Top HR & Recruiting Jobs

Leads enterprise talent development strategy, learning program design, leadership development, talent reviews, succession planning, performance management, and manager capability initiatives. Partners with HRBPs and business leaders to assess needs, create scalable learning experiences, facilitate workshops, manage the LMS, oversee vendors and budgets, and measure program effectiveness. The role requires strong instructional design, adult-learning, facilitation, consulting, stakeholder management, and project-management expertise.

Leads strategic HR partnership and employee relations across a fast-growing manufacturing and operational environment. Partners with executives on organizational design, leadership development, change management, talent strategy, and retention. Manages and develops Employee Relations Managers, standardizes investigations and corrective actions, analyzes systemic workplace issues, and oversees complex employee matters. Requires strong employment law knowledge, conflict resolution expertise, business judgment, and experience supporting production, logistics, or similarly fast-paced organizations.

Leads product enablement for go-to-market teams by designing and delivering product training, launch programs, onboarding, demos, and internal event content. Partners with Product, Product Marketing, and technical specialists to ensure accuracy and connect product capabilities to customer value. Measures engagement and business impact using enablement metrics, field feedback, and data. Manages programs across global, cross-functional teams using Highspot, Articulate, Gong, and Salesforce.

Supports people operations and workplace experience for the US team by coordinating hiring, onboarding, offboarding, employee engagement, office operations, events, vendors, inventory, hardware setup, and leadership support. The role serves as a central point of contact for candidates and employees, manages office and team logistics, and helps maintain a positive, organized, and well-equipped workplace.

Own Sales compensation strategy for the Revenue organization, including market benchmarking, OTE strategy, pay mix guardrails, salary range design, internal equity, and annual compensation cycles. Partner with Sales Leadership, RevOps, Finance, and HRBPs to provide data-driven insights, maintain governance, and align compensation practices with company philosophy and growth objectives.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Leads talent development operations, training coordination, facilitator mentorship, stakeholder engagement, reporting, and continuous improvement. Maintains training calendars, logistics, documentation, and escalation processes while partnering with HR, IT, Facilities, and business teams. Delivers executive-ready insights on participation and business impact, supports trainer onboarding, and ensures consistent, business-aligned training delivery.

Sources, engages, interviews, evaluates, signs, and activates therapists across multiple markets. Manages provider onboarding and credentialing, maintains accurate pipeline data, diagnoses funnel performance, tests sourcing strategies, and collaborates with Operations, Clinical, Growth, Credentialing, and Provider Support teams to expand therapist supply.

Serves as a strategic compensation advisor to senior leaders and People Business Partners. Leads market pricing, job architecture, pay equity, offers, promotions, organizational design, and annual merit, bonus, and equity cycles. Provides guidance on compensation modeling, salary structures, M&A integration, and emerging technical roles. Partners on process improvements, advises executives, mentors analysts, and prepares compensation recommendations while ensuring consistent, defensible pay decisions.

Build AI-enabled automation tools that simplify People Team processes and improve employee experience. Partner with People leaders to identify and prioritize opportunities, redesign workflows, develop reliable integrations, and measure outcomes using data and feedback. The role requires process improvement, software and automation experience, technical fluency across systems and data, strong UX instincts, and the ability to communicate tradeoffs and impact to senior stakeholders.