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Coordinate adult engagement and fundraising initiatives across a multi-regional geography while managing donor relationships and stewardship. Oversee the organization of expedition trips and provide operational support to regional leadership teams.
The International Recruitment Specialist is responsible for selling seasonal exchange programs to U.S. businesses and fostering ongoing relationships with host employers. They will manage the full recruitment cycle, including prospecting, cold calling, and hiring program participants for host organizations.
The Technical Recruiter will own full-cycle hiring for mid-level and senior engineering roles across software and hardware teams. They will partner with engineering leaders to develop sourcing strategies and manage the end-to-end interview process for domestic and international candidates.
The Senior Manager will lead the development and execution of integrated project plans and change management strategies for key transformation initiatives. They will partner with cross-functional leaders to drive organizational readiness, manage project dependencies, and ensure measurable business outcomes.
The Senior Manager will oversee the development and execution of integrated project plans and change management strategies for key transformation initiatives. They will collaborate with cross-functional stakeholders to drive organizational readiness, remove obstacles, and ensure measurable business outcomes.
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You will serve as a trusted HR advisor to large clients, researching and resolving complex business challenges using ADP products. Additionally, you will provide proactive recommendations, best practices, and training to ensure client satisfaction and success.
You will be responsible for managing and scaling influencer portfolios while scouting new talent to join the agency. Additionally, you will negotiate brand deals and develop strategic content plans to help creators monetize their presence.
The Senior Recruiter will drive end-to-end recruiting strategies to scale high-priority initiatives across engineering, manufacturing, and leadership functions. They will act as a strategic partner to executive leadership, managing headcount planning and building strong candidate pipelines.
The Principal HRBP will partner with senior Sales leaders to drive organizational strategy, talent development, and AI-enabled ways of working. They will manage complex HR initiatives including organizational design, performance cycles, and compensation planning to support a high-performing GTM organization.
The Talent Acquisition Business Partner is responsible for full-cycle recruitment, including sourcing, screening, and interviewing candidates, with a primary focus on BCBA roles. They also partner with HR and hiring managers to manage the onboarding process and ensure compliance with company policies and KPIs.
You will manage high-volume candidate pipelines by screening and evaluating AI engineering talent using AI-native tools. Your role involves maintaining a rigorous hiring bar and establishing efficient, system-based recruiting processes.
The Student Recruiter II will coordinate undergraduate recruitment efforts in the Houston and Austin regions by engaging with prospective students, families, and school counselors. They will manage recruitment activities such as school visits, college fairs, and information sessions to support university enrollment goals.
The Senior Manager, HR Technology leads the strategy, governance, and implementation of HR technology solutions to support business objectives and enhance employee experience. This role acts as a product owner for HR platforms, managing roadmaps, system operations, and cross-functional partnerships to ensure scalable and compliant technology delivery.
The Director leads the organization's compensation, benefits, and wellness strategies to attract and retain a high-performing workforce. They serve as a senior advisor to executive leadership on total rewards, incentive design, and workforce cost modeling while overseeing the compensation and benefits teams.
The specialist will conduct full life-cycle recruitment, including sourcing, screening, and onboarding for assigned divisions. They will also consult with internal stakeholders to develop effective recruitment strategies and ensure compliance with EEO and affirmative action policies.
The Regional Talent Partner will manage the full life cycle of recruiting, including sourcing, screening, and collaborating with hiring managers to build candidate pipelines. Additionally, the role involves maintaining HR support documentation, initiating onboarding processes, and ensuring compliance with agency and state regulations.
The HR Coordinator will manage full-cycle recruiting coordination, including job postings, screenings, and interview scheduling. Additionally, they will support HR administration, onboarding/offboarding processes, and employee engagement initiatives.
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The Talent Acquisition Specialist will manage the full-cycle recruiting process for technical and cleared roles, including sourcing, screening, and candidate pipeline management. They will also contribute to broader talent initiatives such as market research, university recruiting, and process improvement.
The HRIS Analyst will support the Oracle HCM platform by performing system configuration, data maintenance, and basic troubleshooting. They will also assist in documenting user requirements, participating in system testing, and providing support to end-users.
The role involves managing the full-cycle recruitment process for technical positions, from sourcing and screening to offer management and onboarding. You will partner with hiring managers to develop strategic hiring plans and utilize data-driven insights to optimize recruitment efficiency.
The Senior Employee Experience Partner serves as the primary HR contact for a defined portfolio, managing employee relations, investigations, and organizational change. They are responsible for building manager capability through coaching and ensuring consistent, high-quality HR support across global regions.
The Senior Strategic Sourcing Specialist manages the end-to-end RFP process, including vendor research, contract negotiation, and spend analysis. They are responsible for ensuring compliance with procurement standards and delivering reports on savings and KPIs to support client operations.
The Social Engagement Specialist will develop and execute social-first content to promote the American Red Cross mission across various digital platforms. They will also serve as a primary point of contact for internal teams to translate business goals into engaging social media strategies.
The Talent Acquisition Specialist manages the end-to-end recruitment process for clinical and non-clinical roles, including sourcing, screening, and onboarding candidates. They also partner with hiring managers to provide recruitment guidance, ensure compliance with labor laws, and support organizational branding initiatives.
The Talent Acquisition Specialist manages the end-to-end recruitment process for clinical and non-clinical roles, including sourcing, screening, and onboarding. They also serve as a recruitment advisor to hiring managers and ensure all hiring practices comply with organizational policies and labor laws.
The Training Coordinator will manage the Learning Management System and collaborate with subject matter experts to develop high-quality training and professional development experiences. They are also responsible for maintaining training records, analyzing feedback for improvements, and providing ongoing support to team members.
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The Senior Consultant will lead organizational change management workstreams for complex client engagements, including strategy development, stakeholder engagement, and executive coaching. They will also contribute to practice development by mentoring junior staff and refining internal delivery methodologies.
The Senior Specialist will lead complex workplace investigations and provide expert guidance to leaders on sensitive employee relations matters. They will also analyze ER data to identify systemic trends and partner with cross-functional teams to ensure consistent policy application.
The recruiter will manage the full recruitment lifecycle, including sourcing, interviewing, and partnering with hiring managers to fill technical and corporate roles. They are responsible for maintaining talent pipelines, ensuring a positive candidate experience, and managing requisitions within the applicant tracking system.
The Senior Workforce Management Professional will develop and maintain comprehensive forecasting models to determine staffing requirements and optimize call center efficiency. They will collaborate with cross-functional teams to align call demand with agent supply and provide strategic insights for workforce decision-making.
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