Top HR & Recruiting Jobs

Consult with leaders and HR to improve organizational performance through performance management, talent planning, succession, leadership development, employee listening, organizational design, and change management. Lead enterprise programs, analyze workforce data, manage external partners, and provide consulting to align people strategies with business objectives.

Serve as the senior HR partner to executive leadership, translating business strategy into workforce planning, succession, culture, onboarding, labor relations, compensation, organizational design, and talent acquisition. Lead change management and deliver HR outcomes through cross-functional partnerships and HR center-of-excellence resources.

Serve as a strategic HR partner to managers across G&A, R&D, and GTM, guiding performance management, employee relations, investigations, organizational effectiveness, talent development, and workforce planning. Coordinate with HR Centers of Excellence to deliver integrated people solutions, analyze workforce data to inform decisions, support organizational change, and drive HR programs and continuous improvement to enhance manager capability and employee experience.

Support full-cycle recruiting for Heritage Holding and portfolio companies: source candidates, review resumes, coordinate interviews, maintain pipelines in Ashby ATS, assist with job descriptions, employer branding, recruiting operations, and process improvements while participating in hiring meetings and special projects.

Serve as the senior HR business partner to the General Manager for a multi-site heavy industrial manufacturing unit. Execute corporate HR strategies locally, lead talent and leadership development, drive retention and workforce reliability, manage employee relations and labor-relations avoidance, coach leaders, support staffing of hourly/skilled roles, and lead HR teams and change initiatives to align people practices with operational objectives.

Manage full-cycle recruiting for hourly, skilled trades, technical, professional, and corporate roles. Partner with hiring managers to source, screen, interview, and hire candidates; maintain ATS records; track recruiting metrics; support onboarding, compliance, background checks, and employer branding; participate in hiring events and process improvements in a fast-paced manufacturing environment.

Serve as a trusted advisor on talent management, leading performance management, succession planning, workforce forecasting, culture and change initiatives, employee engagement, and data-driven measurement of talent interventions.

Support full recruitment lifecycle: candidate sourcing, interview scheduling, correspondence, onboarding tasks, background/reference checks, ATS management (Workday), job posting, and recruitment reporting to optimize hiring outcomes.

Lead full-cycle recruiting for exempt and non-exempt roles: source active and passive candidates, manage ATS workflows, screen and evaluate candidates, partner with hiring managers, build pipelines for hard-to-fill roles, and improve recruiting processes and metrics to drive timely hires.

Serve as primary compensation advisor for executive stakeholder groups; design, implement, and govern global compensation programs; lead complex projects, Workday compensation setup/testing, market pricing, data analysis, and policy compliance.