Join our dynamic tech startup as an HR Officer/Recruiter. You'll manage the hiring process, conduct interviews, and onboard new team members. Collaborate with department heads to understand staffing needs and develop strategies to attract top talent. Ensure compliance with employment laws and maintain accurate records. This role is crucial in building a high-performing team.

We are a NYC based pet services company with a growing business in Chicago and we need our HR Employee Handbook updated for the employees working in the Chicago market.

We are seeking an HR Officer to manage our recruitment process. The role involves sourcing candidates, conducting interviews, on-boarding and off-boarding staff, and ensuring compliance with HR policies. The ideal candidate will have experience in recruitment and HR management, with strong communication skills. It is important to know that the applicant for this position will need experience dealing with California companies as there are state-specific regulations and practices to which we need to adhere.

Looking for a recruiter to run a search for a Founder / General Manager for a well-funded new venture in the Business Services space. The ideal candidate will have experience in executive search and possess strong leadership and management skills. Responsibilities include identifying top talent, conducting interviews, and ensuring a smooth onboarding process.

We are seeking an experienced recruiter to assist with filling multiple hard-to-fill positions for a futuristic healthcare company. The ideal candidate will have a strong background in healthcare recruitment as well as non-medical management positions and be able to independently identify and attract top talent. Responsibilities include sourcing candidates, conducting interviews, and ensuring compliance with healthcare regulations. If you have a passion for healthcare and a knack for finding the right candidates, we would love to hear from you.

We are seeking an experienced recruiter to help us identify candidates in the field of horticulture for our high-end estate landscape firm. The ideal candidate will have a strong background in recruiting and a keen eye for talent in horticulture. Responsibilities include sourcing candidates, conducting initial screenings, and coordinating interviews. This is a part-time, short-term role with a focus on finding the best candidates for our team.

I am looking for an HR Manager, Director, or Consultant to share your experience in a video discussion about developing and implementing an employee experience strategy and signature experiences. For example, Soulcycle's SOULteering event links the organization's mission, the organization's product, and employees' value for a shared cause. The employee experience and journey is a coherent, connected, and strong, creating an evolving brand story shared through individual and collective narratives that become the organization's signature. This is a companion case study for a chapter in a recruiting textbook. A signed release to use the video with the textbook is required. The interview is anticipated to take about 30 to 45 minutes. Appropriate business attire is expected; background not blurred; noise reduction and uninterrupted time required; quality microphone and camera are needed for video quality. Possible interview question include: Can you tell us about the organization, its industry, and what staffing or talent challenge led your organization to develop an employee experience strategy? Was the catalyst for developing the employee experience the senior leadership or the HR department? How does the employee experience strategy support your business goals? Can you describe the overall employee experience for your organization? How were employees, managers, HR, and leaders involved in designing the employee experience strategy? What challenges and successes have you encountered in shaping employee experience toward the intended experience? What challenges have you encountered in maintaining a consistent employee experience? Can you describe one employee experience that has become a signature experience for your organization? How does the experience contribute to recruiting or retention? What structural elements make this experience successful? How do you evaluate whether your employee experience strategy is contributing to business objectives? Based on your experience, what advice would you give HR leaders who want to create an employee experience that becomes a competitive advantage for recruiting and retaining the right talent?

Overview We are seeking an experienced Business Development Consultant to help expand participation and sales for a well-established compensation and benefits survey program serving employers throughout the Mid-Atlantic region. This is an ideal opportunity for a professional with extensive experience in human resources, compensation, consulting, association management, workforce analytics, or B2B professional services who enjoys building relationships and helping organizations make informed decisions. The role is part-time and flexible, making it particularly attractive for an experienced professional seeking consulting, fractional, or semi-retired work. About the Program Our annual compensation and benefits surveys provide organizations with valuable market data used to make compensation, staffing, budgeting, and workforce planning decisions. Participants and purchasers include employers across a wide range of industries, with a particular focus on HR and business leaders seeking reliable compensation and benefits benchmarking information. Responsibilities • Develop and maintain relationships with HR leaders, compensation professionals, and organizational decision-makers. • Conduct outreach to prospective survey participants and purchasers. • Follow up with prior participants and customers to encourage annual participation and renewal. • Schedule and conduct introductory and discovery conversations. • Explain survey methodology, participation requirements, and the value of the survey results. • Respond to inquiries and address common questions from prospective customers. • Coordinate with internal staff regarding survey administration, customer needs, and follow-up activities. • Maintain accurate records of outreach activities and opportunities. • Identify opportunities to expand participation into new geographic regions and industry segments. Qualifications The ideal candidate will possess several of the following: • Experience in business development, client relationship management, consulting, or account management. • Knowledge of human resources, compensation, benefits, workforce planning, talent management, or related fields. • Experience working with professional associations, nonprofit organizations, consulting firms, or professional services organizations. • Strong communication and relationship-building skills. • Ability to engage credibly with HR directors, compensation professionals, executives, and business leaders. • Self-directed work style with strong organizational skills. • Experience using CRM systems is helpful but not required. Work Arrangement • Part-time, flexible schedule • Remote work, but must be able to work Eastern time zone business hours. • Approximately 10–20 hours per week, depending on season and business needs Ideal Candidate Profile This role is particularly well-suited for: • Former HR executives • Compensation professionals • HR consultants • Association professionals • Workforce analytics professionals • Business development consultants • Semi-retired professionals seeking meaningful part-time work

Overview Action4Equity is seeking an experienced Fractional HR Director to build the people infrastructure for a rapidly growing systems change organization. We are not looking for someone to simply administer HR. We are looking for an executive-level HR leader who has built HR departments, performance management systems, compensation structures, leadership development programs, and organizational infrastructure from the ground up. Action4Equity is transitioning from a local nonprofit into a statewide organization. We need an HR leader who can create scalable systems that enable long-term organizational growth. Following completion of the initial 90-day engagement, there is an opportunity to continue supporting the organization as our Fractional HR Director. About Action4Equity Action4Equity is a Black-led systems change organization working to transform policies, practices, and power structures so every child and family can thrive. Our work spans education, policy, legal advocacy, community organizing, collective impact, and organizational development. We currently operate multiple initiatives while building the infrastructure necessary for statewide expansion. Project Objective Within 90 days, build the HR governance, workforce systems, and organizational infrastructure necessary to support sustainable growth. Success means Action4Equity possesses documented, repeatable HR systems—not dependence on individual knowledge. Phase 1 (Days 1–30): Foundation Deliverables include: Comprehensive HR assessment Organizational structure review Three-year workforce plan Position inventory Compensation philosophy Salary benchmarking Salary bands Job architecture Updated job descriptions HR dashboard HR policy review Employee handbook recommendations Leadership competency framework Organizational culture framework Personnel file compliance audit Phase 2 (Days 31–60): Build Core HR Systems Design and implement: Workforce planning system Recruitment system Interview process Candidate tracking system Onboarding system Offboarding system Digital personnel records Performance management system (15Five) Goal management framework Supervisor accountability process Leadership development framework Succession planning system Employee relations process Compliance tracking system Monthly HR reporting process Phase 3 (Days 61–90): Launch & Operationalize Successfully launch: Organization-wide goal setting Performance review process Supervisor training Employee engagement survey Culture assessment Talent review process Succession planning Leadership development process Compensation review process HR dashboard reporting Annual HR strategic plan HR risk assessment Board-ready HR reporting Systems You Will Own You will design and document: Workforce Planning Talent Acquisition Compensation Management Performance Management Leadership Development Succession Planning Employee Relations Culture & Engagement Compliance & Risk HR Reporting & Analytics Qualifications Required: 10+ years of progressive HR leadership experience Experience serving as an HR Director, Chief People Officer, or senior HR consultant Experience building HR infrastructure from scratch Strong knowledge of employment law and compliance Experience designing compensation structures and salary bands Experience implementing performance management systems Experience leading organizational change Experience supporting executive leadership and boards Preferred: Nonprofit experience ($3M–$10M organizations) Experience with multi-program organizations Experience supporting remote and hybrid teams Experience implementing HR technology Familiarity with 15Five or similar performance management platforms Technology Experience with the following is preferred: 15Five Asana Gusto Google Workspace Microsoft Office Engagement Fractional Remote Initial 90-day engagement Opportunity for long-term advisory relationship Proposal Requirements Please include: Examples of organizations where you built HR systems from the ground up. Your approach to designing scalable HR infrastructure. An example of a performance management system you implemented. An example of a compensation framework or salary architecture you developed. Your approach to leadership development and succession planning. Your availability over the next 90 days. Links to relevant work products, templates, or case studies (if available). Ideal Candidate The ideal candidate is a builder—not an HR administrator. They know how to create systems that improve accountability, strengthen leadership, reduce organizational risk, and prepare an organization for long-term growth. They are comfortable advising executive leadership, challenging assumptions, and translating strategy into practical HR infrastructure.

We are seeking an experienced recruiter to assist with filling multiple hard-to-fill positions for a futuristic healthcare company. The ideal candidate will have a strong background in healthcare recruitment as well as non-medical management positions and be able to independently identify and attract top talent. Responsibilities include sourcing candidates, conducting interviews, and ensuring compliance with healthcare regulations. If you have a passion for healthcare and a knack for filling roles in hard to fill situations, we would love to hear from you.