Talent acquisition partner jobs in Boulder, CO - 45 jobs

Who We Are: Schwazze (SHHwahZZ) is a purpose-driven, vertically integrated cannabis operator. We are building a leading seed-to-sale company with best-in-class dispensaries and exceptional cultivation, manufacturing, and wholesale capabilities. Driven by a high-performance culture, we combine customer focus and data-driven insights to unlock the plant's full potential and improve the human condition. At Schwazze, you are not just an employee - you are part of a purpose-centered, performance-driven team where your contributions matter, your growth is supported, and your potential is limitless. We lead with integrity, connection, engagement, excellence, and empowerment, fostering a culture where people thrive, communities flourish, and the industry moves forward. These values define our commitment to creating a supportive, positive workplace while delivering exceptional customer experiences. For more information, please visit our website: **************** Job Title: Talent Acquisition Partner Salary Range: $75,000 - $85,000 Type: Full-Time, Exempt Location: Denver, Colorado (Main Office) or Boulder, CO (Satellite Office) Position Objective The Talent Acquisition Partner delivers full-cycle recruitment across retail, cultivation, distribution, and corporate functions. This role requires exceptional attention to detail, strong communication skills, and the ability to build trusted partnerships with hiring leaders and the Onboarding team. The TA Partner manages high-volume hiring with urgency and accuracy, works independently within a small team environment, and upholds consistent, compliant, and defensible hiring practices. Success in this role comes from balancing speed with precision, maintaining data integrity, and ensuring an exceptional candidate and hiring manager experience. Essential Functions Full-Cycle Recruitment and Hiring Operations (50%) * Lead all aspects of recruitment including intake meetings, job postings, sourcing, screening, interview coordination, offer alignment, and onboarding handoff. * Build strong partnerships with hiring managers to understand operational needs, labor forecasts, and role requirements. * Conduct structured pre-screens and provide consistent and compliant candidate assessments. * Ensure all hiring practices follow state labor laws, company policies, and pay equity requirements. * Execute recruiting with urgency and accuracy, managing multiple deadlines and changing business priorities. * Maintain the TA Tracker with exceptional accuracy, consistent updates, and timely communication to stakeholders. Market Engagement, Sourcing, and Indeed Campaign Management (25%) * Manage all sponsored Indeed campaigns, including budget allocation, ongoing performance monitoring, and timely adjustments to maximize candidate flow for high-priority requisitions. * Develop and execute sourcing strategies that align with hiring needs across retail, cultivation, distribution, and corporate roles, ensuring consistent candidate volume and quality. * Maintain consistent, professional, and timely communication with candidates from initial outreach through offer alignment to support engagement and minimize candidate drop-off. * Represent Schwazze's values and culture in all interactions and ensure each candidate receives a respectful, consistent, and high-quality experience that strengthens the employer brand. Data Integrity, Reporting, and Systems Ownership (15%) * Maintain accurate, complete, and compliant data within the ATS and HRIS. * Produce and deliver reporting on hiring trends, time-to-fill, funnel metrics, and campaign performance. * Provide data-driven recommendations to improve recruiting effectiveness and process efficiency. * Ensure templates, documentation, and workflows are consistently used and aligned with People & Culture standards. Talent Strategy, Process Improvement, and M&A Support (10%) * Support recruitment activities related to mergers and acquisitions, including talent assessment, role alignment, and onboarding integration. * Participate in workforce planning discussions with People & Culture leadership to understand upcoming hiring needs. * Contribute to developing SOPs, recruitment tools, templates, and leader training materials. * Partner with Employee Relations to ensure hiring decisions are structured, consistent, and defensible. Please note that the percentage allocations are a general estimate and may vary based on business needs and priorities. Additional duties may be required as needed to support overall operations.

As a Skillbridge Intern at GE Healthcare, every moment partnering with customers is an opportunity to impact the lives of patients. You'll be the face of our life-changing products, you'll drive customer satisfaction through excellent service and you'll help healthcare professionals deliver world-class care to patients using innovative medical technologies. The Military DoD SkillBridge program is an opportunity for Service members to gain valuable civilian work experience through specific industry training, apprenticeships, or internships during the last 180 days of service. SkillBridge connects Service members with industry partners in real-world job experiences under Dept. of Defense Instruction 1322.29. Separating Service members can be granted up to 180 days of permissive duty to focus solely on training full-time with approved industry partners after unit commander (first O-4/Field Grade commander in chain of command) provides written authorization and approval. GE HealthCare as a Skill Bridge partner offers real-world training and work experience in in-demand fields of work while having the opportunity to evaluate the Service member's suitability for the work. Military DoD SkillBridge participants are not eligible for compensation from GE HealthCare, as they continue to receive military compensation and benefits as active-duty service members. **Job Description** **Essential Responsibilities:** + Partner with GE HealthCare people leaders to develop and implement talent acquisition strategies that align with the overall business goals and objectives. + Develop and implement innovative sourcing strategies to identify and attract top talent. + Conduct structured interviews that are fair, unbiased, and effective, assessing candidates' skills, experience, and fit for the role/the team/the company. + Work with hiring managers and business leaders to develop and implement proactive talent acquisition strategies, including succession planning, internal mobility, and diversity and inclusion. + Support Talent Acquisition projects from start to finish, ensuring that all deliverables are met on time and within budget. + Stay informed of the latest trends and developments in the talent market to provide actionable insights to GE HealthCare business leaders. **Required Qualifications:** SkillBridge Eligible (Active Duty) + 2+ years of experience in talent acquisition, recruiting, or a related field. + Strong understanding of the talent acquisition process, including sourcing, screening, interviewing, and making hiring recommendations. + Ability to assess candidates' fit for the role/the team/the company based on their skills, experience, and cultural fit. + Ability to work effectively with hiring managers and business leaders to understand their needs and develop and implement talent acquisition strategies. + Excellent communication and interpersonal skills. + Strong organizational and time management skills. **Desired Characteristics** + Bachelor's degree or equivalent strongly preferred. + Strong preference for recruiting in high volume work. + Proven ability in managing and/or supporting Talent Acquisition projects. + Familiarity with project management tools and techniques + Experience in understanding the labor market and providing actionable insights to business leaders. + Familiarity with data analysis and visualization tools (e.g., LinkedIn Talent Insights, Tableau, etc.) GE HealthCare is a leading global medical technology and digital solutions innovator with over 100 years of healthcare industry experience and around 50,000 employees globally. We enable clinicians to make faster, more informed decisions through intelligent devices, data analytics, applications and services, supported by our Edison intelligence platform. We operate at the center of an ecosystem working toward precision health - digitizing healthcare, helping drive productivity and improving outcomes for patients, providers, health systems and researchers around the world. **Additional Information** GE HealthCare offers a great work environment, professional development, challenging careers, and competitive compensation. GE HealthCare is an Equal Opportunity Employer (****************************************************************************************** . Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. GE HealthCare will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable). While GE HealthCare does not currently require U.S. employees to be vaccinated against COVID-19, some GE HealthCare customers have vaccination mandates that may apply to certain GE HealthCare employees. **Relocation Assistance Provided:** No

EchoStar is reimagining the future of connectivity. Our business reach spans satellite television service, live-streaming and on-demand programming, smart home installation services, mobile plans and products. Today, our brands include Boost Mobile, DISH TV, Gen Mobile, Hughes and Sling TV. Department Summary The Talent Acquisition team is integral to our success as we supply the fuel for our continued growth and award-winning innovation. This role reports to the Director of Talent Acquisition and is responsible for leading a team of 35-40 recruiting team members supporting high volume hiring of 3,500-5,000 annual hires. We are looking for a strategic Leader of Talent Acquisition who thrives in a fast-paced environment, can roll up their sleeves, work hard, have fun, and get the job done. We invite you to see who we are and what we're all about! Job Duties and Responsibilities * Lead and direct the day-to-day talent acquisition strategy and hiring delivery across high-volume recruiting for frontline and field employees, including hiring for Customer Service, Direct Sales, and In-Home Service Technicians. * Build innovative programs to attract candidates through various channels such as veterans, vocational programs and partnerships, diverse segments, and employment branding and advertising campaigns. * Partner with senior leaders across the organization to identify talent strategies, leverage recruiting tools, and improve processes. * Lead, develop, and coach the staff through mentoring and learning experiences to successfully achieve all SLAs (time to fill, quality of hire, weekly hiring targets, candidate experience, etc.). * Develop and maintain strong working relationships with Executives, HR Business Partners, and Hiring Managers to create a partnership that produces consistent results and communicates the hiring strategies. * Analyze recruiting metrics to share reports and recommendations with all stakeholders and executive leadership. * Ensure effective talent acquisition tools, resources, and campaigns are used to source and attract top talent. * Drive increased optimization of recruitment tools and processes to accelerate hiring and increase the identification of quality candidates. * Identification, management, and alignment of the proper candidate experience. * Manage and develop special projects as a member of the Talent Acquisition Leadership Team to innovate and continuously improve our process. * Act as a key member of the Talent leadership team, which is responsible for executing enterprise-wide initiatives vital to the business's success, including identifying and contract negotiations with outside partners. * Represent the client brand in the market to attract and retain talent, which includes Glassdoor, LinkedIn, Indeed, etc. Skills, Experience and Requirements * Bachelor's degree and 5-7 years of progressive talent acquisition experience with a large-scale and/or multi-site company. * 5+ years of managing and developing recruiting teams. * Demonstrated ability to drive and communicate change through senior leaders and track record of developing engaged, high-performance teams. * Experience improving recruiting processes to improve overall efficiency and results in a high-volume recruiting environment. * Ability to manage multiple priorities at one time and able to lead teams through high-pressure and high demands from business leaders. * High level of expertise with TA Technology including Applicant Tracking and Candidate Relationship Management Systems, AI-enabled applications and job boards * Advanced data & analytics capabilities * Excellent written and verbal communication skills to influence and negotiate effective business solutions. * Proven ability to build partnerships across all levels of an organization. * Strong work ethic and sense of urgency, with the ability to work in a fast-paced, results-oriented environment. Salary Ranges Compensation: $127,050.00/Year - $181,500.00/Year Benefits We offer versatile health perks, including flexible spending accounts, HSA, a 401(k) Plan with company match, ESPP, career opportunities, and a flexible time away plan; all benefits can be viewed here: DISH Benefits. The base pay range shown is a guideline. Individual total compensation will vary based on factors such as qualifications, skill level, and competencies; compensation is based on the role's location and is subject to change based on work location. Candidates need to successfully complete a pre-employment screen, which may include a drug test and DMV check. Our company is committed to fostering an inclusive and equitable workplace where every individual has the opportunity to succeed. We are dedicated to providing individuals with criminal or arrest records a fair chance of employment in accordance with local, state, and federal laws. The posting will be active for a minimum of 3 days. The active posting will continue to extend by 3 days until the position is filled. We pride ourselves on developing and promoting talent as an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. EchoStar will accommodate the sincerely held religious beliefs of employees if such accommodations are not undue hardships and are otherwise within the bounds of applicable law. All qualified applicants with arrest or conviction records will be considered for employment in accordance with local, state, and federal law. You may redact any information that identifies age, date of birth, or dates of school/graduation from your application documents before submission and throughout our application process. EchoStar will provide reasonable accommodation to otherwise qualified job applicants and employees with known physical or mental disabilities, unless doing so poses an undue hardship on the Company, poses a direct threat of substantial harm to others, or is otherwise not required by law. EchoStar has a more detailed Accommodation Policy that applies to employees. EchoStar endeavors to make echostar.com and jobs.echostar.com accessible to users. Please contact *************** if you would like to discuss the accessibility of our website or need assistance completing the application process. This contact information is for accommodation requests only; do not use this contact information to inquire about the status of applications. Click the links to access the following statements: EEO Policy Statement, Pay Transparency, EEOC Know Your Rights (English/Spanish)

Posting Date 12/23/2025 2000 16th St, Denver, Colorado, 80202-5117, United States of America Over the last decade, we set out to be the world's greatest dialysis company, and over the next decade, we're poised to build the greatest healthcare community the world has ever seen. When you join the DaVita Village, you're joining a winning team. Through our commitment to training, growth and quality, we consistently achieve superior clinical outcomes while giving teammates the opportunity to excel in an award-winning environment that enables them to thrive both professionally and personally. DaVita is seeking a high-performing Sr. Manager of Talent Acquisition to lead and evolve our Field TA function. This leader will manage a team of Talent Acquisition Partners and work closely with senior business and People Services leaders to deliver a world-class hiring experience. The ideal candidate will bring exceptional leadership skills, a focus on process improvement and the ability to collaborate effectively with senior leaders to meet organizational needs. Key Focus Areas: * Strong Leadership: Foster accountability, motivation, and a culture of excellence while effectively leading and developing TA Partners and Sourcing Partners. * Process Improvement: Streamline recruiting processes by leveraging technology and implementing innovative strategies to enhance efficiency and scalability. * Stakeholder Management: Build and maintain strong relationships with senior leaders, including (S) VPs, to align talent acquisition efforts with organizational priorities. The following duties and responsibilities generally reflect the expectations of this position but are not intended to be all inclusive. Leadership and Team Management * Lead and coach a team of Talent Acquisition Managers & Talent Acquisition Partners responsible for recruiting a variety of direct patient care roles. * Drive performance excellence by setting clear goals, providing real-time coaching, and supporting teammate development. * Foster a collaborative, accountable, and high-integrity culture aligned with DaVita's core values. Recruiting Execution * Lead a team responsible for managing full-cycle recruitment processes for >1,000 direct patient care teammates annually across a multi-state territory. * Partner closely with the team to ensure a high standard for both volume of hires and candidate quality. * Provide oversight and strategic guidance to ensure searches are conducted with speed, rigor, and alignment to DaVita's leadership expectations. * Continuously assess and optimize recruiting processes to drive consistency, candidate quality, and alignment with operational leaders' needs. Process and Operations Excellence * Evolve the TA function by building scalable, standardized processes that deliver a best-in-class hiring experience for candidates, hiring leaders, and senior stakeholders. * Identify opportunities to streamline workflows, reduce cycle times, and improve quality through technology, tools, templates, and operational discipline. * Build and enforce high standards of operational excellence, data integrity, and process rigor across the TA team. * Lead continuous improvement initiatives based on data, feedback, and market trends to ensure TA remains a strategic advantage for DaVita. * Drive innovation in sourcing, candidate engagement, assessment strategies, and recruiting processes.. Metrics and Performance Management: * Monitor and evaluate recruiting performance, analyze trends, and proactively implement adjustments to achieve or exceed established goals. * Foster a results-oriented approach, ensuring recruiting metrics consistently align with and exceed organizational objectives. * Analyze recruitment data to pinpoint bottlenecks and opportunities within the hiring process, implementing corrective actions to drive improvements. Stakeholder Partnership * Build strong relationships with senior leaders (Directors and (S) VPs) and People Services leaders, understanding their talent needs and advising on best-in-class recruiting strategies. * Serve as a trusted advisor to senior leadership on recruiting practices, candidate selection, and competitive talent market insights. Qualifications * Bachelor's degree required; Master's degree preferred. * 7+ years of recruiting experience, with at least 3+ years of recruiting management/leadership experience leading people leaders * Proven experience managing a high-volume recruiting team and delivering results. * Strong track record of advising senior business leaders and driving high-quality hiring outcomes. * Skilled at balancing hands-on team leadership with strategic partnership responsibilities. * Highly organized with excellent project management, communication, and relationship-building skills. * Proficiency in Applicant Tracking Systems (ATS); experience with Workday Recruiting a plus. * Intermediate computer skills and proficiency in MS Word, Excel, Outlook, and PowerPoint required * Travel Requirement: Up to 10%. * Work Location: Remote with occasional in-person collaboration. What We'll Provide: More than just pay, our DaVita Rewards package connects teammates to what matters most. Teammates are eligible to begin receiving benefits on the first day of the month following or coinciding with one month of continuous employment. Below are some of our benefit offerings. * Comprehensive benefits: Medical, dental, vision, 401(k) match, paid time off, PTO cash out * Support for you and your family: Family resources, EAP counseling sessions, access Headspace, backup child and elder care, maternity/paternity leave and more * Professional development programs: DaVita offers a variety of programs to help strong performers grow within their career and also offers on-demand virtual leadership and development courses through DaVita's online training platform StarLearning. At DaVita, we strive to be a community first and a company second. We want all teammates to experience DaVita as "a place where I belong." Our goal is to embed belonging into everything we do in our Village, so that it becomes part of who we are. We are proud to be an equal opportunity workplace and comply with state and federal affirmative action requirements. Individuals are recruited, hired, assigned and promoted without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, protected veteran status, or any other protected characteristic. This position will be open for a minimum of three days. The Salary Range for the role is $98,000.00 - $155,000.00 per year. If a candidate is hired, they will be paid at least the minimum wage according to their geographical jurisdiction and the exemption status for the position. New York Exempt: New York City and Long Island: $64,350.00/year, Nassau, Suffolk, and Westchester counties: $64,350.00/year, Remainder of New York state: $60,405.80/year New York Non-exempt: New York City and Long Island: $16.50/hour, Nassau, Suffolk, and Westchester counties: $16.50/hour, Remainder of New York state: $15.50/hour Washington Exempt: $77,968.80/year Washington Non-exempt: Bellingham: $17.66/hour, Burien: $21.16/hour, Unincorporated King County: $20.29/hour, Renton: $20.90/hour, Seattle: $20.76/hour, Tukwila: $21.10/hour, Remainder of Washington state: $16.66/hour For location-specific minimum wage details, see the following link: DaVita.jobs/WageRates Compensation for the role will depend on a number of factors, including a candidate's qualifications, skills, competencies and experience. DaVita offers a competitive total rewards package, which includes a 401k match, healthcare coverage and a broad range of other benefits. Learn more at *********************************** Colorado Residents: Please do not respond to any questions in this initial application that may seek age-identifying information such as age, date of birth, or dates of school attendance or graduation. You may also redact this information from any materials you submit during the application process. You will not be penalized for redacting or removing this information.

**Talent Acquisition Leader Sr - Medical Device - req1616** Manage requisition workload and meet specific recruiting performance goals. **RESPONSIBILITIES** This is a remote home office role, located in the USA. + Manage requisition workload, meeting specific recruiting performance goals, as assigned by Director, Talent Acquisition. + Build and maintain candidate pipelines and networks as needed to ensure a constant flow of qualified candidates are available to meet CMSU manpower needs. + Create candidate skill set pipeline folders in recruiting application allowing easy retrieval and review for Hiring Managers. Develop local notification process alerting Hiring Managers of new prospective candidates for their organizations. + In partnership with business unit leaders; Director, Talent Acquisition; and local Hiring Managers, identify, develop and maintain College Recruiting/Cadet/Intern Programs as needed to support assigned business unit(s). + Coordinate 3rd party search firm and Talent Acquisition agency recruiting utilization + Conduct telephone screening and/or in-person interviews ensuring only qualified candidates are submitted to Hiring Managers for consideration. + Ensure all candidate contacts (in-person, telephone and email), activities and tasks are thoroughly and correctly documented in CMSU recruiting application (ATS). + Ensure follow-up and detailed feedback are received and thoroughly documented in recruiting application (ATS) within 48-hours of candidate submittal and 24-hours of interview completion. + Manage applicant workflow, requisition and offer letter approval processes per CMSU recruiting service delivery process models and recruiting application. + Maintain contact with all Hiring Managers to ensure complete understanding of their present and future manpower needs, keeping them informed on the current status of their requirements and prospective candidates. + In coordination with business unit leaders and Hiring Managers, establish and maintain prioritization system for requisitions, putting forth maximum focus on filling high priority requirements timely. + Coordinate relocation, sign-on bonuses, compensation, and incentive plans between prospective new hires and CMSU management as required. + Review information on all assigned requisitions and associated candidate status by close of business Friday, or your last working day, of each week, ensuring correctness of all information, prior to creation and transmission of weekly requisition status and recruiting activity reports. + Participate in job fairs, trade shows and career fairs + Coach, guide, mentor and develop Sourcers and Recruiters as necessary + Prepare reports and compile information as necessary **QUALIFICATIONS** + Possess ability to train, coach, mentor and develop mentor Sourcers and Recruiters + Computer literate with strong Internet, Microsoft Word, Excel and PowerPoint abilities. + Possess ability to work extended hours and weekends as necessary to accomplish recruiting missions. + Available for frequent, often âlast minuteâ domestic travel, as necessary. + Possess and aggressively demonstrate a strong sense of urgency in completing missions timely. + Able to adapt and adjust to rapidly changing priorities. + Possess superior written and oral communications and presentation skills. + Possess superior multi-tasking abilities. + Possess strong customer service skills. + 4 Year Bachelor's Degree + 10 years Recruiting experience in a corporate recruiting capacity + Pay Information: Min $97,900 to Max $157,500 (DOE) **_About us!_** _Canon Medical Systems USA, Inc., a world leader in diagnostic imaging, is in search of qualified candidates to fill our open positions. Canon Medical Systems offers a competitive salary and benefits package, we support a diverse workplace and are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, sex, color, sexual orientation, gender identity, religion, national origin, protected veteran status, or on the basis of disability. We invite you to join and become part of our Canon family._

At GeoStabilization International (GSI), we solve some of the toughest infrastructure challenges in North America - stabilizing slopes, preventing landslides, and protecting communities from natural hazards. Our engineers and field experts work in extreme conditions to deliver fast, safe, and lasting solutions. We're looking for a Manager of Professional Talent Acquisition - a high-impact recruiting leader who can attract top technical, professional and executive talent while elevating the performance of our recruiting team. This role is ideal for someone who thrives in a fast-moving, results-driven culture and can develop the systems, discipline, talent pipelines and team capabilities needed to fill mission-critical roles with speed and precision. You'll personally own leadership searches while coaching a small team of recruiters supporting corporate, engineering and construction PMO roles. You'll set standards for sourcing quality, interviewing discipline, and talent calibration across the business. Responsibilities Leadership & Team Development Lead, mentor, and coach a team of 2-3 recruiters and an offshore sourcing team while supporting professional and leadership hiring. Set clear performance expectations around speed-to-slate, speed-to-submit, and offer acceptance rates, driving accountability through weekly pipeline reviews and continuous improvement. Partner closely with the Head of Talent Acquisition to design and execute strategies that raises new hire levels of intelligence, problem solving ability, initiative and humility. Build and manage recruiter playbooks, interview frameworks, and scorecards to ensure consistent selection quality. Drive adoption of structured interviews and data integrity in our ATS, ensuring every hire meets GSI's performance and leadership potential standards. Hands-On Recruiting Execution Personally recruit for executive level roles in multiple functions. Manage college recruitment programs, creating high-pull-through internships that bring exceptional engineering and project management talent into the business. Partner directly with business leaders to define success profiles, role requirements, and hiring priorities. Source and engage top 10% talent through LinkedIn Recruiter, GEM, industry networks, and referrals - with precision targeting and fast-cycle follow-up. Manage the full recruitment life cycle from intake to close, ensuring exceptional candidate experience and hiring manager alignment. Operational Excellence, Analytics & Insights Track and report recruiting KPIs: speed-to-slate, source-of-hire, quality of hire, and conversion rates. Use various KPI and operational data to discover, investigate and launch improvements in areas of opportunity in collaboration with the team, customers and other stakeholders. Partner with Recruitment Marketing to align brand messaging, job postings, and candidate engagement campaigns. Serve as a trusted advisor to hiring leaders, bringing market intelligence, data insights, and recruiting best practices. Continuously evaluate tools, technology, and processes to improve recruiter efficiency and candidate quality. Serve as a culture carrier for the TA function - modeling professionalism, ownership, and data-driven decision-making. Qualifications Required: 6-10 years of progressive recruiting experience, including technical or engineering recruiting in construction, geotechnical, or infrastructure industries. Minimum 2 years leading or mentoring recruiters, sources, or talent specialists. Proven success filling hard-to-hire technical and leadership roles under tight timelines and working with top leaders in the organization. Demonstrated ability to manage multiple requisitions and projects while maintaining quality and speed. Strong command of sourcing tools and systems (LinkedIn Recruiter, GEM, ATS/CRM platforms). Excellent interpersonal and storytelling skills with the ability to influence both senior leaders and top-tier candidates. Analytical mindset - comfortable using recruiting data to identify gaps, coach team members, and improve performance. Preferred: Experience recruiting for engineering functions that do design, field, and sales work. Strong understanding of behavioral and competency-based interview frameworks. Bachelor's degree in Human Resources, Business, or Engineering-related field. Demonstrated career progression and leadership trajectory within Talent Acquisition. What Success Looks Like Within your first 90 days, you will: Establish rhythm and performance expectations with your recruiter team - weekly pipeline and metric reviews. Develop and publish standardized interview scorecards for professional-level roles based on developed competency models. Partner with TA leadership and recruitment marketing to focus offshore sourcing, pipelining and candidate experience models to improve time to slate and time to fill across critical job categories. Help stand up a new ATS and integrate sourcing tools. Be recognized by business leaders as a trusted advisor on hiring strategy and talent quality. Compensation & Benefits Competitive base salary (Denver market range: $105,000-$125,000, commensurate with experience) Annual performance-based incentive bonus Participation in the company equity share program Comprehensive health, dental, and vision coverage 401(k) with company match Paid time off and paid holidays Relocation assistance available for candidates willing to move to Westminster, CO Career path toward Director of Talent Acquisition or Head of Recruiting for top performers Why Join GSI At GSI, you won't just fill jobs - you'll build teams that stabilize mountains, protect communities, and save lives. Our work combines innovation, speed, and mission-driven purpose - and our people reflect that same standard of excellence. You'll be part of a TA team that's redefining what “great hiring” looks like in construction and engineering - where data, discipline, and creative sourcing meet real-world impact. GSI is an equal opportunity employer. We can recommend jobs specifically for you! Click here to get started.

At GeoStabilization International (GSI), we solve some of the toughest infrastructure challenges in North America - stabilizing slopes, preventing landslides, and protecting communities from natural hazards. Our engineers and field experts work in extreme conditions to deliver fast, safe, and lasting solutions. We're looking for a Manager of Professional Talent Acquisition - a high-impact recruiting leader who can attract top technical, professional and executive talent while elevating the performance of our recruiting team. This role is ideal for someone who thrives in a fast-moving, results-driven culture and can develop the systems, discipline, talent pipelines and team capabilities needed to fill mission-critical roles with speed and precision. You'll personally own leadership searches while coaching a small team of recruiters supporting corporate, engineering and construction PMO roles. You'll set standards for sourcing quality, interviewing discipline, and talent calibration across the business. Responsibilities Leadership & Team Development Lead, mentor, and coach a team of 2-3 recruiters and an offshore sourcing team while supporting professional and leadership hiring. Set clear performance expectations around speed-to-slate, speed-to-submit, and offer acceptance rates, driving accountability through weekly pipeline reviews and continuous improvement. Partner closely with the Head of Talent Acquisition to design and execute strategies that raises new hire levels of intelligence, problem solving ability, initiative and humility. Build and manage recruiter playbooks, interview frameworks, and scorecards to ensure consistent selection quality. Drive adoption of structured interviews and data integrity in our ATS, ensuring every hire meets GSI's performance and leadership potential standards. Hands-On Recruiting Execution Personally recruit for executive level roles in multiple functions. Manage college recruitment programs, creating high-pull-through internships that bring exceptional engineering and project management talent into the business. Partner directly with business leaders to define success profiles, role requirements, and hiring priorities. Source and engage top 10% talent through LinkedIn Recruiter, GEM, industry networks, and referrals - with precision targeting and fast-cycle follow-up. Manage the full recruitment life cycle from intake to close, ensuring exceptional candidate experience and hiring manager alignment. Operational Excellence, Analytics & Insights Track and report recruiting KPIs: speed-to-slate, source-of-hire, quality of hire, and conversion rates. Use various KPI and operational data to discover, investigate and launch improvements in areas of opportunity in collaboration with the team, customers and other stakeholders. Partner with Recruitment Marketing to align brand messaging, job postings, and candidate engagement campaigns. Serve as a trusted advisor to hiring leaders, bringing market intelligence, data insights, and recruiting best practices. Continuously evaluate tools, technology, and processes to improve recruiter efficiency and candidate quality. Serve as a culture carrier for the TA function - modeling professionalism, ownership, and data-driven decision-making. Qualifications Required: 6-10 years of progressive recruiting experience, including technical or engineering recruiting in construction, geotechnical, or infrastructure industries. Minimum 2 years leading or mentoring recruiters, sources, or talent specialists. Proven success filling hard-to-hire technical and leadership roles under tight timelines and working with top leaders in the organization. Demonstrated ability to manage multiple requisitions and projects while maintaining quality and speed. Strong command of sourcing tools and systems (LinkedIn Recruiter, GEM, ATS/CRM platforms). Excellent interpersonal and storytelling skills with the ability to influence both senior leaders and top-tier candidates. Analytical mindset - comfortable using recruiting data to identify gaps, coach team members, and improve performance. Preferred: Experience recruiting for engineering functions that do design, field, and sales work. Strong understanding of behavioral and competency-based interview frameworks. Bachelor's degree in Human Resources, Business, or Engineering-related field. Demonstrated career progression and leadership trajectory within Talent Acquisition. What Success Looks Like Within your first 90 days, you will: Establish rhythm and performance expectations with your recruiter team - weekly pipeline and metric reviews. Develop and publish standardized interview scorecards for professional-level roles based on developed competency models. Partner with TA leadership and recruitment marketing to focus offshore sourcing, pipelining and candidate experience models to improve time to slate and time to fill across critical job categories. Help stand up a new ATS and integrate sourcing tools. Be recognized by business leaders as a trusted advisor on hiring strategy and talent quality. Compensation & Benefits Competitive base salary (Denver market range: $105,000-$125,000, commensurate with experience) Annual performance-based incentive bonus Participation in the company equity share program Comprehensive health, dental, and vision coverage 401(k) with company match Paid time off and paid holidays Relocation assistance available for candidates willing to move to Westminster, CO Career path toward Director of Talent Acquisition or Head of Recruiting for top performers Why Join GSI At GSI, you won't just fill jobs - you'll build teams that stabilize mountains, protect communities, and save lives. Our work combines innovation, speed, and mission-driven purpose - and our people reflect that same standard of excellence. You'll be part of a TA team that's redefining what “great hiring” looks like in construction and engineering - where data, discipline, and creative sourcing meet real-world impact. GSI is an equal opportunity employer.

Rowan Digital Infrastructure is redefining how data centers are delivered-faster, smarter, and at scale. We partner with hyperscale customers to provide tailored, high-performance infrastructure with a focus on sustainability, efficiency, and flexibility. Our experienced, end-to-end team delivers custom solutions across a growing portfolio of strategic sites in key markets across the United States. Backed by Quinbrook Infrastructure Partners, Rowan is committed to enabling the next generation of digital infrastructure-and building a more sustainable future in the process. Ready to help transform how the world's most important technologies are powered? Join us. Role Summary Rowan Digital Infrastructure is seeking a Director of Talent Acquisition Operations and Workforce Planning to architect and lead the next phase of our recruitment strategy as the company continues its rapid growth. Reporting to the Director of People & Culture, this role will oversee Rowan's recruiting team, systems, workforce planning, and talent acquisition infrastructure to ensure we attract, hire, and retain exceptional talent. The Director will be both a strategic leader and a hands-on operator who can translate business growth goals into scalable a workforce plan, build and optimize recruiting systems, and serve as a trusted advisor to leaders on talent strategy. You'll play a key role in ensuring Rowan hires the right people, in the right roles, at the right time, while creating a best-in-class candidate and hiring manager experience. Travel: Ability to travel up to 15% for company gatherings or to project sites. Location: Denver, CO (3 day hybrid in-office role) Compensation: $170-$215K (Offers Bonus) Essential Responsibilities Lead Rowan's talent acquisition strategy, aligning hiring priorities with business goals and long-term workforce planning Develop and oversee workforce planning frameworks in partnership with Finance and business leaders to anticipate and meet future talent needs Lead and scale recruiting operations and infrastructure, including ATS optimization, recruiting analytics, and process standardization to support efficiency and growth Continue to scale and optimize Rowan's recruiting infrastructure including an ATS, reporting, hiring workflows, and candidate experience Establish data-driven recruiting insights and dashboards that inform leadership on pipeline health, time-to-fill, and labor market trends Coach and mentor a high-performing recruiting team, ensuring consistency, efficiency, and excellence in full cycle recruiting execution Strengthen Rowan's employer brand through recruitment marketing, storytelling, and outreach strategies that highlight Rowan's culture, impact, and opportunities Manage vendor and agency relationships, balancing external partnerships with in-house capabilities Ensure recruiting practices comply with federal, state, and local employment laws Act as a trusted advisor to leadership on labor market trends, talent availability, and competitive intelligence, and talent acquisition best practices Education, Skills, and Experience Bachelor's degree in human resources, business administration, or related field, and 10+ years of relevant recruiting and/or TA leadership experience Proven success in building and scaling recruiting functions within high-growth or startup environments Strong experience in workforce planning, partnering with Finance and executive teams to forecast and align future talent needs Deep understanding of ATS systems, sourcing strategies, recruiting analytics, and data-driven recruiting practices Demonstrated leadership skills, with the ability to develop and empower a team of recruiters Strong leadership, communication, and influencing skills with a track record of building trusted partnerships across all levels of the business Ability to operate in a fast-paced, highly cross-functional, and ambiguous environment while balancing strategy and execution Fueled by Excellence & Collaboration At Rowan, we are a distributed team united by a common mission to transform data center delivery. Across our two offices, we offer a hybrid work environment supported by the teamwork, technology, and in-office gathering time to help you be successful. We are headquartered in Denver, Colorado and have an office in Seattle, Washington. Our team of talented and passionate individuals is spread out across the U.S. Here to support you At Rowan, we want to make sure you can do great work. We offer competitive benefits focused on helping you be and achieve your best. Hybrid working environment Team building and educational opportunities Generous benefits package including robust health benefits and a 401(k) company contribution Unlimited PTO Competitive compensation and bonus plan Equal Opportunity Employer Rowan Digital is an equal-opportunity employer. We welcome and celebrate diversity in all aspects of our workforce. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other legally protected status. We strive to create an inclusive environment where everyone can thrive.

At Seagate, our mission is to give people peace of mind by protecting their digital lives. Since 1978, Seagate has been creating precision-engineered data storage technologies that deliver superior capacity, speed, safety, and performance. We help people harness and maximize the datasphere. Seagate couldn't do any of that without its employees-a diverse workforce of 40,000 creative, hard-working, passionate people all over the world. From the Silicon Valley, the United Kingdom, Singapore, India, Thailand, through China, our people are proud to embody the values of integrity, innovation, and inclusion. Job Description About our group: The Global Talent Management team is building a world-class talent strategy that aims to maximize our employees' potential by delivering robust end-to-end talent solutions. Our goal is to create an empowered, agile, innovative workforce to meet the needs of our future business while promoting a positive employee experience. This is an excellent opportunity to be in a leadership role with one of the top organizations with a global footprint. You will have the opportunity to lead strategies in a face-paced and exciting environment. About the role - you will: As Director - Talent Acquisition, you will be responsible for overseeing the full recruitment life cycle for technical, non-technical, and leadership roles at Seagate. Your goal will be to minimize the time to hire critical positions without compromising quality. You will be tasked with leading and overseeing members of the recruiting team to create, organize, and implement new and enhanced Talent Acquisition processes and tools to drive efficiency and improve quality of hires. Be a self-starter who thrives in a rapidly growing organization and establishes best practices Assess current and future staffing needs against the business strategy and develop / oversee implementation of appropriate talent acquisition strategies/plans Communicate and collaborate with business partners and stakeholders across the company Provide oversight of the Talent Acquisition team of contractors/vendors Partner with staffing teams to fulfill current and future staffing needs, working closely with vendors/RPO partners and teams Review and monitor performance to vendor SLA/KPI and other metrics Develop and review candidate and employee satisfaction metrics to understand trends and create mitigation plans for improvement Partner with vendors/RPO partners to determine resources needs to support the business short and long term Develop and monitor data analytics specific to Talent Acquisition and leverage insights for process enhancements. Responsible for identifying and mapping the external talent pool towards critical positions within the organization and create a strong succession planning pool Develop assessment tools based on required skills for each role and organization values (In line with the hiring need) to ensure hiring decision is majorly data driven Provide guidance on global practices to do the following: Design and execute short-term and long-term recruitment strategies to source passive candidates for difficult-to-fill positions and creatively source for niche roles Maximize sourcing resources/channels to determine effectiveness/ROI Provide guidance for global best practices for full lifecycle recruitment & selection process; identify areas of improvement to create higher impact Work with global legal and TA/HR leadership team to ensure recruitment and selection procedures and practices meet operational needs, legislative and best practice requirements Work with the global Total Rewards team to identify trends with regards to compensation trends and recommendations to attract/retain top talent Leverage business intelligence to understand competition, market data reporting, and talent mapping for the organization Qualifications Your experience includes: Talent acquisition with proven results in building a great team Managing/Leading a team of Talent Acquisition partners Proven track record of instituting hiring processes to bring efficiency in the hiring process In depth expertise and understanding of talent acquisition across different geographies and business functions Deep experience in recruitment, talent strategy, candidate assessments, fit analysis and on-boarding with exposure and use of technology platforms in the talent acquisition space High proficiency in Microsoft Office Suite (Outlook, Excel, Word, PowerPoint) and Applicant Tracking Systems Proven excellence in project management skills Additional Information About you: Ability to communicate with and influence senior leaders is essential High level of integrity, ownership, and accountability Ability to drive change and challenge the status quo Ability to understand and articulate stakeholder's requirements, culture and other compatibility issues that are critical to making a successful hire Strong process management, interpersonal, organizational, written, negotiation and presentation skills

Job Description Location: On-site (Required 5 days a week), Full-time Reports to: CEO Prime Robotics is a fast-growing warehouse automation company building integrated robotics, software, and systems that improve productivity for enterprise customers. We operate in a high-ownership, execution-focused environment where accountability, professionalism, and cultural alignment matter. As we scale, we are looking for a People & Talent Manager who will serve as a recruiting owner, culture gatekeeper, and trusted partner to leadership. Role Overview The People & Talent Manager's primary responsibility is recruiting and culture alignment, ensuring we hire the right people and consistently reinforce the behaviors and standards we expect across the company. This role requires strong judgment, high integrity, and the ability to lead by example. This role is a full-scope HR role, though not payroll- or compliance-heavy. We use Justworks to handle payroll, tax filings, and many government compliance requirements. Top Responsibilities (Priority Order) 1. Recruiting & Hiring (Top Priority) Own end-to-end recruiting for salaried and hourly roles Partner with hiring managers to clearly define role requirements and success criteria Screen candidates rigorously for cultural alignment, work ethic, and accountability Ensure hiring decisions reinforce company standards and values Maintain disciplined, consistent hiring processes Own recruiting operations, including candidate pipelines, screening metrics, interview processes, and hiring documentation to ensure repeatable, high-quality hiring 2. Culture Alignment & Gatekeeping Serve as a culture gatekeeper - ensuring behaviors align with company expectations Reinforce standards around professionalism, accountability, and fairness Identify cultural risks early and escalate appropriately Help leaders address performance and behavior issues constructively and promptly Apply policies consistently, including to yourself 3. People Operations Manage onboarding and offboarding processes Maintain accurate employee records and documentation Coordinate benefits administration through Justworks Ensure employee lifecycle processes are smooth, professional, and consistent Maintain organized HR systems and SharePoint documentation 4. Leadership Partnership Act as a trusted, business-minded advisor to leadership Provide clear recommendations - not just options Support managers with hiring, performance management, and employee issues Partner with leadership on headcount planning, hiring prioritization, and timing aligned with business needs and budget constraints Handle sensitive matters with discretion and sound judgment 5. Systems, Metrics & Process Improvement Own HR-related systems, documentation, and workflows Support structured performance management processes, including review cycles, documentation, and manager guidance Maintain HR metrics and reporting to support leadership decision-making and investor or diligence readiness Continuously improve people processes as the company scales Ensure clarity, consistency, and efficiency across HR operation 6. General HR & Administrative Ownership (One-Person Department) Maintaining and enforcing the employee handbook and company policies HR-related government compliance Supporting managers with performance management and documentation Coordinating team-building activities and internal events Office and on-site workplace administration Requirements What We're Looking For Required 5+ years experience in HR, People Operations, or Talent Management Strong recruiting experience in a growth-stage company Proven ability to assess cultural fit, not just resumes Strong organizational, process, and documentation skills Clear, direct communicator with sound professional judgment High integrity and discretion Strongly Preferred Experience working in high-tech, robotics, automation, engineering, or advanced manufacturingenvironments Familiarity with recruiting for technical, hardware, software, and operations roles Experience working as a department of one, owning full-scope HR responsibilities in addition to recruiting. Experience working in growth-stage companies where structure is still being built Cultural Expectations (Critical to Success) This role requires someone who: Leads by example in work ethic, professionalism, and accountability Is visible, responsive, and dependable Applies policies evenly and fairly Understands that HR supports both employees and the business Is cost-conscious and thoughtful with company resources Is comfortable working on-site in a collaborative environment Values clarity and fairness over flexibility and exceptions This role is not a fit for someone who views HR primarily as an employee-advocacy or policy- exception function. Compensation $100,000 - $125,000 annually, based on experience and qualifications Benefits Benefits & Work Environment We value our team members and offer meaningful benefits, including: Employer-subsidized medical, dental, and vision insurance plans to support your health and wellbeing Dedicated vacation and sick leave, allowing you to recharge and take care of personal needs when required A collaborative, execution-driven culture where innovation thrives and your work has a real, visible impact The opportunity to contribute to transformative robotics and automation technology in a fast-growing industry A modern office located in Denver West Industry Park, offering a professional, well-designed work environment Access to a well-equipped on-site gym, supporting health, fitness, and work-life sustainability Equal Opportunity & Eligibility Prime Robotics is proud to be an Equal Employment Opportunity Employer (EEOE). All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected characteristic. Prime Robotics participates in E-Verify. E-Verify is an internet-based system that compares information from an employee's Form I-9, Employment Eligibility Verification, to data from the U.S. Department of Homeland Security and Social Security Administration to confirm employment eligibility. Please note: We are unable to offer visa sponsorship for this position at this time.

The Manager of Talent Acquisition at Care Options for Kids will oversee the recruitment process and team performance for an assigned service line(s). This leader will play a critical role in ensuring hiring strategies align with organizational growth objectives, while driving operational excellence within the recruitment team. This position offers a unique opportunity to influence talent acquisition strategies, support a high-performing team, and contribute to the company's mission to deliver exceptional care to children and families. Key Responsibilities: Leadership & Team Management: · Manage and mentor a team of Talent Acquisition Specialists, providing support, training, hiring event coordination, and accountability to ensure optimal team performance. · Drive key performance indicators (KPIs), including interviews, offers, hires, and other recruitment metrics on a weekly, monthly, and quarterly basis. · Conduct regular performance evaluations and provide coaching to team members for not meeting established goals. Recruitment Oversight: · Oversee the end-to-end recruitment process for the designated service line(s), ensuring efficient and effective hiring practices. · Mentor and manage Talent Acquisition Specialists, providing guidance, hands-on support/training and performance management. · Maintain a personal caseload for the assigned market to stay engaged with recruitment operations. · Ensure accuracy, clarity, and activity of all job requisitions, including salary transparency, for designated markets. Strategic Collaboration: · Partner with executive leaders & other essential department heads, i.e. the VPs/Directors of Business Operations, Clinical Operations, Sales, Marketing, to align hiring strategies with organizational growth goals. · Collaborate with hiring managers and service line specific department leads to address recruitment needs, resolve issues, attend recruitment events, and escalate concerns when necessary. Data & Metrics Utilization: · Use recruitment data and metrics to evaluate and optimize the effectiveness of hiring strategies within the assigned market(s). · Identify trends and areas for improvement and implement actionable solutions to enhance recruitment outcomes. Event Management: · Partner with leadership to select strategic events and sponsorships, balancing budget constraints with market hiring needs and long-term talent pipeline development. · Lead the planning, logistics, and execution of all hiring events (virtual and in-person) in partnership with Marketing, Clinical Operations, and Sales, to ensure brand alignment and strong candidate engagement. · Coordinate cross-departmental pre-event planning, ensuring TA Specialists and Market Leaders are aligned on hiring needs, event goals, target disciplines, and follow-up expectations. · Provide on-site or virtual leadership during events, modeling strong customer service, ensuring smooth operations, and supporting recruiters in real-time decision-making and candidate prioritization. · Ensure timely and accurate documentation in the ATS of all event-related candidate interactions, maintaining high data integrity for reporting and forecasting. Operational Excellence: · Act as the primary point of contact for ATS (Applicant Tracking System) for troubleshooting, including submitting and managing support tickets as needed. · Remaining current on industry trends specific to our business and best practices. · Demonstrates initiative, solutions-focused mind-set · Support the team's/office involvement in in-person community/hiring events to engage with local/national professional organizations, academic programs, and community organizations to enhance hiring pipelines. · Ensure compliance with organizational standards and best practices across all recruitment activities. Qualifications: o Bachelor's Degree in Human Resources, Business Administration, or a related field preferred; equivalent experience considered. o 5+ years of experience in talent acquisition, with at least 2 years in a leadership role. o Proficiency in using ATS platforms and other recruitment tools. o Strong analytical skills with experience in leveraging data for decision-making. o Excellent interpersonal and communication skills to effectively manage relationships with internal and external stakeholders. o Proven ability to mentor and lead a team to meet and exceed performance goals. o Familiarity with the healthcare industry and therapy recruitment are preferred. What We Offer: o A supportive and collaborative work environment. o Opportunities for professional growth and development. o Comprehensive benefits package, including health, dental, and vision insurance. o A chance to make a meaningful impact in the lives of children and families. Job Title: Manager, Talent Acquisition - Therapy+ Classification: Exempt Reports to: Vice President of Talent Acquisition Apply by: 1/15/2026 Salary Range: $75,000/year + Bonus Eligible, $10,000 Location: Denver, CO

Established in 1991, Collabera has been a leader in IT staffing for over 22 years and is one of the largest diversity IT staffing firms in the industry. As a half a billion dollar IT company, with more than 9,000 professionals across 30+ offices, Collabera offers comprehensive, cost-effective IT staffing & IT Services. We provide services to Fortune 500 and mid-size companies to meet their talent needs with high quality IT resources through Staff Augmentation, Global Talent Management, Value Added Services through CLASS (Competency Leveraged Advanced Staffing & Solutions) Permanent Placement Services and Vendor Management Programs. Job Description • Looking for a Senior level recruiter to partner with our Individual Advisory Services (Wealth Management) organization. This position will actively recruit for highly skilled wealth managers (series 7, 63), directors and business support personnel. The successful Talent Advisor will build and maintain a network of potential candidates through pro-active market research and on-going relationship management. Responsibilities: • Wealth management and advisory market research, candidate cultivation from contact through close, including offer negotiation and business relationship management. • Cultivate a network of relationships inside and outside the organization in the wealth management and advisory space and have the ability to anticipate hiring manager preferences through high offer-to-interview ratios. Requirements: Bachelor's degree preferred or related experience 3-5 years of Financial Services Recruiting experience • Experience recruiting for professional positions (3+ years preferred) • Strong client management skills; ability to influence • Strong market research capabilities, and the ability to present research to senior management • Strong sourcing (computer and networking software) skills and ability to generate leads • Must have outstanding phone interviewing skills to discern core competencies as they relate to our requirements and refer the best of the best to hiring managers. • Should be self-sufficient and able to work with little direct supervision; strong consulting skills a must. • Demonstrated ability to execute recruiting strategy, including employer promotion in the marketplace, placing postings and advertisements, candidate management, diversity sourcing, and interview process management. Qualifications recruiting, placing postings and advertisements, candidate management, diversity sourcing, and interview process management, financial industry experience Additional Information To get further details on this; please contact: Shivani Shah ************ *****************************

Website: ************************ The Director of Talent Acquisition Operations & Programs is responsible for building, optimizing, and scaling enterprise-wide talent acquisition operations, programs, and innovation. This role leads the design and continuous improvement of global recruitment processes and the development of enterprise talent pipeline programs-including early career, internship, military/veteran recruiting, employee referral programs, recruitment marketing and employer branding and other talent pipelines. The Director is part of the Global Talent Acquisition Center of Excellence (COE), reports to the VP of Talent Acquisition and collaborates closely with HR Systems, HR Reporting & Analytics, Corporate Communications, Talent Management, Region Talent Acquisition Leaders and other cross-functional partners, ensuring global consistency, compliance, efficiency, and a world-class candidate experience. Key Responsibilities Talent Acquisition Operations & Continuous Improvement * Lead the design, rollout, and governance of global TA processes, ensuring clarity, consistency, and operational excellence. * Identify process gaps and implement targeted improvements to reduce time to fill, strengthen quality of hire, and improve hiring manager and candidate satisfaction. * Evaluate and optimize workflows across job posting, interview scheduling, selection, offer approval, hiring, and onboarding. * Standardize documentation, forms, templates, SOPs, and training materials across countries and functions. * Maintain knowledge of best practices and evolving global recruitment trends. Technology, Systems & Automation * Serve as the primary liaison between TA and HR Systems/Reporting teams. * Partner to design system enhancements, automation, and configuration updates that streamline the end-to-end hiring lifecycle. * Drive requirements for new TA technologies (AI matching, CRM, scheduling tools, assessment platforms, referral technology, RPO integrations, etc.). * Define reporting and analytics needs; support development of dashboards and data standards. * Advocate for digital innovation across recruitment and onboarding processes. Talent Pipeline, Attraction & Hiring Programs Lead the strategy, buildout, and execution of global talent pipeline programs, including: * Recruitment Marketing & Employer Branding: * Develop and scale a global recruitment marketing strategy that enhances brand awareness, improves candidate attraction across each region and key talent segments, and aligns with corporate communications objectives. * Build and manage employer brand assets, campaigns, and digital channels (careers website, social media, job boards, talent communities) to ensure a consistent, engaging, and authentic brand experience globally. * Partner with regional TA, Communications, and business leaders to create targeted content, storytelling, and market-specific campaigns that strengthen talent pipelines and support a unified global employer value proposition (EVP). * Early Career Programs: * Design and scale global university relations, internship, graduate, technical/vocational and entry-level programs. * Build relationships with universities, trade schools, professional societies, and career centers. * Create consistent selection, evaluation, and program governance frameworks. * Military & Veteran Hiring: * Develop partnerships with military transition programs, veteran organizations, and government agencies. * Build recruitment events, marketing materials, and hiring pathways tailored to veteran talent. * Employee Referral Program: * Design and deploy referral processes, incentives, technology, and communications. * Track program performance and recommend innovations to maximize participation and quality. * Diverse Talent Pipelines: * Partner with the Culture and Capability COE, Regional HR teams and community organizations to expand diverse talent reach and access. Program Governance & Stakeholder Engagement * Establish KPIs, success metrics, and performance dashboards for all TA programs. * Provide program updates, insights, and recommendations to TA and HR leadership. * Align initiatives with broader workforce planning and business priorities. * Manage external vendor relationships, contracts, and performance. * Deliver executive and stakeholder communication, reporting, and presentations. Compliance, Risk Management & Quality * Ensure processes and programs comply with all global and local legal, regulatory, and internal governance requirements. * Partner with Legal, Compliance, and HR to maintain global standards (SOX, FCPA, Anti-Bribery Acts, and regional requirements). * Promote data accuracy, process integrity, and audit readiness. Required Qualifications & Experience * Bachelor's degree in Human Resources, Business Administration, or related field and experience. * 15+ years of Talent Acquisition experience, including 5+ years leading TA operations, programs, or branding. * Demonstrated experience implementing global TA processes and technologies. * Strong understanding of recruitment technology (ATS, CRM, AI tools, scheduling platforms, analytics dashboards, HRIS integrations). * Experience building and managing early career, veteran hiring, referral, recruitment marketing or other pipeline programs. * Proven ability to lead cross-functional initiatives in a global, matrixed environment. * Excellent communication, stakeholder management, and project leadership skills. * Strong analytical mindset with the ability to translate data into insights and action. * Experience in mining, manufacturing, engineering, or heavy industry preferred but not required. Key Competencies * Strategic Thinking & Operational Excellence * Process Design & Continuous Improvement * Program Management * Technology & Automation Mindset * Data Literacy & Analytics * Collaboration & Influencing Across Functions * Change Management * Vendor & Stakeholder Management * Strong Communication (written, verbal, executive-level) * Candidate & Hiring Manager Experience Focus AngloGold Ashanti Limited Reg No: 1944/017354/06 EQUAL OPPORTUNITY STATEMENT AngloGold Ashanti North America Inc. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type with regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Requisition ID: 28670 Category: Human Resources Support Services Posting Salary: $175,000 - $215,000 + bonus Post End Date: Jan 13, 2026 Nearest Major Market: Denver

We are seeking a Senior Sales Recruiter with a successful track record of identifying, engaging, and closing executive level candidates; someone to grow and drive recruitment efforts across multiple sales teams. You take action and are adept at influencing key partners and hiring leaders through data-driven insights, critical thinking, and a deep understanding of talent market dynamics. You are an expert at sourcing talent in multiple geographical markets simultaneously. Our business development teams are constantly evolving, so you are also customer-focused and comfortable adapting to change. Esri has a Relocation Assistance Program and can provide support with relocating to the Denver, CO area for this position. Responsibilities Drive results. Own full-cycle recruiting and employee selection efforts for our growing Global Business Development Division. Partner with senior leadership to understand their hiring objectives and develop a plan to hit goals and deliver quality and timely results. Create and execute unique and effective sourcing strategies and techniques to find professionals across a variety of roles within our sales organization. Consistently generate a healthy pipeline of high-quality candidates by driving initiatives such as branding, sourcing, and referrals. Foster relationships. Build solid relationships with sales leadership teams and serve as a talent partner before, during, and after the recruiting process. Manage candidates in process and provide them with a positive candidate experience. Partner with HR specialists in the areas of global mobility, organizational training and development, HRIS, compensation, and compliance. Be an expert. Develop deep business knowledge of Esri's sales organization and the markets it serves. Leverage data and analytics to assess recruiting performance, forecast hiring needs, and inform strategic decisions. Stay informed on competitive talent trends, compensation benchmarks, and employment branding strategies to maintain a strong market presence. Requirements 5+ years of full cycle recruiting experience, including sourcing and closing for sales positions at all levels Demonstrated track record of building successful relationships and partnerships at all organizational levels Solid capacity to practice behavioral competency assessments to determine best placement of talent within the organization Proven ability to develop and execute advanced sourcing strategies and build diverse talent pipelines Strong analytical skills with the ability to interpret recruiting data and translate insights into action Outstanding interpersonal skills, creativity, flexibility, maturity, and sound judgment Team player who takes initiative, is self-directed and highly motivated, and has a passion for results Bachelor's degree in human resources, business, marketing, or communications Recommended Qualifications PHR or SPHR certification Business understanding of software sales within high tech companies Knowledge of ADA, EEO, FMLA, Title VII, wage and hour laws, and benefits MBA or master's degree in human resources, communications, industrial psychology, or marketing #LI-LW1

Arcadis is the world's leading company delivering sustainable design, engineering, and consultancy solutions for natural and built assets. We are more than 36,000 people, in over 70 countries, dedicated to improving quality of life. Everyone has an important role to play. With the power of many curious minds, together we can solve the world's most complex challenges and deliver more impact together. Role description: The Senior Talent Acquisition Partner is an individual contributor responsible for delivering high-impact talent acquisition solutions and supporting strategic people initiatives across the organization. While primarily an individual contributor, this role may occasionally oversee or mentor other team members and participate in special projects as assigned. Role accountabilities: Strategic Talent Advisor: Act as a trusted advisor and consultant to division managers, partnering with leaders to understand business needs and deliver effective talent strategies. Performance & Development Consultant: Provide expert guidance to managers and employees on performance management, professional development, coaching, counseling, career progression, and, where necessary, disciplinary actions. Employee Engagement & Retention: Collaborate closely with management and staff to strengthen working relationships, foster a positive team culture, build morale, and drive productivity and retention. Qualifications & Experience: Bachelor's degree in Human Resources, Business Administration, Psychology, or related field. Advanced degree or HR certification (e.g., SHRM-CP/SHRM-SCP, PHR/SPHR) preferred. More than 5 years of progressive experience in managing full-cycle recruitment in corporate, consulting, or agency environments. Background in advising on performance management, employee relations, and professional development. Familiarity with workforce planning, employer branding, and analyzing talent market data. Experience with coaching, mentoring, or overseeing junior team members. Exposure to international or multi-regional recruitment (preferred). Experience in the engineering, architecture, or professional services sectors (preferred). Proficiency with Applicant Tracking Systems (ATS) and HR Information Systems (HRIS). Knowledge of employment laws and HR policies. Experience with digital recruitment tools, social media sourcing, and recruitment analytics. Project management experience related to talent acquisition initiatives. Why Arcadis? We can only achieve our goals when everyone is empowered to be their best. We believe everyone's contribution matters. It's why we are pioneering a skills-based approach, where you can harness your unique experience and expertise to carve your career path and maximize the impact we can make together. You'll do meaningful work, and no matter what role, you'll be helping to deliver sustainable solutions for a more prosperous planet. Make your mark, on your career, your colleagues, your clients, your life and the world around you. Together, we can create a lasting legacy. Join Arcadis. Create a Legacy. Our Commitment to Equality, Diversity, Inclusion & Belonging We want you to be able to bring your best self to work every day which is why we take equality and inclusion seriously and hold ourselves to account for our actions. Our ambition is to be an employer of choice and provide a great place to work for all our people. We are an equal opportunity and affirmative action employer. Women, minorities, people with disabilities and veterans are strongly encouraged to apply. We are dedicated to a policy of non-discrimination in employment on any basis including race, creed, color, religion, national origin, sex, age, disability, marital status, sexual orientation, gender identity, citizenship status, disability, veteran status, or any other basis prohibited by law. Arcadis offers benefits for full time and part time positions. These benefits include medical, dental, and vision, EAP, 401K, STD, LTD, AD&D, life insurance, paid parental leave, reward & recognition program and optional benefits including wellbeing benefits, adoption assistance and tuition reimbursement. We offer nine paid holidays and 15 days PTO that accrue per year. The salary range for this position is $68,187 - $90,916. Actual salaries will vary and are based on several factors, such as experience, education, budget, internal equity, project and location. #LI-CB3 #LI-Hybrid

EchoStar is reimagining the future of connectivity. Our business reach spans satellite television service, live-streaming and on-demand programming, smart home installation services, mobile plans and products. Today, our brands include Boost Mobile, DISH TV, Gen Mobile, Hughes and Sling TV. **Department Summary** The Talent Acquisition team is integral to our success as we supply the fuel for our continued growth and award-winning innovation. This role reports to the Director of Talent Acquisition and is responsible for leading a team of 35-40 recruiting team members supporting high volume hiring of 3,500-5,000 annual hires. We are looking for a strategic Leader of Talent Acquisition who thrives in a fast-paced environment, can roll up their sleeves, work hard, have fun, and get the job done. We invite you to see who we are and what we're all about! **Job Duties and Responsibilities** + Lead and direct the day-to-day talent acquisition strategy and hiring delivery across high-volume recruiting for frontline and field employees, including hiring for Customer Service, Direct Sales, and In-Home Service Technicians. + Build innovative programs to attract candidates through various channels such as veterans, vocational programs and partnerships, diverse segments, and employment branding and advertising campaigns. + Partner with senior leaders across the organization to identify talent strategies, leverage recruiting tools, and improve processes. + Lead, develop, and coach the staff through mentoring and learning experiences to successfully achieve all SLAs (time to fill, quality of hire, weekly hiring targets, candidate experience, etc.). + Develop and maintain strong working relationships with Executives, HR Business Partners, and Hiring Managers to create a partnership that produces consistent results and communicates the hiring strategies. + Analyze recruiting metrics to share reports and recommendations with all stakeholders and executive leadership. + Ensure effective talent acquisition tools, resources, and campaigns are used to source and attract top talent. + Drive increased optimization of recruitment tools and processes to accelerate hiring and increase the identification of quality candidates. + Identification, management, and alignment of the proper candidate experience. + Manage and develop special projects as a member of the Talent Acquisition Leadership Team to innovate and continuously improve our process. + Act as a key member of the Talent leadership team, which is responsible for executing enterprise-wide initiatives vital to the business's success, including identifying and contract negotiations with outside partners. + Represent the client brand in the market to attract and retain talent, which includes Glassdoor, LinkedIn, Indeed, etc. **Skills, Experience and Requirements** + Bachelor's degree and 5-7 years of progressive talent acquisition experience with a large-scale and/or multi-site company. + 5+ years of managing and developing recruiting teams. + Demonstrated ability to drive and communicate change through senior leaders and track record of developing engaged, high-performance teams. + Experience improving recruiting processes to improve overall efficiency and results in a high-volume recruiting environment. + Ability to manage multiple priorities at one time and able to lead teams through high-pressure and high demands from business leaders. + High level of expertise with TA Technology including Applicant Tracking and Candidate Relationship Management Systems, AI-enabled applications and job boards + Advanced data & analytics capabilities + Excellent written and verbal communication skills to influence and negotiate effective business solutions. + Proven ability to build partnerships across all levels of an organization. + Strong work ethic and sense of urgency, with the ability to work in a fast-paced, results-oriented environment. **Salary Ranges** Compensation: $127,050.00/Year - $181,500.00/Year **Benefits** We offer versatile health perks, including flexible spending accounts, HSA, a 401(k) Plan with company match, ESPP, career opportunities, and a flexible time away plan; all benefits can be viewed here: DISH Benefits . The base pay range shown is a guideline. Individual total compensation will vary based on factors such as qualifications, skill level, and competencies; compensation is based on the role's location and is subject to change based on work location. Candidates need to successfully complete a pre-employment screen, which may include a drug test and DMV check. Our company is committed to fostering an inclusive and equitable workplace where every individual has the opportunity to succeed. We are dedicated to providing individuals with criminal or arrest records a fair chance of employment in accordance with local, state, and federal laws. The posting will be active for a minimum of 3 days. The active posting will continue to extend by 3 days until the position is filled. We pride ourselves on developing and promoting talent as an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. EchoStar will accommodate the sincerely held religious beliefs of employees if such accommodations are not undue hardships and are otherwise within the bounds of applicable law. All qualified applicants with arrest or conviction records will be considered for employment in accordance with local, state, and federal law. You may redact any information that identifies age, date of birth, or dates of school/graduation from your application documents before submission and throughout our application process. 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At GeoStabilization International (GSI), we solve some of the toughest infrastructure challenges in North America - stabilizing slopes, preventing landslides, and protecting communities from natural hazards. Our engineers and field experts work in extreme conditions to deliver fast, safe, and lasting solutions. We're looking for a Manager of Talent Acquisition High Volume Placement - a high-impact recruiting leader who can drive coordinated, on-time delivery of construction crew hires against revenue forecasts. This role is ideal for someone who thrives in a fast-moving, results-driven culture and can develop the systems, discipline, and talent pipelines needed to fill critical roles in a growing, high-demand environment. You'll personally recruit while coaching a small team of front-line recruiters managing hiring needs across the front line operational units within the GSI portfolio. You'll set standards for sourcing quality, interviewing discipline, and talent calibration across the business. Responsibilities Leadership & Team Development Lead, mentor, and coach a team of 3-5 recruiters and an offshore sourcing team while supporting front-line hiring. Set clear performance expectations, driving accountability through daily visual management, pipeline reviews and continuous improvement. Partner closely with the Head of Talent Acquisition to design and execute strategies that raise the problem-solving skills, learning agility, and career-mindedness of our front-line crews. Build and manage recruiter playbooks, interview frameworks, and scorecards to ensure consistent selection quality. Drive adoption of structured interviews and data integrity in our ATS, ensuring every hire meets GSI's performance and leadership potential standards. Hands-On Recruiting Execution Personally recruit for senior-level crew and operations roles. Partner directly with business and operations leaders to continue refining our workforce plan, demand plan, and hiring success models. Ideate, test and manage a variety of tools and programs designed to increase the volume and quality of the front-line applicant funnel based on specific business requirements. Manage the candidate journey to maximize speed, pull-through rates and quality Operational Excellence, Analytics & Insights Use various KPI and operational data to discover, investigate and launch improvements in areas of opportunity in collaboration with the team, customers and other stakeholders. Partner with Recruitment Marketing to align brand messaging, job postings, and candidate engagement campaigns. Continuously evaluate tools, technology, and processes to improve recruiter efficiency and candidate quality. Serve as a culture carrier for the TA function - modeling professionalism, ownership, and data-driven decision-making. Qualifications Required: 6-10 years of progressive recruiting experience, including high-volume, workforce demand driven recruiting. Minimum 2 years leading or mentoring recruiters, sources, or talent specialists. Proven success improving fill rates, attrition, and other critical high-volume KPIs. Demonstrated ability to manage a fluid requisition demand and projects, while maintaining quality and speed for both you and the team. Strong command of recruitment process, tools and systems related to high-volume recruitment. Excellent interpersonal and storytelling skills with the ability to influence both senior leaders and top-tier candidates. Analytical mindset - comfortable using recruiting data to identify gaps, coach team members, and improve performance. Preferred: Experience recruiting high volume in the construction, manufacturing, trades or similar environments. Strong understanding of behavioral and competency-based interview frameworks. Bachelor's degree in Human Resources, Business, or Engineering-related field. Demonstrated career progression and leadership trajectory within Talent Acquisition. What Success Looks Like Within your first 90 days, you will Understand the business, work, job structures and workforce/demand planning process. Establish rhythm and performance expectations with your recruiter team - daily and weekly pipeline and metric reviews. Partner with TA leadership and recruitment marketing to focus offshore sourcing, pipelining and candidate experience models to improve time to slate, time to fill, pull-through and quality metrics across critical job categories. Help stand up a new ATS and integrate sourcing tools. Be recognized by business leaders as a trusted advisor on hiring strategy and talent quality. Compensation & Benefits Competitive base salary (Denver market range: $105,000-$125,000, commensurate with experience) Annual performance-based incentive bonus Participation in the company equity share program Comprehensive health, dental, and vision coverage 401(k) with company match Paid time off and paid holidays Relocation assistance available for candidates willing to move to Westminster, CO Career path toward Director of Talent Acquisition or Head of Recruiting for top performers Why Join GSI At GSI, you won't just fill jobs - you'll build teams that stabilize mountains, protect communities, and save lives. Our work combines innovation, speed, and mission-driven purpose - and our people reflect that same standard of excellence. You'll be part of a TA team that's redefining what “great hiring” looks like in construction and engineering - where data, discipline, and creative sourcing meet real-world impact. GSI is an equal opportunity employer. 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At GeoStabilization International (GSI), we solve some of the toughest infrastructure challenges in North America - stabilizing slopes, preventing landslides, and protecting communities from natural hazards. Our engineers and field experts work in extreme conditions to deliver fast, safe, and lasting solutions. We're looking for a Manager of Professional Talent Acquisition - a high-impact recruiting leader who can attract top technical, professional and executive talent while elevating the performance of our recruiting team. This role is ideal for someone who thrives in a fast-moving, results-driven culture and can develop the systems, discipline, talent pipelines and team capabilities needed to fill mission-critical roles with speed and precision. You'll personally own leadership searches while coaching a small team of recruiters supporting corporate, engineering and construction PMO roles. You'll set standards for sourcing quality, interviewing discipline, and talent calibration across the business. Responsibilities Leadership & Team Development * Lead, mentor, and coach a team of 2-3 recruiters and an offshore sourcing team while supporting professional and leadership hiring. * Set clear performance expectations around speed-to-slate, speed-to-submit, and offer acceptance rates, driving accountability through weekly pipeline reviews and continuous improvement. * Partner closely with the Head of Talent Acquisition to design and execute strategies that raises new hire levels of intelligence, problem solving ability, initiative and humility. * Build and manage recruiter playbooks, interview frameworks, and scorecards to ensure consistent selection quality. * Drive adoption of structured interviews and data integrity in our ATS, ensuring every hire meets GSI's performance and leadership potential standards. Hands-On Recruiting Execution * Personally recruit for executive level roles in multiple functions. * Manage college recruitment programs, creating high-pull-through internships that bring exceptional engineering and project management talent into the business. * Partner directly with business leaders to define success profiles, role requirements, and hiring priorities. * Source and engage top 10% talent through LinkedIn Recruiter, GEM, industry networks, and referrals - with precision targeting and fast-cycle follow-up. * Manage the full recruitment life cycle from intake to close, ensuring exceptional candidate experience and hiring manager alignment. Operational Excellence, Analytics & Insights * Track and report recruiting KPIs: speed-to-slate, source-of-hire, quality of hire, and conversion rates. * Use various KPI and operational data to discover, investigate and launch improvements in areas of opportunity in collaboration with the team, customers and other stakeholders. Partner with Recruitment Marketing to align brand messaging, job postings, and candidate engagement campaigns. * Serve as a trusted advisor to hiring leaders, bringing market intelligence, data insights, and recruiting best practices. * Continuously evaluate tools, technology, and processes to improve recruiter efficiency and candidate quality. * Serve as a culture carrier for the TA function - modeling professionalism, ownership, and data-driven decision-making. Qualifications Required: * 6-10 years of progressive recruiting experience, including technical or engineering recruiting in construction, geotechnical, or infrastructure industries. * Minimum 2 years leading or mentoring recruiters, sources, or talent specialists. * Proven success filling hard-to-hire technical and leadership roles under tight timelines and working with top leaders in the organization. * Demonstrated ability to manage multiple requisitions and projects while maintaining quality and speed. * Strong command of sourcing tools and systems (LinkedIn Recruiter, GEM, ATS/CRM platforms). * Excellent interpersonal and storytelling skills with the ability to influence both senior leaders and top-tier candidates. * Analytical mindset - comfortable using recruiting data to identify gaps, coach team members, and improve performance. Preferred: * Experience recruiting for engineering functions that do design, field, and sales work. * Strong understanding of behavioral and competency-based interview frameworks. * Bachelor's degree in Human Resources, Business, or Engineering-related field. * Demonstrated career progression and leadership trajectory within Talent Acquisition. What Success Looks Like Within your first 90 days, you will: * Establish rhythm and performance expectations with your recruiter team - weekly pipeline and metric reviews.Develop and publish standardized interview scorecards for professional-level roles based on developed competency models. * Partner with TA leadership and recruitment marketing to focus offshore sourcing, pipelining and candidate experience models to improve time to slate and time to fill across critical job categories. * Help stand up a new ATS and integrate sourcing tools. * Be recognized by business leaders as a trusted advisor on hiring strategy and talent quality. Compensation & Benefits * Competitive base salary (Denver market range: $105,000-$125,000, commensurate with experience) * Annual performance-based incentive bonus * Participation in the company equity share program * Comprehensive health, dental, and vision coverage * 401(k) with company match * Paid time off and paid holidays * Relocation assistance available for candidates willing to move to Westminster, CO * Career path toward Director of Talent Acquisition or Head of Recruiting for top performers Why Join GSI At GSI, you won't just fill jobs - you'll build teams that stabilize mountains, protect communities, and save lives. Our work combines innovation, speed, and mission-driven purpose - and our people reflect that same standard of excellence. You'll be part of a TA team that's redefining what "great hiring" looks like in construction and engineering - where data, discipline, and creative sourcing meet real-world impact. GSI is an equal opportunity employer.

Location: On-site (Required 5 days a week), Full-time Reports to: CEO Prime Robotics is a fast-growing warehouse automation company building integrated robotics, software, and systems that improve productivity for enterprise customers. We operate in a high-ownership, execution-focused environment where accountability, professionalism, and cultural alignment matter. As we scale, we are looking for a People & Talent Manager who will serve as a recruiting owner, culture gatekeeper, and trusted partner to leadership. Role Overview The People & Talent Manager's primary responsibility is recruiting and culture alignment, ensuring we hire the right people and consistently reinforce the behaviors and standards we expect across the company. This role requires strong judgment, high integrity, and the ability to lead by example. This role is a full-scope HR role, though not payroll- or compliance-heavy. We use Justworks to handle payroll, tax filings, and many government compliance requirements. Top Responsibilities (Priority Order) 1. Recruiting & Hiring (Top Priority) Own end-to-end recruiting for salaried and hourly roles Partner with hiring managers to clearly define role requirements and success criteria Screen candidates rigorously for cultural alignment, work ethic, and accountability Ensure hiring decisions reinforce company standards and values Maintain disciplined, consistent hiring processes Own recruiting operations, including candidate pipelines, screening metrics, interview processes, and hiring documentation to ensure repeatable, high-quality hiring 2. Culture Alignment & Gatekeeping Serve as a culture gatekeeper - ensuring behaviors align with company expectations Reinforce standards around professionalism, accountability, and fairness Identify cultural risks early and escalate appropriately Help leaders address performance and behavior issues constructively and promptly Apply policies consistently, including to yourself 3. People Operations Manage onboarding and offboarding processes Maintain accurate employee records and documentation Coordinate benefits administration through Justworks Ensure employee lifecycle processes are smooth, professional, and consistent Maintain organized HR systems and SharePoint documentation 4. Leadership Partnership Act as a trusted, business-minded advisor to leadership Provide clear recommendations - not just options Support managers with hiring, performance management, and employee issues Partner with leadership on headcount planning, hiring prioritization, and timing aligned with business needs and budget constraints Handle sensitive matters with discretion and sound judgment 5. Systems, Metrics & Process Improvement Own HR-related systems, documentation, and workflows Support structured performance management processes, including review cycles, documentation, and manager guidance Maintain HR metrics and reporting to support leadership decision-making and investor or diligence readiness Continuously improve people processes as the company scales Ensure clarity, consistency, and efficiency across HR operation 6. General HR & Administrative Ownership (One-Person Department) Maintaining and enforcing the employee handbook and company policies HR-related government compliance Supporting managers with performance management and documentation Coordinating team-building activities and internal events Office and on-site workplace administration Requirements What We're Looking For Required 5+ years experience in HR, People Operations, or Talent Management Strong recruiting experience in a growth-stage company Proven ability to assess cultural fit, not just resumes Strong organizational, process, and documentation skills Clear, direct communicator with sound professional judgment High integrity and discretion Strongly Preferred Experience working in high-tech, robotics, automation, engineering, or advanced manufacturingenvironments Familiarity with recruiting for technical, hardware, software, and operations roles Experience working as a department of one, owning full-scope HR responsibilities in addition to recruiting. Experience working in growth-stage companies where structure is still being built Cultural Expectations (Critical to Success) This role requires someone who: Leads by example in work ethic, professionalism, and accountability Is visible, responsive, and dependable Applies policies evenly and fairly Understands that HR supports both employees and the business Is cost-conscious and thoughtful with company resources Is comfortable working on-site in a collaborative environment Values clarity and fairness over flexibility and exceptions This role is not a fit for someone who views HR primarily as an employee-advocacy or policy- exception function. Compensation $100,000 - $125,000 annually, based on experience and qualifications Benefits Benefits & Work Environment We value our team members and offer meaningful benefits, including: Employer-subsidized medical, dental, and vision insurance plans to support your health and wellbeing Dedicated vacation and sick leave, allowing you to recharge and take care of personal needs when required A collaborative, execution-driven culture where innovation thrives and your work has a real, visible impact The opportunity to contribute to transformative robotics and automation technology in a fast-growing industry A modern office located in Denver West Industry Park, offering a professional, well-designed work environment Access to a well-equipped on-site gym, supporting health, fitness, and work-life sustainability Equal Opportunity & Eligibility Prime Robotics is proud to be an Equal Employment Opportunity Employer (EEOE). All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected characteristic. Prime Robotics participates in E-Verify. E-Verify is an internet-based system that compares information from an employee's Form I-9, Employment Eligibility Verification, to data from the U.S. Department of Homeland Security and Social Security Administration to confirm employment eligibility. Please note: We are unable to offer visa sponsorship for this position at this time.