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Human Resource Project Manager Jobs in Wisconsin

Generac

Project Manager- Human Resources

Waukesha, WI · On-site

The HR Project Manager leads complex, cross functional initiatives that modernize and scale the HR ... Develops and maintains detailed project plans, schedules, and resource allocations * Ensures ...

Durr Megtec

HR Program Manager

De Pere, WI · On-site

Overview The Global HR Project Specialist provides dedicated support to the Global HR Director by managing cross-regional HR initiatives, ensuring alignment across geographies, and driving progress ...

Sub-Zero Group, Inc.

Human Resource Manager

Madison, WI · On-site

The HR Manager's key areas of responsibility including staffing, employee relations, labor relations, employee development, and equal opportunity affairs. The most important impact of this position ...

MRA Recruiting Services

Human Resources Intern

Oak Creek, WI · On-site

$14.25 - $19/hr

Participate in HR projects and process improvement initiatives. * Attend HR training opportunities ... Human Resource Information System/Human Capital Mgmt (HCM) System (B2E) Assist with: * Employee ...

New

Zenar Crane

Human Resources Intern

Oak Creek, WI

$14.25 - $19/hr

Participate in HR projects and process improvement initiatives. * Attend HR training opportunities ... Human Resource Information System/Human Capital Mgmt (HCM) System (B2E) Assist with: * Employee ...

New

Zenar Corporation

Human Resources Intern

Oak Creek, WI · On-site

$14.25 - $19/hr

Participate in HR projects and process improvement initiatives. * Attend HR training opportunities ... Human Resource Information System/Human Capital Mgmt (HCM) System (B2E) Assist with: * Employee ...

New

SENECA FOODS

Human Resource Admin

Baraboo, WI

Proficient with or the ability to quickly learn payroll management, human resource information system (HRIS), and similar computer applications. Education and Experience: * Associates degree in ...

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How much do human resource project manager jobs pay per hour?

As of Jul 26, 2026, the average hourly pay for human resource project manager in Wisconsin is $53.94, according to ZipRecruiter salary data. Most workers in this role earn between $41.25 and $67.21 per hour, depending on experience, location, and employer.

What does an HR project manager do?

An HR project manager oversees human resources initiatives, such as talent acquisition, employee engagement, and policy implementation, ensuring projects align with organizational goals. They coordinate between HR teams and other departments, often using project management tools and techniques to meet deadlines and budgets.

What pays more, HR or project management?

Project management roles generally offer higher salaries than HR positions, especially at senior levels or in industries requiring specialized skills like certifications (e.g., PMP). Human Resource Project Managers combine skills from both fields, but salary differences depend on experience, industry, and location, with project management often commanding higher pay due to its focus on delivering projects on time and within budget.

What is a Human Resource Project Manager?

A Human Resource Project Manager is a professional responsible for planning, executing, and overseeing HR-related projects within an organization. These projects can include implementing new HR systems, managing organizational change initiatives, or improving employee engagement programs. They work closely with HR teams, stakeholders, and other departments to ensure projects are delivered on time, within scope, and on budget. Their role combines project management skills with a deep understanding of human resources functions.

Can HR become a project manager?

Human Resource professionals can transition into project management roles by developing skills in planning, organization, and leadership, often supported by certifications like PMP or CAPM. Their experience in managing teams and processes can be valuable in overseeing projects across various departments.

What is the difference between Human Resource Project Manager vs HR Coordinator?

AspectHuman Resource Project ManagerHR Coordinator
CredentialsBachelor’s degree in HR, Business, or related field; HR certifications often preferredBachelor’s degree in HR, Business, or related field; HR certifications less common
Work EnvironmentLeads projects, collaborates with HR teams, manages timelines and budgetsSupports HR functions, handles administrative tasks, assists with onboarding and employee records
Employer & Industry UsageUsed in organizations with structured HR projects, corporate settingsCommon in HR departments across various industries for daily HR operations

The Human Resource Project Manager focuses on planning and executing HR-related projects, ensuring timely delivery and alignment with organizational goals. In contrast, the HR Coordinator handles day-to-day HR activities, supporting the HR team with administrative and operational tasks. Both roles require HR knowledge, but the Project Manager role emphasizes project leadership and strategic planning.

What are the key skills and qualifications needed to thrive as a Human Resource Project Manager, and why are they important?

To thrive as a Human Resource Project Manager, you need expertise in HR principles, project management methodologies, and a relevant degree—often supported by certifications like PMP or SHRM-CP. Familiarity with HRIS platforms, project tracking software (such as MS Project or Asana), and data analysis tools is common. Strong leadership, communication, and problem-solving skills help you effectively coordinate teams and manage change. These abilities ensure HR initiatives are delivered on time, within budget, and aligned with organizational goals.

How much do HR project managers make?

Human Resource Project Managers typically earn between $70,000 and $120,000 annually, depending on experience, location, and industry. Senior roles or those with specialized skills and certifications can earn higher salaries, often exceeding $130,000 per year.

How does a Human Resource Project Manager typically collaborate with other departments during large-scale HR initiatives?

A Human Resource Project Manager often works cross-functionally, coordinating with departments such as IT, Finance, and Operations to ensure smooth implementation of HR projects like new software rollouts or policy changes. This involves regular meetings, aligning project goals with business needs, and managing stakeholder expectations. Effective collaboration is essential for gathering requirements, addressing concerns early, and ensuring that all teams are prepared for upcoming changes. Building strong relationships and clear communication channels are key to overcoming challenges and driving project success.
What are popular job titles related to Human Resource Project Manager jobs in Wisconsin? For Human Resource Project Manager jobs in Wisconsin, the most frequently searched job titles are:
What job categories do people searching Human Resource Project Manager jobs in Wisconsin look for? The top searched job categories for Human Resource Project Manager jobs in Wisconsin are:
What cities in Wisconsin are hiring for Human Resource Project Manager jobs? Cities in Wisconsin with the most Human Resource Project Manager job openings:
Human Resource Project Manager jobs near you
Human Resource Project Manager - HR Operations

Human Resource Project Manager - HR Operations

Waupaca Foundry, Inc.

Waupaca, WI • On-site

Full-time

Posted 5 days ago

Waupaca Foundry rating

7.0

Company rating: 7.0 out of 10

Based on 40 frontline employees who took The Breakroom Quiz

398th of 535 rated manufacturers

Job description

Job Summary
The HR Project Manager - HR Operations is a strategic execution leader responsible for building and operationalizing the HR Operations capability while driving cross-functional improvement across the full employee lifecycle.
Reporting directly to the VPHR, this role serves as the central program manager for enterprise HR initiatives, ensuring alignment across Total Rewards, Talent Acquisition, and Talent Management. The incumbent will design scalable processes, implement governance rhythms, establish project management discipline, and deliver measurable business outcomes.
This is a foundational role in professionalizing the HR function and enabling operational excellence, data integrity, process standardization, and disciplined execution.
Principal Duties and Responsibilities
This is not an exhaustive list of duties or functions and may not necessarily comprise all of the "essential functions" for purposes of the ADA.
  1. Build and Stand Up HR Operations
  • Design the HR Operations framework, including service delivery model, intake processes, case management standards, and operating rhythms.
  • Establish governance structures for HR projects, change initiatives, and cross-functional programs.
  • Define and implement standardized processes for core HR activities (e.g., employee data management, compliance workflows, documentation standards).
  • Develop KPIs and dashboards to monitor service levels, cycle times, and quality metrics.
  • Partner with Finance and IT to ensure alignment of systems, controls, and reporting infrastructure.
  1. Enterprise HR Project & Program Management
  • Lead and manage cross-functional HR initiatives (e.g., compensation redesign, performance management implementation, HRIS enhancements, onboarding redesign).
  • Develop comprehensive project charters, workplans, milestone tracking, risk registers, and executive reporting updates.
  • Ensure initiatives align with VPHR priorities and enterprise strategic objectives.
  • Drive disciplined execution, accountability, and post-implementation reviews.
  • Facilitate steering committees and executive updates as required.
  1. Employee Lifecycle Optimization
  • Partner with Leads for Talent Acquisition, Talent Management and Total Rewards to continuously improve the employee lifecycle:
    • Talent Acquisition: Optimize recruiting workflows, onboarding handoffs, time-to-fill processes, and hiring manager experience.
    • Total Rewards: Support implementation of compensation frameworks, merit cycles, market pricing processes, and pay-for-performance programs.
    • Talent Management: Standardize performance management processes, succession planning cadence, leadership development programs, and employee engagement initiatives.
  • Drive cross-functional alignment to eliminate silos and improve lifecycle continuity from hire to retire.
  1. Process Improvement & Operational Excellence
  • Apply Lean, Six Sigma, or similar continuous improvement methodologies to HR processes.
  • Conduct process mapping, gap analysis, and root cause analysis.
  • Lead change management planning including communication plans, stakeholder alignment, and adoption measurement.
  • Establish documentation standards and knowledge management practices.
  • Identify automation opportunities to improve efficiency and reduce manual work.
  1. Data & Reporting Governance
  • Improve data integrity standards and audit processes.
  • Partner with HRIS and analytics teams to create standardized reporting.
  • Develop executive-level dashboards for HR performance metrics.
  • Support board-level reporting preparation when applicable.
  1. Change Leadership & Cross-Functional Collaboration
  • Serve as a trusted advisor to HR leaders and business stakeholders.
  • Facilitate alignment across competing priorities.
  • Drive accountability without formal authority.
  • Support cultural transformation toward operational discipline and performance orientation.

Required Qualifications
  • Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred).
  • 5-8+ years of experience in HR project management, HR operations, or enterprise transformation.
  • Demonstrated experience leading cross-functional initiatives in a complex organization.
  • Strong project management skills (PMP certification preferred).
  • Experience implementing or optimizing HRIS systems.
  • Advanced analytical and reporting capabilities (Excel, dashboards, metrics development).
  • Proven ability to influence senior stakeholders.

Preferred Education/ Experience Requirements
  • Experience building or transforming an HR Operations function.
  • Exposure to manufacturing or multi-site environments.
  • Experience in private equity-backed or high-performance cultures.
  • Familiarity with process improvement methodologies (Lean, Six Sigma).

Core Competencies
  • Strategic execution
  • Operational rigor
  • Change leadership
  • Cross-functional collaboration
  • Analytical problem solving
  • Executive communication
  • Process design & governance

Travel Requirements
  • Occasional travel to sites (10-15%)

Work Environment
  • Typical office environment with occasional need to be on production floor.

Persons with a disability needing assistance with the application process, please contact Human Resources at Phone: 715-258-6611
Email: HR@waupacafoundry.com
Equal Opportunity Employer, including disabled and veterans.
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If you want to view the Pay Transparency Policy Statement, please click the link: English

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