Talent Manager jobs at Robert Half - 1127 jobs

We are seeking an experienced Talent Acquisition Project Manager to drive technical and process improvement initiatives within the Talent Acquisition (TA) function. This role operates within an established PMO cadence and is responsible for planning, execution, tracking, reporting, and stakeholder alignment to ensure recruiting initiatives are delivered on time and within budget. The ideal candidate will collaborate closely with TA, HR, business leaders, RPO partners, and HR technology and analytics teams, leveraging data and tools to drive visibility, productivity, and results. Key Responsibilities Lead and manage prioritized Talent Acquisition projects using structured PMO methodologies Develop and maintain project plans, schedules, documentation, and productivity tools Drive execution, monitor progress, identify risks, and remove delivery roadblocks Coordinate across TA, HR, business stakeholders, RPO vendors, and analytics/HR tech teams Track hiring progress and performance metrics using Workday Recruiting, dashboards, and reporting tools Prepare and deliver regular status updates, insights, and recommendations to stakeholders Support budget tracking and ensure initiatives remain aligned with hiring goals Required Qualifications Bachelor's degree required 3+ years of proven project management experience supporting Talent Acquisition or HR programs Strong experience with stakeholder management, communications, planning, tracking, and reporting Hands-on experience with Workday Recruiting or another ATS, including pulling and analyzing reports Advanced Excel skills Working knowledge of Power BI or similar analytics/reporting tools Experience coordinating with RPO partners, vendors, and cross-functional HR teams Preferred Qualifications Familiarity with recruiting PMO methodologies (e.g., role tagging, dashboards, structured cadences) Experience with A3, Daily Management, Lean, or continuous improvement practices Work Schedule & Location Standard workday schedule 4 days onsite in Palm Beach Gardens, FL 1 remote day per week

As the Human Resources Manager, you will provide HR generalist support for the Aramark Corporate functional staff / Centers of Excellence (COE). This position is also responsible for providing management and administration of several imperative HR processes. COMPENSATION: The salary range for this position is $75,000 - $75,000. If both numbers are the same, that is the amount that Aramark expects to offer. This is Aramark?s good faith and reasonable estimate of the compensation for this position as of the time of posting. BENEFITS: Aramark offers comprehensive benefit programs and services for eligible employees including medical, dental, vision, and work/life resources. Additional benefits may include retirement savings plans like 401(k) and paid days off such as parental leave and disability coverage. Benefits vary by location and are subject to any legal requirements or limitations, employee eligibility status, and where the employee lives and/or works. For more information about Aramark benefits, click here Aramark Careers - Benefits & Compensation. There is no predetermined application window for this position, the position will close once a qualified candidate is selected. Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable law, including, but not limited to, the Los Angeles County Fair Chance Ordinance for Employers, the California Fair Chance Act, and the San Francisco Fair Chance Ordinance to the extent that those laws apply to the opportunity. Job Responsibilities Issue resolution, follow up and recommendations for corporate COE?s including but not limited to: Hotline calls response, investigation and follow, Corrective action/performance management consulting, and Policy interpretation Employee Engagement Initiatives ? Engagement Action Plan development and follow-up, corporate engagement and celebration activities point of contact/coordinator Talent Acquisition ? corporate Accelerate to Leadership and Step up to Leadership point of contact HR metrics reporting and analysis Benefits and Payroll assistance as needed On-boarding programs and initiatives Oversees Employee Housing operations & staff At Aramark, developing new skills and doing what it takes to get the job done make a positive impact for our employees and for our customers. In order to meet our commitments, job duties may change or new ones may be assigned without formal notice. Qualifications HR/SPHR certification preferred. Proficiency in all Microsoft Office applications is required. Human Resources planning and organizational development experience desired. Must have a minimum of 3-5 years of experience in Human Resources Ideal candidates will possess a Bachelor's Degree in Business Administration, Human Resources or the equivalent Employment relations experience including conducting investigations and resolution development required. Proven ability to effectively interact, communicate and consult with multiple levels of management on a routine basis. Strong analytical skills are required. Ability to train and make presentations will also be required. Proven ability to effectively interact, communicate and consult with multiple levels of management on a routine basis. Solid understanding of financial and business objectives and analytical/problem solving skills. Organized, with the ability to handle multiple tasks and set priorities in a fast-paced, high-pressure environment. Must take initiative to improve processes as needed Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists About Aramark Our Mission Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law. About Aramark The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at ***************************** or connect with us on Facebook, Instagram and Twitter.

About AI Fund AI Fund is an early-stage venture studio founded by Andrew Ng. We build and grow AI companies from zero to one by originating ideas, then recruiting and partnering with founders to turn those ideas into businesses. AI Fund moves fast. In a matter of weeks, we turn ideas into funded, operating companies. Talent is the lever that makes this possible. About the Role You will lead AI Fund's talent function, with overall responsibility for strategy, execution and people leadership of this function. We think this is the best place to rethink what recruiting in the era of AI will look like, you will further lead reinventing how we identify, engage, and hire talent in the AI era, particularly technical talent. This role reports directly to Andrew, and you will be responsible for recruiting for AI Fund's internal team and will work closely with the AI Fund leadership team, to hire founders to build companies with us. Additionally, you will work directly with CEOs to build their founding teams. You will manage a team of recruiters, and set the standard for how modern, AI-enabled recruiting should work. We are extremely excited about recruiting in 2026 and beyond, which we expect to be drastically better than the world of 2022 before modern AI came on the scene. We are looking for a GenAI-forward operator who is already actively using AI, and is excited to level up their efforts significantly. We envision not just transforming individual tasks in recruiting such as sourcing, research, outreach, screening, calibration, and decision-making, but rethinking how startup and VC functions should work in the AI era. With AI, we'd like to see 5x improvements, not incremental 5% gains. As part of this role, you will also collaborate closely with our ecosystem teams, some of which are developing new AI tools that will support your work. Talent Strategy & Leadership Serve as Head of Talent for AI Fund, owning recruiting at AI Fund and supporting our portfolio companies' recruiting. Lead, mentor, and scale a high-performing team of recruiters; set clear standards for quality, velocity, and candidate experience. Partner directly with AI Fund leadership and portfolio CEOs to rapidly hire great talent into our teams. Bring structure, clarity, and rigor to an environment that moves fast and operates with high ambiguity. Executive & Technical Hiring Own end-to-end recruiting for AI Fund's internal team and startup leadership roles, including specifically hiring the technical co-founder/CEO to lead our startups. After a startup is formed, further assist it directly with building up the first few members of their team. Serve as a trusted advisor to founders on org design, compensation philosophy, leveraging AI Fund and our ecosystem resources when appropriate. GenAI-Enabled Recruiting Systems Rethink how recruiting should work in the AI era, for example by deploying AI-powered workflows across the full cycle of recruiting. Partner with AI Fund and ecosystem engineers to improve our AI-enabled recruiting tools. Go beyond point solutions that eke out incremental efficiency gains. Instead, take bold steps to redesigning the entire recruiting workflow, taking advantage of AI technology and our ecosystem capabilities. Nurture the software development and invention capabilities of our recruiting team. Everyone at AI Fund, including all of our recruiters, know how to code (with AI assistance) and is involved in building custom recruiting software. This puts us well ahead of most other recruiting teams. You will extend this lead and use these capabilities to invent new ways to approach talent. Candidate Experience & Employer Brand Ensure and scale a transparent, respectful, and high-touch candidate experience, even at high volume. Design processes to make sure AI Fund and its portfolio are showing up credibly, warmly and authentically to candidates. Data, Process & Scale Define, track, and analyze recruiting funnel metrics, including time-to-fill, conversion rates, source quality, and quality-of-hire signals. Establish scalable workflows, scorecards, and interview frameworks that maintain quality even as AI Fund scales. What we are looking for 5+ years of hands on full-cycle recruiting experience, including at least 3+ in senior technical leadership or executive recruiting. Experience managing a team of recruiters, ideally technical recruiters. Proven success hiring AI, engineering, or deeply technical talent in early stage environments (where compensation is heavily weighted toward equity or other long term incentives rather than cash). Basic coding ability (using AI to code for you is fine), and/or a strong desire and aptitude to learn. Ideally also experience using generative AI to design, build, and iterate on recruiting workflows. Must have GenAI-forward mindset & traits: You actively use AI tools in your daily work and are eager to work hard, keep experimenting, and personally stay at the forefront of this field. Leadership & gravitas: You can confidently partner with founders, CEOs, and senior executives. Ownership: You operate urgently and with accountability and are willing to do the hard work required to build something exceptional. Systems thinker: You think in workflows, leverage data, and care deeply about repeatability and scale. Bonus Points Experience building recruiting functions, playbooks, or operations from zero to one. Experience with HR functions (such as performance management, compensation and benefits, training and development, HR-related compliance, employee relations) Familiarity with venture studios or venture capital firms, startups, or founder-led organizations. Experience devising and executing against successful event strategies that can drive candidate flow and engagement with the firm at scale. Why AI Fund You'll work directly with one of AI's most respected pioneers and build the talent engine for a portfolio of companies shaping the future of AI. Through access to our ecosystem of companies, you will be uniquely positioned to see where AI is actually going, and will have the resources and network needed to shape how talent works. You'll have a front-row seat to AI Fund's unique venture studio model, where ideas transform into funded, launched companies in 10 weeks. Competitive compensation including equity participation in AI Fund's success. At AI Fund, we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law. AI Fund believes that diversity and inclusion among our employees is critical to our success as a company, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool. Selection for employment is decided on the basis of qualifications, merit, and business need. #J-18808-Ljbffr

A leading venture studio in California seeks a Head of Talent to innovate and lead recruiting functions in the AI era. The role involves managing a team of recruiters and collaborating directly with company leadership to build high-performing teams. Candidates should have significant technical hiring experience, a willingness to use AI tools, and a leadership mindset. This position offers a unique opportunity to shape the future of recruiting in startups and venture capital settings, with competitive compensation including equity participation. #J-18808-Ljbffr

The Senior Manager, Talent Acquisition (TA) will report to the Vice President of Human Resources and is based at our corporate headquarters in Irvine, CA. In this role, you will build on a foundation of executional excellence and play a key role in designing, leading, and optimizing our talent acquisition strategy across the United States. Key Responsibilities Design and implement comprehensive recruiting strategies that build a diverse and robust talent pipeline. Partner with hiring managers to own the full recruitment cycle, from intake and sourcing through interview coordination, offer, and onboarding. Ensure key hiring goals are met and foster a culture of continuous improvement, best-practice sharing, and “out of the box” thinking to enhance recruiting strategy and results. Drive innovative sourcing strategies to proactively generate pipelines of qualified, diverse candidates, including senior and executive-level talent. Lead recruitment branding initiatives to attract and engage top talent and position the organization as an employer of choice. Perform analysis of hiring needs and provide hiring forecasts and talent strategies to business leaders. Manage and optimize the candidate experience, leveraging efficiencies and creative solutions throughout the recruitment process. Establish and execute compliance oversight, visibility, and reporting to ensure adherence to established policies, procedures, employment law, and regulations. Support the evolution and innovation of how recruitment services are delivered, including employer branding, social media, technology platforms, and diversity recruitment strategies. Manage external partnerships with recruitment process outsourcing partners, universities, and third-party recruitment agencies. Evaluate and measure recruiting performance; continuously work to reduce time-to-hire and cost-per-hire. Manage job postings across career pages, HRIS/ATS systems (e.g., BambooHR), LinkedIn, and other online talent platforms. Assist the Human Resources Department with additional responsibilities and projects as needed. Qualifications & Skills Bachelor's degree in a related field required; master's degree preferred. 8+ years of Human Resources experience, including a minimum of 3 years focused on recruiting/talent acquisition. HR certification preferred (e.g., SHRM-CP, SHRM-SCP, aPHR, PHRca). Advanced knowledge of applicable regulatory and legal compliance obligations, rules, regulations, industry standards, and practices. Advanced expertise in identifying, executing, and scaling recruitment strategies and in optimizing recruitment processes and technology. Proven ability to build strong relationships across teams and functions to achieve key business objectives. Experience managing cross-functional projects from concept through implementation. Experience mentoring, coaching, and developing hiring managers and early-career talent. Strong verbal and written communication skills, with demonstrated collaboration and problem-solving capabilities. Innate ability to connect with people and build trust quickly. Consistently positive attitude, high level of professionalism, and a service-oriented mindset. Location: Irvine, CA (Hybrid - 4 days in office, 1 day work from home; schedule subject to change at any time without notice) Compensation: Up to $50.00 per hour Employment Type: Freelance / Contract - Up to 3 month assignment could be longer

We put the unity in "opportunity." Opportunity Snapshot: Compensation: $70-75.00/hour Assignment Duration: 6 months + Work Schedule: 9/80 - hybrid - Tues-Thurs in-office Benefits: Comprehensive insurance with 401(k), Holidays and PTO Qualifications: Bachelor's degree in Human Resources, Business, or related field preferred Minimum of 5 years of experience in talent sourcing, recruiting, or talent acquisition Certifications in sourcing or recruitment (e.g., AIRS, SHRM, LinkedIn Recruiter) are a plus Experience in global or multi-site sourcing environments is desirable Responsibilities: Proactively source candidates using multi-channel strategies (social media, professional networks, AI tools, and talent communities) Build and maintain databases of qualified candidates for hard-to-fill roles, emphasizing long-term talent pools for current and future openings Conduct labor market research and supply-demand analysis to inform sourcing strategies Leverage AI and automation to optimize sourcing workflows, candidate matching, and pipeline health Track and analyze sourcing metrics to continuously improve effectiveness and efficiency Utilize Applicant Tracking Systems (ATS), CRM, and sourcing platforms for candidate management Develop personalized outreach campaigns to attract and engage top talent o Ensure a positive candidate experience from initial contact through onboarding Promote employer brand and communicate organizational values in all candidate interactions Efficiently manage the employee referral process, from intake and interviews to tracking and submitting qualified candidates to the recruiting team Partner with recruiters, hiring managers, and HR to define ideal candidate profiles and sourcing priorities Share market insights and candidate feedback to inform hiring decisions Support diversity, equity, and inclusion initiatives through targeted sourcing efforts Stay current with sourcing trends, tools, and compliance requirements Participate in regular strategy sessions to refine sourcing approaches based on workforce analytics and feedback Contribute to process improvements and knowledge sharing across the Talent Acquisition function The Bergaila Way: The Bergaila Companies is a nationally recognized leader in providing staffing services to all sectors of the energy industry. We continually focus on partnering with talented professionals, engineering the perfect fit between our clients and employees. Choosing a career path with Bergaila grants you immediate access to nationally recognized organizations we partner with. Bergaila consistently attracts and retains its Employees with our dedicated internal service team, top tier benefits programs for contractors and their families, and commitment to place you in the desired career of your choice. Client Overview: Our Client is a global international energy exploration and production company and one of the largest oil producers in the United States. Founded in 1920, our client's technical expertise and proven ability to deliver lasting results are the hallmark of their international success. While manufacturing the building blocks for life-enhancing products, our client utilizes leading edge technologies that grow their business and simultaneously help to advance a lower-carbon world.

We're seeking a proactive Attorney Recruiting Manager to join our high‑performing team at Eversheds Sutherland (US) LLP. In this role, you'll own the full recruitment lifecycle for attorneys across the firm, with emphasis on lateral associates and student recruitment. The manager will blend data‑driven strategy, market intelligence, and team leadership to deliver a consistent, high‑touch candidate experience that strengthens our talent pipeline and supports firm growth. The ideal Manager brings 5+ years of recruiting experience in a national or international law firm and thrives in a fast-paced environment. The manager will work alongside the Senior Manager to design and execute a proactive recruitment plan, while delivering best-in-class service to internal and external stakeholders. Project leadership, superb relationship management, and superior service standards are essential in this role. The primary responsibilities, qualifications, and capabilities for this role include the following: Lateral Associate Recruitment Serve as a trusted “face of the firm,” driving a premium candidate experience and representing the firm with professionalism to candidates, agencies, and the broader legal community. Own full‑cycle lateral associate recruiting: intake, sourcing, screening, interview management, candidate communication, feedback synthesis, offer development, and onboarding. Build proactive pipelines for priority practices; partner closely with hiring partners and leadership to clarify staffing needs and growth objectives. Maintain strong relationships with select external recruiters; negotiate terms, track performance, and ensure quality submissions. Monitor market trends, competitor moves, and compensation patterns; translate insights into sourcing strategies and actionable recommendations. Oversee compliant documentation and data hygiene across ATS tools; generate recurring dashboards and analytics to inform decision‑making. Student Recruitment Lead the student recruitment program. Manage OCI calendars, select attorney interviewers, and coordinate call‑backs. Cultivate relationships with Career Services at target schools; steward firm profiles (NALP, Vault, Chambers) and ensure timely completion of surveys. Design and manage a high‑impact Summer Associate Program: orientation, training, evaluations, events, and conversion processes. Track student‑recruiting outcomes; assess yield, acceptance drivers, and program ROI to refine strategies each season. Develop plan for skills mapping to coincide with practice group needs. Team Leadership Lead, coach, and develop Recruiting Coordinators/Specialists; establish service standards, and continuous‑improvement routines. Provide training, oversight, and guidance on tools, process excellence, and candidate communications; model discretion and confidentiality. Drive cross‑team projects that elevate the recruiting function; foster collaboration and strong relationships with attorneys and business professionals. Qualifications & Capabilities A Bachelor's degree is required. 5+ years of attorney recruiting or talent management experience in a multi‑office law firm or professional‑services environment; 2+ years of people‑management preferred. Proven success running high‑volume, full‑cycle legal recruiting with exceptional organization, responsiveness, and attention to detail. Strong consultative communication skills-able to influence senior stakeholders and deliver candid, data‑backed recommendations. Proficiency with ATS/CRM systems (e.g., VI Recruit, FloRecruit, or similar), LinkedIn Recruiter, and Microsoft 365; disciplined approach to data integrity and reporting. High discretion handling confidential information; calm under pressure and adaptable to last‑minute changes. This is a hybrid role and will require on-site presence 3 days per week. The salary ranges for this position vary depending on the geographic location and other factors such as experience, internal equity, market data, and job-related considerations. The range for this position is from $105,000 - $145,000, with offers contingent upon the various factors. The firm's compensation strategy includes not just a base salary but also comprehensive benefits such as healthcare, paid time off, discretionary merit bonuses, life and disability insurance, retirement plans and tailored learning opportunities. Eversheds Sutherland (US) LLP is committed to promoting diversity and inclusion within our Firm and in the larger legal profession. We believe that diverse skills, knowledge and viewpoints make us a stronger firm. Eversheds Sutherland (US) LLP maintains a policy of affording all employees and applicants equal employment opportunities without regard to actual or perceived race, color, religion, sex (including pregnancy, childbirth, lactation and related medical conditions), sexual orientation, gender (including gender identity or expression or transgender status), national origin, age, disability, genetic information, marital or familial status, domestic violence victim status, ancestry, amnesty, citizenship status, ethnicity, military and veteran status, or any other characteristic protected by applicable law. Unlawful discrimination, harassment and retaliation will not be tolerated in any of the Firm's offices or any other work-related setting. Qualified individuals with a disability may request a reasonable accommodation in order to apply for a position or to enable them to perform the essential functions of a position for which they are otherwise qualified. EEO.

We're seeking a proactive Attorney Recruiting Manager to join our high‑performing team at Eversheds Sutherland (US) LLP. In this role, you'll own the full recruitment lifecycle for attorneys across the firm, with emphasis on lateral associates and student recruitment. The manager will blend data‑driven strategy, market intelligence, and team leadership to deliver a consistent, high‑touch candidate experience that strengthens our talent pipeline and supports firm growth. The ideal Manager brings 5+ years of recruiting experience in a national or international law firm and thrives in a fast-paced environment. The manager will work alongside the Senior Manager to design and execute a proactive recruitment plan, while delivering best-in-class service to internal and external stakeholders. Project leadership, superb relationship management, and superior service standards are essential in this role. The primary responsibilities, qualifications, and capabilities for this role include the following: Lateral Associate Recruitment Serve as a trusted “face of the firm,” driving a premium candidate experience and representing the firm with professionalism to candidates, agencies, and the broader legal community. Own full‑cycle lateral associate recruiting: intake, sourcing, screening, interview management, candidate communication, feedback synthesis, offer development, and onboarding. Build proactive pipelines for priority practices; partner closely with hiring partners and leadership to clarify staffing needs and growth objectives. Maintain strong relationships with select external recruiters; negotiate terms, track performance, and ensure quality submissions. Monitor market trends, competitor moves, and compensation patterns; translate insights into sourcing strategies and actionable recommendations. Oversee compliant documentation and data hygiene across ATS tools; generate recurring dashboards and analytics to inform decision‑making. Student Recruitment Lead the student recruitment program. Manage OCI calendars, select attorney interviewers, and coordinate call‑backs. Cultivate relationships with Career Services at target schools; steward firm profiles (NALP, Vault, Chambers) and ensure timely completion of surveys. Design and manage a high‑impact Summer Associate Program: orientation, training, evaluations, events, and conversion processes. Track student‑recruiting outcomes; assess yield, acceptance drivers, and program ROI to refine strategies each season. Develop plan for skills mapping to coincide with practice group needs. Team Leadership Lead, coach, and develop Recruiting Coordinators/Specialists; establish service standards, and continuous‑improvement routines. Provide training, oversight, and guidance on tools, process excellence, and candidate communications; model discretion and confidentiality. Drive cross‑team projects that elevate the recruiting function; foster collaboration and strong relationships with attorneys and business professionals. Qualifications & Capabilities A Bachelor's degree is required. 5+ years of attorney recruiting or talent management experience in a multi‑office law firm or professional‑services environment; 2+ years of people‑management preferred. Proven success running high‑volume, full‑cycle legal recruiting with exceptional organization, responsiveness, and attention to detail. Strong consultative communication skills-able to influence senior stakeholders and deliver candid, data‑backed recommendations. Proficiency with ATS/CRM systems (e.g., VI Recruit, FloRecruit, or similar), LinkedIn Recruiter, and Microsoft 365; disciplined approach to data integrity and reporting. High discretion handling confidential information; calm under pressure and adaptable to last‑minute changes. This is a hybrid role and will require on-site presence 3 days per week. The salary ranges for this position vary depending on the geographic location and other factors such as experience, internal equity, market data, and job-related considerations. The range for this position is from $105,000 - $145,000, with offers contingent upon the various factors. The firm's compensation strategy includes not just a base salary but also comprehensive benefits such as healthcare, paid time off, discretionary merit bonuses, life and disability insurance, retirement plans and tailored learning opportunities. Eversheds Sutherland (US) LLP is committed to promoting diversity and inclusion within our Firm and in the larger legal profession. We believe that diverse skills, knowledge and viewpoints make us a stronger firm. Eversheds Sutherland (US) LLP maintains a policy of affording all employees and applicants equal employment opportunities without regard to actual or perceived race, color, religion, sex (including pregnancy, childbirth, lactation and related medical conditions), sexual orientation, gender (including gender identity or expression or transgender status), national origin, age, disability, genetic information, marital or familial status, domestic violence victim status, ancestry, amnesty, citizenship status, ethnicity, military and veteran status, or any other characteristic protected by applicable law. Unlawful discrimination, harassment and retaliation will not be tolerated in any of the Firm's offices or any other work-related setting. Qualified individuals with a disability may request a reasonable accommodation in order to apply for a position or to enable them to perform the essential functions of a position for which they are otherwise qualified. EEO.

Healthcare Consulting Manager - Human Resources Talent & Culture page is loaded## Healthcare Consulting Manager - Human Resources Talent & Cultureremote type: Remotelocations: Chicago - 550 Van Burentime type: Full timeposted on: Posted Todayjob requisition id: JR-0013747Huron helps its clients drive growth, enhance performance and sustain leadership in the markets they serve. We help healthcare organizations build innovation capabilities and accelerate key growth initiatives, enabling organizations to own the future, instead of being disrupted by it. Together, we empower clients to create sustainable growth, optimize internal processes and deliver better consumer outcomes. Health systems, hospitals and medical clinics are under immense pressure to improve clinical outcomes and reduce the cost of providing patient care. Investing in new partnerships, clinical services and technology is not enough to create meaningful and substantive change. To succeed long-term, healthcare organizations must empower leaders, clinicians, employees, affiliates and communities to build cultures that foster innovation to achieve the best outcomes for patients. Joining the Huron team means you'll help our clients evolve and adapt to the rapidly changing healthcare environment and optimize existing business operations, improve clinical outcomes, create a more consumer-centric healthcare experience, and drive physician, patient and employee engagement across the enterprise. Join our team as the expert you are now and create your future.### At Huron, Managers are pivotal in driving success by leveraging their expertise to manage projects and lead teams. They forge lasting client partnerships, collaborating to solve business challenges and align results with client goals. Managers mentor junior staff, fostering a culture of respect, unity, and personal achievement. Specializing in areas of expertise while gaining broad exposure, Managers benefit from career growth opportunities and personalized professional development. Every colleague's growth contributes to the organization's success. If you're passionate about leading impactful projects and nurturing talent, Huron offers a rewarding path forward. Create your future at Huron.### **As the Healthcare Consulting Manager in HR Talent & Culture, you will:*** Manage complex multi-workstream projects and oversee junior team members* Analyze data to implement performance improvement and organizational change* Collaborate with team members and clients to align with business objectives* Communicate effectively with project teams and stakeholders* Lead and develop team members through training, supervision, and feedback**Requirements:*** Bachelor's degree required* Minimum of six years of consulting, Human Resources or healthcare Human Resources operations experience* Proven analytical and critical thinking skills required to synthesize complex data sets and interpret qualitative and quantitative data and trends to implement recommendations resulting in measurable performance improvement and successful organizational change* Strong mastery of one or more total rewards programs and industry practice, including compensation, absence management, and/or benefits* Solid understanding of Human Resources operating models and key business processes* Understanding of talent acquisition processes and strategies* Understanding and familiarity with interpreting labor law verbiage* Team leadership experience including - building talent, training, supervising, coaching/mentoring, and performance management* The ability to travel based on client, enterprise, or project needs is an essential function of this role. While travel requirements may vary based on business need, the current average travel in the Healthcare practice is less than 50%, annually* Proficiency in Microsoft Office (Word, PowerPoint, Excel)* US Work Authorization required**Preferences:*** Human resources experience within the healthcare or healthcare consulting industry* Experience in a matrixed organization or cross-functional team environment#LI-CM1#LI-RemoteThe estimated base salary range for this job is $140,000 - $170,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes, and required travel. This job is also eligible to participate in Huron's annual incentive compensation program, which reflects Huron's pay for performance philosophy. Inclusive of annual incentive compensation opportunity, the total estimated compensation range for this job is $161,000 - $212,500. The job is also eligible to participate in Huron's benefit plans which include medical, dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future.### ## ****Position Level****Manager### ## ****Country****United States of AmericaAt Huron, we're redefining what a consulting organization can be. We go beyond advice to deliver results that last. We inherit our client's challenges as if they were our own. We help them transform for the future. We advocate. We make a difference. And we intelligently, passionately, relentlessly do great work…together. Whether you have years of experience or come right out of college, we invite you to explore our many opportunities. Find out how you can use your talents and develop your skills to make an impact immediately. Learn about how our culture and values provide you with the kind of environment that invites new ideas and innovation. Come see how we collaborate with each other in a culture of learning, coaching, diversity and inclusion. And hear about our unwavering commitment to make a difference in partnership with our clients, shareholders, communities and colleagues. Huron Consulting Group offers a competitive compensation and benefits package including medical, dental, and vision coverage to employees and dependents; a 401(k) plan with a generous employer match; an employee stock purchase plan; a generous Paid Time Off policy; and paid parental leave and adoption assistance. Our Wellness Program supports employee total well-being by providing free annual health screenings and coaching, bank at work, and on-site workshops, as well as ongoing programs recognizing major events in the lives of our employees throughout the year. All benefits and programs are subject to applicable eligibility requirements. Huron is fully committed to providing equal employment opportunity to job applicants and employees in recruitment, hiring, employment, compensation, benefits, promotions, transfers, training, and all other terms and conditions of employment. Huron will not discriminate on the basis of age, race, color, gender, marital status, sexual orientation, gender identity, pregnancy, national origin, religion, veteran status, physical or mental disability, genetic information, creed, citizenship or any other status protected by laws or regulations in the locations where we do business. We endeavor to maintain a drug-free workplace. #J-18808-Ljbffr

We're looking for a proven recruiting professional ready to take the next step in their career! If you're a high-performing Lead or Senior Recruiter with a passion for mentoring others and driving results, this is your opportunity to lead a top-tier team and make an impact. About the Role As a Recruiting Manager, you'll be responsible for leading and mentoring a team of recruiters to consistently exceed performance goals. You'll collaborate with our sales team to align recruiting efforts with client needs, train and coach new team members, and drive the strategic use of our tools and processes. This is a leadership role for someone who thrives in a fast-paced environment, loves helping others grow, and knows how to lead by example. What You'll Be Doing Hold recruiters accountable to daily/weekly KPIs Run and analyze team performance reports Ensure team achieves 12+ client submissions weekly Recruit, interview, and train new recruiting hires Partner with sales to prioritize job orders daily Lead weekly coaching sessions with junior recruiters Become a Bullhorn ATS and Sandler methodology expert; train others effectively Create and manage automation campaigns Research and evaluate new tools and technologies What We're Looking For 2+ year of recruiting experience Current Lead or Senior Recruiter title Proven success achieving $9k in weekly gross profit Coaching and mentoring experience Strong communication, organization, and relationship-building skills High personal integrity and professionalism Ability to manage confidential information with discretion Deep knowledge of recruiting tools and platforms. (Prior Bullhorn ATS experience is a plus) Positive, team-oriented attitude with a problem-solving mindset Why Anistar? At Anistar, we don't just fill positions - we build careers. You'll have the opportunity to step into a key leadership position, shape the future of our recruiting team, and grow alongside a company that's making waves in the industry. Ready to take the lead? If you're driven, experienced, and ready to guide others to success, we want to hear from you! Apply now and take your recruiting career to the next level with Anistar.

We have an exciting opportunity for a Human Resources Manager in the Washington, DC office at Eversheds Sutherland (US) LLP. We are searching for someone who wants to be a valued contributor and member of a talented and dynamic team of lawyers, paralegals and business professionals. The Human Resources (“HR”) Manager leads and implements human resources policies, practices, and objectives in assigned regions/offices that result in an employee-oriented, high performance culture emphasizing teamwork, critical thinking, respect, creativity, quality, productivity, and assists in driving the creation and maintenance of the staff and paralegal workforce. The HR Manager will partner very closely with the Senior Benefits Manager with Leave, FMLA and Wellness. Responsibilities and Duties: Staffing Management Handles departure processes and exit interviews for staff and paralegals, analyzing the information for patterns and trends. Manages and monitors the day-to-day workflow of paralegals and legal practice assistants in appropriate regions. Manages monthly profitability of all paralegal hours and workload. Manages onboarding and off boarding when appropriate. Works with the with Talent Acquisition Manager on non-legal recruitment activities (within appropriate regions). Benefits Partners with Benefits team to manage and track the leave and wellness process firmwide. Training and Development. Identifies training and development needs to continually expand the administrative staff and paralegal skill competency levels. Proactively creates, delivers, and revises training and development programs, sometimes in partnership with other departments, to ensure optimal outcomes. Employee Relations Coaches and develops non-managerial staff on all human resources issues including communication, feedback, recognition, and developmental and disciplinary issue responsibilities. Addresses and resolves employee relations issues in an effective and timely manner, ameliorating issues before they escalate. Documents and reports all employee relations and recommendations to Director of Human Resources. Performance Management Participates in staff and paralegal performance evaluation, merit increase and bonus program processes. Provides day-to-day coaching, counseling and disciplinary actions guidance. Monitors the results and follows up as appropriate. Compensation Plays key role, with leadership of the HR Director, in the staff and paralegal annual review, merit increase, bonus processes and budgets of activities in appropriate region. Prepares draft compensation and bonus recommendations of staff and paralegal to Director of Human Resources. Manages overtime for all staff in region and report attentions to Director of Human Resources. Compliance/Risk Management Remains current on local changing legal requirements. Responds to inquiries and requests from state/federal/local agencies (Department of Labor). Escalates and alerts Director of Human Resources about issues of concern. Professional Development/Continuous Improvement/Best Practices Recommends new programs and changes to existing programs. Stays current on local HR trends and best practices, both in general and in law firms. Actively participates in professional HR associations to represent appropriate offices, identify HR best practices, network with colleagues, etc. Recommends new approaches, policies, and procedures to effect continual improvements in the Department. HR Systems and Processes Manages the creation and maintenance of department records and files, including personnel, I-9, medical files and records. Manages the maintenance, review, and communication of records required by law or local governing bodies, or other departments in the organization. Works with the HR Operations Manager in updating job descriptions. Assists in the implementation of HR policies and procedures. Recommends changes as appropriate. Manages the timely processing of change notifications to all functioning departments. Manages reference and verification of employment requests for all personnel within appropriate region and files. Manages wage notices for appropriate region (as applicable). Prepares and monitors monthly HR metrics and reports and other required reports. Firm Culture Keeps current on the “temperature” and morale of the assigned offices. Manages and designs social activities to enhance communication, morale and the employee/employer relationship. Maintains an environment of trust, teamwork, development, and empowerment through quality communications, relationship building, and coaching. Develops and maintains effective relationships to be able to effectively identify and respond to current and future people-related issues, concerns, and needs. Perpetuates an open and inclusive environment through relationship building, effective communications, visibility, employee engagement programs, an open door policy, and consistency. Works to get early buy-in and support for initiatives. Actively contributes and collaborates with all HR team members. Other: Performs other duties and projects as required and assigned by the Director of Human Resources. Knowledge, Skills and Abilities: A Bachelor's degree is preferred from an accredited college or university or applicable experience. A certificate or a postgraduate degree in Human Resources or a related field is a plus. At least ten (10) years of experience as an HR Manager, HR Generalist, Office Administrator or Secretarial Manager in a large, matrixed, multi-office professional services organization is required, with a preference for law firm experience. Competent in all aspects of HR, including relevant state, federal and local laws and statutes including state employment laws for New York and Washington, DC. Possesses: Outstanding client service skills, including excellent verbal, written and listening communication skills. Exemplary judgment and professional maturity. Proven ability to motivate, influence others, and build consensus, utilizing diplomacy and tact. Excellent organization skills and processes. Ability to respond positively and quickly to changing circumstances and priorities. Quickly and easily builds relationships with individuals at all levels. Committed to mentoring, developing, and helping others succeed, and to developing and retaining top talent. Committed to continuous learning and professional development, both personally and for employees. Gifted at developing viable options and delivering practical solutions to complex issues. Pragmatic problem solver. Models and employs diversity and inclusion best practices. Effectively prioritizes workload, manages projects, and handles responsibilities, meeting short and long-term deadlines. Possesses critical thinking, follow through and execution. Exercises discretion, professionalism, and confidentiality. Excellent computer skills and knowledge of MS Office Suite. Proficient with Outlook, especially Excel and PowerPoint. This is a hybrid role and will require on-site presence 4 days per week. The salary ranges for this position vary depending on the geographic location and other factors such as experience, internal equity, market data, and job-related considerations. The range for this position is from $108,000 - $170,000, with offers contingent upon the various factors. The firm's compensation strategy includes not just a base salary but also comprehensive benefits such as healthcare, paid time off, discretionary merit bonuses, life and disability insurance, retirement plans and tailored learning opportunities. Eversheds Sutherland (US) LLP is committed to promoting diversity and inclusion within our Firm and in the larger legal profession. We believe that diverse skills, knowledge and viewpoints make us a stronger firm. Eversheds Sutherland (US) LLP maintains a policy of affording all employees and applicants equal employment opportunities without regard to actual or perceived race, color, religion, sex (including pregnancy, childbirth, lactation and related medical conditions), sexual orientation, gender (including gender identity or expression or transgender status), national origin, age, disability, genetic information, marital or familial status, domestic violence victim status, ancestry, amnesty, citizenship status, ethnicity, military and veteran status, or any other characteristic protected by applicable law. Unlawful discrimination, harassment and retaliation will not be tolerated in any of the Firm's offices or any other work-related setting. Qualified individuals with a disability may request a reasonable accommodation in order to apply for a position or to enable them to perform the essential functions of a position for which they are otherwise qualified. EEO.

Title:HRBP Senior Manager Role Overview & Purpose This Senior HR Business Partner Manager is open due to a retirement of the previous leader. The role was initially posted at a senior level, then upgraded to a Senior Manager role due to the scope and leadership demands. Two prior finalists declined the role due to competing offers, reinforcing the importance of fit and readiness rather than speed. The primary need is for a strategic HR leader who can: Mentor and stabilize a growing HR team Serve as a true thought partner to operations leadership Focus on strategy and leadership rather than transactional HR work This is for an HRBP Senior Manager (NA Manufacturing Operations) position. This position would report to the HRBP Director.. Fully onsite at Corporate Headquarters in Holland, MI. M-F. 8-5. 25 percent of time travel (remote plants) The positions is a manager level role, and will have roughly 5 direct reports, with some dotted lines, all operations based HRBP's. There are 2 leaders (HRBP Manager/HRBP Supervisor) who report to them, that are newer in their roles, hence this open position must have experience with leading of leaders and understand those needs/guidance/mentorship. We have 9 plants total, 4 in Holland (all in one location here at headquarters), 2 in Big Rapids, 1 in Ludington, 1 in North Carolina and 1 in Mississippi. The candidate must have at least 3 years of in-depth supervisory experience, along with 7 years of experience in HR with a Bachelor's or 5 years' experience with a Master's. Really needs strong experience in manufacturing and similar or larger size/scope to global company. Scope & Organizational Impact Supports 9 furniture manufacturing plants across multiple locations. (4 in Holland (all in one location here at headquarters), 2 in Big Rapids, MI 1 in Ludington, MI 1 in North Carolina and 1 in Mississippi) Partners directly with the Director of Operations and senior plant leadership. Plays a key role in: Employer-of-choice strategy Workforce retention and upskilling Leadership capability development All plant-level HR roles are filled; this role sits at the enterprise/SG&A level. Leadership & Team Dynamics HR team composition: Majority of HR team members are newer hires with varied experience levels. 17 total team with 5 Direct Reports Turnover was intentional, driven by a shift in leadership expectations. The team is motivated but lacks consistent structure, direction, and alignment. This role must provide: Stability and consistency Clear leadership expectations Mentorship and development for emerging HR leaders Ideal candidate brings 3 years MINIMUM (strict!) of leadership-of-leaders experience. Operations Partnership & Succession Context Operations leader: Rapidly progressed from supervisor to leading all nine plants in 5-6 years. Oversees three group managers, two of whom partner closely with HR leaders. This role must act as a trusted advisor: Helping push operations forward While ensuring decisions stay within appropriate boundaries Strong influence, confidence, and judgment are critical. What the Organization Needs Most A leader who: Thinks strategically and delegates effectively Avoids getting pulled into day-to-day transactional HR tasks Can raise the bar for HR leadership and performance Manufacturing or similar industry experience is non-negotiable due to workforce complexity and scale. Recruiting Challenges & Market Realities Difficulty finding candidates who: Have led larger HR teams Successfully transitioned from individual contributor to enterprise-level leader Search expanded beyond West Michigan to include relocation candidates. Willingness to consider candidates slightly above range if the fit is strong. Compensation & Incentives Salary midpoint approximately $130-140k - can go to 150k or higher but needs to be stellar Target bonus: enterprise-based, tied to overall company performance (not individual metrics) 15% bonus with cell phone stipend Relocation assistance is available. Ideally would like someone from Midwest because of cold weather

We are seeking an experienced Human Resources Manager to lead and scale HR operations for our rapidly growing team of 300 employees. This role is ideal for a hands-on HR leader with strong management experience, a background in construction or manufacturing, and a track record of executing HR initiatives end-to-end. The HR Manager will partner closely with the executive team, manage a small HR team, and be heavily involved in recruiting, onboarding, and employee management. This role is critical for maintaining our culture while supporting growth. Key Responsibilities HR Leadership & Management Oversee day-to-day HR operations for a workforce of ~300 employees Manage a team of 2-3 HR staff, including Payroll and HR Generalist Serve as a trusted partner to the Director of HR and executive team on people strategy and operational decisions Lead employee relations, performance management, policy enforcement, and process improvement initiatives Recruiting & Onboarding Lead the recruitment process for field and office roles, particularly construction positions and other skilled trades Ensure onboarding processes are thorough, and employees are fully prepared from day one Partner with hiring managers to attract, hire, and retain top talent in a competitive labor market Payroll & Compliance Oversight Oversee payroll operations, including piece-rate pay structures Ensure compliance with federal, state, and local employment laws Support HRIS and payroll systems (Paycom) and other operational tools (Sage Intacct, IVS) Culture & Employee Engagement Promote and protect a strong, team-oriented, supportive company culture Serve as a champion for employee engagement, retention, and workforce development Identify opportunities to enhance HR programs, policies, and employee experiences Qualifications Required: 5+ years of progressive HR experience, including true management experience Experience leading HR in construction, trades, or manufacturing environments preferred Hands-on recruiting and onboarding experience for field-based employees Strong employee relations, coaching, and conflict resolution skills Familiarity with HRIS systems (Paycom preferred) and payroll oversight Ability to operate in a fast-growing, operationally driven organization Preferred: Experience working with executive leadership and advising on people strategy Exposure to piece-rate pay or non-standard compensation structures What Success Looks Like A well-run HR team providing consistent, proactive support to employees and leadership Smooth, effective recruiting and onboarding processes that meet growth targets A positive, team-oriented culture maintained and reinforced across the organization HR processes and systems operating efficiently, supporting compliance and scalability

TITLE: HR Manager ABOUT THE JOB: Don't miss this great opportunity to work for a very stable and growing company. As a Human Resource Manager, you will report directly to the Chief Administrative Officer. You will perform critical tasks and responsibilities including recruiting, employee relations, training, new-hire orientation, onboarding, maintaining personnel files, coordinating the payroll process and administering employee benefit plans. PERKS & BENEFITS: Excellent benefits and annual bonuses SKILLS & QUALIFICATIONS: 5 years of HR experience preferred. Knowledge of California State and Federal employment laws. Payroll experience is highly preferred 4-year degree is highly preferred HR Management Certification through PHR/SPHR programs. Intermediate to advanced proficiency in MS Office products including Access. HOW TO APPLY: Send a Microsoft Word version of your resume to Kristin Sweeney at AppleOne. *********************

HR Operations Leader (Temp‑to‑Hire) Hybrid | Chicago, IL About the Opportunity We are partnering with a well‑established, mission‑driven nonprofit organization based in Chicago that supports children, youth, and families across multiple service lines. This is a highly confidential, temp‑to‑hire opportunity with a strong intention to convert to permanent employment based on performance. This role is intentionally structured as contract‑to‑hire to allow both the organization and the incoming leader to ensure long‑term alignment, cultural fit, and impact. Position Overview The HR Operations Leader will play a critical role in supporting and strengthening the organization's people operations during a period of growth and transformation. This position partners closely with executive leadership and oversees core HR functions, including systems, compensation, benefits, payroll, and HRIS. Key Responsibilities Lead and support HR operations across HRIS, compensation, benefits, payroll, and reporting Manage and develop a small team within HR operations (HRIS, comp & benefits, payroll, and potential analytics support) Partner closely with executive leadership on people operations strategy and execution Ensure HR systems, processes, and data integrity support a growing organization Operate effectively in a hybrid environment Required Qualifications 5-10 years of progressive HR experience Non‑profit experience is required (organizational structure, compensation realities, and mission alignment) Strong HR operations background (systems, processes, and execution) Experience working with HRIS and payroll platforms Bachelor's degree required Ability to work hybrid (2 days onsite per week in Chicago Work Schedule & Location Hybrid: 2 days onsite per week Standard business hours: 8:30 AM - 5:00 PM 40 hours per week Compensation Contract Hourly Rate: $40-$45/hour (commensurate with experience) Conversion Salary Cap: Up to $120,000 annually upon permanent hire Strong intent to hire permanently based on performance and organizational fit

Professional Search Group is a recruiting and staffing firm established in Australia that launched its first US office in late 2015. Our Technology division in LA is currently hiring due to business growth, and we could use help with the current book of business we have. We will consider candidates with experience recruiting positions either working for an agency or someone with internal recruiting experience. Depending on someone's experience, a dedicated recruiting only role in a fast-paced environment would be ideal for this role! If you have recruiting experience and are looking for a change to find a great culture with like-minded individuals, check out PSG! We are a boutique firm with high caliber staff who are experienced and know how to work hard, have fun and make money! PSG Staffing Manager's responsibilities include placing job ads in various online channels, evaluating applications, and providing shortlists of qualified candidates based on established criteria. To be successful in this role, you should have experience filling a variety of jobs for different departments and seniority levels spanning both infrastructure and development type roles. Ultimately, you will help our clients reduce time to hire by providing high-quality candidates in a timely manner. Responsibilities: Conduct intake meetings with clients to agree on qualification criteria for candidates Publish job ads on careers pages, job boards and social media Source and contact passive candidates online (e.g. via LinkedIn) Screen resumes and job applications Interview candidates and provide shortlists of qualified potential hires Update clients and colleagues on hiring status (e.g. number of screened & interviewed candidates) Prepare candidates before interviews with clients Create talent pipelines with high-potential candidates for future job opportunities Keep detailed records of past applicants' information, including resumes, assignments and interview evaluations Manage a portfolio of client accounts and maintain good relationships with them Requirements: Proven work experience as a Staffing Agency Recruiter, Internal Recruiter or similar role with exposure to filling IT / Tech roles Ability to manage the first hiring stages (job posting, sourcing, screening, interviewing) Experience with various interview formats, including phone screening calls, in-person interviews and video interviews Experience evaluating candidates for various roles and seniority levels Knowledge of resume databases and Applicant Tracking Systems Excellent communication and relationship-building skills Solid organizational and time-management abilities Base salary, plus commissions Must be local to Los Angeles for a hybrid type schedule. PSG's office is located in West Hollywood!

Bilingual Onsite Manager (3rd shift) - Spring Green, WI If you are a dynamic individual who loves working in a fast-paced environment and helping to change people's lives, then we are the company you have been searching for! We are seeking a driven Bilingual HR Onsite Manager to join our team for an immediate opening in Spring Green, WI Role Summary : The Bilingual Onsite Manager is responsible for the day-to-day supervision of personnel to ensure the timely, accurate and quality delivery of customer goods and service. This role manages employee relations at the client site - including coaching, performance reviews, removal from assignments, and exit interviews. This role ensures client satisfaction and engagement through superior customer service and develops relationships with supervisors and associates. This role anticipates staffing requirements and expectations; develops value-added services to support changing client needs. Your Opportunity: Anticipate staffing requirements and expectations; develops value-added services to support changing client needs Coordinate recruitment, screening, interviewing, and hiring of individuals for assignment Maintain timekeeping system and ensure payroll/invoicing is accurate Provide productivity, headcount, attendance, and other reports at the client's request Manage employee relations at the site - including coaching, counseling, performance reviews, removal from assignments, and exit interviews Conduct onsite orientation, safety training Facilitate the initial treatment and reporting of workers' compensation incidents Participate in scheduled service reviews at the client site Act as the liaison between the branch office and the client Deliver superior customer service and develop relationships with supervisors and associates Other duties as assigned Your attributes: Must be Bilingual in English/Spanish Language Experience in a customer service role responsible for multi-level client communication HR and data management experience Demonstrable success managing a team or process Familiarity with a heavy process-oriented environment Able to lead, organize and build effective and diverse teams Must have seasoned critical thinking and problem-solving skills Practical experience and comfort with using operational software, Microsoft Office products, and basic data management tools for analysis Ability to communicate professionally and effectively across all platforms Able to listen and respond to information effectively and influence decision makers Employbridge offers a competitive base salary plus monthly bonus potential! Additional benefits package for full time colleagues that includes: Comprehensive Medical, Dental & Vision benefits starting on the first of the month following hire date 8 Paid Holidays per year Paid Time Off 401(k) Wellness Program Parental Leave The Employbridge Story As the United States' largest light industrial staffing company and the first workforce-as-a-service provider, our digital-first approach to staffing is rooted in a rich history of delivering high-quality, scalable workforce solutions to the organizations driving the American supply chain. Our colleagues are guided by our purpose of Championing People, Unlocking Potential and bring this to life every day as they help put hundreds of thousands of people to work at tens of thousands of companies across the country. The foundation of our culture is built upon a bridge to better, offering our colleagues rewarding and growth-oriented experiences that positively impact lives and businesses in innovative and meaningful ways. Employbridge is an Equal Opportunity Employer committed to diversity and inclusion. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, disability, military or veteran status, genetic information, or any other characteristic protected by federal, state or local laws.

Are you a strategic thinker with a passion for talent development and resource management? Join a dynamic global consulting firm as a Staffing & Resource Manager, where you will oversee staffing operations and ensure the effective alignment of talent with business needs. This role offers the opportunity to play a critical part in employee development while driving strong results for clients. With a hybrid model and professional development opportunities, this consulting firms offers a wonderful opportunity for you! Key Responsibilities: Lead the strategic allocation of resources, balancing client demands with professional development opportunities. Oversee staffing decisions, collaborating closely with leadership to ensure optimal resource deployment. Maintain and enhance reporting systems, ensuring data accuracy and actionable insights. Analyze and present key data and reports to support business decisions. Act as a key liaison between employees and leadership, ensuring personal and professional development goals align with business needs. Work cross-functionally with finance, HR, and contract teams to maintain an accurate picture of staffing capacity. Facilitate onboarding and training for new employees on staffing processes, ensuring efficiency and clarity. Monitor weekly time submissions and proactively identify staffing risks and opportunities. Why You'll Love Working Here: Opportunities for career and leadership development are readily available. Generous paid time off and holiday offerings. Ability to work and network with leaders in the industry. Hybrid work model. What We're Looking For: Experienced. You have 5+ years of resource management experience, ideally in a professional services or consulting environment. Tech-savvy. Proficiency in Google Workspace and Microsoft Office; Salesforce experience is a plus! Strategic thinker. You balance multiple priorities while optimizing efficiency and employee engagement. Strong communicator. You excel at building relationships, coaching employees, and presenting insights to leadership. Detail-oriented. You thrive in an organized environment and can analyze complex data to inform decisions. Proactive and adaptable. You anticipate challenges and are ready to pivot in a fast-paced setting. Essential to Hawthorne Lane's success is our ability to attract talent from a range of backgrounds. Our network reflects the diverse community around us, and we believe in a workplace where everyone feels valued and empowered to succeed. Applicants will not be discriminated against on the basis of race, color, creed, religion, sex, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status.

2025-2026 Plunkett Cooney Laurel F. McGiffert Diversity Equity & Inclusion Diversity Scholarship Active law school students are invited to apply for the 2025-2026 Plunkett Cooney Laurel F. McGiffert Diversity Equity & Inclusion Scholarship. This year, the firm will award three (3) $2,500 diversity scholarships to the individuals who submit the most compelling essays in response to the firm's prompt. There is no cost to apply. See below for details. Application Period Opens: Monday, December 1, 2025 Application Deadline: Friday, January 30, 2026, 5:00 pm Eligibility: Any student currently enrolled in an ABA-credited law school Essay Prompt: Describe a situation where you had to confront your own biases or privileges. How did this experience change your worldview and how do you see it impacting your career in the law. Essay Requirements: Maximum of two pages, double-spaced, 12-point font, PDF format How to Submit: Submit your essay response to the above prompt along with your verification of law school enrollment, resume and background information via our scholarship application website, which can be accessed by clicking here. Questions? Contact Jennifer Barczak at **************; *************************** Plagiarism Notice: It is understood that plagiarism is never acceptable, and that one's original work should always be presented in academic and business pursuits. To this end, applicants are advised that Plunkett Cooney will utilize online plagiarism and AI tracking tools as part of its essay review process. Award Notification: Scholarship winners will be contacted by Friday, February 27. At approximately the same time, the firm will issue a press release to publicly congratulate the scholarship recipients. About Plunkett Cooney: Established in 1913, Plunkett Cooney is one of the Midwest's oldest and most accomplished law firms. With approximately 130 attorneys, we represent an array of public- and private-sector clients in Illinois, Indiana, Michigan and Ohio. The firm's practice includes all aspects of litigation and business law services. To learn more about Plunkett Cooney and the firm's commitment to DE&I, click here. Open.FIRMADMIN.HR.30979148-1 Open.FIRMADMIN.HR.35095998-1