Top HR & Recruiting Jobs

Conduct full-cycle technical recruiting for cleared federal and defense roles, including sourcing, screening, interviewing, negotiation, and closing. Manage 12–18 requisitions, build hiring-manager relationships, maintain EEO/OFCCP and clearance documentation compliance, improve recruiting processes, use AI for workflow efficiency, and expand diverse candidate pipelines. The role is fully remote in the U.S., requires eligibility for a Secret clearance, and involves minimal occasional travel.

Supports daily HR operations, including new-hire processing, employment verifications, personnel and medical file creation, documentation follow-up, employee records, and administrative tasks. Provides courteous service to employees, applicants, supervisors, and visitors while maintaining confidentiality and accuracy.

Manage the onboarding process from accepted offer through the employee’s first day. Coordinate background checks, drug screens, motor vehicle records, documentation, orientations, and rehire processing. Maintain accurate records, track outstanding requirements, communicate status updates, resolve delays, and support compliance and process improvements. Serve as the primary contact for candidates while collaborating with hiring managers, Talent Acquisition, HR, and internal teams in a high-volume environment.

Manage background check submissions and follow-up for newly hired candidates. Send checks promptly, monitor completion, contact candidates for missing information, coordinate with vendors, update trackers, and communicate status to recruiters and onboarding partners. Escalate adverse or unclear results to HR and Compliance without making eligibility decisions. The role requires strong organization, communication, discretion, persistence, and attention to detail, and offers an entry point into Talent Acquisition and HR operations.

Owns full-cycle recruitment across North America for manufacturing, engineering, sales, and corporate roles. Responsibilities include sourcing, screening, interviewing, offer negotiation, hiring-manager partnership, diversity recruiting, pipeline development, ATS and HRIS management, recruitment analytics, compliance, employer branding, career events, and process improvement. The role supports U.S. and Canadian operations and requires collaboration with HR and functional leaders.

Leads end-to-end recruiting and people strategy for a remote, contractor-centric organization. Responsibilities include sourcing and closing talent, managing interviews and test projects, optimizing recruiting channels, tracking hiring metrics, protecting employer brand, and building scalable onboarding, performance, retention, workforce planning, and compliance systems. The role manages one direct report and partners closely with leadership to support organizational growth.

Lead and accelerate Quavo’s leadership and talent development programs, including the Quavo Mastery Program. Decide when to build or purchase learning content, improve onboarding and leadership readiness, create flexible learning modules, build AI fluency while preserving critical thinking, manage a part-time enablement architect, and partner with go-to-market teams on consistent internal and external representation.

Provides administrative and operational HR support across the employee lifecycle, including onboarding, offboarding, employee records, HR systems, employee inquiries, benefits and leave programs, compensation processes, communications, events, and special projects. Maintains accurate Workday data and supports a positive employee experience while handling confidential information and coordinating onsite activities.

Leads enterprise physician and executive compensation strategy across a university and academic health system. Oversees compensation philosophy, plan design, benchmarking, analytics, governance, compliance, incentive structures, recruitment and retention arrangements, and strategic transactions. Advises senior executives, physicians, governing committees, and boards while partnering with HR, Finance, Legal, Compliance, and clinical leadership. Builds compensation analytics capabilities, manages a high-performing team, and ensures programs support academic, research, clinical, financial, regulatory, and talent objectives.

Provides strategic HR partnership to executive and business-unit leaders, including workforce planning, organizational development, recruiting and retention, succession planning, employee relations investigations, compensation and benefits planning, and performance management. Coaches senior leaders, manages and develops HR team members, analyzes workforce issues, implements HR programs, and advises on sensitive employee and legal matters.

Plans and manages instructional design projects, develops classroom and online curricula, creates LMS activities and reports, evaluates training effectiveness, and designs learning materials using multimedia and technology. Conducts needs assessments, applies instructional theories, leads change management initiatives, presents to stakeholders, trains internal teams, and mentors less experienced staff. Collaborates cross-functionally to improve employee performance and ensure training objectives are achieved.