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The Director manages the enterprise initiative roadmap and acts as the central coordinator for organizational change and project execution. They are responsible for designing change management strategies, tracking adoption metrics, and ensuring alignment across all operational initiatives.
Identify client needs to recommend tailored insurance solutions and generate leads through networking and company resources. You will also educate clients on policy options and follow up with prospects to close sales.
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The recruiter is responsible for sourcing, screening, and interviewing candidates to meet client hiring needs. They also manage the onboarding process, including background checks and maintaining the applicant tracking system.
The Director of Organizational Development will lead key workstreams to build frameworks, processes, and tools that support long-term organizational effectiveness. This role partners with senior leaders and HR business partners to drive organizational design, change management, and leadership alignment initiatives.
The Talent Acquisition Specialist will partner with hiring managers to identify and recruit diverse, high-value candidates for various business units. This role involves executing recruitment strategies, managing the full-cycle hiring process, and proactively building talent pipelines using CRM tools.
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Candidates are invited to join a talent pool to be considered for future roles that align with their skills and experience. Members will be among the first to be notified of new job openings as the company expands.
The Director, HR Business Partner leads the people agenda for Humana Healthy Horizons by aligning talent and organizational strategies with business growth objectives. This role serves as a trusted partner to senior leadership, overseeing workforce planning, organizational design, and the execution of HR initiatives for Medicaid programs.
The HR Assistant will provide administrative support across the staff member lifecycle, including recruitment, onboarding, and performance management. They will also maintain accurate HR records, coordinate benefits and payroll, and assist with process improvements.
The HR Analyst is responsible for collecting, structuring, and analyzing HR data to support strategic decision-making and cyclical HR processes. They will prepare reports, create presentations, and leverage AI tools to identify trends in attrition, turnover, and compliance.
You will own the full-cycle recruiting process end-to-end, managing a diverse mix of technical and go-to-market roles. You will partner closely with hiring managers to define profiles, build hiring plans, and execute creative sourcing strategies to scale the team.
The recruiter will lead intake meetings with hiring managers to define position requirements and develop effective sourcing strategies. They are responsible for evaluating candidate profiles, managing the recruitment cycle, and providing consultative expertise to hiring leaders.
The Talent Development Manager will oversee the internship program, including managing intern paperwork, onboarding, and offboarding. They will also organize outreach campaigns to source new interns and ensure compliance with attendance and activity records.
The HR Intern will support the HR team with onboarding, offboarding, payroll, and administrative tasks. They will also assist with HR reporting, data analysis, and special projects as directed by HR Generalists.
The recruiter will collaborate with hiring leaders to identify, attract, and present qualified candidates for corporate and technology roles. They are also responsible for managing candidate pipelines, conducting phone screenings, and coordinating onboarding activities.
The Technical Sourcer will partner with engineering leadership to conduct market intelligence and execute sophisticated sourcing strategies for complex technical roles. They are responsible for building robust candidate pipelines through deep market analysis and personalized outreach to passive talent.
The Talent Acquisition Specialist will manage the full life cycle of recruiting to convert qualified candidates into employees aligned with company values. They will also act as a business partner to hiring managers, manage the ATS, and ensure compliance with OFCCP guidelines.
The Talent Acquisition Sourcer is responsible for identifying and building a pipeline of top talent through proactive outreach and strategic sourcing methods. They will collaborate with recruiters and hiring leaders to support recruitment efforts while staying informed on industry trends and market conditions.
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The HR Service Manager leads a global team to deliver accurate and consistent HR administrative services while driving process standardization and automation. They partner with business leaders to address operational needs and ensure high-quality service delivery across all supported regions.
The Seasonal Coordinator facilitates virtual hiring events by managing host employer needs, scheduling interviews, and providing technical support to stakeholders. They are also responsible for maintaining accurate hiring records in the database and communicating effectively with international representatives.
The Senior Talent Partner will drive hiring strategy for technical functions and manage full-cycle recruiting for complex Web3 roles. They will act as a strategic partner to engineering leadership to improve talent quality and refine structured hiring practices.
The Talent Acquisition Specialist is responsible for managing full-cycle internal hiring across North America and acting as a subject matter expert for recruitment strategies. They will source candidates, analyze hiring metrics, and partner with leadership to implement effective talent acquisition goals.
The Employee Relations & Ethics Partner serves as the lead investigator for workplace misconduct, harassment, and ethics complaints across a national footprint. They also manage internal controls, ethics hotlines, and provide guidance on workforce actions and compliance audits.
You will manage the operational core of the company, including payroll, benefits, HR operations, and end-to-end onboarding and offboarding. Additionally, you will lead recruiting for non-director roles and partner with the EVP of Human Resources on employee relations and performance management.
Manage global employee life-cycle changes within the HRIS platform, including compensation, leaves, and organizational updates. Maintain accurate tracking spreadsheets and assist with HR compliance audits and reporting for Finance and HR teams.
The People Partner provides proactive and reactive human resources support, coaching, and consultative advice to managers and employees within designated business units. They facilitate talent processes, manage employee relations, and leverage data analytics to drive business outcomes and enhance the employee experience.
The Human Resources Generalist will support employee onboarding, orientation, and ongoing HR administrative needs. They are also responsible for maintaining accurate personnel records and assisting with departmental compliance and engagement initiatives.
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The HR Coordinator manages onboarding processes, including background checks, certification verifications, and document reclassification within the UKG system. They also conduct regular audits, maintain HR data integrity, and provide support for HR policies and employee inquiries.
The HRIS Analyst will configure, maintain, and improve the Workday platform, focusing on Core HCM and cross-module projects. They will also manage the support ticket queue, ensure system compliance, and partner with stakeholders to translate business requirements into scalable solutions.
The Talent Acquisition Coordinator will manage interview scheduling, candidate communications, and pipeline data within the applicant tracking system. They will also assist with job postings, offer letter preparation, and pre-hire documentation to ensure a positive candidate experience.
The Contract Recruiter will partner with leadership and HR to identify, attract, and engage qualified candidates, primarily for technical engineering roles. They will manage the full-cycle recruiting process, maintain accurate records in the ATS, and contribute to process improvement initiatives.
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