Top HR & Recruiting Jobs

Manage full-cycle technical recruiting for Product, Design, and Engineering teams: design sourcing strategies, use data from ATS/analytics tools, partner with hiring managers and executives, maintain excellent candidate experience, drive TA process improvements, and mentor junior recruiters.

Manage high-volume, full-cycle technical recruiting for Product, Design, and Engineering. Design data-driven sourcing strategies using Greenhouse, Gem, and Looker; partner with hiring managers and executive leadership; maintain excellent candidate experience; drive TA operational improvements; mentor junior recruiters; and support cross-functional hiring needs during spikes.

Lead full-cycle technical recruiting for Product, Design, and Engineering: manage high-volume searches, design data-driven sourcing using Greenhouse/Gem/Looker, partner with hiring managers and executive stakeholders, mentor junior recruiters, improve TA operations, and maintain an excellent candidate experience.

Handle employee inquiries and HR transactions via call center; support onboarding, benefits, leaves, and worker's comp; update HR systems and case management; escalate and resolve issues to meet service levels and ensure accurate HR records.

Partner with leadership to design and execute recruitment strategies; source, screen, and evaluate candidates; manage job postings and recruitment budgets; ensure compliance with hiring laws; train hiring managers on applicant tracking systems; analyze hiring trends and optimize recruitment channels.

Designs and executes leadership development strategy and programs for managers through executives. Facilitates cohorts, offsites, assessments (360/DiSC), coaches leaders, partners with HRBPs on talent readiness, manages vendors and LMS, and builds multi-modal learning for a hybrid workforce of ~1,000 employees.

Lead design and execution of associate onboarding and continuous learning for ERM. Manage end-to-end onboarding logistics, deliver quarterly training, maintain ERM Fundamentals curriculum, perform learning needs analysis, measure program effectiveness, drive process improvements, and manage multiple projects with cross-functional stakeholders.

Support HR Business Partners by managing HR processes, talent and performance calendars, building custom data reports, coordinating logistics, handling inquiries, and leading small projects. Act as subject-matter expert on HR systems and drive continuous process improvements.

Support Talent Acquisition by performing recruiting-specific quality assurance reviews, trend analysis, and data research. Deliver feedback, coaching, training, and corrective actions to recruiters and managers. Create and maintain process documentation, training materials, and reports. Recommend and implement process improvements and manage stakeholder queries and support initiatives.

Provide end-to-end talent acquisition service and consultation across stakeholders; manage workloads, support onboarding and M&A projects, propose process improvements, handle confidential information, deliver presentations, and assist with recruitment systems and TA operations.

Deliver instructor-led and virtual training for new and tenured Operations associates. Lead classroom and virtual environments, partner with instructional designers and leaders to improve curriculum, track learner progress via LMS and reporting, and coach peers to model facilitation excellence and continuous improvement.

Lead and conduct complex, confidential workplace investigations; advise and coach leaders on employee relations and performance issues; develop proactive programs, policies, and scalable solutions; analyze case trends and partner with Legal and People teams to reduce risk and improve team member experience across jurisdictions.

Own and maintain HRIS and contractor management systems, streamline onboarding/offboarding, ensure compliance and payroll coordination, build reporting and dashboards, and improve people processes. Partner with CEO, Legal, and Finance to manage contractor classification, benefits administration, and culture-building operations while documenting policies and using data to drive people decisions.

Lead end-to-end recruitment for enabling functions: partner with hiring managers, source active and passive candidates, manage candidate experience, assess and close hires, build talent pools, and drive continuous improvement and SLA performance alongside TA leads and coordinators.

Serve as strategic HR partner for commercial functions: define people strategy, workforce planning, org design and change management; coach senior leaders; drive talent management, succession planning, rewards and performance; leverage HR data and analytics to inform decisions; support capability building and high-performance culture across a matrixed, global business.

Lead end-to-end recruitment for enabling functions: partner with hiring managers, source active and passive talent, manage candidate experience, support offers and internal moves, build talent pools, coach managers, and drive continuous improvement and SLA/quality metrics in collaboration with BU TA and People Experience leads.

Serve as the HR strategic partner for district/site leaders: advise on talent, engagement, performance, development, change management, recruiting, and organizational design to drive business results and sustain HR programs across multiple locations.

Lead enterprise strategy for culture, inclusion and engagement across stores, supply chain and corporate. Own associate listening, AI-enhanced insights, measurement, action-planning governance, inclusion strategy, leader capability building, communications, and external partnerships to drive measurable improvements in belonging, retention, leadership effectiveness and business outcomes.