX-relevant controls, and delegation of authority) and run a disciplined release and change-management process. Partner with Corporate Technology's Enterprise Architecture and Security teams to align Workday with enterprise standards and define the future long-term technical architecture. • Own the integration architecture between Workday and connected HR systems (payroll/time, recruiting, learning, engagement, IdP, benefits). Decide build-vs-buy on integration patterns, lead the team in delivering and maintaining inbound/outbound integrations using Workday EIB, Core Connectors, Studio, and RaaS / Web Services, and set standards for authentication (SSO/SFTP/certs), error handling, reconciliation, and monitoring. • Manage day‑to‑day vendor relationships for HR systems (escalations, releases, basic SLAs) in partnership with IT and, as needed, Procurement. • Build and maintain a simple, outcome‑focused HR technology roadmap that reduces manual work, improves data quality, and enhances employee/manager self‑service. • Drive change management and user adoption for Workday and other HR tools, including concise communications and training for HR, managers, and employees. • Establish HR data governance — systems of record, data lineage to downstream consumers (Payroll, Finance, analytics), field-level data quality checks, segregation of duties enforced through Workday security groups, and audit-ready evidence for SOX ITGCs (access provisioning, change management, BP approvals) — and partner with Payroll/Benefits/Comp to protect payroll accuracy and compliance. • Use data from tickets and usage trends to identify configuration fixes, automation opportunities, and content gaps; prioritize changes that have the biggest impact. • Manage day-to-day operational details, including closing tickets and handling small tasks with a hands-on, detail-oriented approach to ensure smooth execution and follow-through.

View details: Senior Manager, HR Technology

United States

$125K - $215K / year

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HR Business Partner

NTI Connect LLC

National Technologies (NTI), a Network Connex Company, is a premier turnkey installer of fiber optic and data center infrastructure. Working on our team puts you on the leading edge of innovation in the digital communications space. If being a part of a tight-knit organization that operates in some of the most advanced technology environments around the world sounds like a dream job, NTI might be the right fit for you! With the perks of a large organization, NTI remains true to its roots as a home-grown company with an open door culture that welcomes new ideas and encourages professional growth. We set you on the right path with careful onboarding and thorough training programs that prepare you for success in your role and beyond.

Human Resources1 day ago

Full Time Remote Mid Level

Role Description The Human Resources Business Partner will support the HR Manager/Director in managing employee relations, performance management, compensation events, succession planning, and employee engagement and talent management. You will be responsible for evaluating employee programs, recommending improvements to employee relations policies, and ensuring that all employee-related policies in each department align with corporate goals and established regulations. You will ensure all employee records are up-to-date and confidential, and you’ll also act as the main point of contact for employees’ queries on HR-related topics. - Participates/leads regular check-in meetings with respective division market leaders. - Performs routine tasks required to administer and execute human resource programs including but not limited to: - Compensation - Benefits - Leave - Disciplinary matters - Disputes and investigations - Performance and talent management - Productivity, recognition, and morale - Occupational health and safety - Training and development - Consults with line management, providing HR guidance when appropriate. - Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies. - Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. - Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. - Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). - Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. - Provides HR policy guidance and interpretation. - Provides guidance and input on business unit restructuring, workforce planning, and succession planning. - Identifies training needs for business units and partners with Talent Management on identifying and delivering training solutions. - Maintains the HRIS to ensure data accuracy and compliance. - Leads employee disciplinary meetings, terminations, and investigations. - Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. - Performs other related duties as assigned. Company Description

View details: HR Business Partner

United States

$75K - $85K / year

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