Top HR & Recruiting Jobs

Own global compensation cycle administration, system configuration, benchmarking, job architecture, salary structures, pay reporting, equity support, and compensation analysis across the Americas, EMEA, and APAC. Partner with HR, recruiting, payroll, legal, finance, and managers on offers, promotions, pay equity, and transparency requirements. Improve compensation operations through AI and automation, maintain data integrity, and deliver training and communications on compensation programs.

Designs and develops end-to-end learning solutions, including e-learning, instructor-led, blended, video, scenario-based, and workflow-based experiences. Partners with business leaders, managers, HR, and subject matter experts to address performance gaps and operational skill needs. Builds content using Articulate tools, applies adult learning principles, leverages AI-enabled capabilities, evaluates learner feedback and data, and continuously improves learning assets and design standards.

Recruiter responsible for full-cycle hiring across technology and business operations. Partners with hiring managers, develops sourcing strategies, builds talent pipelines, assesses candidates, manages recruitment agencies, delivers strong candidate experiences, and improves recruiting processes using data and market insights.

Analyze and inventory historical employee, payroll, timekeeping, PTO, and document data in Namely; develop compliant recordkeeping guidance; migrate and organize data into Rippling and other current platforms; reconcile records to ensure completeness; and train the HR team on the resulting systems. The consultant must protect sensitive employee information and complete the project by December 18, 2026.

Manage full-cycle recruiting for Samsara’s go-to-market teams, including sourcing, pipeline development, candidate engagement, interviews, offers, and negotiations. Partner with hiring leaders as a talent advisor, use recruiting data to identify insights, manage stakeholders, promote inclusive hiring practices, maintain accurate ATS records, and champion company culture. The role requires strategic sourcing, high-volume recruiting, strong communication, and experience working in a fast-paced environment.

The Principal People Partner advises executives and senior leaders on people strategy, organizational design, workforce planning, performance management, talent development, employee relations, compliance, engagement, retention, and change management. The role partners cross-functionally to build high-performing teams, manage complex employee relations matters, support leadership transitions, improve team member experiences, and leverage HR systems and people data to guide decisions.

Own full-cycle recruiting for Client Success and Client Experience teams, including sourcing, outreach, screening, scheduling, candidate communication, pipeline management, and closing. Deliver qualified candidate slates, manage high-volume searches, maintain Lever records, report pipeline progress, and meet hiring and time-to-fill targets. The role is designed for someone with 0–2 years of recruiting, sourcing, coordination, or transferable high-volume client-facing experience.

Build and manage a global Afterpay and Cash App sales enablement and training strategy across North America, the UK, and APAC. Own the internal content platform, facilitate learning programs, communicate product and business updates, collaborate with revenue leaders and GTM teams, and use AI to scale enablement. Measure program impact on sales performance while adapting solutions to regional needs and supporting continuous skills development.

Own the global new-hire onboarding experience and support employee lifecycle programs, including milestone recognition, promotions, performance reviews, talent initiatives, and Community Resource Groups. Build scalable playbooks, manage communications, budgets, platforms, and cross-functional logistics, facilitate culture-focused experiences, gather feedback, and improve processes. Serve as an operational partner to People leaders and CRG stakeholders while supporting employee growth, inclusion, and engagement.

Lead Klaviyo’s compensation strategy, including compensation architecture, market pricing, equity refreshes, dilution and burn-rate modeling, pay equity, transparency, international compensation, M&A integration, and executive compensation support. Partner with Finance, Legal, Talent Acquisition, executives, and business leaders on offers, retention, leveling, and difficult compensation decisions. Modernize compensation operations through AI, automation, market-data ingestion, analytics, and self-service tools.