Top Remote Senior Level HR & Recruiting Jobs in Nashville, TN

Lead design and execution of compensation and incentive programs for assigned business lines. Manage annual compensation review, market surveys, incentive governance, compliance analysis, ad hoc compensation analytics, and strategic compensation projects in partnership with finance, compliance, risk, and HR business partners.

Lead end-to-end talent acquisition for designated client groups, using advanced sourcing and screening to fill technical and engineering roles. Advise hiring managers and leaders on market trends, negotiate complex offers, mentor junior recruiters, maintain ATS data integrity, track KPIs, and drive continuous improvement and employer branding.

Own design, governance, and continuous improvement of People Operations processes for onboarding, offboarding, payroll, benefits, compliance, and reporting. Build SOPs, dashboards, and data integrity controls; partner with HRBPs, Finance, IT, and Legal. Serve as operational leader and escalation point, support scaling to 500+ employees and special initiatives (M&A, audits, workforce changes).

Provide functional Workday support across modules: analyze, develop, test, implement configuration and process improvements, ensure data integrity, troubleshoot, document processes, create training, and partner with HR, TA, Payroll, and IT to scale automation and adopt best-in-class HR solutions.

Lead full-cycle recruiting for Go-To-Market and Corporate functions (Sales, Marketing, Finance, Accounting, HR). Source passive candidates, run intake and interview processes, build candidate profiles and scoring rubrics (using AI tools), manage multiple requisitions in the ATS, negotiate offers, and partner with hiring managers and People Experience to close talent quickly and keep pipelines current.

Own and optimize end-to-end recruiting workflows, administer and scale the recruiting tech stack, ensure data integrity and reporting, enable recruiters and hiring managers through training and playbooks, and partner cross-functionally on capacity, headcount, and integrations to improve hiring speed and quality.

Lead People & Culture strategy for a fast‑growing, remote workforce development organization. Build and scale talent acquisition, HR operations, compensation, performance, leadership development, and culture programs. Partner with senior leaders on org design, succession, and high‑stakes people decisions. Manage multi‑state compliance, benefits, HRIS, and employee relations while supporting growth and distributed teams.

Coordinate end-to-end hiring operations for Project Farma: liaison between TA, hiring managers, and operations; manage interview scheduling, ATS tracking, offer coordination, pre-hire logistics, reporting, and process improvements to ensure a timely, professional candidate and stakeholder experience.

Lead full-cycle recruiting for corporate, G&A, product, and engineering roles. Partner with hiring leaders on strategy, build pipelines, manage multiple searches, improve recruiting operations, create reporting and dashboards, and deliver an excellent candidate experience in a fast-growing startup.

Own employee lifecycle administration and HR systems while improving workflows through automation and AI. Administer Rippling and other People tech, configure automations, maintain data integrity, support hires/promotions/offboarding, operationalize recurring People programs, build documentation and self-service resources, and partner with People teams to increase operational leverage and employee satisfaction.