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The HR Generalist will oversee benefits administration, payroll accuracy, HR systems, and multi-state compliance for employees and contractors. They will also serve as the primary point of contact for employee relations and support process improvement initiatives.
The HR Operations Coordinator will manage day-to-day HR functions including leave administration, onboarding, offboarding, and compliance documentation. They will also serve as a point of contact for employee inquiries and support HR systems and reporting.
The recruiter will manage the full-cycle recruitment process, including sourcing, screening, and pipeline management to meet hiring goals. They will also collaborate with leadership on employer branding, campus engagement, and the implementation of AI-driven recruitment tools.
The Specialist will support the administration and delivery of Total Rewards programs, including compensation, benefits, and wellness initiatives. They will ensure accurate program administration, regulatory compliance, and provide responsive customer service to employees and vendors.
You will serve as a strategic People Business Partner, owning performance management, employee relations, and manager coaching for your business groups. Additionally, you will drive People Operations by implementing automation, optimizing the HR tech stack, and managing the employee lifecycle.
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Lead full-cycle recruiting for a portfolio of roles, including sourcing, intake, and offer management. Partner with hiring leaders to build effective hiring strategies and ensure a high-quality, inclusive candidate experience.
The Director will lead the global strategy, design, and administration of benefits programs across more than 30 countries. They will partner with regional HR teams and vendors to ensure programs are competitive, compliant, and aligned with business objectives.
The Senior Associate will lead full-cycle technical recruiting for AI/ML, software engineering, and infrastructure roles to support AI transformation initiatives. They will partner with engineering leaders and the CTO to define hiring strategies, build talent pipelines, and develop rigorous technical interview frameworks.
The Assessment Specialist conducts eligibility and safety assessments for the Ohio Home Care program and develops personalized care plans for individuals. They are responsible for documenting all interventions and connecting clients with essential community resources.
The Internal Recruitment Resourcer will manage the end-to-end recruitment process, including sourcing, interviewing, and onboarding candidates for UK and US offices. They will also partner with hiring managers to develop recruitment strategies and maintain talent pipelines.
The analyst will resolve Tier 1 HR queries and maintain employee lifecycle data within the Workday system. They are also responsible for managing onboarding and exit formalities while ensuring adherence to established SLAs and KPIs.
The Seasonal HR Coordinator will manage the end-to-end onboarding and off-boarding processes for seasonal staff, including conducting virtual I-9 inspections and orientation sessions. They will also serve as the primary point of contact for new hire inquiries and ensure all HR systems and personnel records are accurately maintained.
The HR Operations Manager leads the delivery of operational services including payroll, benefits, and talent acquisition while supervising a team of HR professionals. Additionally, the role serves as an HR Business Partner to provide strategic guidance on workforce planning, employee relations, and organizational effectiveness.
The role involves handling inbound and outbound communications via email, chat, or phone to explain benefit plans to clients. Additionally, the position requires performing data entry, administrative tasks, and collaborating with team members in a virtual environment.
You will manage the end-to-end candidate experience, including inbound triage, first-round screens, and scheduling. You are responsible for maintaining accurate data in the applicant tracking system and utilizing AI tools to streamline recruitment workflows.
The HR Business Partner will manage core HR processes including onboarding, performance assessment, and employee development while partnering with product CEOs on people matters. They will also design engagement initiatives based on data insights and promote corporate culture across the organization.
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The recruiter is responsible for sourcing, screening, and negotiating with healthcare professionals to fill travel assignments. They must also build relationships with candidates and clients while meeting productivity and revenue goals.
You will identify and hire high-impact talent to support supply chain, operations, procurement, and manufacturing functions. You will partner closely with hiring managers to scope roles and build scalable recruiting processes in a fast-paced environment.
You will identify and hire talent to support supply chain, operations, procurement, and manufacturing functions. This role involves partnering closely with hiring managers to build pipelines and scale teams in a fast-paced environment.
The Intake & Engagement Specialist serves as the primary point of contact for customers, educating them on AAC devices and guiding them through the intake process. They are responsible for nurturing leads, conducting product demonstrations, and ensuring all patient documentation is accurate and compliant.
The recruiter will manage the full lifecycle of hiring for specialized technology, data, and AI roles across the organization. They will also serve as a consultative advisor to hiring leaders to develop effective sourcing strategies and calibrate role requirements.
The Procurement Manager is responsible for managing end-to-end procurement activities for IT and HR services, including defining global category strategies and supplier selection. They will lead contract negotiations, drive cost reductions, and ensure compliance with procurement processes while building strategic supplier relationships.
The Technical Recruiter manages full-cycle recruiting for corporate, federal, and DoD contract roles across architecture and engineering disciplines. They partner with hiring managers to source, screen, and evaluate diverse talent while ensuring compliance with federal standards and internal policies.
The Learning and Development Specialist will design, develop, and maintain comprehensive training programs including onboarding and product-specific initiatives. They will collaborate with cross-functional teams to create e-learning content, manage LMS administration, and ensure training materials remain current.
The Technical Recruiter manages the full-cycle recruitment process for technical roles including Engineering, Data, and Product. They are responsible for developing sourcing strategies, building relationships with candidates, and partnering with hiring managers to meet organizational hiring goals.
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The Senior Talent Acquisition Specialist manages the full recruitment lifecycle for India-based roles while partnering with leadership to execute strategic hiring initiatives. They are responsible for building talent pipelines, improving recruitment processes, and serving as a trusted advisor on market trends and compensation.
The specialist is responsible for delivering product training to internal and external clients while maintaining compliance with protocols. They also provide technical expertise, evaluate training effectiveness, and manage training documentation.
The Regional HRBP will partner with regional executives to align workforce plans with business goals and manage talent acquisition and succession planning. They are also responsible for overseeing performance management, ensuring labor law compliance, and driving a high-performance culture across the region.
You will manage the entire employee journey for your assigned areas, acting as a central point of contact and coach for both employees and leadership. Additionally, you will lead internal projects and optimize workflows through the targeted use of AI tools.
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