Top HR & Recruiting Jobs

Partners with agency leadership on workforce planning, employee engagement, employee relations, talent acquisition, compensation, and talent management. Provides guidance on HR policies, procedures, laws, transactions, and performance management. Oversees full-cycle recruitment and onboarding, maintains HR data systems and reports, supports organizational decision-making, and serves as the HR liaison for assigned divisions. Occasional travel to other sites may be required.

Partners with agency leaders and subject matter experts to assess training needs, design and deliver technical, procedural, instructor-led, virtual, and e-learning programs. Develops training materials for complex tax systems and workflows, facilitates learning sessions, manages schedules and projects, evaluates program effectiveness using data, and ensures content accuracy, legal compliance, and alignment with agency standards.

Manages academic personnel, HR administration, recruitment, onboarding, staff supervision, financial operations, compliance, and business affairs for a university school. Coordinates faculty reviews, promotions, tenure, appointments, leaves, separations, and hiring processes. Oversees payroll and account reconciliation, purchasing, PCard administration, budgeting, reporting, documentation, and administrative systems. Serves as a liaison among academic leadership, central university offices, HR, finance, faculty, staff, and student workers.

Leads enterprise learning systems and enablement initiatives, including Workday Learning solutions, LMS/LXP administration, talent technology projects, learning analytics, performance metrics, and workforce development strategies. Partners with HR technology, talent, and business teams to improve learning ecosystems, reporting, learner experience, and organizational effectiveness. Presents recommendations to executive stakeholders, researches emerging technologies, prepares systems for AI, and manages projects across a global matrixed organization. Travel up to 30%.

Supports HR operations across employee advisory services, complex case management, operational improvement, and strategic collaboration. Provides guidance through phone, chat, and case channels; researches sensitive employee matters; recommends process enhancements; supports operational projects; and collaborates across People Services teams. The role requires strong communication, problem-solving, organization, attention to detail, and familiarity with HR systems and policies.

Reviews and analyzes employee background reports, verifies resumes, education, licenses, references, and employment history, and investigates discrepancies under FCRA and data protection laws. The specialist documents findings, coordinates with recruiters, offices, vendors, and internal stakeholders, tracks screening requests, issues clearances, and supports pre-adverse or adverse actions. The role maintains confidential records, ensures timely processing, and may administer verification requests in Workday while applying labor law and compliance best practices.

Leads regional career services operations across multiple campuses, including employment strategy, career advising, internship and externship coordination, employer relations, staff supervision, contract management, employment reporting, accreditation support, and career development training. Builds relationships with employers and external partners while overseeing placement processes, employment verification, performance reporting, and professional development for Career Services staff.

Provides career advising and employment assistance to students and graduates. Develops employer and externship relationships, generates job leads, supports resumes and interview preparation, tracks placement goals and employment verification, maintains records, and coordinates with faculty and employers to support successful job placement.

Serve as HR Business Partner for the Education & Research segment, advising leaders on people strategy, analyzing workforce metrics, driving organizational development and engagement, overseeing performance/talent/compensation processes, ensuring compliance, partnering with COEs, and providing tactical day-to-day HR support.

Leads talent acquisition and performance management in partnership with the CEO. Implements rigorous hiring and 9-box talent frameworks, coaches leaders through difficult people decisions, manages underperformance, and strengthens manager capability. Also owns HR compliance, risk management, day-to-day people operations, and budget responsibility. Success is measured by increased talent density, clearer performance differentiation, faster underperformance resolution, and a high-accountability culture.

Own and improve employee lifecycle processes, including onboarding, offboarding, employee records, benefits, leave, payroll-related support, compliance, and HR systems. Support employee experience, performance cycles, manager needs, employee relations, communications, and engagement programs. Partner with internal teams and external vendors while building scalable, automated People Operations workflows and documentation.

Facilitates in-person and virtual learning programs, updates training materials, tracks course completion in Workday Learning, evaluates learning impact, and partners with leaders to address capability gaps. Supports talent, rotational, internship, and career development programs while drafting professional development communications and contributing to new training solutions.

Leads Parsons’ North American HR Shared Services team, overseeing onboarding, offboarding, audits, investigations, payroll support, employee support, compliance, vendor administration, and service delivery. Establishes HR Central strategy, manages staffing and performance, monitors service metrics, supports enterprise change initiatives and acquisitions, protects sensitive data, and partners with HR, IT, and business leaders to improve employee experience and HR operations.