Top HR & Recruiting Jobs

Leads global HR strategy for Product Development and Design & Engineering teams. Responsibilities include organizational design, workforce planning, talent development, succession planning, performance frameworks, employee engagement, change management, people analytics, and executive coaching. The role partners with senior leaders, builds high-performing People teams, shapes culture, and aligns talent initiatives with business growth and innovation.

Serve as a strategic HR advisor to executives and business leaders, aligning workforce, talent, organizational design, leadership development, rewards, performance, and change strategies with business growth. Lead succession planning, organizational effectiveness, employee relations, workforce actions, engagement initiatives, and people-risk management while supporting a rapidly scaling organization through transformation.

The Corporate HR Generalist supports the full employee lifecycle for corporate teams, including onboarding, offboarding, employee relations, investigations, performance management, workforce planning, organizational changes, compliance, audits, HR reporting, and executive support. The role partners with leaders, HR Business Partners, Legal, and Facilities while administering HR programs and maintaining accurate employee records. It requires strong knowledge of employment practices, confidentiality, communication, organization, and HRIS systems such as Workday.

Partners with business leaders and HR teams to develop and execute strategic people plans. Advises on workforce planning, talent management, performance, succession, retention, change management, and organizational effectiveness. Leads HR initiatives, manager training, communications, process improvements, and compliance efforts while aligning human capital strategies with business goals. May support mergers and acquisitions and direct the work of others.

Recruiter II partners with leadership and HR to develop recruitment strategies, source and evaluate candidates, ensure hiring-law compliance, manage recruitment budgets, post job advertisements, and train hiring managers on applicant tracking systems. The role requires maintaining accurate recruitment records, identifying talent through diverse channels, analyzing hiring trends, and supporting organizational growth through effective talent acquisition.

Provides comprehensive HR support to managers and employees, including employee relations, investigations, performance management, employment-law guidance, leave and accommodations, benefits enrollment, training, HRIS and payroll administration, compliance audits, and workforce initiatives. Partners with leaders on organizational effectiveness, recruitment, retention, and long-term HR programs while maintaining employee records and confidentiality.

Own end-to-end recruiting for North American GTM, G&A, Product, Engineering, and Marketing roles. Build talent pipelines, advise hiring managers, coordinate interviews, evaluate candidates, manage offers and reference checks, and use ATS data to guide hiring strategy. The recruiter will develop diverse sourcing strategies, improve recruiting processes through automation and AI, support candidate experience in the NYC office, and partner with HR Operations on screenings and background checks.

Owns full-cycle recruiting for business roles, partnering with leaders to define hiring profiles, assess candidates, and close exceptional talent. Builds AI-powered recruiting systems, including sourcing pipelines, Ashby automations, candidate briefs, analytics, and reusable playbooks. Supports technical and forward-deployed engineering hiring as needed, strengthens employer branding, and applies AI thoughtfully while preserving human judgment.

Designs and develops blended, digital, virtual, and classroom learning solutions for retail banking associates. Responsibilities include needs analysis, curriculum development, e-learning creation, facilitator materials, simulations, performance support, video scripting, stakeholder collaboration, and measuring learning effectiveness. The role applies adult learning theory, ADDIE, design thinking, human-centered design, and emerging learning technologies while managing multiple projects and partnering with subject matter experts and project teams.

Analyzes workforce data to support talent decisions, workforce planning, and organizational strategy. Designs measurement frameworks, analytics solutions, attribution models, experiments, and automated insights for HR partners and executives. Develops hypotheses, evaluates workforce programs, communicates findings clearly, and recommends strategies to improve associate attraction, development, retention, and experience.

Design and modernize scalable learning and performance-support solutions using instructional design, adult learning principles, and digital authoring tools. Consult with stakeholders to identify business needs, define performance measures, and establish KPIs and ROI. Apply EnABLE and ATD capability models, use data-driven insights, navigate complex stakeholder relationships, and mentor other designers while supporting organizational transformation.

Leads enterprise change management and AI adoption initiatives, including impact assessments, stakeholder engagement, communications, training, enablement curricula, train-the-trainer programs, and post-launch support. Partners with leaders and AI champions to embed generative AI tools, agents, and automated workflows. Measures adoption, manages change saturation, gathers feedback, and develops scalable learning resources to improve digital fluency and organizational productivity.

Leads HRIS and total rewards operations, owning UKG Pro configuration, integrations, data governance, reporting, benefits administration, compensation cycles, and vendor relationships. Directs open enrollment, renewals, audits, system controls, and potential HRIS replacement. Manages staff, resolves complex technical and benefits issues, advises senior leadership, and partners with Payroll, Finance, IT, and other teams on cross-functional initiatives.

Manages executive compensation programs, including market benchmarking, pay analyses, incentives, equity plans, executive communications, and SEC proxy disclosures. Partners with HR, Finance, Legal, senior leaders, and the Compensation Committee to develop recommendations and administer annual compensation cycles. Leads quarterly committee materials, organizational-change analyses, and process improvements using automation and AI-enabled solutions.

Provides front-office and administrative support for the hotel’s HR department. Responsibilities include assisting guests, applicants, and team members; performing data entry, filing, copying, and word processing; managing calls, emails, mail, and meetings; coordinating travel arrangements; and supporting HR projects and ad hoc initiatives.