Jobs at livingHR, Inc.

Lead executive search for senior leadership roles in HR and Legal, build client relationships, and implement AI tools to enhance recruitment.

The Co-Founder & Executive Director will lead membership growth, community experience design, operational management, and represent the organization in external relations. This role requires significant executive experience and a network in professional communities.

Provide executive-level HR leadership in consulting engagements, advising on people strategy, organizational effectiveness, and total rewards while ensuring alignment with business objectives.

Lead full-cycle retained and engaged executive searches placing lateral law firm partners, General Counsel, CHROs/CPOs and other senior HR/legal executives. Manage client relationships, grow a personal book of business, deliver market intelligence and advisory on compensation and partner portability, and ensure exceptional candidate experience while operating independently in a remote, performance-driven environment.

Identify and engage senior HR leaders (CHRO/CPO/VP/SVP) for interim, fractional, or full-time roles. Candidates will drive enterprise people strategy, talent management, culture/DEIB, organizational design, change management, HR operations, and compliance while partnering with executive leadership and boards.

The HRBP/Generalist will support M&A integration, deliver HR solutions, manage HR operations in Paylocity, and act as a trusted advisor.

The HR Technology Consultant will lead HR technology selection, implementation, and optimization projects, improving workplace experiences and enabling human-centric operations.

Support client organizations with full-cycle recruiting and talent acquisition strategies. Deliver HR solutions, manage relationships, and optimize hiring processes.

Lead market pricing and benchmarking using major compensation survey platforms. Develop and maintain salary structures and job hierarchies, analyze internal pay equity, support review cycles, prepare recommendations, and advise HR and business stakeholders on compensation decisions for client engagements.

Lead day-to-day AR and AP operations including billing, collections, payment runs, vendor management, corporate card administration, and procurement P2P. Drive process improvement, systems implementations (ERP/P2P/Salesforce), controls, and reporting. Manage and develop an AR/AP team, support audits, and partner with finance and cross-functional stakeholders.

The Sales Director will manage the full sales cycle for Managed Services HR support, build client relationships, lead consultative calls, and collaborate with various departments to ensure client success and drive growth.

The Employer Engagement & Job Development Specialist builds relationships with employers, supports clients in job placement, and monitors retention outcomes. They conduct outreach and data tracking to ensure successful employment for clients.

Develop and maintain quality control processes, investigate non-conformities, implement corrective actions, conduct internal audits to ISO/customer QMS, analyze quality data, train production and inspectors, manage APQP/PFMEAs/Control Plans/MSAs, prepare customer QA submittals (ITPs, FAIRs, PPAP), and support continuous improvement initiatives.

Design, program, wire, test, and troubleshoot complex machine control systems (PLCs, HMIs, drives, motion controllers). Create schematics and panels, estimate projects, source parts, ensure safe operation, recommend equipment improvements, and provide technical leadership to junior engineers and technicians.

Own and grow strategic key accounts and OEM relationships (e.g., Swagelok, Parker, McMaster-Carr, Grainger). Align internal teams on pricing, contracts, quality, delivery, forecasting, and engineered solutions. Drive account strategy, forecasting, lead generation, and regular business performance reviews to expand market presence and ensure customer satisfaction.

Provide executive-level HR leadership by advising CEOs and Boards on people strategies, organizational effectiveness, and transformation initiatives within project-based engagements.

The CHRO will establish the HR function in a rapidly growing healthcare technology company, focusing on organizational design, compliance, talent acquisition, and culture alignment while leading integration efforts post-M&A.

The HR Business Partner supports multi-site portfolio companies, managing HR operations, compliance, employee relations, and talent strategy, while driving integration during acquisitions.