Top HR & Recruiting Jobs

Manage end-to-end leave of absence and accommodation cases, advise team members on eligibility and documentation, coordinate with third-party administrators and internal partners, conduct ADA interactive processes, support return-to-work and pre-employment accommodations, and maintain confidential records using HR systems.

The Senior Human Resources Programs Manager will lead HR transformation initiatives, streamline processes, and enhance the Team Member experience through strategic partnerships and continuous improvement methodologies.

Provide HR administrative support including new-employee orientations, absenteeism tracking, time/punch and payroll adjustments, employee file maintenance and audits, policy drafting and communications, HRIS data entry, and other HR duties as assigned. Serve as employee first point-of-contact.

Lead global employee relations by advising HR, managers and leaders; investigate complaints (discrimination, harassment, retaliation); prepare investigative documentation and reports; manage cases in a case-management system; develop guidance, training and global ER strategies; partner with employment counsel, compliance and People Business Partners; analyze data to inform improvements and drive culture; manage global projects.

Lead global employee relations efforts by advising HR and business leaders, investigating complaints (discrimination, harassment, retaliation), managing cases in a case management system, preparing investigation documentation and reports, developing guidance and training, partnering with legal/compliance, and driving data-informed improvements and global ER strategies.

Lead design, build, and scaling of end-to-end learning programs across the employee lifecycle. Define L&D strategy, partner with business leaders, design and facilitate trainings/workshops, create scalable knowledge resources, measure program effectiveness, and execute high-impact initiatives to develop managers and leaders.

Lead global HR technology strategy, build and manage an HRIS team, drive Workday and HR platform implementations, prioritize and deliver HR tech and continuous improvement projects, apply emerging technologies (including AI), and partner with HR, IT, and Data & Analytics to ensure scalable, secure HR systems and strong employee experience.

Serve as the primary HR partner for Global Technology, Data & Analytics international teams, leading change management, organization design, workforce planning, talent and succession initiatives, and leader coaching. Translate technology modernization into people strategies, coordinate across regional HR teams, use people data to identify risks and gaps, and support hiring and development for distributed, non-U.S. associate populations.

Owner of full-cycle recruiting for GTM/CRO roles across the Americas, partnering with VP-level leaders and HRBPs. Build targeted sourcing strategies, run structured interviews, use ATS (Ashby) and hiring metrics to manage high-volume requisitions, improve processes, and ensure excellent candidate experiences.

Partner with leadership to design and execute recruiting strategies, source and evaluate candidates, expand recruitment channels, ensure compliance, manage recruitment budgets and job postings, train hiring managers on ATS and compliance, and analyze hiring data to improve processes and outcomes.

Serve as HR partner to client groups, managing recruitment, performance management, employee relations, investigations, compliance with employment laws, HRIS records, benefits administration, and organizational effectiveness. Collaborate with HR Centers of Excellence and leadership to design and implement HR programs and support change initiatives.

Coordinate employee lifecycle activities (onboarding, offboarding, verifications, promotions), maintain and audit employee data in Workday, support background checks and HR transactions, assist employee communications and programs, respond to People Ops inquiries, maintain HR process documentation, and support cross-functional HR projects to improve operational efficiency and employee experience.

Lead the global compensation strategy by designing salary structures, managing job architecture and evaluations, conducting market benchmarking, partnering with HR and Finance to model budgets and incentives, optimizing HRIS/comp tools, and delivering analytics and guidance to senior leadership to ensure competitive, equitable pay practices worldwide.

Lead global compensation strategy and programs, including salary structures, job architecture, market benchmarking, and incentive design. Partner with HR, Finance, and business leaders to model budgets, ensure compliance, manage vendor market-data relationships, optimize HRIS/comp systems, and deliver analytics and guidance to executives.

Design, scale, and operate cohort-based learning programs for Commercial Banking. Serve as L&D consultant to business leaders to diagnose performance gaps, deliver targeted workshops, and modernize learner experiences using digital and AI tools. Track impact with learning analytics, mentor junior team members, and align solutions to business outcomes across cross-functional teams.

Serve as a strategic HR business partner for Retail Bank clients, delivering workforce planning, talent and performance management, leadership coaching, org design, and change management. Advise managers and associates on HR issues, collaborate with HR centers of excellence, and drive inclusive talent strategies aligned to business goals.

Lead a team to design, develop, and modernize learning experiences for operations associates. Champion AI integration, apply learning science and human-centered design, partner with stakeholders, run a Design CoE, track learning performance metrics, and drive continuous improvement to improve frontline operational KPIs.