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Remote Human Resources Jobs in Rutherford, NJ (NOW HIRING)

Addison Group

Regional People Leader

New York, NY · Remote

$130K - $150K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Regional Human Resources Director Location: Remote (Must be able to travel approximately 50% and located in NYC, NJ, Boston and PA) Industry: Hospitality/Food & Beverage Pay: $130,000-150,000/yr ...

octavegroup

Manager, Payroll and HR Operations

New York, NY · On-site +1

  • Medical

  • Life

  • Retirement

Schaumburg, IL or New York, NY (currently hybrid with up to 50% remote) Your mission in the Human Resources team: At TouchTunes, your work matters, The Payroll Manager is the Global payroll lead ...

Ibisworld

Benefits and Leave Specialist

New York, NY · On-site +1

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

This role is ideal for an HR professional who enjoys supporting employees through important life events while balancing operational excellence, compliance, and a broad range of HR responsibilities.

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All JobsHuman Resources JobsRemote Human Resources JobsRemote Human Resources Jobs in Rutherford, NJ

Remote Human Resources information

See Rutherford, NJ salary details

$27K

$45.1K

$61.2K

How much do remote human resources jobs pay per year?

As of Aug 20, 2026, the average yearly pay for remote human resources in Rutherford, NJ is $45,104.00, according to ZipRecruiter salary data. Most workers in this role earn between $38,200.00 and $48,900.00 per year, depending on experience, location, and employer.

What is a remote human resources job?

A Remote Human Resources (HR) job involves managing HR functions such as recruitment, employee relations, payroll, and benefits administration from a remote location. HR professionals in remote roles use digital tools to communicate with employees, conduct virtual interviews, and oversee compliance with company policies. These roles require strong communication skills, organization, and familiarity with HR software. Remote HR jobs are ideal for companies with distributed teams or flexible work environments.

What are the key skills and qualifications needed to thrive in remote human resources?

To thrive as a Remote Human Resources professional, you need a strong understanding of HR principles, employment laws, recruitment strategies, and often a degree in human resources or a related field. Familiarity with HR information systems (HRIS), applicant tracking systems (ATS), and remote communication tools is essential, and certifications like SHRM-CP or PHR are highly valued. Excellent interpersonal skills, problem-solving ability, and effective virtual communication are vital soft skills for building rapport and supporting a distributed workforce. These skills ensure that HR processes run smoothly, compliance is maintained, and employee engagement remains high even in a remote setting.

What are some common challenges faced by remote human resources professionals, and how can they be addressed?

Remote Human Resources professionals often encounter challenges such as fostering team cohesion, communicating effectively across time zones, and maintaining employee engagement without in-person interaction. To address these issues, leveraging collaborative technologies, scheduling regular virtual check-ins, and creating clear communication guidelines are essential best practices. Additionally, developing strong digital onboarding processes and organizing virtual team-building activities can help bridge the gap for remote teams. HR professionals who proactively engage employees and support a strong remote culture contribute significantly to the overall productivity and morale of the organization.

How to get into remote human resources work?

To enter remote human resources work, gaining relevant experience in HR functions such as recruitment, onboarding, or employee relations is essential. Developing skills in HR software, communication, and understanding employment laws can improve job prospects, and many roles require a bachelor's degree in human resources, business, or related fields.

What are the most commonly searched types of Human Resources jobs in Rutherford, NJ?

The most popular types of Human Resources jobs in Rutherford, NJ are:

What job categories do people searching Remote Human Resources jobs in Rutherford, NJ look for?

The top searched job categories for Remote Human Resources jobs in Rutherford, NJ are:

What cities near Rutherford, NJ are hiring for Remote Human Resources jobs?

Cities near Rutherford, NJ with the most Remote Human Resources job openings:

Remote Human Resources jobs near you
Infographic showing various Remote Human Resources job openings in Rutherford, NJ as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 13% Part Time, and 3% Contract. Highlights an 89% Physical, 4% Hybrid, and 7% Remote job distribution, with an average salary of $45,104 per year, or $21.7 per hour.

District Human Resources Manager (Long Island West)

Home Depot

New York, NY • On-site, Remote

Full-time

Posted 20 days ago

Home Depot rating

7.4

Company rating: 7.4 out of 10

Based on 6,441 frontline employees who took The Breakroom Quiz

6th of 39 rated national retailers

Job description

With a career at The Home Depot, you can be yourself and also be part of something bigger.
Candidates must live within Long Island or nearby area, as this multi-site role supports multiple locations.
Position Purpose:
The District Human Resources Manager (DHRM) is a key business partner responsible for driving talent readiness, associate engagement, compliance, and organizational effectiveness across a district of 6-13 stores. The DHRM aligns people strategies with business goals and Company Values, leading efforts in talent management, leadership development, associate relations, and workforce planning to build strong teams and sustain a positive, inclusive, and high-performing culture.
Key Responsibilities:
  • 10% Recruitment, Selection & Onboarding - Support Associate Support Department Supervisors (ASDS) selection and development, ensuring readiness for future leadership opportunities. Partner with store and district leaders to ensure quality and consistency in hiring and assimilation of both internal and external talent. Support hourly and salaried hiring initiatives, including local job fairs, internal development forums, and community partnerships. Oversee the onboarding experience for new leaders, ensuring timely system access, mentoring, and engagement in district learning plans.
  • 40% Associate Relations & Workplace Culture - Lead HR Town Halls and follow-up on action items from both townhalls and Voice of Associate survey results, ensuring accountability for progress and improvement. Partner with store leadership to foster engagement, recognition, and communication across teams. Serve as a trusted advisor and first responder for associate relations issues, workplace incidents, and investigations, partnering closely with AR and Legal as needed. Manage the accommodation process for stores in their district by partnering with associates, leaders, and centralized resources to ensure timely documentation, consistent communication, and compliant return-to-work and accommodation plans that support associate wellbeing and business continuity. Manage Salesforce case investigations effectively, ensuring timely investigative documentation creation and retention, root-cause analysis, and fair resolution.
  • 15% Change Leadership & Business Partnership - Promote and model Company Values and leadership behaviors, reinforcing a culture of inclusion, high-performance and customer focus. Actively participate in district operations and store walks to provide real-time HR insights and coaching. Partner with district leadership to align people strategies with business goals, driving results through talent, engagement, and organizational effectiveness. Support change initiatives such as new store openings, closings, restructurings, and strategic realignments.
  • 15% Learning, Training & Performance Enablement - Leverage Salesforce, Workday and other HR tools to identify associate and leader skill gaps, and reinforce accountability for development outcomes. Monitor and assess the execution and impact of training plans for both hourly and salaried associates. Facilitate and model a culture of continuous learning, ensuring that coaching and skill development are embedded in daily operations. Partner with store leaders to ensure timely and effective performance management, including feedback delivery, code calibration, and development planning.
  • 15% Operational Excellence & Collaboration - Maintain readiness and partnership protocols for labor relations and emergency response events. Participate in district meetings and business reviews as a key HR advisor and thought partner. Partner with the HR Service Center to ensure accuracy and consistency in staffing, transactions, and associate records. Leverage AI-enabled HR tools and people analytics (e.g., workforce trends, engagement, attendance, associate relations case drivers) to surface insights, anticipate risk, prioritize actions, and coach leaders on data-backed decisions that improve associate experience, compliance, and district performance.
  • 5% Talent Strategy & Leadership Development - Champion an inclusive, welcoming, and respectful workforce, leveraging local partnerships to continue building the most highly regarded culture in retail. Drive salaried succession planning and talent pipeline development through consistent talent planning and leadership evaluation. Partner with leaders to create individual development plans and facilitate meaningful career growth discussions.

Direct Manager/Direct Reports:
  • DHRM position reports to a Regional HR Director.
  • 6-13 ASDSs have a dotted-line reporting relationship to the DHRM.

Travel Requirements:
  • Typically requires overnight travel 20% to 50% of the time.

Physical Requirements:
  • Requires intermittent periods during which continuous physical exertion is required, such as walking, standing, stooping, climbing, lifting material or equipment, some of which may be heavy or awkward.

Working Conditions:
  • Typically located in a comfortable indoor area. There may be regular exposure to mild physical discomfort from factors such as dust, fumes or odors, temperature extremes, loud noise, strong drafts, or bright lights.

Minimum Qualifications:
  • Must be eighteen years of age or older.
  • Must be legally permitted to work in the United States.

Preferred Qualifications:
  • No additional qualifications

Minimum Education:
  • The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED.

Preferred Education:
  • The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Minimum Years of Work Experience:
  • 5

Preferred Years of Work Experience:
  • No additional years of experience

Minimum Leadership Experience:
  • 5

Preferred Leadership Experience:
  • No additional years of leadership experience

Certifications:
  • None

Competencies:
  • Communicates Effectively
  • Decision Quality
  • Plans and Aligns
  • Develops Talent
  • Decision Quality
  • Plans & Aligns
  • Manages Conflict
  • Drives Engagement
  • Drives Results
  • Collaborates
  • Manages Ambiguity

For California, Colorado, Connecticut, Rhode Island, Nevada, New York City, Ithaca (NY), Westchester County (NY), and Washington residents:
The pay range for this position is between $120,000.00 - $130,000.00

What Home Depot employees say

Pay

Benefits

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About Home Depot

Sourced by ZipRecruiter

The Home Depot is the world’s largest home improvement specialty retailer, operating a vast network of warehouse-format stores across the United States, Canada, and Mexico. Founded in 1978, the company has established itself as the primary resource for building materials, lawn and garden products, and home décor. Its business model caters to two distinct customer bases: Do-It-Yourself (DIY) homeowners and "Pro" customers, such as professional contractors and tradespeople. Beyond product sales, the company offers an extensive suite of services, including professional installation and one of the largest tool rental operations in North America.

Industry

Retail, manufacturing and personal services

Company size

10,000+ Employees

Headquarters location

Atlanta, GA, US

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