Top Cybersecurity HR & Recruiting Jobs

As a Director, HR Business Partner, you will advise senior executives on workforce strategies, manage talent initiatives, and enhance organizational effectiveness, focusing on data-driven solutions and employee relations.

This role involves processing personnel actions, supporting HR functions, handling data management, and providing administrative support and customer service.

The Principal People Business Partner leads HR strategies and initiatives for the Go-to-Market teams, focusing on organizational design, talent management, and driving people strategies aligned with business goals.

The HR Business Partner will support functional teams, implement people programs, collaborate with leaders on performance management, and enhance employee experience.

Provide day-to-day HR services, manage recruitment, employee relations, compliance, and professional development while supporting various Toyota Tsusho businesses.

Own full-cycle recruiting for U.S. GTM roles (Sales, Marketing, Partnerships, Customer Success). Partner with leadership on hiring strategy, build pipelines, source candidates, manage offers, provide market and compensation insights, improve processes, and ensure a strong candidate experience while reporting recruiting metrics.

Lead global enablement strategy and programs including onboarding, certification, and performance development. Design scalable learning frameworks, partner with cross-functional leaders for launch readiness, define KPIs, and ensure enablement translates into measurable business performance across customer-facing and support teams.

Lead top-of-funnel sourcing for technical roles, partner with recruiters and hiring managers, qualify candidates, track pipeline metrics, improve candidate experience, and support employer branding and recruiting operations.

Manage end-to-end biweekly payroll for salaried and hourly employees, handle multi-state tax and compliance matters, maintain payroll data and Carta equity records, liaise with vendors, respond to payroll inquiries, and support audits.

Apply I-O psychology and job analysis methods to reclassify federal positions per OPM standards. Conduct job analyses, validate classifications with psychometrics, develop competency models, collaborate with SMEs and HR, and produce reports and recommendations to improve workforce planning and classification accuracy.