Top HR & Recruiting Jobs

Coordinates recruiting, candidate communication, interview scheduling, job postings, onboarding, HR tracking, employee engagement, office administration, and HR projects. The role supports hiring managers and employees, maintains organized HR systems, tracks onboarding requirements, assists with reporting and audits, and helps coordinate workplace supplies, events, and administrative activities. It requires strong organization, communication, discretion, adaptability, and at least one year of relevant experience.

Serves as the facility-level HR leader, managing payroll, timekeeping, HRIS updates, garnishments, recruitment, onboarding, benefits, leave administration, workers’ compensation, compliance reporting, employee relations, and performance support. Partners with facility and corporate leadership while maintaining confidentiality and compliance with employment laws.

Ensures HR practices comply with healthcare regulations, accreditation standards, employment laws, and I-9 requirements. Responsibilities include drafting policies, conducting compliance audits, monitoring regulatory changes, supporting audits and accreditation activities, delivering training, maintaining compliance records and dashboards, coordinating corrective actions, and partnering with HR, Legal, Risk, and operational teams. The role also supports investigations, data protection, vendor risk requirements, and continuous improvement across affiliated healthcare entities.

Partner with clinic leadership to develop and execute HR strategy across recruiting, onboarding, performance, benefits, engagement, compliance, and separations. Train leaders, run check-ins, manage employee feedback and total rewards, and ensure HR programs align with business KPIs and legal requirements. Support region with occasional clinic visits.

Own and execute compensation, benefits, HR operations, and HRIS processes. Manage benchmarking, merit/bonus cycles, benefits administration, leave management, HR data integrity, reporting, compliance, and payroll backup while improving processes and supporting a multi-office, project-based workforce.

Provide regional HR support across 2-3 markets, managing employee relations, recruiting, onboarding, payroll (ADP Workforce Now), benefits, compliance (FMLA/ADA), workforce planning, investigations, and HR policy consistency across multiple locations.

Manage full-cycle recruiting for technical roles across software, hardware, design, electrical, mechanical, and aerospace engineering. Partner with hiring managers, source and screen candidates, coordinate interviews, maintain ATS records, build talent pipelines, deliver strong candidate experiences, track recruiting metrics, and monitor market compensation trends.

Manages workforce development, onboarding, training, safety culture, leadership development, retention, and compliance programs for frontline transportation employees. Partners with Recruiting, Operations, Safety, Maintenance, and HR to improve readiness, engagement, safety outcomes, and workforce stability. Tracks training records, onboarding metrics, turnover trends, and compliance results while developing training materials and recommending program improvements.

Owns end-to-end recruitment for technology teams across North America, including sourcing, candidate assessment, offer management, talent pipeline development, and candidate experience. Partners with technology leaders and hiring managers on technical hiring needs, provides market insight, uses recruitment data to improve strategies, and manages external agency relationships. The role requires significant ownership as the first US-based technology recruiter while collaborating with QRT’s global Talent Acquisition team.

Leads HR support across the United States and Canada, partnering with business leaders on workforce planning, organizational effectiveness, talent development, engagement, employee relations, change management, and compliance. Oversees HR program implementation, process improvement, organizational design, and people-focused business initiatives. Advises leaders on complex employee matters, coaches management, improves employee experience, and leads a distributed regional HR team.