Top HR & Recruiting Jobs

Own Apollo’s People Systems roadmap and deliver multi-quarter technology and process initiatives across the employee and talent lifecycle. Translate business needs into scalable workflows, requirements, configurations, and implementations. Manage People technology vendors, improve data governance and reporting, and identify AI and automation opportunities. Partner with People, IT, Data, Payroll, Finance, and Legal teams to drive decisions, integrations, and measurable outcomes without direct authority.

Supports the Human Resources department across benefits, payroll, training and development, recruitment activities, and other HR functions. Maintains employee personnel records, responds to employee inquiries and requests, and provides general HR assistance.

Advise corporate leaders on strategic hiring using AI-driven market intelligence, compensation benchmarking, talent density analysis, and proactive sourcing. Manage complex requisitions, conduct strategy sessions, improve recruiting metrics, maintain submission-to-interview targets, reduce time to fill, and deliver quarterly hiring goals. Use enterprise ATS platforms, AI-enabled sourcing technologies, and data analysis to build proactive talent pipelines and support organizational transformation.

Leads talent and performance management for JPMorganChase’s Technology, Data & Platforms segment. Responsibilities include executive talent reviews, succession planning, promotion processes, leadership development, 360-degree feedback, executive coaching, workforce design, AI-driven organizational transformation, and senior team effectiveness. The role partners with HR business advisors and firmwide centers of excellence to align talent strategies, performance practices, and workforce initiatives with business priorities.

Manage full-cycle recruiting for corporate functions, including requisition intake, talent sourcing, candidate screening, interviews, offer negotiation, and candidate communication. Partner with hiring managers, HR, compensation teams, and senior stakeholders to build talent pipelines, provide recruiting guidance, manage expectations, and deliver high-quality hires, particularly for finance roles.

Leads workforce optimization and change management for the Tech, Data, and Product segment. Connects workforce strategy to business priorities through planning, organization and job architecture, capability assessments, talent mobility, redeployment, governance, and transformation initiatives. Advises senior leaders using workforce data, scenario planning, and organizational insights. Owns change-readiness strategies, including stakeholder planning, communications, adoption measures, governance, and reinforcement mechanisms for sustainable workforce transformation.

Supports HR operations in a manufacturing plant through employee relations, investigations, leave administration, timekeeping, payroll coordination, onboarding, records management, compliance audits, and workforce reporting. The role uses Workday and UKG to maintain accurate employee and payroll data, develops HR process documentation, supports safety culture initiatives, and helps improve retention, accountability, and employee experience.

Leads customer-facing recruiting across North America and EMEA, managing recruiters and regional leaders. Partners with executives on talent strategy, workforce planning, recruiting metrics, and organizational design across Customer Success, Solutions Consulting, Professional Services, and Technical Services. Develops recruiting talent, drives operational excellence, improves pipeline health, and aligns global recruiting resources with business strategy.

Owns end-to-end change planning and adoption for concurrent enterprise technology releases. Coordinates stakeholders, training, communications, resistance management, adoption measurement, and change artifacts. Mentors change practitioners, maintains ADKAR-aligned process quality, identifies workflow improvements, and supports scaling across releases. Requires strong synthesis, communication, independent judgment, and collaboration across technology and corporate functions.

Own end-to-end technical recruiting for an early-stage healthcare AI startup: source, screen, coordinate interviews, manage offers/closing, design interviews, run talent brand/community programs, apply AI sourcing and ATS discipline, measure recruiting metrics, and support people ops and onboarding.

Provides onsite HR administrative support, including employee orientations, absenteeism and time-off tracking, payroll and timecard adjustments, employee file maintenance, policy documentation, HR communications, and employee support. Serves as a primary contact for HR-related questions and performs additional HR duties as assigned.

Own full-cycle recruiting for AI/ML, security, infrastructure, and technical product roles. Manage 4–6 requisitions, source passive candidates, build talent pipelines, partner with hiring managers, coordinate interviews, manage feedback, close offers, maintain ATS records, and report on pipeline progress. The role requires fast, high-quality hiring in a high-growth healthtech startup, with emphasis on specialized technical talent and a strong candidate experience.