Top HR & Recruiting Jobs

Leads the design, predictive modeling, simulation, and modernization of field compensation programs. Applies actuarial methods, statistics, AI, machine learning, and quantitative analysis to evaluate financial impact, participant behavior, sales outcomes, and plan effectiveness. Partners with executive, finance, technology, analytics, and compensation teams to operationalize designs in Varicent, support governance and strategic decisions, develop dashboards, and advance automation. Mentors analysts and leads cross-functional modernization initiatives.

Designs scalable, human-centered learning and performance solutions using instructional design, organizational development, performance consulting, and responsible AI. The role analyzes complex business needs, develops learning ecosystems and reusable frameworks, leads implementation and adoption, evaluates outcomes, manages multiple initiatives, improves governance, and mentors other designers. It partners with leaders and cross-functional teams to embed learning, performance support, knowledge management, communications, and reinforcement into the flow of work.

Manage full-cycle recruiting for experienced-hire positions across multiple business functions. Partner with hiring managers and HR stakeholders, develop sourcing strategies, build diverse talent pipelines, assess and close candidates, coordinate interviews, and deliver a strong candidate experience. Maintain accurate applicant tracking data, monitor recruiting metrics, and use market insights to improve hiring outcomes and processes.

Manages full-cycle recruiting for professional and individual contributor roles, including sourcing, assessment, interviews, offers, and onboarding support. Partners with hiring managers to develop recruiting strategies, provide market insights, and build diverse talent pipelines. Maintains recruiting systems, monitors metrics, ensures process compliance, and uses AI-enabled tools and automation to improve efficiency, candidate engagement, and hiring outcomes.

Lead strategy, design, governance, and administration of agent and field compensation programs. Design incentive plans, manage budgeting/forecasting, ensure regulatory compliance, analyze program effectiveness, oversee compensation operations and systems, drive automation, manage vendor technology, and lead a high-performing compensation team while advising senior leadership.

Advise managers on performance management, conduct and lead employee investigations, partner on leaves and accommodations, design and update HR policies, calculate severance, maintain ER case records and reporting, and train HRBPs while serving as a subject-matter expert on employee relations issues.

Lead talent acquisition for New York Life Investments, advising executives, designing recruiting strategy, managing executive searches, building diverse pipelines, developing recruiter teams, optimizing recruiting operations and technologies, and using analytics and market intelligence to improve hiring outcomes and employer brand.

Manage and resolve complex, escalated employee benefits issues with a retirement focus (401(k), pension, DCP). Serve as SME for retirement plans, lead executive benefit orientations, partner with vendors and cross-functional teams, mentor staff, and recommend process improvements to enhance service delivery and employee experience.

The Senior HR Business Partner develops workforce strategies to align with business objectives, partners with technology leaders, and drives talent and organizational initiatives.

Support day-to-day administration of DC, DB, Cash Balance, Pension, and Deferred Compensation plans. Perform reconciliations, funding activities, compliance reporting, 401(k) administration, participant data validation, and special projects. Prepare reports, research issues, and help improve systems and processes.