Top Tech Jobs & Startup Jobs

Leads full-cycle searches for law firm partners, practice groups, General Counsel, and Deputy General Counsel roles. Develops search strategies, conducts market mapping and talent analysis, advises clients on succession planning and compensation, and manages executive-level communications. Builds relationships with legal leaders and candidates, delivers confidential candidate guidance, and maintains CRM records and search reporting. The role is remote, project-based, and may involve occasional travel.

Leads enterprise-wide HR and people strategy, partnering with CEOs and executive teams on talent acquisition, succession planning, leadership development, culture, DEIB, organizational design, workforce planning, change management, compensation, performance architecture, compliance, and HR operations. The role aligns workforce initiatives with business performance, revenue growth, client delivery, and scalable operations while supporting human-centric, AI-enabled workplace transformation.

The Chief People Officer leads the nonprofit’s people strategy, including talent acquisition, succession planning, compensation and benefits, retention, training, leadership development, compliance, equity and inclusion, workplace safety, and organizational culture. As an Executive Team member, this role advises leaders, manages benefits and policies, oversees safety and inclusion committees, partners with the CEO and Marketing teams, and supports organizational effectiveness and employee engagement.

Manages accounts payable and receivable, records and reconciles financial transactions, maintains QuickBooks records, prepares financial statements, supports budgeting and grant reporting, coordinates audits, and ensures compliance with financial regulations and organizational policies.

Own end-to-end multi-state payroll, HRIS administration, compliance, reporting, integrations, and HR operations for clients. Lead HRIS and payroll implementations, system configurations, workflow automation, change management, employee lifecycle processes, and stakeholder workshops. Advise clients on employment law compliance, maintain data integrity and audit readiness, resolve payroll issues, and optimize people processes across varied organizations.

Supports high-volume recruiting across multiple requisitions by sourcing candidates, screening resumes, scheduling interviews, organizing pipelines, communicating with candidates, maintaining ATS data, tracking recruiting metrics, and supporting employer branding. Partners with recruiters, hiring managers, client stakeholders, and HR principals while coordinating multiple engagements and maintaining accurate documentation.

Provides strategic and hands-on HR support for a luxury hospitality community. Responsibilities include optimizing HR processes and systems, onboarding, employee relations, employment-law compliance, workforce planning, seasonal hiring, retention, service-culture training, client relationship management, project delivery, reporting, and executive insights. The role partners with hospitality and food-and-beverage leaders to align people strategies with operational goals and high-touch service standards.

Fractional HR Business Partners support California portfolio companies across employee relations, employment-law compliance, HRIS and payroll training, workforce planning, talent strategy, and post-acquisition integration. They advise local and corporate leaders, manage investigations and corrective actions, identify compliance and culture risks, develop employee feedback channels, and recommend improvements to HR processes, staffing models, and employee experience. Engagements are remote-first, project-based, and may include periodic on-site client support.

Own client relationships and delivery quality for high-volume recruiting engagements. Lead and coach recruiter teams, manage requisition prioritization and capacity planning, oversee recruiting metrics and reporting, partner with hiring managers on workforce strategies, and ensure strong candidate experience, ATS data accuracy, and pipeline velocity across multiple client engagements.

Lead full-cycle retained and engaged executive searches placing lateral law firm partners, General Counsel, CHROs/CPOs and other senior HR/legal executives. Manage client relationships, grow a personal book of business, deliver market intelligence and advisory on compensation and partner portability, and ensure exceptional candidate experience while operating independently in a remote, performance-driven environment.