Top HR & Recruiting Jobs

The Technical Recruiter will manage full-cycle recruiting for technical roles, working closely with hiring managers to build pipelines and improve recruiting processes.

Lead and scale end-to-end talent acquisition for clinical roles, primarily therapists. Build recruiting team, tech stack, workflows, and analytics to measure pipeline, conversion, cost-per-hire, and capacity. Partner with clinical, growth, and operations teams to define candidate quality, align hiring with patient demand, and grow employer brand to increase inbound hires.

Lead benefits strategy and operations for 20,000+ employees, managing self‑insured plans, compliance (ERISA, HIPAA, COBRA, FMLA, ADA, ACA), leave/PTO programs, vendor/TPA relationships, 401(k) governance, budgets, and a team of four while leveraging AI and automation to scale processes.

Designs, administers, and analyzes compensation programs including base pay, bonuses, and incentives. Conducts market benchmarking, builds models and reports, ensures compliance, partners with People and Finance, and supports pay equity and executive compensation analyses.

Senior individual contributor leading executive compensation and comp business partnering for senior leaders, driving AI strategy to automate benchmarking and modeling, producing executive-ready recommendations, and shaping LTI and proxy-related compensation design with Legal, Finance, and advisors.

The Talent Acquisition Partner II manages the recruitment lifecycle, collaborates with business leaders, develops recruitment strategies, ensures a positive candidate experience, and maintains the ATS.

Lead development and administration of compensation frameworks, manage the annual compensation planning cycle, perform market benchmarking and pay equity analyses, administer equity programs, own compensation system administration and automation, support international pay benchmarking (including India), translate findings into cost/benefit recommendations, ensure compliance with compensation laws, and mentor junior team members and HR partners.

Lead HR People Services delivery—manage benefits and leave, employee lifecycle (onboarding, transfers, terminations), compliance and audits, HR data and systems (ADP), develop the People Services team, partner cross-functionally, and drive process and policy improvements.

Own full-cycle recruiting for interns and new graduates, plan and execute the summer internship program and events, build university partnerships, ensure exceptional candidate experience, and continuously improve early talent initiatives to drive retention and business alignment.

Partner with market center leaders to deliver HR solutions: organizational design, talent management, workforce planning, change management, employee relations, compliance, and data-driven engagement across multiple locations.