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Human Resource Professional Jobs in Indiana (NOW HIRING)

MatrixCare

Human Resource Generalist

Indianapolis, IN · On-site

HR Professional certification and PHR/SPHR/CPHR is a nice to have, but not required. Preferred: * Bachelor's degree. * Minimum of 5 years of related experience. * Works on problems of diverse scope ...

ResMed

Human Resource Generalist

Indianapolis, IN · On-site

HR Professional certification and PHR/SPHR/CPHR is a nice to have, but not required. Preferred: * Bachelor's degree. * Minimum of 5 years of related experience. * Works on problems of diverse scope ...

Brunswick

Human Resource Business Partner

Fort Wayne, IN · On-site

$59K - $85K/yr

This role is ideal for HR professionals who thrive on variety, value meaningful relationships, and want to make a tangible impact every day. If you're ready to elevate your HR career in a ...

Rural King

Human Resource Lead

Monticello, IN

$19.25 - $25/hr

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Provide professional support to associates, leaders, and Store Support Center partners.

Rural King

Human Resource Lead

Monticello, IN · On-site

$19.25 - $25/hr

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Provide professional support to associates, leaders, and Store Support Center partners.

Rural King

Human Resource Lead

Warsaw, IN

$16.75 - $20.45/hr

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Provide professional support to associates, leaders, and Store Support Center partners.

Newfields

Human Resource Generalist

Indianapolis, IN · On-site

$60K - $65K/yr

Director of Human Resources Salary or Hourly: Salaried Pay Rate: $60,000 - $65,000 Key ... Support employee relations matters with professionalism, confidentiality, and care * Partner with ...

Rural King

Human Resource Lead

Kokomo, IN · On-site

$18.25 - $24/hr

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Provide professional support to associates, leaders, and Store Support Center partners.

Rural King

Human Resource Lead

Warsaw, IN · On-site

$16.75 - $20.45/hr

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Provide professional support to associates, leaders, and Store Support Center partners.

Rural King

Human Resource Lead

Fort Wayne, IN · On-site

$19.25 - $25.25/hr

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Provide professional support to associates, leaders, and Store Support Center partners.

Rural King

Human Resource Lead

Kokomo, IN · On-site

$18.25 - $24/hr

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Provide professional support to associates, leaders, and Store Support Center partners.

Rural King

Human Resource Lead

La Porte, IN · On-site

$19.50 - $25.50/hr

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Provide professional support to associates, leaders, and Store Support Center partners.

Rural King

Human Resource Lead

Kokomo, IN

$18.25 - $24/hr

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Provide professional support to associates, leaders, and Store Support Center partners.

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Human Resource Professional information

See Indiana salary details

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How much do human resource professional jobs pay per hour?

As of Aug 13, 2026, the average hourly pay for human resource professional in Indiana is $17.84, according to ZipRecruiter salary data. Most workers in this role earn between $17.60 and $18.08 per hour, depending on experience, location, and employer.

What kind of jobs can you do with a human resource professional?

A human resource professional can work in roles such as HR manager, recruiter, training and development specialist, employee relations manager, or compensation and benefits analyst. These positions involve tasks like hiring, onboarding, employee engagement, policy development, and compliance, often requiring skills in communication, organization, and familiarity with HR software and employment laws.

What is a human resource professional?

Human Resource Professionals are specialists who manage various functions within an organization related to its workforce. Their responsibilities typically include recruiting and hiring employees, administering benefits, ensuring compliance with labor laws, and developing employee training and development programs. They also handle employee relations, performance management, and organizational culture. HR professionals play a key role in supporting both the needs of the business and its staff, helping to create a productive and positive work environment.

What are some common challenges human resource professionals face when supporting organizational change initiatives?

Human Resource Professionals often play a key role in facilitating organizational change, which can present challenges such as managing employee resistance, ensuring clear communication, and aligning new processes with company culture. They must balance supporting leadership objectives while also advocating for employee needs and concerns. Effective HR professionals leverage strong interpersonal skills, strategic planning, and transparent communication to help teams transition smoothly and maintain morale throughout the change process.

Do human resource professionals make good money?

Human resource professionals' salaries vary based on experience, education, location, and industry, but they generally earn competitive wages. Entry-level HR roles typically start around the national average, while experienced HR managers or directors can earn significantly higher salaries, often exceeding six figures. Certifications like SHRM or HRCI can also enhance earning potential.

What other jobs can a human resource professional do?

Human resource professionals can transition into roles such as HR manager, talent acquisition specialist, training and development manager, or organizational development consultant. They often utilize skills in communication, conflict resolution, and employment law, and may pursue certifications like SHRM or PHR to qualify for advanced positions.

What are the key skills and qualifications needed to thrive as a human resource professional?

To thrive as a Human Resource Professional, you need a solid understanding of employment law, talent management, and organizational development, typically supported by a degree in HR or business and relevant certifications like SHRM-CP or PHR. Familiarity with HRIS systems, payroll software, and applicant tracking tools is often required. Strong interpersonal skills, discretion, and effective communication help build trust and resolve workplace issues. These skills are crucial for fostering a positive workplace culture, ensuring compliance, and aligning HR strategies with organizational goals.
What are the most commonly searched types of Human Resource jobs in Indiana? The most popular types of Human Resource jobs in Indiana are:
What cities in Indiana are hiring for Human Resource Professional jobs? Cities in Indiana with the most Human Resource Professional job openings:
Human Resource Professional jobs near you
Infographic showing various Human Resource Professional job openings in Indiana as of August 2026, with employment types broken down into 1% As Needed, 73% Full Time, 21% Part Time, and 5% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $37,110 per year, or $17.8 per hour.

Human Resource Manager

Bierman Autism Centers

Indianapolis, IN • On-site

$85K - $100K/yr

Full-time

Posted 28 days ago

Bierman Autism Centers rating

4.6

Company rating: 4.6 out of 10

Based on 31 frontline employees who took The Breakroom Quiz

228th of 240 rated social care providers

Job description

Job Type
Full-time
Description
Location: Indianapolis, Indiana - Headquarters Office
Work Arrangement: On-site
Travel: Regular periodic travel to company centers and business locations
Reports To: Vice President of Human Resources
Direct Reports: HR Coordinator
Position Summary:
The HR Manager is a hands-on operational HR leader responsible for ensuring consistent, compliant, and effective execution of people practices across a growing, multi-state healthcare organization. This role is designed for an experienced HR professional who understands the complexity of supporting both a geographically dispersed field workforce and a corporate headquarters environment.
Reporting to the Vice President of Human Resources, the HR Manager serves as the primary operational implementer of HR strategy. The role owns and advances day-to-day HR execution across employee relations, employment compliance, HR operations, investigations, leave and accommodation processes, HRIS administration, workforce compliance, policy implementation, and employee documentation.
Success in this position requires the ability to operate credibly across very different employee populations. The ability to adjust communication style without compromising consistency, compliance, or sound judgment is essential.
This role is based on-site at the Indianapolis headquarters office and serves as a visible day-to-day HR and workplace leadership presence for approximately 25 headquarters-based employees across multiple functions. The HR Manager also directly supervises an HR Coordinator who supports Human Resources, Talent Acquisition, and Learning & Development.
Key Responsibilities:
1. Employee Relations, Investigations & Leader Support
  • Serve as a primary operational resource for employee relations matters across centers and corporate functions.
  • Advise managers on performance concerns, attendance, conduct, workplace conflict, policy interpretation, corrective action, and separation processes.
  • Conduct fair, timely, well-documented workplace investigations involving employee complaints, misconduct allegations, policy concerns, interpersonal conflict, and other sensitive matters.
  • Assess facts, identify risk, distinguish between performance, conduct, compliance, and legal issues, and determine when escalation is required.
  • Prepare clear and defensible investigation documentation, findings summaries, employee communications, corrective actions, and related records.
  • Partner with the Vice President of Human Resources and employment counsel on high-risk, complex, or legally sensitive matters.
  • Maintain consistency across locations while recognizing differences in state law, local requirements, workforce dynamics, and operational context.
  • Identify trends across employee relations matters and recommend operational interventions when recurring issues emerge.

2. Multi-State Employment Compliance
  • Support compliant HR operations across multiple states, jurisdictions, and time zones.
  • Apply working knowledge of federal employment requirements, including:
    • Fair Labor Standards Act (FLSA)
    • Family and Medical Leave Act (FMLA)
    • Americans with Disabilities Act (ADA)
    • Equal Employment Opportunity and EEOC requirements
    • Wage-and-hour principles
    • Anti-discrimination and anti-retaliation requirements
  • Develop and maintain familiarity with applicable state and local leave laws, paid sick leave requirements, wage-and-hour rules, final pay requirements, and other jurisdiction-specific employment obligations.
  • Partner with legal counsel when matters require specialized legal interpretation or heightened risk assessment.
  • Support employment-related audits, agency inquiries, claims, and documentation requests.
  • Maintain reliable compliance calendars, workflows, documentation standards, and escalation protocols.
  • Help ensure changes in employment requirements are translated into updated policies, systems, manager guidance, and operational practices.

3. Leave, Accommodation & Complex Case Administration
  • Oversee and coordinate day-to-day administration of employee leave and accommodation processes.
  • Navigate FMLA, ADA, state and local leave requirements, workers' compensation-related work restrictions, and other overlapping employee circumstances.
  • Ensure required notices, certifications, interactive-process documentation, follow-up, and case records are timely and complete.
  • Work effectively with employees, managers, benefits resources, healthcare documentation, and legal counsel when cases are complex.
  • Recognize situations involving overlapping legal or operational considerations and escalate appropriately.
  • Maintain a consistent, well-documented, employee-centered, and compliance-focused approach to case administration.

4. HR Operations & Scalable Execution
  • Lead reliable execution of day-to-day HR operations across the employee lifecycle.
  • Translate HR strategy established by the Vice President of Human Resources into practical workflows, tools, processes, communications, and accountability.
  • Oversee employee records, employment changes, HR documentation, personnel actions, and related workflows.
  • Serve as a key point of contact for benefits and compensation administration, coordinating with internal stakeholders and external partners as needed.
  • Oversee operational processes related to workers' compensation, unemployment claims, leave documentation, employment verifications, and other core HR administration.
  • Conduct recurring audits of HR processes and documentation to identify compliance gaps, inconsistent practices, process failures, or opportunities for improvement.
  • Build and maintain SOPs, templates, checklists, manager tools, and repeatable workflows.
  • Ensure HR operations remain effective as the organization grows, opens new locations, enters new states, and increases workforce complexity.

5. HRIS, Data Quality & Process Discipline
  • Support day-to-day administration, integrity, and effective use of the HRIS and related HR technology.
  • Maintain strong standards for employee data accuracy, documentation completeness, workflow execution, and system controls.
  • Conduct routine audits to identify data discrepancies, incomplete records, workflow failures, and process gaps.
  • Partner cross-functionally to resolve system and process issues affecting HR, Payroll, Talent Acquisition, Learning & Development, Finance, IT, or operational teams.
  • Identify opportunities to simplify processes, improve automation, strengthen controls, and reduce manual or inconsistent work.
  • Use HR data and operational metrics to identify trends, monitor execution, and support decision-making.

6. Healthcare Workforce Compliance
  • Support the additional workforce compliance requirements associated with operating a multi-state healthcare organization.
  • Partner with internal stakeholders to maintain consistent processes related to:
    • Healthcare sanctions and exclusion screenings
    • Fingerprint clearance requirements
    • Criminal background checks
    • Abuse and neglect registry checks
    • State-specific workforce eligibility requirements
    • Role-specific credential or clearance documentation
    • Ongoing employee eligibility monitoring
  • Ensure exceptions, adverse findings, missing documentation, and eligibility concerns are escalated and addressed appropriately.
  • Work across HR, Operations, Clinical Leadership, Compliance, and legal resources when workforce eligibility issues arise.
  • Understand that healthcare employment decisions may involve requirements beyond general employment law and standard HR practice.

7. Field and Corporate Workforce Partnership
  • Support a workforce spanning center-based frontline employees, early-career professionals, paraprofessional team members, licensed clinicians, multidisciplinary professionals, operational leaders, corporate functions, and executives.
  • Build credibility with employees and leaders across different levels of professional experience, education, licensure, and organizational responsibility.
  • Understand the practical differences between supporting:
    • High-volume frontline workforces
    • Early-career and developing professionals
    • Behavior Technicians and other paraprofessional roles
    • Licensed clinicians
    • Multidisciplinary clinical professionals
    • Center and regional leaders
    • Corporate professionals
    • Senior executives
  • Adjust communication style, coaching, documentation, and problem-solving approach to the audience and situation.
  • Maintain consistent organizational standards while recognizing the operational realities of center-based healthcare delivery.
  • Spend time in company centers to maintain field connectivity and firsthand understanding of employee and leader needs.

8. Indianapolis Headquarters Leadership
  • Serve as a visible, accessible, and accountable day-to-day leadership presence in the Indianapolis headquarters office.
  • Support a professional and effective workplace for approximately 25 employees across functions that may include Human Resources, Information Technology, Revenue Cycle Management and other corporate functions.
  • Act as a point of coordination for day-to-day workplace matters and shared office needs.
  • Help reinforce workplace expectations, professional standards, communication, and accountability.
  • Coordinate with appropriate internal teams on facilities, safety, office operations, employee experience, visitors, and other shared workplace matters.
  • Address issues that do not sit neatly within one function and ensure they reach the appropriate owner.
  • Exercise practical judgment regarding when to resolve matters directly, when to coordinate cross-functionally, and when to escalate.

9. Team Leadership & Cross-Functional Coordination
  • Directly manage and develop the HR Coordinator.
  • Establish clear priorities and service expectations for HR Coordinator support across Human Resources, Talent Acquisition, and Learning & Development.
  • Ensure work is accurate, timely, confidential, and responsive to organizational needs.
  • Build efficient intake, prioritization, and workflow practices so shared support resources are deployed effectively.
  • Coach the HR Coordinator in judgment, communication, organization, and HR capability.
  • Partner closely with Talent Acquisition, Learning & Development, Payroll, Benefits, Finance, IT, Revenue Cycle Management, Operations, Clinical Leadership, and other functions.

10. Policy, Handbook & Written Communication
  • Contribute to the development, review, implementation, and ongoing maintenance of the employee handbook and HR policies.
  • Draft clear, accurate, professional employee and manager communications.
  • Translate legal, regulatory, and policy requirements into practical language that employees and leaders can understand and apply.
  • Develop and maintain SOPs, process guides, templates, forms, manager resources, and other written materials.
  • Maintain high standards for written documentation in employee relations, investigations, leave matters, compliance processes, and formal correspondence.
  • Partner with legal counsel on policy language and complex written materials when appropriate.

Success Profile: The strongest candidate for this role will be:
  • An implementer: Able to take HR strategy and convert it into disciplined, consistent execution.
  • Operationally grounded: Understands that HR practices must work in real operating environments, not only on paper.
  • Multi-audience: Equally capable of communicating with a frontline Behavior Technician, a licensed clinician, a center leader, and an executive.
  • Compliance-minded: Understands the importance of federal, state, local, and healthcare-specific workforce requirements.
  • A strong writer: Produces clear, accurate, objective, and professional documentation.
  • A sound risk assessor: Recognizes when an issue is routine, when it is complex, and when legal counsel or executive escalation is appropriate.
  • Field-connected: Values direct understanding of center operations and does not operate exclusively from a corporate perspective.
  • Process-disciplined: Builds repeatable systems, closes loops, audits execution, and follows through.
  • Comfortable with growth: Can operate effectively as locations, states, employee populations, and organizational complexity expand.
  • Credible and steady: Builds trust through judgment, responsiveness, consistency, discretion, and follow-through.

Requirements
Job Requirements:
  • Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related discipline, or equivalent combination of education and relevant professional experience.
  • 5+ years of progressive HR experience with substantial hands-on responsibility for HR operations and employee relations.
  • Demonstrated experience supporting a multi-site, geographically dispersed organization.
  • Demonstrated experience supporting both field-based and corporate workforces.
  • Experience operating in a multi-state employment environment.
  • Working knowledge of FLSA, FMLA, ADA, EEO/EEOC requirements, wage-and-hour principles, and core federal employment law requirements.
  • Experience navigating state-specific employment requirements and reco

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