Explore HR careers
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113 roles
Talent Acquisition Coordinator
Schedules interviews, manages candidate experience, and supports recruiters across the hiring funnel.
Recruiter
Owns full-cycle hiring for a function — sourcing, screening, closing, and partnering with hiring managers.
Talent Sourcer
Specialist in finding passive talent through Boolean, LinkedIn Recruiter, and outbound campaigns.
Headhunter
Externally-facing search professional placing senior and hard-to-fill talent on retainer or contingency.
Recruiting Manager
Leads a team of recruiters, owns hiring SLAs, pipeline health, and reporting to the business.
Executive Recruiter
Hires Director/VP/C-level roles with deep market mapping and white-glove candidate experience.
Head of Talent Acquisition
Leads the recruiting org, sets hiring strategy, and owns capacity planning with finance and leadership.
Technical Recruiter
Hires software, ML, and infra engineers — fluent in tech stacks, leveling, and engineering org design.
AI / ML Talent Partner
Hires research scientists, ML engineers, and AI safety talent at frontier AI labs and product companies.
GTM Recruiter
Owns sales, marketing, and customer success hiring with quota-carrier insight and revenue-team partnership.
Campus / Early Careers Lead
Builds graduate, internship, and apprenticeship programs with universities and emerging-talent communities.
Employer Brand Manager
Tells the company's talent story across LinkedIn, Glassdoor, careers site, and recruitment marketing.
Recruitment Operations Manager
Owns the ATS, interview ops, recruiter tooling, scorecards, and TA reporting end-to-end.
Global Mobility Specialist
Manages relocations, visas, tax equalization, and international assignments for distributed teams.
Contingent Workforce / MSP Lead
Owns contractor, freelancer, and SoW workforce strategy through MSP/VMS partners.
Talent Attraction Lead (FMCG)
Drives high-volume hiring for retail, supply chain, and commercial roles across multiple markets.
HR Assistant
Supports the HR team with paperwork, scheduling, employee queries, and basic HRIS data entry.
HR Coordinator
Coordinates onboarding, benefits enrollment, and policy comms across the employee lifecycle.
HR Administrator
Maintains employee records, processes lifecycle events, and prepares HR reports for managers.
HR Officer
Generalist owning recruitment support, employee relations, and HR policy execution at site or office level.
HR Generalist
All-purpose HR partner — recruiting, onboarding, ER, benefits, and compliance for a business unit.
HR Manager
Manages an HR function or location end-to-end, leads a small HR team, and partners with senior managers.
HR Director
Owns HR strategy, structure, and budget for a country, region, or business unit.
HR Consultant
External or internal advisor solving HR challenges — comp design, restructuring, policy, or HR setup.
People Operations Coordinator
Onboarding, HR systems, employee lifecycle admin — the operational backbone of People teams.
People Operations Manager
Designs scalable HR processes, runs the HRIS, manages vendors, and improves the employee lifecycle.
Director of People Operations
Owns the People Ops function across geographies, compliance posture, and ops-led automation.
Global Payroll Manager
Runs multi-country payroll across EORs, in-country providers, and equity payroll events.
Payroll Specialist
Processes payroll cycles accurately, handles deductions, taxes, and employee payroll queries.
Payroll Clerk
Inputs timesheets, processes payroll data, and supports the payroll team with admin tasks.
EOR Operations Specialist
Onboards and supports employees hired through Employer of Record providers like Deel, Remote, Oyster.
HR Compliance Manager
Owns labor law compliance, audits, and policy across all entities and EOR jurisdictions.
People Systems Administrator
Configures Workday/HiBob/BambooHR/Rippling, manages workflows, integrations, and access.
HRIS Analyst
Builds reports, audits data, and supports HRIS configuration and end-user issues.
Remote Operations Lead
Designs the ops backbone of a distributed company — async tooling, time zones, virtual onboarding.
People Ops Automation Engineer
Builds automations across HRIS, Slack, and AI agents to remove manual HR work.
Training Coordinator
Schedules training, manages logistics, tracks attendance, and supports the L&D team.
Training Specialist
Designs and delivers training, evaluates effectiveness, and partners with managers on skill needs.
Training Manager
Owns training strategy, manages a team, and drives capability programs across the company.
Onboarding Specialist
Designs and runs new-hire onboarding journeys to drive faster time-to-productivity.
Learning & Development Specialist
Designs and delivers training programs, manages the LMS, and measures learning impact.
Leadership Development Manager
Builds manager and leader programs, coaching pathways, and succession-ready talent pipelines.
Onboarding Program Manager
Owns new-hire onboarding journey across content, buddy programs, and 30-60-90 milestones.
Sales Enablement Manager
Trains and equips revenue teams on product, methodology, and certifications.
Technical Trainer
Delivers product, engineering, or platform training to internal teams or customers.
Coaching Program Lead
Builds internal coaching capability and external coach networks for managers and execs.
Career Development Partner
Helps employees navigate growth — career frameworks, internal mobility, and IDPs.
Head of Learning
Owns the company-wide learning strategy, capability framework, and L&D investment.
Compensation & Benefits Specialist
Supports comp cycles, benefits enrollment, and benchmarking across the workforce.
Compensation & Benefits Manager
Owns comp structure, salary bands, benefits programs, and annual cycles end-to-end.
Compensation Analyst
Benchmarks roles, runs salary surveys, and supports comp cycles, equity refresh, and offer modelling.
Benefits Manager
Owns health, retirement, and wellness programs across geographies and broker relationships.
Equity / Stock Plan Administrator
Manages the cap table, RSU/ISO grants, vesting events, and equity tooling like Carta or Shareworks.
Global Mobility & Tax Lead
Designs international comp, tax equalization, and assignment policies across entities.
Wellbeing Program Manager
Owns mental health, financial, and physical wellbeing programs across the workforce.
Pay Equity Analyst
Runs regression-based pay equity audits and remediation plans across geographies.
Executive Compensation Manager
Designs exec pay, LTI, performance equity, and supports the compensation committee.
Head of Total Rewards
Sets comp philosophy, equity strategy, leveling, and pay transparency posture company-wide.
Employee Relations Specialist
Handles investigations, performance issues, and sensitive conversations with managers and employees.
Employee Relations Manager
Owns ER caseload, advises managers, and partners with legal on complex employee matters.
Employee Relations Director
Owns ER strategy, risk posture, and complex case escalations across the business.
Workplace Investigations Lead
Owns sensitive investigations — harassment, discrimination, executive misconduct.
Labor Relations Specialist
Supports CBA administration, grievance handling, and union communications at site level.
Labor Relations Manager
Manages collective bargaining, works councils, and union relationships across sites.
Workplace Safety / EHS Partner
Owns occupational safety, incident response, and workers' comp interface with HR.
Conflict Resolution / Ombuds
Independent channel for employees to surface concerns and mediate disputes.
HR Business Partner (HRBP)
Trusted advisor to a business unit on org design, talent, performance, and change.
Senior HRBP
Partners with VPs/SVPs on multi-year people strategy and complex org changes.
Engineering HRBP
Partners with VP/SVP Engineering on org design, leveling, and tech-talent retention.
GTM / Revenue HRBP
Supports CRO and sales leadership through quota design, sales coverage, and incentive plans.
R&D / Science HRBP
Partners with research, AI, and pharma R&D leaders on highly specialized talent strategies.
Manufacturing / Plant HRBP
Embedded HR for plants and distribution centers — labor relations, safety culture, shift planning.
Retail / Field HR Manager
Supports store managers across a region on hiring, ER, scheduling, and engagement.
VP of HR / VP People
Senior people leader owning HR strategy across multiple functions or regions, reporting to CHRO/CEO.
Chief People Officer / CHRO
Owns the full people strategy as part of the executive team, reporting to the CEO/board.
DEI Program Manager
Runs ERGs, inclusive hiring practices, and measurable DEI initiatives with the business.
Inclusive Hiring Partner
Embeds inclusive practices into sourcing, interviewing, and selection across the TA org.
Accessibility & Disability Inclusion Lead
Owns accommodations, accessible tech, and disability inclusion strategy.
DEI Analytics Lead
Measures representation, pay equity, and inclusion sentiment with rigor.
Head of DEI & Belonging
Owns enterprise DEI strategy, representation goals, and accountability frameworks.
Workforce Reporting Analyst
Builds headcount, attrition, and DEI dashboards for HRBPs and execs.
People Analytics Analyst
Turns HR data into decisions — attrition modelling, headcount dashboards, comp equity analyses.
Senior People Analytics Manager
Leads predictive workforce modelling and embeds analytics into HRBP decisions.
HRIS / People Tech Lead
Owns the HRIS roadmap, integrations, and the People tech stack end-to-end.
HR Product Manager
Builds internal HR products and AI-powered employee tools with engineering and design.
ML Engineer — People Data
Builds ML models on people data — attrition prediction, internal mobility recommendations.
HR Data Engineer
Builds the people data warehouse, pipelines from HRIS/ATS/LMS, and governance.
HR Tech Implementation Consultant
Leads HRIS/ATS/LMS rollouts — discovery, configuration, change, and go-live.
AI HR Product Designer
Designs HR-facing AI products — from copilots to assistants — with a humans-in-the-loop lens.
Employee Experience (EX) Manager
Designs onboarding, engagement, and lifecycle moments-that-matter informed by listening data.
Internal Communications Manager
Owns all-hands, exec comms, change comms, and the internal narrative.
Employee Listening Lead
Designs engagement, pulse, and lifecycle surveys and turns signal into action.
Workplace Experience Manager
Owns offices, events, perks, and the in-person side of EX for hybrid orgs.
Recognition Program Manager
Runs peer recognition, awards, and spot-bonus programs across the company.
Head of Culture
Owns values, rituals, internal comms, and the felt experience of being an employee.
Organizational Development Manager
Drives org effectiveness, culture change, and capability-building programs across the business.
Organizational Design Consultant
Reshapes org structures, spans of control, and operating models during scale or transformation.
Workforce Planning Lead
Models capacity, skills supply/demand, and multi-year headcount with finance.
Talent Strategy Manager
Owns talent reviews, succession, and high-potential programs at the enterprise level.
M&A People Integration Lead
Owns the people workstream of mergers and acquisitions — diligence, harmonization, retention.
Performance Management Lead
Designs the performance philosophy — calibration, ratings, feedback, continuous performance.
AI in HR Lead
Drives responsible AI adoption across HR — sourcing copilots, performance summaries, knowledge agents.
Responsible AI / AI Ethics Partner (HR)
Owns governance of AI used on employees — bias audits, transparency, and policy.
Skills-Based Org Strategist
Moves the company from jobs to skills — building skills taxonomies and internal talent marketplaces.
Hybrid Work / Workplace Strategist
Designs how, where, and when work happens — policy, tooling, and rituals for distributed teams.
Employee AI Enablement Manager
Equips employees with AI tools and skills, runs adoption programs, and measures productivity impact.
Talent Intelligence Analyst
Uses market data and AI to map external talent supply, competitor moves, and skill trends.
Chief AI Officer for People (CPAIO)
Emerging C-level role owning the people side of AI — workforce reshape, reskilling, AI ethics.
Reskilling Program Director
Leads enterprise-wide reskilling for roles disrupted by AI and automation.
AI Adoption Change Manager
Drives behavior change as teams adopt AI copilots, agents, and new workflows.
Internal Talent Marketplace Manager
Runs the platform matching employees to projects, gigs, and stretch roles internally.
AI Policy & Governance Lead (HR)
Sets policy on employee use of AI, monitoring, and AI tools used to make HR decisions.
Future of Work Researcher
Studies emerging work patterns, productivity, and AI's impact to inform people strategy.