Top HR & Recruiting Jobs

Provide day-to-day HR support for U.S. and Canadian employees with a California focus: onboarding/offboarding, employee records, benefits and leave administration support, reporting, engagement activities, policy/compliance tracking, and People process documentation. Act as first point of contact for routine HR inquiries and support People Business Partners on administrative workflows to improve employee experience.

Senior HR Business Partner supporting North America and EMEA Sales organizations on talent strategy, workforce planning, organizational effectiveness, leadership development, change management, employee relations, and performance management. The role partners with senior commercial leaders and HR centers of excellence in a high-growth, private-equity-backed environment, using workforce data to guide decisions and supporting organizational transformation across multiple regions.

Leads the enterprise Talent Acquisition function, recruiting strategy, team, hiring standards, executive searches, pipelines, and quality-of-hire initiatives. Partners with the CPO, CEO, executives, and business leaders on workforce planning, market intelligence, compensation benchmarking, and talent decisions. Uses data, AI, and automation to improve recruiting efficiency and decision quality while coaching the recruiting team and supporting scalable growth.

Leads full-cycle recruiting for specialized technical engineering roles supporting CHA’s infrastructure sector. Partners with hiring managers, develops sourcing strategies, interviews candidates, manages requisitions, tracks recruiting metrics, delivers candidate experiences, and uses recruiting technologies to attract talent. Requires extensive technical recruiting experience, preferably within the architecture, engineering, and construction industry, along with sourcing expertise, ATS knowledge, compliance familiarity, and recruiting team management experience.

Serves as the primary HR partner for an assigned employee group in a 24/7 organization. Responsibilities include employee relations investigations, recruiting, onboarding, leave administration, benefits and payroll support, training, performance management, compliance, HRIS maintenance, reporting, and offboarding. The role supports employees across all shifts, advises managers, manages sensitive issues, and promotes inclusive and second-chance employment practices. Occasional travel and availability outside standard hours are required.

Lead and maintain Workday Advanced Compensation domain and support Talent Management/Performance modules. Configure plans, test enhancements, troubleshoot complex compensation and talent workflows, engage HR stakeholders, implement integrations, document changes, and coach junior analysts to ensure data integrity and compliance across global processes.

Leads human resources strategy and operations for two affiliated nonprofit organizations. Oversees organizational development, employee relations, talent acquisition, compensation and benefits, compliance, labor relations, DEIB, engagement, performance management, training, and HR vendors. Advises senior executives, manages the HR team, develops workforce strategies, supports managers, ensures employment-law compliance, and uses data-driven tools to improve employee retention and experience.

Design and develop instructor-led, virtual, digital, and microlearning solutions focused on safety, human performance, and operational excellence. Create storyboards, scripts, assessments, multimedia, AI-generated video and avatar content, and performance support materials. Manage learning projects from kickoff through delivery while collaborating with SMEs and stakeholders. Publish and troubleshoot courses across LMS platforms using SCORM or xAPI, applying instructional design methodologies and maintaining quality and brand standards.

Supports business objectives through HR strategy, employee relations, full-cycle recruiting, onboarding, benefits and compensation administration, compliance, HRIS management, reporting, and change initiatives. Advises employees and leaders, resolves workplace concerns, strengthens communication and engagement, and leads process improvements across manufacturing and office locations. Requires strong relationship-building, business acumen, project management, and knowledge of labor regulations.

Supports HR systems and compensation operations through accurate HRIS data entry, employee lifecycle updates, reporting, dashboard maintenance, personnel action forms, final-check requests, headcount reporting, student eligibility processing, user documentation, and customer service. Maintains confidentiality, follows HR policies and legal requirements, supports audits and decision-making, and collaborates with campus stakeholders in a learning-centered environment.