Top Artificial Intelligence HR & Recruiting Jobs

Own Scanner’s talent strategy, recruiting, People Operations, culture, employee experience, and organizational planning during rapid growth. Lead critical technical, executive, and GTM searches while building scalable recruiting infrastructure, HRIS, payroll, benefits, compensation, performance, onboarding, and manager-development systems. Partner closely with founders and leaders on workforce planning, organizational design, employee relations, and culture, remaining highly hands-on and data-driven.

Leads the global People Operations function, including UKG Ready optimization, HRIS integrations, payroll, benefits, immigration, compliance, audits, SOPs, reporting, and compliance training. Partners with Finance, Legal, IT, Security, and HRBPs while managing and developing the HR Operations team. Builds scalable infrastructure, improves data accuracy, automates workflows, supports international programs, and ensures regulatory and customer audit readiness.

The Recruiting Coordinator will own complex interview logistics, deliver a high-touch candidate experience, coordinate closely with founders and executives, and build scalable talent operations. Responsibilities include managing ATS workflows, scheduling automation, candidate communications, pipeline analytics, data integrity, and rapid problem-solving across recruiting processes. The role is based in-office in San Francisco and supports hiring AI researchers, software engineers, and business leaders.

Coordinates recruiting activities across recruiters and hiring stakeholders, supporting the full hiring lifecycle at a fast-growing AI company. The role reports to the Recruiting Operations Manager and offers an entry point into recruiting. The company is also considering applicants for People Partners, Technical Sourcers, Recruiters, and Recruiting Coordinators based on their broader People or Talent experience.

The VP of People will lead the People function, set organizational priorities, and strengthen management capabilities while ensuring alignment with business strategy in a scaling company.

Owns HR operations and people infrastructure, including HRIS administration, benefits, multi-state compliance, employee relations, offboarding, immigration support, onboarding coordination, vendor management, and process scaling. Serves as the primary HR contact for employees and managers and will eventually manage an HR Coordinator.

Partners with senior executives and leadership teams to diagnose organizational challenges and improve organization, leadership, and team effectiveness. Advises on organization design, operating models, talent strategy, succession, leadership development, executive transitions, and enterprise transformation. Designs and facilitates interventions, coaches leaders, uses organizational data and analytics, and leads change initiatives aligned with business objectives.

Field-based manager responsible for recruiting, onboarding, developing, and retaining hourly employees and site leadership across assigned car wash locations. Partners with General Managers and operations leaders, builds local hiring pipelines, conducts interviews, coaches leaders, monitors employee engagement, and analyzes turnover, retention, staffing, and training metrics. Requires extensive on-site presence, frequent travel between locations, schedule flexibility, and hands-on support for staffing, acquisitions, openings, and employee events.

Build and operate Percepta’s foundational People Operations infrastructure, including HRIS administration, employee lifecycle workflows, onboarding, offboarding, payroll, benefits, compliance, reporting, documentation, and cross-functional integrations. Serve as the first point of contact for employee questions while partnering with the Head of People to create scalable, accurate, and people-centered processes in a growing NYC-based company.

Provide advanced total rewards and pay equity expertise to customers, product teams, and internal stakeholders. Own compensation content and product areas such as job architecture, market data, pay ranges, offer construction, and geographic differentials. Lead roadmap priorities, create scalable enablement resources, advise enterprise customers, translate compensation analytics into product requirements, and collaborate with Product, AI, data science, and development teams.