Top HR & Recruiting Jobs

Serves as a strategic HR business partner to senior Employee Success executives. Advises on organizational strategy, transformation, AI integration, leadership coaching, succession, compensation, workforce planning, engagement, retention, and executive hiring. Uses workforce analytics to connect employee metrics with business outcomes, coordinates Legal, Finance, and HR stakeholders, manages location strategy, and advises on global data sovereignty and talent development.

Designs and scales hands-on learning experiences for Customer Success Managers, including interactive training, train-the-trainer programs, job aids, tool guides, and enablement content. Partners with product, project, readiness, and regional teams to launch role-based training. Facilitates global and regional sessions, gathers learner feedback, evaluates content effectiveness, and continuously improves training quality and relevance as workflows and AI tools evolve.

Leads the development and maintenance of multimodal customer learning content, including guides, presentations, training, assessments, events, and videos. Translates complex Salesforce product concepts into accessible educational experiences, coordinates cross-functional stakeholders, maintains content through product releases, and establishes quality standards. Uses AI tools to improve content workflows and supports best practices for AI-assisted development.

Reviews, updates, and maintains employee handbooks and workplace policies to align with state and federal employment laws. Provides HR administrative support, including employee records, onboarding and offboarding, background checks, employment verifications, documentation, and routine employee and client inquiries. Partners with clients, HR leaders, and legal teams to communicate policy updates, regulatory changes, and documentation requirements.

Coordinates human resources operations for a medical center, including onboarding, orientation, employee records, HRIS updates, benefits liaison activities, performance appraisal processes, licensure and employment eligibility monitoring, policy interpretation, employee relations support, reporting, personnel files, and recognition events. Advises managers and employees on personnel matters and helps maintain HR policies, job descriptions, and organizational requirements.

Leads enterprise organizational development and leadership experience initiatives, including leadership strategy, competency frameworks, talent readiness, learning programs, change management, communications, vendor coordination, and program evaluation. The role identifies leadership capability gaps, supports employee development and succession planning, drives organizational effectiveness, and measures adoption of complex changes across diverse healthcare teams.

Supports day-to-day HR operations, including onboarding, employee data and HRIS management, compliance tracking, personnel records, performance and compensation processes, employee inquiries, engagement activities, reporting, audits, and employee lifecycle coordination. Serves as a resource to employees and leaders while ensuring accurate, confidential, compliant, and service-oriented HR administration.

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.