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The Talent Acquisition Partner manages the full recruitment lifecycle, including sourcing, interviewing, and partnering with hiring managers to meet organizational growth needs. They are responsible for maintaining accurate ATS records, analyzing recruitment metrics, and delivering a positive candidate experience.
You will lead client requirements and design sessions while configuring and delivering Workday Recruiting solutions. Additionally, you will mentor junior team members and contribute to internal organizational growth initiatives.
You will lead and develop the recruiting team while managing the full-cycle recruitment process for a global, distributed organization. Additionally, you will define and track key performance metrics to ensure hiring quality and speed while building scalable sourcing strategies.
The Senior HRIS Analyst will serve as the primary functional expert for Workday, responsible for configuring, maintaining, and optimizing HCM, Benefits, Payroll, and Learning modules. They will also design and support integrations, develop complex reports, and partner with cross-functional teams to drive system enhancements.
You will partner with engineering leaders to develop hiring strategies and own the full-cycle search process for technical roles. This includes sourcing, assessing candidates, and maintaining data integrity to ensure a high-quality pipeline.
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The Talent Associate will manage the end-to-end recruiting process for clinical and provider-facing roles, including sourcing, screening, and coordinating interviews. They will also contribute to building recruiting infrastructure and processes to support the company's scaling efforts.
The Director of People Operations will lead the strategy and execution of HR technology, compliance, and employee lifecycle workflows. They will manage PEO relationships, optimize HRIS platforms, and leverage AI to automate transactional processes while leading a high-performing team.
The recruiter will source and screen candidates while managing the hiring process for a dedicated client account. They will also maintain candidate records in the ATS and assist with recruitment marketing and internal projects.
The Recruitment Relationship Manager II leads the fulfillment of open vacancies while acting as a primary point of contact for hiring managers. They provide strategic talent advice, manage recruitment lifecycles, and mentor offshore recruitment teams to ensure KPIs and SLAs are met.
The Recruitment Relationship Manager II leads the fulfillment of open vacancies while acting as a primary point of contact and talent advisor for hiring managers. They also provide direction, coaching, and mentorship to offshore recruitment teams to ensure account KPIs and SLAs are met.
The Employee Relations Business Partner will manage and resolve employee relations investigations by partnering with HRBPs, Legal, and business leaders. They will also identify patterns in case data to recommend process improvements and maintain documentation standards.
The Technical Recruiter will manage full-cycle searches for Senior and Staff-level engineering roles while building robust talent pipelines. They will partner with hiring managers to define role requirements and refine interview processes to ensure high-quality, high-impact hires.
The role involves multi-channel sourcing of technical and business talent while managing high-volume interview logistics and agency partnerships. You will also maintain accurate candidate records in the ATS and collaborate with stakeholders to improve recruiting workflows.
You will manage the supply side of the charter business by sourcing wholesale aircraft capacity and building a global network of vetted operators. This role involves negotiating competitive rates, matching trip requests to available lift, and ensuring all operations meet safety and quality standards.
The HR Business Partner will provide comprehensive HR support to the Go-To-Market organization by partnering with leadership on talent strategy, organizational design, and performance management. They will collaborate with a peer HRBP to ensure consistent application of HR policies, compensation practices, and employee relations across various GTM functions.
The Digital Engagement Specialist manages member support across multiple digital channels including chat, video, and co-browsing while acting as a subject matter expert on credit union platforms. They collaborate cross-functionally to implement digital solutions and maintain communication procedures to enhance the overall member experience.
The Senior Manager, Total Rewards will lead the design and execution of compensation and benefits strategies to attract and retain talent. They will manage a team, oversee incentive plans, and ensure compliance with regulatory requirements while driving organizational initiatives.
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The Strategic Sourcing Specialist is responsible for managing global commodities and categories to maximize budget value and procurement efficiency. They will lead data analysis, negotiate with suppliers, and execute strategies for risk mitigation and business continuity.
The Strategic Sourcing Specialist manages global commodities and categories to maximize budget value while ensuring best-in-class procurement experiences. Responsibilities include leading data analysis, negotiating with suppliers, and executing risk mitigation and cost management strategies.
The Talent Attraction Specialist will execute innovative sourcing strategies to identify and present top-tier seasonal tax professional talent. They will also manage candidate pipelines, conduct phone interviews, and maintain strong relationships with clients and candidates.
You will lead global HR operations by building and improving scalable processes, policies, and systems to support a growing international workforce. This role involves managing the full employee lifecycle, ensuring compliance, and overseeing payroll and benefits administration across multiple regions.
You will lead global HR operations, ensuring processes are accurate, compliant, and scalable across multiple countries. This involves managing the full employee lifecycle, overseeing HR systems, and partnering with leadership to support global expansion.
The Technical Training Specialist will design, develop, and deliver technical training programs for HVACR technicians and distributors across the DACH region. They will also manage training center partnerships and collaborate with internal teams to drive product adoption and customer success.
The Technical Training Specialist will design, develop, and deliver technical training programs for HVACR technicians, distributors, and industry professionals across the DACH region. They will also collaborate with internal teams to drive product adoption and manage relationships with training center partners.
The Technical Training Specialist will design, develop, and deliver technical training programs for HVACR technicians and distributors across the DACH region. They will also collaborate with internal teams to drive product adoption and strengthen relationships with training centers and industry partners.
The People Operations Specialist will manage day-to-day HR services, including onboarding, offboarding, and immigration case management. They will also maintain HR systems, ensure data integrity, and support total rewards administration and strategic HR projects.
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The role involves supporting various HR and recruiting tasks, including talent acquisition, applicant management, and HR system maintenance. Additionally, the candidate will assist with onboarding, offboarding, HR reporting, and the organization of internal events and training.
You will own full-cycle recruitment for technical engineering roles, focusing on technical screening and candidate evaluation. You will partner with hiring managers to develop search strategies and maintain talent pipelines for project-based needs.
The Senior HR Business Partner will act as a strategic advisor to business leadership, aligning people strategy with organizational goals across multiple business units. This role is responsible for workforce planning, organizational design, talent management, and driving data-driven HR solutions to support business performance.
The Manager of Talent Acquisition will own the full talent acquisition lifecycle, including workforce planning, sourcing, and candidate management. They will partner with leadership to drive hiring strategies for technical and federal contract roles while improving recruiting processes and employer branding.
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