Top HR & Recruiting Jobs

Supports Human Development and HR functions through absenteeism and turnover analysis, HR process digitalization, reporting, labor affairs, internal communications, training, onboarding, rewards and recognition, and talent management compliance tracking. Conducts skills matrix and on-the-job training audits while contributing to employee engagement and organizational effectiveness.

Leads equity, deferred, and executive compensation strategy; oversees plan administration and third-party vendors; prepares Compensation Committee materials, CD&A, and proxy filings; manages compensation governance; and serves as the cross-HR compliance lead in partnership with Legal and Compliance.

Provides HR administrative and people operations support, including full-cycle payroll, onboarding, offboarding, HRIS updates, personnel records, benefits and leave administration, compliance reporting, employee communications, workplace postings, and drug and alcohol testing coordination. Serves as a first point of contact for HR inquiries, supports audits and process improvements, and ensures compliance with federal, state, and local employment requirements.

Provides broad HR support covering recruiting, onboarding, employee records, benefits, payroll, employee relations, and offboarding. Coordinates workplace safety programs, training, inspections, incident investigations, OSHA records, corrective actions, workers’ compensation claims, and environmental compliance activities. Serves as a liaison among employees, management, vendors, insurers, medical providers, and regulators while maintaining confidential records and ensuring compliance with employment, safety, hazardous materials, and environmental requirements.

Own Workday HCM administration, troubleshooting, configuration, reporting, security, integrations, and data quality. Partner with HR, IT, vendors, and business stakeholders to translate requirements into scalable solutions, improve workflows, automate processes, support global and UK-specific needs, and manage cyclical programs including payroll, benefits, compensation, audits, and open enrollment. Provide guidance, documentation, testing, and internal expertise to reduce reliance on external support.

Leads People M&A integration across due diligence, planning, Day 1 readiness, change management, stabilization, and post-close transition. Develops workplans, governance routines, risk registers, decision frameworks, executive reporting, and employee communications. Partners with HR, Finance, IT, Legal, Payroll, Operations, and other stakeholders to manage dependencies, resolve issues, support acquired employees, and create scalable integration playbooks.

Source and headhunt top GTM talent for the CRO organization, partner with GTM leaders to define role requirements, conduct deep-dive competency interviews focused on deal mechanics, drive a rigorous interview process, provide market data and advise hiring managers, mentor other recruiters, and track conversion metrics to optimize the hiring funnel.

Supports multi-jurisdictional HR compliance, employment law research, regulatory reporting, audits, remediation, policy updates, and risk assessments. Leads contractor compliance and lifecycle management, including worker classification reviews, agreements, extensions, onboarding, and offboarding. Oversees compliance inquiries, ADA accommodation follow-up, background investigations, RFPs, and due diligence responses while partnering with Legal, HR, Finance, and business stakeholders.

Manage day-to-day HR operations including recruiting and onboarding, employee relations, performance management, leave and benefits administration, HR compliance, recordkeeping, supervisor support, training coordination, and community outreach while maintaining confidentiality and agency policy alignment.

Manage end-to-end workplace investigations involving harassment, discrimination, retaliation, misconduct, ethics complaints, and policy violations. Maintain legally defensible documentation, apply employment law knowledge, collaborate with legal counsel, recommend corrective actions, identify systemic risks, and communicate evidence-based findings to leadership. The role also supports broader HR generalist duties and special projects.