Top HR & Recruiting Jobs

The Human Resources Director oversees community HR activities, including recruitment, onboarding, training, employee relations, engagement, compliance, compensation studies, job descriptions, and personnel policies. The role partners with managers and employees to support performance, development, pay equity, and a positive workplace culture. Responsibilities also include ensuring legal compliance, maintaining confidentiality, and assisting with policy administration.

Supports day-to-day HR operations, including benefits administration, recruiting events, recruitment, onboarding, travel coordination, HR records, compliance, employee programs, and employee and manager support. Maintains HRIS and ATS information, assists with training and engagement initiatives, and handles confidential personnel information while coordinating multiple priorities.

Lead and optimize global Workday Payroll implementations and integrations, act as payroll HRIS SME, partner with HR/Finance/IT/vendors, drive testing, releases, security, reporting, mentor HRIS team, and support continuous Workday improvement.

Own and optimize Workday Payroll and Core HCM, including configuration, security, business processes, reporting, integrations, data integrity, and system governance. Partner with People, Payroll, Finance, Accounting, Total Rewards, and IT to translate business needs into scalable solutions. Lead enhancements, releases, testing, documentation, troubleshooting, workflow automation, and workforce reporting. Support payroll accuracy, financial planning data, compliance, and cross-system process orchestration while leveraging AI tools to improve design, testing, and operational efficiency.

Supports employees and leaders with employee relations, performance management, investigations, conflict resolution, coaching, and compliance across union and non-union teams. Builds frontline workforce relationships, maintains HR records, analyzes workforce trends and engagement feedback, and recommends improvements. Partners with HR functions on strategic initiatives, organizational effectiveness, and employee experience programs.

Sources candidates through job boards, referrals, social media, and networking; conducts high-volume phone screens and face-to-face interviews; schedules interviews; coordinates background checks, career events, orientations, and training; tracks recruiting metrics and referral data; and collaborates with HR and sales/marketing teams. The role requires meeting recruiting quotas and deadlines, maintaining confidentiality, and occasional evening, weekend, event, and travel availability.

Leads enterprise wellness programs from strategy through evaluation, using data and behavior-change principles to improve engagement and outcomes. Manages vendors, contracts, budgets, communications, and cross-functional initiatives; advises senior leaders and business units; develops strategic plans and recommendations; ensures program quality; and mentors staff. The role requires extensive corporate wellness expertise, stakeholder influence, data analysis, and independent leadership across complex priorities.

Manages end-to-end recruiting, candidate screening, interviews, temporary labor, onboarding, employer branding, compliance, affirmative action reporting, background checks, employment records, and university or staffing-agency relationships. Supports hiring for a manufacturing or production environment while maintaining confidentiality and ensuring compliance with employment regulations.

Supports the design, coordination, delivery, and evaluation of learning and development programs. Responsibilities include leadership development, onboarding, training needs assessment, curriculum and learning material development, facilitation, compliance training, vendor and instructor coordination, learning pathway maintenance, and program effectiveness measurement. The role partners with leaders, subject matter experts, educational institutions, and external providers to support employee growth, succession planning, and organizational objectives.

The People Analytics Analyst transforms workforce data into insights supporting talent decisions, workforce planning, executive reporting, and organizational effectiveness. Responsibilities include analyzing trends, attrition, diversity, productivity, and workforce risks; building Power BI dashboards and scorecards; developing forecasts and scenario models; applying predictive analytics, automation, and AI; ensuring data governance and reporting accuracy; and advising HR and business leaders through data storytelling, consultation, and training.

Manages human resources functions across facility sites, advising leaders on employee decisions, recruiting, onboarding, training, performance management, investigations, corrective action, compliance, succession planning, employee engagement, and retention. Maintains HR data and records across HRIS, ATS, timekeeping, and document systems. Builds diverse talent pipelines, supports employee relations, administers affirmative action programs, and implements company HR initiatives while supporting multiple shifts and occasional travel.