Top HR & Recruiting Jobs

Coordinate interviews, calendars, candidate communications, and recruiting logistics. Manage Greenhouse and Gem workflows, data quality, reports, and dashboards. Partner with recruiters and hiring managers to improve hiring processes, candidate experience, and recruiting operations while owning process improvement projects.

Coordinates talent acquisition operations from job creation through week-one onboarding. Manages offers, background checks, drug screens, references, compliance paperwork, HRIS updates, IT readiness, recruiting workflows, staffing agency coordination, candidate communications, reporting, and records. Administers JazzHR, maintains job descriptions and process documentation, supports recruiting events, trains hiring managers and team members, and identifies workflow improvements. Ensures accurate, timely handoffs among Talent Acquisition, People Operations, onboarding, IT, and hiring managers.

Lead live training and readiness programs for AEs, BDRs, and other customer-facing teams. Deliver bootcamps, workshops, role plays, and skills sessions; adapt curriculum, partner with field managers, gather feedback, maintain LMS content, and improve training effectiveness. The role requires strong facilitation, sales or enablement credibility, collaboration, and comfort working in an evolving environment.

Provides full-cycle HR support, including recruiting, onboarding, offboarding, employee records, benefits, leave administration, payroll and timekeeping support, HR systems administration, employee relations, compliance, communications, audits, and HR projects. Advises leaders on policies and performance matters, resolves employee concerns, supports engagement initiatives, and maintains accurate HR processes and documentation in an onsite manufacturing environment.

Advises on the design, implementation, administration, and governance of performance management and talent development programs. Partners with HR and business leaders, develops talent solutions and programs for key employee populations, uses analytics to identify development opportunities and measure effectiveness, manages vendor relationships, and supports risk and compliance requirements. Requires strong executive communication, strategic talent management experience, and knowledge of talent technology solutions.

Own full-cycle go-to-market recruiting for sales, solution engineering, customer success, forward-deployed engineering, and marketing roles. Partner with hiring managers, source candidates using AI tools, manage pipelines and reporting in Ashby, deliver strong candidate experiences, close offers, and improve recruiting processes. The role focuses mainly on US hiring while supporting global searches across the US and Europe.

Provides clinical staff training and professional development across the organization, interpreting hospital policies, practice standards, and regulatory requirements. Collaborates with departments, presents information in multiple formats, and may oversee direct or indirect patient care. Requires relevant clinical education, professional licensure, BLS certification, and preferably five years of healthcare experience. Additional specialty certifications may be required based on unit assignment.

Supports the respectful workplace program by investigating and resolving harassment, discrimination, violence, and other misconduct matters. Conducts formal investigations, provides conflict resolution, manages non-medical accommodations, assesses conflicts of interest, supports regulatory and litigation inquiries, delivers training, monitors legislation, and analyzes case trends to identify systemic risks and prevention opportunities.

Coordinates core People Team processes across multiple locations, including employee lifecycle administration, HRIS data integrity, benefits support, employee inquiries, compliance documentation, separations, leave and accommodation tracking, reporting, and HR process optimization. Partners with People Business Partners, HR Operations, benefits vendors, and employees to provide accurate, timely, confidential, and service-oriented support.

Advises business leaders on talent management, workforce planning, organizational development, performance processes, engagement, compliance training, learning gaps, and onboarding. Partners with managers, executives, senior HR professionals, and centers of excellence to address workforce trends, talent issues, organizational change, and business needs. Supports the Engineering Operations team and may lead cross-functional HR projects.