Top HR & Recruiting Jobs

Develops talent attraction strategies and recruits technical professionals from sourcing through onboarding. Sources passive candidates, conducts behavioral interviews and screenings, evaluates applicants, presents candidates to hiring managers, manages offers, and advises business partners on recruiting processes. Builds talent pipelines, improves recruitment methods, supports recruiter training, and uses pipeline data to guide hiring decisions.

Partners with location leaders to align HR strategies with business goals, coach leaders and associates, support talent development, manage engagement plans, guide recruiting and staffing, ensure HR compliance, and support organizational changes such as openings, closings, and relocations. Regularly visits assigned locations to conduct training, compliance audits, HR walks, and engagement assessments.

Leads complex HR projects and programs from planning through implementation, managing schedules, budgets, risks, resources, status reporting, and cross-functional workstreams. Partners with HR centers of excellence, business leaders, Store HR, creative teams, and marketing stakeholders to deliver workforce planning, training, performance management, talent, communications, and diversity initiatives. Provides strategic HR guidance, develops business cases, addresses process gaps, and ensures successful execution aligned with organizational objectives.

Sources and recruits professional and leadership talent, develops talent attraction strategies, conducts behavioral interviews and candidate assessments, manages hiring processes and offers, partners with hiring managers and HR teams, builds diverse talent pipelines, advises on recruiting practices, and supports recruiter onboarding and process improvement.

Leads complex executive searches for Director, Senior Director, and select Vice President roles. Advises senior leaders through market intelligence, talent mapping, sourcing, assessment, negotiation, and hiring strategy. Builds executive pipelines, engages passive candidates, evaluates leadership capabilities, and manages confidential candidate and stakeholder experiences. Partners with HR Business Partners and hiring leaders while improving recruiting practices, maintaining ATS data, and using metrics to inform decisions.

Partners with district and site leaders to align people strategies with business goals, coach leaders, support talent development and performance management, guide recruiting and staffing plans, drive engagement, manage change initiatives, and advise on HR programs and organizational restructuring. Supports site openings, closings, relocations, community outreach, leadership selection, compliance, and employee development while collaborating with HR Centers of Expertise and Talent Acquisition.

Partners with district and site leaders on workforce strategy, talent development, performance management, engagement, recruiting, change management, organizational effectiveness, and HR programs. Coaches leaders, supports staffing plans and site transitions, guides leadership selection, analyzes workforce and engagement data, and collaborates with HR centers of expertise. Also supports community hiring partnerships and ensures HR strategies align with business goals and company values.

Supports weekend site HR operations, including onboarding, I-9 verification, drug screening, payroll administration, timekeeping, employee data updates, compliance documentation, associate support, facility communications, reporting, badges, equipment distribution, and engagement activities.

Partners with site leadership and HR teams to execute talent planning, recruiting, onboarding, performance management, workforce planning, engagement, training, diversity initiatives, and employee relations. Provides HR guidance, recommends solutions based on workforce data, supports compliance and workers’ compensation administration, and may supervise an HR Coordinator. The role translates business plans into HR actions and helps drive associate development, performance, and organizational outcomes.

Provides advocacy, coordination, and consultative support for associates with work-related injuries and complex workers’ compensation, ADA, FMLA, disability, and return-to-work cases. Manages escalations, transitional duty placements, compliance issues, vendor coordination, state agency inquiries, and return-to-work dashboards. Partners with HR, store leadership, medical case managers, and Sedgwick to resolve disputes, reduce delays, identify risks, and improve program processes.