Top Remote Cybersecurity HR & Recruiting Jobs

Lead redesign of performance management and talent planning, define roadmap, partner with People Technology and Analytics, drive adoption through change management, enablement, and succession frameworks, and deliver dashboards and operational discipline across a global, remote organization.

Lead design, configuration, and deployment of Workday Talent and Compensation processes (Calibration, Succession, Compensation data loads, M&A integrations). Serve as technical lead for high-complexity Workday projects, mentor juniors, manage release cycles, and partner with global HR and compensation teams to support global expansion and optimization.

Lead and own Workday as the HRIS system owner: govern configuration, manage integrations, build reports/dashboards, enforce controls, mentor the HRIS analyst, coordinate consultants, ensure compliance, and drive scalable global HRIS processes and change management.

Lead and optimize global people operations, managing onboarding, compliance, employee data, vendor relations, and team development while driving employee experience and operational excellence.

Lead talent acquisition across the organization by sourcing and hiring for technical and non-technical positions, ensuring an exceptional candidate experience and fostering employer branding.

The HR People Partner will enhance Silverfort's people experience, fostering relationships across teams and collaborating with leaders on HR initiatives to drive success.

Lead strategy, activation, and adoption of the Talent Matters internal marketplace. Drive cross-functional alignment, change enablement, skills-based workforce planning, measurement, and platform enhancements to scale experiential learning, internal mobility, and measurable talent outcomes.

Manage end-to-end biweekly payroll for salaried and hourly employees, handle multi-state tax and compliance matters, maintain payroll data and Carta equity records, liaise with vendors, respond to payroll inquiries, and support audits.

Coordinate and schedule interviews with recruiters, hiring managers, and candidates; manage high-volume scheduling; resolve conflicts; maintain confidentiality; ensure a positive candidate experience; and use ATS and scheduling/scheduling-support tools to streamline processes.

Serve as strategic TA advisor to business leaders and HR partners; lead full‑cycle recruiting for critical roles, develop sourcing pipelines, advise on offer strategy, improve TA processes, and coach recruiters and hiring managers to drive talent attraction and hiring outcomes.