Top HR & Recruiting Jobs

Leads a global talent acquisition team supporting Go-To-Market and G&A functions. Manages and develops recruiters, partners with stakeholders on hiring plans, oversees recruiting capacity and requisitions, improves global processes, and uses AI-powered tools to enhance recruiting effectiveness and candidate engagement. Requires extensive recruiting and people-management experience, including sales recruiting in a SaaS environment.

Own full-cycle recruiting for engineering and GTM teams, including sourcing, screening, interview coordination, offers, closing, and candidate experience. Build scalable hiring processes, scorecards, dashboards, funnel metrics, ATS workflows, and AI-enabled recruiting automation. Advise hiring managers, manage senior candidate negotiations, and establish the company’s foundational recruiting function.

Lead the configuration, optimization, and support of Workday HR and payroll solutions across HCM, Payroll, Absence, Time Tracking, Talent, and Compensation. Develop business processes, calculated fields, security roles, reports, dashboards, and testing strategies. Ensure data quality, audit readiness, release management, and system reliability while advising stakeholders, resolving complex issues, mentoring team members, and guiding best practices.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Lead and scale a team of People Business Partners to act as trusted advisors to executives. Build operating models, run talent calibrations, develop managers, translate people data into recommendations, handle complex employee relations, and partner with Talent, Total Rewards, and People Ops to align people programs with business needs.

Serves as a trusted HR advisor to corporate managers and employees across the Coach brand. Oversees employee lifecycle processes, employee relations, performance management, talent development, organizational change, HR programs, compliance, and HRIS data. Partners with HR, Total Rewards, Talent Acquisition, Finance, Legal, and Learning & Development teams while analyzing HR metrics and supporting engagement, organizational effectiveness, and workforce planning.

Leads people strategy for a go-to-market sales organization, partnering with executive leaders on workforce planning, talent development, succession, organization design, culture, and change management. Uses people data and AI-enabled tools to guide decisions affecting growth, productivity, and margins. Coordinates HRBP, centers of excellence, and shared services while addressing regional and matrixed workforce complexity.

Leads R&D learning-product and enablement strategy, roadmap, onboarding, knowledge solutions, AI adoption, workflow automation, and technical learning programs. Partners with engineering, product, design, business technology, security, and vendors to create scalable tools, prototypes, communities, and self-service resources. Owns discovery, requirements, program delivery, adoption measurement, and continuous improvement while influencing cross-functional stakeholders without formal authority.

Lead enterprise talent management strategy and multi-year priorities. Design, pilot, implement, and scale talent practices that improve assessment, development, deployment, and retention. Partner with senior HR and business leaders, manage complex cross-functional initiatives, integrate AI and automation, establish success metrics, and translate organizational trends into actionable enterprise insights and recommendations.

Own the global HR process operating model across employee relations, performance management, separations, talent operations, compliance, mobility, and contingent workforce. Design standardized workflows, documentation, governance forums, knowledge-management practices, and change processes. Partner with HR, Legal, Technology, and AI teams to build scalable, AI-ready HR service delivery while preserving human judgment for critical decisions.