Top HR & Recruiting Jobs

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.

Supports recruitment, payroll, benefits administration, employee onboarding, training coordination, HR reporting, audits, compliance, and HRIS data integrity. Serves as a day-to-day resource for employees and managers, coordinates benefits enrollment and communications, maintains required documentation, and partners with Finance and corporate HR teams on reporting and cross-functional initiatives.

The Vice President of People leads HR strategy for more than 2,500 employees across a distributed, multi-unit organization. Responsibilities include workforce planning, leadership development, succession planning, employee engagement, talent management, change management, HR compliance, employee relations, and people analytics. The role advises the CEO, leads senior HR teams, partners with Talent Acquisition and HR centers of excellence, and aligns people initiatives with business growth and performance.

The Human Resources Director leads facility-wide HR strategy and operations, including talent acquisition, staffing, compensation, benefits, training, employee relations, retention, compliance, and succession planning. The role advises leadership, manages HR staff, oversees budgets and performance metrics, supports audits and accreditation, protects confidential information, and drives process improvement and organizational change.

Leads the Human Resources and Administration function for more than 400 employees across affiliated companies. Supervises three HR professionals and oversees compensation, benefits, recruitment, compliance, employee relations, performance management, HRIS administration, leave, claims, training, engagement, succession planning, policies, and vendor relationships. Reports to the CFO and partners with the retiring VP during a 60–90-day transition.

Supports day-to-day HR operations, employee engagement, talent acquisition, onboarding, talent management, compensation, learning and development, employee data maintenance, reporting, analytics, and process improvement. Partners with HR professionals and business leaders on cross-functional initiatives, presents project outcomes to HR leadership, and gains broad exposure to core human resources disciplines.

Owns multistate HR compliance, employment registrations, policies, leave administration, employee records, audits, training, workers’ compensation, OSHA recordkeeping, statutory reporting, and HR governance. Builds compliance frameworks and documentation from scratch, supports employee relations and investigations, audits HRIS data, and partners with leadership and Safety/Fleet on driver compliance. Requires discretion, strong organization, employment-law knowledge, and independent judgment in a fully remote, rapidly scaling organization.

Owns global Workday Compensation and Benefits configuration across 14 countries and currencies. Leads configuration, testing, deployment, release-cycle impact assessment, security auditing, reporting, documentation, and business process design. Supports Core HCM, maintains data integrity, handles sensitive compensation information, mentors HRIS team members, resolves complex issues, and standardizes a mature Workday environment. Partners with Total Rewards, HR Business Partners, and regional HR stakeholders to deliver scalable solutions.

Provides strategic and operational HR partnership to leaders and employees across union and non-union workforces. Advises on labor and employee relations, grievances, investigations, performance, conduct, collective bargaining agreements, negotiations, organizational change, workforce planning, talent management, engagement, compliance, and HR programs. Coaches managers, partners with HR centers of excellence and Legal, supports change initiatives, uses workforce data and AI-enabled tools, and promotes effective, inclusive employment practices.