Top HR & Recruiting Jobs

Conduct full-cycle recruiting for technical field roles, including sourcing, interviewing, candidate pipeline management, hiring-manager advising, and offer support. Build talent pipelines through direct sourcing, referrals, networking, social media, and industry events. Improve recruiting processes, track hiring metrics, support employer branding and employee communications, and partner with HR and business leaders. The role requires specialized recruiting experience in construction and building technologies, including technicians, engineers, estimators, coordinators, and project managers.

Supports day-to-day HR operations across multiple dealership locations, including employee records, onboarding, benefits administration, payroll coordination, compliance documentation, recruiting support, and employee relations. The role partners with managers and employees, answers routine HR questions, maintains accurate personnel information, supports process improvements, and escalates sensitive matters to the HR Manager. Responsibilities may expand as the organization grows.

Coordinate apprenticeship, internship, technical training, and workforce development programs. Partner with operations, HR, recruiting, trade schools, and subject matter experts to develop technician training, mentorship, onboarding, and career pathways. Manage training calendars, records, budgets, certifications, vendors, and compliance. Facilitate field instruction, evaluate trainee performance, provide coaching, support recruiting, and promote employee retention and advancement.

Volunteer recruiter (remote, US-based) screening incoming applicants, conducting initial video screens, managing application queues, guiding volunteers through application and onboarding, creating/publishing requisitions with TA operations, and improving recruiting messaging and processes. 2-6 hours/week expected.

Supports multiple clients with HR operations, onboarding, performance management, employee relations, compliance, HR data analysis, HRIS initiatives, and people-process projects. Partners with HR Business Partners and consultants to deliver practical HR solutions, manage competing priorities, build reusable tools, and develop consulting and client-management skills.

Leads global executive and senior leadership recruitment, including search strategy, market mapping, passive candidate engagement, assessment, stakeholder alignment, and offer negotiation. Advises the CEO, Executive Committee, Board-facing leaders, and senior executives on talent strategy, succession pipelines, organizational capability, and market intelligence. Manages executive search firms, assessment processes, confidential talent initiatives, governance, and reporting while delivering operational excellence and a strong executive candidate experience.

Manages caregiver staffing for a non-medical home care organization by developing recruitment plans, interviewing candidates, completing onboarding and background checks, maintaining hiring records, and building community recruitment partnerships. Schedules caregivers according to care plans and coordinates with employees, agencies, members, and families. Requires bilingual English and Spanish communication, administrative organization, technology proficiency, and schedule flexibility including on-call availability.

Build and lead Marvin’s People function from the ground up. Responsibilities include onboarding, learning and development, performance management, compensation and leveling, recruiting, employee policies and compliance, engagement metrics, internal communications, and culture programs. The role requires establishing scalable systems, supporting technical and non-technical hiring, ensuring multi-state compliance, managing HRIS and payroll processes, and using data and AI to improve employee retention and organizational effectiveness.

Supports organization-wide recruiting by reviewing resumes, conducting phone screens, posting jobs, coordinating interviews and orientations, and tracking candidates in the ATS. Assists with onboarding, job description development, job fairs, and HR events. Partners with managers to define qualifications and helps administer HRIS and payroll-related systems. The hybrid role requires 10–20% travel, including occasional overnight stays.

Recruit insurance agents, conduct outreach and initial screening, coordinate onboarding, and maintain recruitment pipelines. Build relationships with existing agents by sharing product updates, carrier rates, incentives, training, and growth opportunities. Track engagement in CRM systems, relay agent feedback to leadership, and collaborate with marketing, contracting, and sales support teams. The role requires outbound calling, product learning, relationship management, and cross-functional coordination in an in-office environment.