Top HR & Recruiting Jobs

Senior Compensation Analyst responsible for market pricing, salary structure benchmarking, cost analysis, and compensation strategy. Advises HR partners and business leaders on base pay, incentive plans, and localized compensation. Administers executive compensation plans, prepares Board materials, develops total rewards communications, and leads process improvements and automated HR services. Requires discretion with confidential data, strong communication and influence skills, organization, and the ability to manage multiple priorities.

Build proactive, scalable early-career and passive talent pipelines via market intelligence, outbound sourcing, university relations, and AI-driven sourcing tools. Execute targeted campus and partner programs, map talent landscapes, and integrate ATS/CRM workflows to improve top-of-funnel candidate discovery and conversion.

Lead shift from reactive recruiting to proactive talent pipeline strategy. Build and scale Early Career, Veteran, and frontline sourcing channels; manage external partners; partner with HR and Analytics to set KPIs; use ATS/CRM and AI search tools to automate discovery and screening; document SOPs; mentor a small team and provide market intelligence to guide hiring decisions.

Lead the enterprise HR business partner function, advising executives on org design, workforce planning, and financial alignment. Oversee senior HRBPs, drive organizational effectiveness, succession planning, performance management, and AI-enabled workforce transformation. Recruit and develop HRBP talent, set service models and metrics, and ensure alignment with COEs to deliver measurable business impact.

Lead in-house administration of leave programs (FMLA, ADA, Workers' Comp) and manage a team of 7-9 Case Managers. Ensure compliance, coach staff, partner cross-functionally, use data to improve processes, and handle complex LOA and accommodation cases with empathy and legal escalation when needed.