ZipRecruiter

Log In

1

Human Resources Project Manager Jobs in Nebraska

Orion Group

Senior Human Resources Manager

Omaha, NE · On-site

Senior Human Resources Manager Omaha, Nebraska Reports to: Operating Company Vice President of ... project managers, sales, and administrative staff). * Establish partnerships with local trade ...

Doist

Senior Human Resources Manager

Omaha, NE · On-site

$110 - $150/hr

Senior Human Resources Manager Omaha, Nebraska Reports to: Operating Company Vice President of ... office roles (technicians, project managers, sales, and administrative staff). Establish ...

AKRS Equipment

Human Resource Intern

Lincoln, NE · On-site

$13 - $17.50/hr

Gain Real-World HR Experience- develop hands - on experience in recruiting, employee engagement, benefits communication, HRIS and HR projects * Learn from Industry Professionals - work alongside an ...

Streck, LLC

HR Programs Specialist

La Vista, NE · On-site

Take on other HR projects as assigned - this role has room to grow with the department's priorities. WHAT YOU'LL BRING * Bachelor's degree in Human Resource Management, Business, Communication, or a ...

Streck, LLC

HR Programs Specialist

La Vista, NE

Take on other HR projects as assigned - this role has room to grow with the department's priorities. WHAT YOU'LL BRING * Bachelor's degree in Human Resource Management, Business, Communication, or a ...

Scoular

HR Analyst

Omaha, NE · On-site

The HR Analyst plays a key role in delivering efficient, data-driven, and employee-centered HR ... Lead continuous improvement project to enhance the Recruiting management to Lyric workflow/process.

AKRS Equipment

Human Resource Intern

Lincoln, NE · On-site

$13 - $17.50/hr

Gain Real-World HR Experience- develop hands - on experience in recruiting, employee engagement, benefits communication, HRIS and HR projects * Learn from Industry Professionals - work alongside an ...

Apache Industrial Services

HR Partner

Omaha, NE · On-site

HR Manager Position Summary The HR Partner serves as a strategic advisor and HR resource for one or ... Support rapid mobilization and demobilization of project crews, ensuring compliant and efficient ...

Apache Industrial Services

HR Partner

Omaha, NE

HR Manager Position Summary The HR Partner serves as a strategic advisor and HR resource for one or ... Support rapid mobilization and demobilization of project crews, ensuring compliant and efficient ...

Apache Industrial Services

HR Partner

Omaha, NE · On-site

HR Manager Position Summary The HR Partner serves as a strategic advisor and HR resource for one or ... Support rapid mobilization and demobilization of project crews, ensuring compliant and efficient ...

Robert Half

Human Resources (HR) Generalist

Columbus, NE · On-site

$22.96 - $29/hr

The ideal candidate brings strong employee relations experience, sound judgment, and the ability to manage day-to-day HR activities in a fast-moving environment. Responsibilities: . * Onboarding ...

Apache Industrial Holdings

HR Partner

Omaha, NE · On-site

$70 - $100/hr

Position Title HR Partner Reports To HR Manager Position Summary The HR Partner serves as a ... Ability to travel to project sites and field locations from 25 - 40%. Preferred Experience

Conagra Brands

HR Technology Analyst

Omaha, NE · Hybrid

$64K - $95K/yr

... project management activities. * Contribute to a collaborative team environment through agile ... Bachelor's degree in Human Resources Management, Business Administration, Information Systems, or a ...

Conagra Brands, Inc.

HR Technology Analyst

Omaha, NE · On-site

$64K - $95K/yr

... project management activities. * Contribute to a collaborative team environment through agile ... Bachelor's degree in Human Resources Management, Business Administration, Information Systems, or a ...

Rose International

Human Resources Coordinator

Lincoln, NE · On-site

$18.25 - $24/hr

HR Coordinator Required Education: Associates degree is required Preferred Education: Bachelors ... to manage tasks/projects from start to finish Strong problem-solving skills Strong verbal and ...

previous pagenext page

Showing results 21-40

All JobsHuman Resources Project JobsHuman Resources Project Manager JobsHuman Resources Project Manager Jobs in Nebraska

Human Resources Project Manager information

See Nebraska salary details

$20

$50

$77

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

As of Aug 22, 2026, the average hourly pay for human resources project manager in Nebraska is $50.95, according to ZipRecruiter salary data. Most workers in this role earn between $38.94 and $63.51 per hour, depending on experience, location, and employer.

What is a human resources project manager?

Human Resources Project Managers are professionals who oversee and coordinate HR-related projects within an organization. They are responsible for planning, executing, and closing projects related to areas such as talent acquisition, employee engagement, benefits administration, or HR technology implementation. These managers work closely with HR teams, stakeholders, and sometimes external vendors to ensure projects are delivered on time, within scope, and on budget. Their role requires strong project management skills, knowledge of HR practices, and the ability to communicate effectively across departments.

What does a human resources project manager do?

Human resources project managers oversee projects within the human resources department, though these projects may affect other departments in the company and require their participation. In this role, your job duties include establishing and managing the budget of the project, setting deadlines and timeline, coordinating the schedule of staff and vendors involved, and monitoring the project’s progress from start to finish. You ensure everyone involved understands the direction and purpose of the project and that the results not only meet the company’s goals, but are also consistent with company policy. Supervisors also expect you to provide regular progress reports so that they know where the project stands at any given time.

What are the key skills and qualifications needed to thrive as a human resources project manager, and why are they important?

To thrive as a Human Resources Project Manager, you need a solid background in HR principles, project management methodologies, and typically a bachelor's degree in human resources, business, or a related field. Familiarity with project management tools like Microsoft Project or Asana, HRIS platforms, and often a PMP or SHRM certification is highly beneficial. Strong leadership, communication, and problem-solving skills set top performers apart in this role. These competencies are crucial for effectively leading HR initiatives, ensuring timely project delivery, and aligning HR strategies with business goals.

How does a human resources project manager typically collaborate with other departments during large-scale initiatives?

A Human Resources Project Manager often works closely with departments such as IT, Finance, and Operations to ensure the successful implementation of HR projects like new HRIS systems, organizational restructuring, or benefits rollouts. Collaboration involves regular cross-functional meetings, aligning project timelines, gathering department-specific requirements, and facilitating change management efforts. Strong communication and stakeholder management skills are essential, as HR Project Managers serve as liaisons, ensuring all teams are informed, engaged, and prepared for transitions.

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

AspectHuman Resources Project ManagerHR Coordinator
CredentialsBachelor's degree in HR, Business, or related field; PMP or project management certification often preferredBachelor's degree in HR, Business, or related field; HR certification optional
Work EnvironmentLeads projects across HR functions, collaborates with multiple departments, often in corporate settingsSupports HR daily operations, assists with recruitment, onboarding, and employee records
Employer & Industry UsageUsed in organizations with structured HR projects, corporate HR departmentsCommon in HR teams for administrative and support roles

The Human Resources Project Manager focuses on leading HR-related projects, ensuring timely completion and strategic alignment. In contrast, the HR Coordinator handles day-to-day HR tasks, supporting the HR team with administrative duties. Both roles require HR knowledge, but the Project Manager emphasizes project leadership and planning.

More about Human Resources Project Manager jobs

What are the most commonly searched types of Human Resources Project jobs in Nebraska?

The most popular types of Human Resources Project jobs in Nebraska are:

What are popular job titles related to Human Resources Project Manager jobs in Nebraska?

For Human Resources Project Manager jobs in Nebraska, the most frequently searched job titles are:

What job categories do people searching Human Resources Project Manager jobs in Nebraska look for?

The top searched job categories for Human Resources Project Manager jobs in Nebraska are:

What cities in Nebraska are hiring for Human Resources Project Manager jobs?

Cities in Nebraska with the most Human Resources Project Manager job openings:

Human Resources Project Manager jobs near you
Infographic showing various Human Resources Project Manager job openings in Nebraska as of August 2026, with employment types broken down into 85% Full Time, 14% Part Time, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $105,982 per year, or $51 per hour.

Senior Human Resources Manager

Orion Group

Omaha, NE • On-site

Full-time

Medical, Dental, Retirement, PTO

Posted 16 days ago

Job description

Senior Human Resources Manager
Omaha, Nebraska
Reports to: Operating Company Vice President of Finance
Marick Mechanical
Role Overview
Marick Mechanical is seeking an entrepreneurial Senior Human Resources Manager to build and professionalize the entire human resources function from the ground up. Marick is a dynamic, fast-growing $50+ million mechanical services company with operations across numerous states and four distinct business units, and is investing in transformative leadership to reach a $100 million revenue goal over the next three to five years. This is a foundational leadership role: as the dedicated HR leader in the business, the Senior Human Resources Manager will design and stand up the people infrastructure - talent acquisition, compliance, compensation and benefits, performance management, and culture - that a company of this scale and ambition requires.
This role is for a builder. The ideal candidate is energized by the prospect of creating a function where little exists today, comfortable moving from strategy to hands-on execution, and eager to establish the systems, policies, and practices that will let Marick scale with discipline. Just as important, this leader will serve as a true partner to the operating company President, Vice President of Finance and senior leadership team - advising on organizational design, workforce planning, and leadership development while championing the values and culture that make Marick an employer of choice in the trades.
Core Responsibilities
HR Function Build-Out & Professionalization
Stand up and professionalize the human resources function from the ground up, creating the infrastructure to support disciplined, strategic growth.
  • Assess the current state of people practices and build the foundational HR infrastructure - systems, policies, processes, and documentation - required to support a multi-state, multi-business-unit organization.
  • Develop and implement a scalable HR strategy aligned with business goals, growth plans, and the path to $100 million in revenue.
  • Implement, and administer core people systems, including HRIS and performance management platforms, in collaboration with Finance and Operations.
  • Lead and support change management initiatives that reflect Marick's core values and mission.

Success looks like: A defined, well-documented HR function with the systems and processes in place to scale confidently, replacing ad hoc practices with repeatable, professional standards.
Strategic HR Leadership & Leadership Partnership
Serve as a trusted advisor to the President, Vice President of Finance and senior leadership team on the people decisions that drive the business.
  • Partner with the executive team on organizational design, succession planning, leadership development, and workforce planning.
  • Translate operational and growth priorities into clear people strategies and initiatives.
  • Support managers through coaching, conflict resolution, and team development.
  • Advise leadership on people risks, opportunities, and investments with a practical, business-first lens.

Success looks like: Leadership makes better, faster people decisions with HR as a genuine strategic partner rather than a back-office function.
Talent Acquisition & Retention
Build the recruiting and development engine that keeps field and office roles filled with strong talent.
  • Build a proactive recruiting strategy to support hiring needs across field and office roles (technicians, project managers, sales, and administrative staff).
  • Establish partnerships with local trade schools to attract emerging talent.
  • Create clear career paths, Individual Development Plans (IDPs), and performance management frameworks tailored to specific trades.
  • Develop distinct training and professional roadmaps for teammates, reducing turnover and positioning Marick Mechanical as the industry's top destination for talent.
  • Oversee onboarding, offboarding, and end-to-end employee lifecycle management.
  • Implement and oversee performance review processes, ensure compliance, and foster continuous performance improvement.

Success looks like: Reduced turnover, faster time-to-fill, and a growing pipeline of skilled talent drawn to Marick as an employer of choice.
Compliance & Risk Management
Protect the business with sound, well-documented employment practices across every jurisdiction Marick operates in.
  • Ensure adherence to federal, state, and local labor laws and regulations across all operational jurisdictions.
  • Manage employment-related policies, including workers' compensation, harassment prevention, and termination procedures.
  • Maintain and update HR policies, employee handbooks, and documentation to ensure legal and organizational compliance.

Success looks like: A compliant, well-documented employment environment with minimized people-related risk across all four states of operation.
Compensation & Benefits
Design competitive, sustainable rewards that attract and retain talent while supporting profitability.
  • Benchmark and design competitive compensation structures that attract, motivate, and retain talent while supporting company profitability.
  • Manage employee benefit programs - including health, dental, 401(k), PTO, and other perks - ensuring competitive and consistent offerings across branches.
  • Oversee payroll processes and HRIS systems in collaboration with Finance and Operations.

Success looks like: Compensation and benefits that are competitive, equitable across branches, and financially sustainable.
People Operations & Culture
Champion the culture and use data to drive continuous improvement in the employee experience.
  • Champion and embody Marick's company values, fostering a positive, team-oriented culture.
  • Establish and monitor HR KPIs - such as turnover, employee engagement, time-to-fill, and training hours - to inform decision-making.
  • Build the feedback and engagement mechanisms that keep leadership close to the health of the workforce.

Success looks like: A measurable, positive culture where people decisions are informed by data and aligned to Marick's values.
Qualifications
  • Proven experience in strategic HR leadership, preferably in multi-state, union operations.
  • Strong knowledge of federal, state, and local labor laws and compliance requirements.
  • Demonstrated success in talent acquisition, workforce planning, and retention strategies.
  • Experience implementing HRIS, performance management, and onboarding systems.
  • Excellent communication, leadership, and interpersonal skills.
  • Ability to develop and execute HR initiatives aligned with organizational goals.
  • Bachelor's degree required.

What Sets the Ideal Candidate Apart
  • Entrepreneurial mindset - genuinely excited by the prospect of building the HR function from the ground up rather than maintaining an established one.
  • A true partner to the leadership team, able to earn trust with the President, Vice President of Finance and senior leadership team and influence without relying on authority.
  • Comfortable moving fluidly between strategy and hands-on execution in a lean, decentralized environment.
  • Bias to action and the resourcefulness to "figure it out" with limited existing infrastructure.
  • Construction, trades, or field-services experience, and the credibility to partner with technicians and project managers as readily as with executives.
  • A builder's instinct for scalable, disciplined systems balanced with big-picture business awareness.

Why This Role
This role is ideal for an entrepreneurial HR leader who wants to make an immediate, lasting impact - someone who sees a blank canvas as an opportunity, not an obstacle. The Senior Human Resources Manager will build the people foundation for Marick Mechanical's next phase of profitable growth and become a core member of the leadership team shaping how the company scales.

Apply