Top HR & Recruiting Jobs

Supports the Director of Human Resources with recruiting, screening, hiring, orientation, onboarding, HR administration, employee relations, compliance, payroll and benefits questions, and confidential personnel-file maintenance. Advises management and field staff on HR concerns, protects company and patient information, and ensures adherence to policies and regulations. Requires strong administrative, communication, problem-solving, organization, and multitasking skills, Microsoft Office proficiency, and at least two years of HR experience.

Develops and delivers IT and end-user training for computer hardware and application software. Responsibilities include researching and revising courses, creating instructor and student materials, preparing training catalogs, and conducting classroom courses, workshops, and seminars. The role requires five years of relevant experience, an IT instructor/trainer certification, and an IT-II Non-Critical Sensitive or Tier 3 security clearance.

Partners with manufacturing leaders to develop people strategies supporting safety, quality, throughput, and cost goals. Advises managers on employee relations, performance management, investigations, conflict resolution, and leadership effectiveness. Drives engagement, retention, organizational change, and inclusive workplace practices for shift-based manufacturing operations. Uses workforce metrics to guide decisions and serves as the primary on-site HR presence for the assigned shift.

Advise managers and employees on employee relations, investigations, policies, employment-law compliance, compensation, benefits, performance management, and succession planning. Analyze HR data and recommend retention and workforce strategies. Support organizational change, engagement, leadership development, talent acquisition, onboarding, HR reporting, automation, and process improvements. The role works remotely and has no travel or direct-report responsibilities.

Administer, configure, and architect the Workday HCM platform across core HR, absence, time, compensation, talent, recruiting, and performance. Design business processes, integrations, reports, security controls, and system enhancements; maintain data integrity, governance, compliance, and release management. Partner with HR, Payroll, IT, vendors, and leadership to translate requirements into scalable solutions, resolve issues, provide training, and lead cross-functional initiatives.

Conducts complex, full-cycle workplace investigations involving harassment, discrimination, retaliation, misconduct, wage, and policy concerns. Interviews involved parties, analyzes evidence, documents defensible findings, applies employment laws, and recommends risk mitigation. Partners with HR, legal, payroll, and business leaders, identifies systemic trends, supports workforce actions, and contributes to investigative standards, training, and process improvements.

The Compensation Consultant advises executives on compensation strategy, job architecture, pay structures, and total rewards. Responsibilities include analyzing market data, developing models and dashboards, leading compensation program design and implementation, managing large-scale initiatives, supporting change management, and ensuring regulatory compliance. The role partners with legal, finance, and people teams while providing strategic recommendations and maintaining compensation governance.

Supports HR programs across two manufacturing sites, including benefits, leave administration, employee and labor relations, recruiting, onboarding, training compliance, HRIS updates, employment-law compliance, retirement programs, workers’ compensation, and union contract administration. Coordinates open enrollment, handles employee inquiries, maintains confidential records, and partners with payroll, benefits administrators, supervisors, and employees. Requires travel to the Cardington, Ohio site twice monthly.

Manage day-to-day HR operations across two locations and a field sales team. Responsibilities include recruiting, onboarding, employee lifecycle transactions, benefits, leave, payroll changes, performance management, talent development, compliance, reporting, and HR process improvement. The role partners with managers and centralized teams, maintains Workday records, supports workforce planning, and contributes to strategic HR initiatives while developing broader leadership responsibilities.

Provide HR administrative support including new-hire onboarding, employee lifecycle data entry and file maintenance, HRIS implementation assistance, regulatory reporting support, third-party vendor follow-up, and special projects assigned by the CHRO.

Serves as a strategic HR consultant and partner to business leaders, providing guidance on employee relations, compensation, talent planning, performance management, learning and development, organizational change, and employee engagement. Uses data and responsible AI tools to support decision-making and continuous improvement, manages HR initiatives, and aligns HR services with business objectives.

Supports People Operations for assigned client groups, including onboarding, I-9 processing, screenings, payroll and employee-status changes, personnel-file maintenance, data audits, PTO reconciliation, benefits and employee programs, invoices, communications, and termination administration. Provides employee and candidate support, coordinates with internal teams, maintains compliance, serves as backup for colleagues, and contributes to process improvements and standard operating procedures.

Leads enterprise talent and performance management strategy, including performance platforms, succession planning, career architecture, workforce planning, leadership development, executive coaching, 360 feedback, and talent reviews. Advises senior leaders, aligns performance with compensation and development outcomes, oversees coaching programs, and leads a high-performing talent team. The role is based in Boston with on-site presence four days per week.

Leads full-cycle recruitment for Suffolk’s Mission Critical business, serving as a strategic talent advisor to hiring managers and leaders. Responsibilities include sourcing and assessing candidates, building talent pipelines, managing hiring logistics, conducting market and competitor research, maintaining iCIMS records, providing search updates, and improving recruiting processes. The role requires strong stakeholder influence, consultative recruiting skills, and the ability to manage complex searches in a fast-paced environment while working onsite four days weekly.

Designs and enhances leadership development programs across instructor-led, virtual, eLearning, self-guided, and blended formats. Applies instructional design methodologies, adult learning principles, and the ADDIE process to create effective learning solutions. Responsibilities include curriculum development, facilitation support, content maintenance, learning solution recommendations, and development of instructional standards, processes, and templates.