Human Resources & Recruiting jobs

18 open human resources & recruiting roles aggregated daily from multiple job boards.

18 matches

Job results

  • Senior Benefits Analyst

    Qualfon

    Benefits-AdministrationHuman-ResourcesCompensation-And-BenefitsUnited Statesremote$75K–$85K USDHimalayas

    Overview Under general direction, the Senior Benefits Analyst is responsible for the strategic planning, administration, compliance, and continuous improvement of the company's employee benefits programs. This role oversees the day-to-day management of health and welfare plans, retirement programs, wellness initiatives, communication, and related benefits operations while ensuring compliance with applicable federal, state, and local regulations. The Senior Analyst serves as a key advisor to th

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  • Talent Acquisition Manager

    Zensurance

    Talent-AcquisitionRecruitmentPeople-LeadershipCanadaremote$123K–$134K CADHimalayas

    About Us: Zensurance is redefining commercial insurance for Canadian businesses. As a leading InsurTech, we make getting the right coverage simple, fast, and accessible through a digital-first experience. Our platform combines advanced technology with deep industry expertise to deliver tailored insurance solutions that help businesses thrive. Zensurance has been recognized for its rapid growth and industry impact: ✅ Deloitte’s Technology Fast 50 (2023, 2024, 2025) ✅ Deloitte’s

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  • Talent Acquisition Specialist

    Moniepoint

    Technical-RecruitingTalent-AcquisitionRecruitmentIndiaremoteHimalayas

    Who we are Moniepoint is one of Africa’s fastest-growing fintech companies, recognised by the Financial Times for three consecutive years. We provide an end-to-end financial ecosystem powering payments, banking, credit, and business tools for over 10 million users, processing more than $250B+ in annual transaction value. In 2024-2025, Moniepoint completed a Series C fundraise exceeding $200 million, backed by leading global investors including Visa, Google’s Africa Investment Fund, Develop

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  • Registered Nurse (RN) | School Nurse | $30/hr | Weekdays

    WSi Healthcare Personnel

    Liberty, ILJooble

     ...Registered Nurse (RN) | School Nurse | $30/hr | Weekdays Location: Hannibal, MO Pay: $30.00 per hour Schedule: Monday–Friday, 8:15 AM–3:15 PM Assignment: Through June 2027 Looking for a nursing schedule with your evenings and weekends free? WSi... 

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  • HR Director (Head of People)

    OnHires

    HR-DirectorHead-of-PeopleCHROAlbania, Andorra, AustriaremoteHimalayas

    Location: Remote - Europe time zones Language: English (Intermediate+), Ukrainian or Russian (fluent) Contract type: B2B About the Client Our client is a high-growth global payment platform utilizing AI-routing in specialized verticals (iGaming, Forex, Crypto). Processing millions of transactions across cards, 60+ APMs, and crypto in Europe, LATAM, and Africa. With MSB status in Canada and aiming for EMI licensing in the UK and Malta, they are entering a critical scale-up phase. This pos

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  • Senior Recruiter (US Mortgage Experience Required)

    NightOwl Consulting

    RecruitmentTalent-AcquisitionMortgage-RecruitingPhilippinesremoteHimalayas

    We are seeking a highly skilled Senior Recruiter with a minimum of 5 years of recruiting experience, preferably within the mortgage industry. The ideal candidate will be responsible for managing end-to-end recruitment processes, sourcing top talent, and ensuring a seamless candidate experience. This role requires strong knowledge of the mortgage industry, excellent relationship-building skills, and the ability to manage multiple requisitions simultaneously. Key Responsibilities Lead full-

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  • Specialist, Service Governance (AMER)

    GoGlobal

    Global-Business-Services-(GBS)Human-ResourcesService-GovernanceAnguilla, Antigua and Barbuda, ArgentinaremoteHimalayas

    The AMER Service Governance team is responsible for driving the service governance framework across the Americas region by overseeing service level performance, governance cadence, reporting, and issue management. The team ensures leadership has clear visibility into operational performance while supporting continuous service improvement. Reporting to the Service Governance Lead, you will be responsible for coordinating governance activities, monitoring service performance, tracking key metrics

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  • Registered Nurse (RN) | School Nurse | $30/hr | Weekdays

    WSi Healthcare Personnel

    Elsberry, MOJooble

     ...Registered Nurse (RN) | School Nurse | $30/hr | Weekdays Location: Hannibal, MO Pay: $30.00 per hour Schedule: Monday–Friday, 8:15 AM–3:15 PM Assignment: Through June 2027 Looking for a nursing schedule with your evenings and weekends free? WSi... 

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  • Global Financial Crimes Specialist - Technology Support

    Bank of America

    Human Resources and RecruitmentDublin, IrelandThe Muse

    Job Description: Job Title: Global Financial Crimes Specialist - Technology Support Corporate Title: Assistant Vice President Location: Dublin Company Overview: At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. Responsible Growth is how we run our company and how we deliver for our clients, teammates, communities and shareholders every day. One of the keys to driving Responsible Growth is being a great

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  • Human Resources Officer

    Central Intelligence Agency

    Human Resources ManagementWashington, District of Columbia$75K–$106K USDUSAJobs

    Minimum Qualifications Interested candidates should be passionate about the ideals of our American republic, committed to upholding the rule of law and the U.S. Constitution, and committed to improving the efficiency of the Federal government. Hiring decisions will not be based on race, sex, color, religion, or national origin. Experience building interpersonal relationships Effective verbal and written communication Experience in problem solving, prioritization, time management, and workflow ma

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  • Organizational Psychologist

    Central Intelligence Agency

    PsychologyWashington, District of Columbia$180K–$288K USDUSAJobs

    Minimum Qualifications Interested candidates should be passionate about the ideals of our American republic, committed to upholding the rule of law and the U.S. Constitution, and committed to improving the efficiency of the Federal government. Hiring decisions will not be based on race, sex, color, religion, or national origin. Strong demonstrated expertise in applied behavioral science research, research methodology, and statistics Demonstrated expertise in foundational Industrial-Organizationa

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  • Human Resources

    Department of the Air Force Headquarters

    Human Resources ManagementEqual Employment OpportunitySalt Lake City, Utah, Seattle, Washington$23K–$164K USDUSAJobs

    For additional information on direct hire opportunities with the Air Force please click here.

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  • HUMAN RESOURCES ASSISTANT (MIL)

    Bureau of Naval Personnel

    Human Resources AssistanceMillington, Tennessee$36K–$53K USDUSAJobs

    GS-05 Your resume must also demonstrate at least one year of specialized experience at or equivalent to the GS-04 grade level or pay band in the Federal service or equivalent experience in the private or public sector. Specialized experience must demonstrate the following: 1) Examining, evaluating and extracting information needed to process a variety of personnel actions for all categories of personnel; 2) Maintaining, formatting, verifying content and use of personnel records; 3) Utilizing per

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  • HUMAN RESOURCES ASSISTANT (MILITARY) (TITLE 32)

    Air National Guard Units

    Human Resources AssistanceJefferson City, Missouri$50K–$66K USDUSAJobs

    MILITARY REQUIREMENTS: Selected candidate must currently be assigned to a military unit in the Missouri Air National Guard. Title 32 employees will not be militarily senior to their full-time supervisor (grade inversion). Maximum Military Grade - CMSgt (E-9) GENERAL EXPERIENCE: Clerical or administrative experience, education, and/or training which has provided you with the ability to search for and compile information/data, process documents, and provide information about regulations, procedure

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  • HUMAN RESOURCES ASSISTANT (MILITARY)

    Bureau of Naval Personnel

    Human Resources AssistanceSan Diego, California, New London, Connecticut$37K–$61K USDUSAJobs

    To qualify for the GS-5: Your resume must demonstrate at least one year of specialized experience at or equivalent to the GS-04 grade level or pay band in the Federal service or equivalent experience in the private or public sector. Specialized experience must demonstrate the following: 1) Maintaining records to ensure they are accurate and up to date; 2) Using automated systems to perform administrative support functions (i.e. reviewing information for discrepancies, maintain databases, and pre

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  • Lead Human Resources Assistant ( Military)

    Bureau of Naval Personnel

    Human Resources AssistanceSan Diego, California, Naval Air Station Pensacola, Florida$45K–$75K USDUSAJobs

    To qualify for the GS-07, your resume must demonstrate at least one year of Specialized experience at or equivalent to the GS-06 grade level or pay band in the Federal service or equivalent experience in the private or public sector. Specialized experience must demonstrate the following: 1) Advising personnel on human resources concepts, principles, and management processes to support the Pay/Personnel Administration Support System (PASS); 2) Utilizing automated pay and personnel systems for pro

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  • Human Resources Specialist

    United States Space Force

    Human Resources ManagementPatrick AFB, Florida$51K–$98K USDUSAJobs

    To qualify for a GS-07: Completion of 1 full year of graduate level education, or bachelor's degree with Superior academic Achievement as provided in the "General Policies and Instructions" for Qualifications Standards Operating Manual, or 5 academic years of pre-professional study, or 1 year specialized experience equivalent to at least GS-5. Experience refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other

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  • In-Store Sales Rep - Home Improvement

    ARS-Rescue Rooter

    Human Resources and RecruitmentCary, NCThe Muse

    Company Name: ARS-Rescue Rooter Overview:   American Residential Services is the largest provider of residential home services in the US, employing more than 7000 professionals across the country. ARS has been serving its customers with HVAC, Plumbing and Electrical solutions for over 45 years since its establishment in 1975.   Take your Sales Career to new heights and discover your true selling potential as a Sales Lead Generator / In-Store Promoter! If you are a natural

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About Human Resources & Recruiting jobs

Human resources jobs cover the work of attracting, hiring, developing, retaining, and supporting the people who make a company function. The titles span recruiting (technical recruiter, sourcer, full-cycle recruiter, recruiting manager, head of talent), HR generalist and business partner roles (HRBP / HR business partner, senior HRBP, HR director), specialized HR functions (compensation, benefits, learning and development, DEI / diversity equity and inclusion), HR operations and HRIS (HR information systems), and leadership (VP People, CHRO / chief human resources officer).

Postings here come from the same multi-source feed: broad aggregators, federal feeds, remote-only listings, and tech-heavy boards. The full list refreshes once a day. You'll see tech recruiting roles at SaaS companies, general HR positions at companies across industries, in-house benefits and comp specialists, HRIS administrators, DEI specialists, and government HR positions.

Signed in? The list is re-ranked against your values assessment, so the roles at the top are the ones that line up with what actually matters to you: comp, the specific function (recruiting vs. HRBP vs. specialist), the industry, the team. The scoring math is the same for everyone; the weighting is yours.

What does an HR job pay?

HR pay sits in the middle of the corporate range. Recruiting coordinator entry: $55-75k. Technical recruiter at SaaS companies: $80-130k base plus commission or bonus tied to placements ($100-180k OTE / on-target earnings common). Senior technical recruiter at top tech companies: $150-220k+. HRBP roles: $90-150k mid-career, $180-250k+ at senior and director levels. Compensation analyst: $90-130k; compensation manager: $130-190k. HRIS roles: $80-140k. CHRO and VP People at growth-stage SaaS: $250-500k+ with equity. Public-company CHRO total comp can clear $1M+ at the top. Federal HR roles follow the GS (General Schedule) federal pay scale. The recruiting side of HR is the highest variable comp; HRBP and specialist roles are mostly base salary with smaller bonus targets.

Are HR jobs hiring remote?

Most are now, especially recruiting and HR business partner roles. Recruiting moved fully remote across most SaaS companies during 2020-2022 and the work proved well-suited to it: phone, video, ATS (applicant tracking system) work. HRBP roles run remote or hybrid depending on whether the leaders they support are on-site or distributed. Compensation, benefits, and HRIS work are highly remote-friendly because the work is mostly individual analysis and systems administration. DEI and L&D roles run remote-friendly at tech companies, hybrid at most non-tech enterprises. The remote toggle on this page filters to listings tagged remote-only or remote-first. HR roles at companies with strong office cultures (some financial services firms, some traditional companies) trend hybrid or on-site even when the work doesn't require it.

Entry-level vs senior HR roles

Entry-level HR is accessible. Recruiting coordinator, HR coordinator/specialist, talent sourcer, and benefits administrator roles hire without prior HR experience. Companies want communication skills, basic process discipline, and the ability to handle confidential information professionally. The middle is busy and competitive: HR managers and HRBPs at mid-stage companies have to operate across hiring, performance, compensation, employee relations, and culture, often simultaneously. The senior end varies: VP People at growth-stage tech is one career path; CHRO at large enterprise is a different one with much more board exposure. Reading senior level from a listing: scope (single function vs. cross-functional vs. full HR org), team size, exec partnership level, and whether the role reports to the CEO directly or via the COO or CFO.

How to compare two HR offers

HR offers vary on dimensions that aren't visible from the title. Pin down: the maturity of the HR function (real HRBP work with strong systems and leadership support, or first HR person at a startup figuring it out alone), the company's stance on people (genuinely values employees as the core advantage, or treats HR as a compliance function), the specific function you'd own (recruiting only vs. full lifecycle), the reporting line (do you report to the CEO/COO or to a head of operations or a CFO), and the team's actual influence (consulted on big decisions, or notified after they're made). WorkWomp's offer comparison handles this kind of multi-variable decision. Save both offers, run the 5-minute values assessment so the scoring weights what actually matters to you, drop in interview notes (culture signals, leadership exposure, the head of HR's strategic standing), and the breakdown shows which offer wins where.

See how WorkWomp compares offers →

Weighing more than one human resources & recruiting role?

These guides cover the part that comes after the search: deciding which role actually suits you. No signup is required to read them.

Common questions

  • What's the difference between recruiting, HR generalist, and HRBP?

    Recruiting owns hiring: sourcing candidates, screening, interview scheduling, offer negotiation, closing. Most recruiters specialize by function (technical recruiting, sales recruiting, exec search). HR generalist owns the broad day-to-day people work at smaller companies: benefits, payroll, basic employee relations, onboarding, sometimes recruiting too. HRBP (HR business partner) is a strategic role that pairs with specific business leaders or departments. The HRBP coaches managers on people decisions, runs performance and comp cycles for their orgs, partners on org design, and represents the people implications of business decisions back to the leadership team. Recruiting is transactional and time-sensitive; HRBP is relationship-driven and longer-horizon.

  • Is HR a good career or is it a thankless one?

    Honestly: both, and it depends a lot on the company you're at. HR done well at a company that values people is meaningful, influential work that shapes the entire culture. HR at a company that treats people as cost centers is exhausting work where you're the firewall between bad executive decisions and unhappy employees. The career is more sustainable in the right companies; HRBPs and CHROs at people-first growth-stage companies are well-paid and well-respected. The career is brutal in the wrong companies. Vet the company carefully in interviews. Listen for what they say about layoffs, performance management, comp transparency, and how leaders treat HR's recommendations. The signals come through clearly if you listen.

  • Do HR jobs require an HR-specific degree?

    Not at all. HR is one of the most degree-agnostic fields. People come into HR from psychology, communications, business, English, even completely unrelated backgrounds. SHRM (Society for Human Resource Management) certifications (SHRM-CP, SHRM-SCP) and HRCI (Human Resources Certification Institute) certifications (PHR / professional in human resources, SPHR / senior professional in human resources) are well-recognized credentials and often appear in 'preferred' job posting requirements. They're useful but not gating for most roles. Compensation specialists often have analytical or finance backgrounds; HRIS specialists often have IT and systems backgrounds; DEI specialists often have backgrounds in social sciences, community organizing, or change management. The MBA (master of business administration) matters at the senior leadership level (VP People, CHRO) and is irrelevant below that.

  • How do I move into HR from a non-HR background?

    Standard transitions: ops to HRBP, recruiting to HR, customer success to HR, even teaching to L&D. The shared skill is being effective with people under pressure. The pitch in interviews: examples of helping a team work through a difficult problem, evidence you can have hard conversations professionally, and your interest in the strategic side of people work rather than the administrative side. Internal moves work especially well if you're in operations or ops-adjacent: many HR teams want someone with cross-functional context who already understands the business. External moves work better at growth-stage companies that are building HR functions from scratch and value generalist capability over specialized HR experience.

  • Is AI changing HR jobs?

    Yes, mostly on the screening, scheduling, and reporting layers. Recruiting tools that screen resumes, source candidates from databases, schedule interviews, and draft outreach are now AI-driven at most companies. The roles being squeezed: recruiting coordinator (the scheduling-and-administrative part), junior sourcer (AI surfaces candidates faster), and HR analyst doing repetitive reporting. The roles holding or growing: senior technical recruiters (the closing and relationship work that AI can't do), HRBPs (whose work is relationships, coaching, and judgment), compensation strategists, and DEI leaders. The honest framing: if your HR work is mostly transactional (screening, scheduling, reporting), AI is competing for your seat. If your work is judgment about people, relationships, and organizational dynamics, you're fine.