Top Hybrid HR & Recruiting Jobs

Lead CAPTG-wide hiring governance, forecasting, and cross-functional coordination for engineering and technology. Own headcount approvals, Early Career and internal mobility programs, and hiring frameworks. Drive forecasting, analytics, playbooks, and executive reporting while resolving escalations and improving hiring processes and governance.

As a Senior Talent Associate, you will design talent solutions, streamline selection processes, and support learning initiatives to enhance team performance.

18-month rotational role across people analytics, people operations, and total rewards. Build SQL-powered dashboards and headcount models, run Workday lifecycle transactions, manage onboarding/offboarding and employee requests, prototype AI-assisted HR workflows, and build the People team's Notion workspace. Present analyses to leadership and transition to a permanent People team role after the program.

Lead redesign of global new-hire onboarding and employee adoption programs, build an AI-powered onboarding operating system, create Day 1 experiences, drive Notion dogfooding and rituals, design scalable employee programs, and partner with People Operations and Workplace teams to measure impact and scale effective practices.

Support People leadership by driving high-impact projects from strategy to execution (employer brand, internal mobility, onboarding). Manage cross-functional stakeholders, streamline processes, use data to measure outcomes, and champion AI adoption to improve People operations and employee experience.

The Talent Acquisition Manager will lead talent acquisition efforts, manage recruiting teams, improve processes, and leverage AI tools to enhance hiring efficiency across North and South America.

The Regional Business Partner supports HR operations across multiple locations, handling employee relations, compliance, policy execution, and supporting visa processes. They advise on people issues, analyze data for trends, and ensure operational efficiency while maintaining a consistent employee experience across regions.

Responsible for full-lifecycle recruiting, sourcing qualified talent, screening candidates, negotiating offers, and enhancing the recruitment process while ensuring an excellent candidate experience.

The Director of Compensation Programs will lead the design and management of global compensation strategies, ensuring competitiveness and compliance while guiding a high-performing team and collaborating with leadership.

As a Business Recruiting Coordinator, you will organize interviews, manage job postings, provide excellent candidate experiences, train interviewers, and support onboarding efforts, all while maintaining effective communication with stakeholders.

Support various HR functions through project management, process optimization, data analysis, and AI advocacy within the People Team.

The Compensation Analyst designs and governs compensation programs, conducts job evaluations, partners with HR and Finance, and analyzes compensation data for equity and competitiveness.

Lead administration and optimization of recruiting platforms (Workday, Greenhouse); map and automate hiring workflows; troubleshoot and resolve integrations and API issues; ensure data integrity and reporting; create documentation and training; partner with HR, IT, and vendors to streamline global talent acquisition processes.

Lead administration and optimization of recruiting platforms (Workday, Greenhouse); design and validate integrations and workflows; build reports and dashboards; perform root-cause analysis on API/backend issues; document processes and enable recruiters; collaborate with HR, IT, and vendors to improve global TA systems and ensure data integrity and compliance.

Serve as strategic HR partner to senior Revenue leaders in AMER, coordinating People Business Partners, leading talent and succession planning, advising on organizational design, driving cross-functional HR initiatives, and ensuring consistent, high-quality employee relations and development across the Revenue organization.

Serve as the primary strategic HR partner to senior Revenue leaders in AMER, coordinating People Business Partners, leading talent and succession planning, advising on organizational design, driving cross-functional HR initiatives, coaching employees and leaders, and aligning global Revenue people strategies to support scaling and go-to-market priorities.