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The recruiter will manage full-cycle recruitment processes, including sourcing, screening, and matching candidates to client opportunities. They are responsible for building strong relationships with clients and candidates while meeting performance metrics and delivering exceptional service.
The recruiter will execute full-cycle recruitment processes to connect candidates with job opportunities while providing exceptional service to clients. They are responsible for building candidate pipelines, managing workload metrics, and acting as an expert in the local labor market.
The Contract Recruiter will manage the full recruitment life cycle, including sourcing, screening, and offer management for various functions. They will also act as a strategic talent advisor to hiring managers to define search strategies and ensure a high-quality candidate experience.
Manage the full recruitment lifecycle for home health branches, including sourcing, screening, and onboarding candidates. Collaborate with hiring managers to develop recruitment strategies and attract top nursing and therapy professionals.
The Executive Recruiter is responsible for screening and qualifying job applicants while identifying top talent for a Strategic Business Unit. They will utilize various sourcing methods to build candidate pipelines and maintain accurate records in the applicant tracking system.
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The Benefits Manager serves as the subject matter expert for employee health, welfare, and 401(k) plans while ensuring regulatory compliance. They are responsible for day-to-day benefits administration, vendor partnerships, and leading annual open enrollment processes.
The specialist will partner with client SOW business owners to manage sourcing, contracting, and remittance processing for services contracts. They will also lead RFP events, ensure compliance with contractual language, and provide program reporting to stakeholders.
The Senior Talent Management Advisor will analyze talent data to drive strategic decision-making and develop dashboards for leadership visibility. They will also manage key talent workstreams, ensuring high-quality project execution and supporting organizational effectiveness initiatives.
You will vet candidates, manage them through the hiring process, and maintain an organized pipeline. The role involves conducting quick vetting calls and managing candidate updates, scheduling, and handoffs.
The Learning and Development Coordinator will drive change initiatives by managing communications, training materials, and project coordination to ensure high adoption of new business processes. They will collaborate with technology and operations leaders to facilitate organizational change and improve proficiency across the company.
The specialist will conduct detailed immigration screenings and build rapport with prospective clients to guide them through the intake pipeline. They are responsible for managing consultation calendars, logging legal assessments, and maintaining professional communication with leads.
The Partner Development Executive is responsible for prospecting and acquiring new corporate partners by managing the full sales cycle and presenting EAB's Talent Solutions. They will build relationships with key decision-makers, conduct diagnostic evaluations, and meet annual revenue goals within an assigned territory.
The Conversion Recruiter manages a portfolio of prospective candidates, guiding them through the application process from initial inquiry to submission. They also collaborate with internal stakeholders to execute recruitment strategies and monitor conversion metrics to improve outcomes.
The Recruiter II is responsible for sourcing, screening, and interviewing candidates for high-volume, managerial, and technical positions. They also maintain effective relationships with hiring managers and HR partners to ensure staffing needs are met in compliance with legal standards.
The Sr. Talent Partner will lead full-cycle recruitment efforts to build high-performing teams across clinical and corporate functions. They will partner with leadership to drive hiring strategies, manage talent pipelines, and optimize recruitment processes for scalability.
The Senior Labor Relations Manager will serve as the primary liaison between business leadership and employee representative bodies across EMEA. They are responsible for managing social dialogue, ensuring legal compliance, and establishing new representative structures in alignment with organizational goals.
The Senior Labor Relations Manager will serve as the primary liaison between GitHub and employee representative bodies across EMEA, ensuring constructive social dialogue and legal compliance. They will lead the establishment of new representative structures, manage co-determination processes, and coach business leaders on organizational effectiveness.
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The HR Business Partner will ensure personnel effectiveness and manage staffing to meet the company's strategic and financial goals. They are responsible for fostering employee engagement, implementing HR processes, and monitoring satisfaction across the business unit.
The Principal Specialist will serve as a strategic talent advisor, managing the end-to-end recruiting lifecycle for RTX Corporate and Technology divisions. They will design creative search strategies, analyze recruiting data to inform hiring decisions, and partner with senior leaders to meet evolving business needs.
The Total Rewards Manager is responsible for managing and administering employee benefit programs, including Workday configuration, vendor integrations, and open enrollment. They also oversee compliance activities, reconcile payroll deductions, and provide subject matter expertise on complex HR and benefits issues.
The role involves transitioning from a producer to an agency owner by utilizing proven systems for recruiting and scaling a team. You will be responsible for building a scalable business and managing agency operations.
The Recruiting Lead will execute global recruitment strategies and lead a team of recruiters while managing their own mid-level requisition load. They will also oversee the optimization of applicant tracking and candidate relationship management systems to ensure efficient hiring processes.
The Talent Acquisition Advisor manages full-cycle recruitment processes, including requisition intake, candidate screening, and offer development. They also serve as a strategic partner to hiring leaders, providing labor market insights and ensuring compliance with internal policies and regulations.
The Senior People Operations Partner will manage employee records, documentation, and HR systems while supporting the full employee lifecycle including onboarding and offboarding. They will also collaborate with payroll and total rewards teams to ensure accurate processing and maintain compliance with HR policies.
The consultant will lead organizational change management strategies for Oracle Cloud implementations, partnering with leadership to ensure successful adoption. Responsibilities include conducting readiness assessments, managing stakeholder engagement, and developing comprehensive communication and training plans.
The Benefit Engagement Specialist serves as a company ambassador to provide subject matter expertise on insurance benefits and guide employees through enrollment processes. They are responsible for analyzing census data to create outreach strategies and conducting personalized one-on-one benefit review sessions.
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The Senior HR Generalist provides field-based support by managing employee relations, compliance tasks, and performance management initiatives. They also serve as a trusted partner to field leaders and assist with organizational acquisitions and transitions.
Design, build, and maintain automations and AI agents to streamline People Ops workflows across systems like HiBob, Ashby, and Remote. Manage the data layer and employee lifecycle processes while ensuring compliance and data integrity.
The consultant will design and pilot a global talent roster and an operational framework for non-staff engagements. They will also develop governance, SOPs, and decision frameworks to support the implementation and handover of these workforce solutions.
The HR Business Partner serves as a subject matter expert, managing complex employee relations, labor relations, and performance management initiatives. They establish partnerships with stakeholders to align business objectives while ensuring compliance with employment laws and labor agreements.
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