Top HR Jobs in Edinburgh

Source 1 Solutions seeks talented professionals in various fields for future opportunities. Candidates should excel in customer-focused environments and enjoy solving challenges in managed IT, solutions architecture, sales, and more.

The Senior Director of International Benefits will lead the global benefits strategy for 60+ countries, ensuring compliance, managing costs, and driving employee engagement across regions.

The HR Business Partner will provide onsite HR leadership, implement HR strategies, support business leaders, coach site leaders, and manage employee relations, performance, and talent processes.

Partner with directors and managers to deliver strategic HR solutions, lead HR support for organisational change (including upcoming TUPE transfer), advise on employee relations and performance management, drive workforce planning, equality and inclusion, use HR data to inform decisions, support learning and development, and contribute to policy and HR/OD implementation across the organisation.

Lead the design and delivery of a modern HR business partnering model, manage and advise senior leaders on people management, employee relations, workforce planning, and organisational change. Drive transformation activities including a large TUPE transfer, build relationships across the organisation, use data to inform decisions, and role-model inclusive culture and priorities.

Provide telephony and webchat employment law, employee relations and HR advice on non-complex issues. Identify client needs, deliver bespoke services, generate referrals and cross-sell training and consultancy. Support disciplinary and grievance hearings and maintain high standards of client service and record-keeping.

No prior experience is necessary. This program trains individuals for a career in HR, providing knowledge and skills needed for employment in the field.

The Senior HR Specialist handles HR functions like onboarding, payroll, policy implementation, and provides administrative support to management.

The HR Digital Senior Manager leads the HR digital strategy focused on Workday, driving improvements, managing teams, and ensuring system effectiveness and compliance.

Provide expert remote support for SAP HR/Payroll applications. Responsibilities include troubleshooting, configuration, and client support for UK and Ireland payroll and related processes.

Lead engineering for a complex, integration-heavy Corporate HR technology estate (PeopleSoft, payroll, LMS, ATS etc.). Own engineering strategy, reliability, integrations, vendor relationships, CI/CD, observability and technical debt. Manage 4–5 Engineering Managers, drive architecture and service ownership, simplify legacy systems, and partner with HR, Product, Security and central tech to deliver reliable end-to-end colleague services.

Lead end-to-end delivery of global Payroll, Time, and Absence implementations (planning through hypercare). Drive requirements, solution design, vendor governance (ADP), data migration, integrations, testing, compliance, stabilization, and post-go-live optimization across multi-country environments.

Lead design and delivery of compensation and incentive programs for assigned business lines. Manage incentive governance, perform market pricing and specialized analysis, ensure regulatory compliance (e.g., FLSA), support executive compensation administration, manage vendor and audit requests, and provide compensation consulting to HR and business leaders.

The HR Business Partner manages HR initiatives for designated groups, driving projects, analyzing data, advising on workforce planning, and ensuring compliance with laws.

The HR Systems Analyst will support HRIS migration, provide core HR systems support, manage HR data quality, and ensure compliance with HR regulations.

The HR Advisor will manage complex employee relations cases, guide leaders through organizational changes, and ensure compliance with UK & I legislation while collaborating with the HR team on strategic projects.

The HR Services Manager provides comprehensive HR support across the employee lifecycle, ensuring legal compliance and advising clients on HR matters. Key responsibilities include managing contracts, overseeing payroll, supporting employee relations, and leading HR initiatives.

Provide HR administrative support including onboarding, HRIS administration, payroll discrepancy resolution, reporting (census, PTO, ad-hoc), employee communications, and coordination of employee programs and relocations while improving the employee experience.

Entry-level HR apprenticeship delivering HR administrative support: maintain employee records, assist recruitment and onboarding, handle company car queries, respond to policy/benefits questions, support reporting and invoicing, attend team meetings, and liaise with employees, managers and external partners while applying academic learning to workplace projects.

Provide HR operational support and guidance to managers and junior HR staff across assigned areas. Implement HR programs, advise on employment legislation and compliance, support recruitment, onboarding, reorganizations and change management, produce reports/analyses, and act as first point of contact for HR queries alongside senior HR team members.

The HRBP will partner with global teams to support integration within Siemens, enhance employee engagement, manage performance, and ensure HR compliance. Responsibilities include strategy execution, employee lifecycle management, and reporting.

The HR Business Partner serves as a strategic advisor in aligning HR strategies with business goals, handling employee relations, talent management, and ensuring policy compliance while supporting over 500 employees across multiple locations.

The HR Manager will lead the onboard HR team, provide expert advice on HR policies, manage employee relations, and ensure compliance with regulations while promoting a positive work culture.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

Act as an embedded HR advisor partnering with leaders on performance, workforce planning, employee relations, talent initiatives, and people-data analysis across multiple geographies to translate business priorities into practical people actions.