talent acquisition director

Mezzetta

<div><div>About Us: 
Since 1935, we've been on a mission to bring a little extra happiness to everyday life and inspire connections over food. We select the finest ingredients the world has to offer, craft premium products made with love, and never settle for shortcuts. We believe that when we share our food, we share a part of ourselves &mdash; and that's the only way we'd put our name on it.

Today, our small family company has grown into a national leader in specialty olives, peppers, and sauces under the leadership of CEO Jeff Mezzetta, and our commitment to quality has never wavered. With an 80-year legacy behind us and a bright future ahead, we're seeking passionate, driven candidates to help us bring our cherished family traditions to a new generation.

The ideal candidate will have an immediate connection to our Core Ingredients:
<ul><li>Crunchy Crunchy: We are hungry for excellence.</li>
<li>Own It: We think and act as an owner &ndash; with appetite, initiative, and responsibility.</li>
<li>Connection: We build authentic relationships that foster trust and open communications.</li>
<li>Vibrance: We come to work eager and passionate about fulfilling our vision. When we share our work, we share a part of who we are.</li>
</ul></div>
Mezzetta is searching for a strategic Director, People Ops, who puts people first and helps our teams, and our business, thrive. Reporting to the VP, People Ops, this leader will own the strategic talent agenda for the company: talent strategy and management, employee engagement, culture, recognition, internal communications, employer brand and reputation, and talent acquisition. This role is a critical complement to our Director, People Operations, who owns the organizational infrastructure, systems, and processes that enable the company to scale; together, the two roles form a complete People Ops leadership team. This Director will work out of our Larkspur Landing office and our American Canyon office, based on business needs (with one day remote).

This is not an &quot;HR support&quot; role. It is a role for a builder and a driver: a leader who sees talent and culture as a competitive advantage and a direct enabler of company strategy. The Director will translate our people strategy into programs that are designed well, executed with discipline, and measured honestly, from our new talent framework, succession mapping, and career architecture, to a recognition program built on direct employee input, to a communications rhythm that builds trust (&quot;You said, here's what we're doing&quot;).

The Director will also own talent acquisition strategy and outcomes, with limited recruiter support. Depending on budget and hiring needs, this leader should be prepared to flex into hands on, full cycle recruiting at times, including sourcing and screening. In all cases, talent acquisition remains a meaningful but bounded part of the role, approximately 30% or less, with the majority of time focused on talent strategy, engagement, and culture.

The ideal candidate is a business minded operator, not a theorist: someone who designs pragmatic programs, drives adoption, uses data to inform decisions, and builds credibility through follow through. They are energized by a fast-paced, evolving environment and by the opportunity to shape how a growing organization attracts, develops, engages, and retains great people.

Responsibilities

Talent Strategy &amp; Development
<ul>
<li>Own and evolve the company talent framework; drive consistent talent assessments and calibration in partnership with the VP, People Ops and leadership.</li>
<li>Build and maintain the succession map for critical roles.</li>
<li>Design, pilot, and scale the Career Framework, creating role clarity and credible growth paths for employees.</li>
<li>Own learning and development: identify capability gaps and build practical development programs, including manager and leader capability in talent practices.</li>
<li>Support leadership development initiatives, including the Leadership Operating System and Predictive Index assessments.</li>
<li>Partner with the Director, People Operations and leadership on organizational and operational effectiveness initiatives.</li>
</ul>
Engagement, Culture &amp; Recognition
<ul>
<li>Own the employee engagement strategy from end to end: surveys, insights, action planning, and visible follow through.</li>
<li>Design and launch the company Recognition &amp; Reward Program, built on direct employee input, and champion adoption.</li>
<li>Translate Mezzetta's core ingredients of Crunchy Crunchy, Own It, Connection, and Vibrance into observable behaviors reinforced through hiring, onboarding, recognition, and everyday leadership practices.</li>
<li>Act early on engagement, retention, and morale risks; bring data and recommendations to the VP, People Ops before issues become problems.</li>
</ul>
Communications &amp; Employer Brand
<ul>
<li>Run a consistent internal communications rhythm, including Town Hall content, monthly updates, and &quot;You said, here's what we're doing&quot; follow through.</li>
<li>Ensure clear, credible communication during periods of change, in partnership with the VP, People Ops and Leadership Team.</li>
<li>Own Mezzetta's employer brand and external reputation, including careers content and active management of employer review sites (e.g., Glassdoor, Indeed) and social platforms (e.g., LinkedIn): monitor, respond on brand, and address recurring themes with real internal action.</li>
</ul>
Talent Acquisition Partnership
<ul>
<li>Support recruiting and partner with contract recruiter, who owns sourcing, screening, scheduling, and pipeline management, to keep hiring on track and high quality.</li>
<li>Lead select or critical searches when needed.</li>
<li>Strengthen hiring manager interviewing and selection capability, and ensure the candidate experience reflects the Mezzetta employer brand.</li>
</ul>
Requirements
<ul>
<li>Bachelor's degree required; advanced degree (MBA, MSHR) or HR certification (SPHR or SHRM) preferred.</li>
<li>10+ years of progressive HR experience, including experience owning talent management, engagement, or culture programs at a director or senior manager level.</li>
<li>Proven ability to design and execute talent, engagement, and culture programs from concept through adoption, not just recommend them.</li>
<li>Strong strategic thinking paired with an operator mindset; comfortable moving between the whiteboard and the work.</li>
<li>Excellent written and verbal communication skills, including experience crafting communications for employees and presenting to senior leaders.</li>
<li>Strong data fluency and the ability to analyze engagement, retention, and talent data and translate insights into action.</li>
<li>Demonstrated ability to influence and coach leaders and managers without formal authority.</li>
<li>Experience managing or directing team members, contractors, or agency partners and holding them accountable for outcomes.</li>
<li>Sound judgment, discretion, and the ability to handle sensitive talent and organizational information with confidentiality.</li>
<li>Full cycle recruiting experience, including sourcing, screening, interviewing, and closing, plus experience directing recruiters or agencies; able to run searches directly when resourcing requires.</li>
<li>Strong project and change management skills; highly organized with a track record of delivering quality work on time.</li>
<li>Experience with talent assessment and development tools (e.g., Predictive Index or similar) preferred.</li>
<li>Experience building employer brand and internal communications programs preferred.</li>
<li>AI proficiency (Claude, ChatGPT, etc.).</li>
</ul><div>
Our Commitment to an Inclusive Workplace: 
At Mezzetta, we embrace diversity and strive to create an inclusive environment where you know you belong. Part of that commitment includes a zero-tolerance policy and being an Equal Opportunity Employer that prohibits discrimination and harassment of any kind. All employment decisions at Mezzetta are solely based on merit, qualifications, abilities and business needs, without regard to race, color, religion or belief, gender, sexual orientation, gender identity/expression, age, marital status, national origin, disability, military or veteran status, family or parental status, pregnancy, or any other status protected by law. All of us share in the responsibility of fulfilling this commitment and creating a culture where our team can thrive.</div></div>

Director, Human Resources Business Partner

Novotech

<div>About the Role
As a leading global Biotechnology Contract Research Organization (CRO), we are seeking an experienced Director, Talent Acquisition to lead and oversee all recruitment operations across the United States and Europe.
This role will be responsible for developing and executing talent acquisition strategies that support the growth of our clinical research business, ensuring the timely hiring of high-quality talent across Clinical Operations, Medical, Biometrics, Regulatory, Commercial, and Corporate functions.
The successful candidate will bring deep expertise in recruiting within the CRO, pharmaceutical, biotechnology, or clinical research sectors, along with proven experience leading geographically dispersed recruitment teams across multiple countries. This individual will act as a strategic business partner to senior leaders while driving operational excellence and delivering exceptional hiring outcomes.
Key Responsibilities
Talent Acquisition Leadership
<ul><li>Lead the Talent Acquisition function across the United States and Europe.
</li><li>Develop and execute recruitment strategies aligned with regional and global business growth objectives.
</li><li>Build, lead, mentor, and develop a high-performing team of Talent Acquisition professionals.
</li><li>Foster a culture of accountability, customer focus, collaboration, and continuous improvement.
</li><li>Partner with executive leaders to understand business priorities and workforce planning requirements.
</li></ul>Recruitment Operations
<ul><li>Oversee end-to-end recruitment delivery across all functional areas.
</li><li>Ensure recruitment processes are efficient, scalable, compliant, and aligned across regions.
</li><li>Drive improvements in hiring quality, speed-to-hire, candidate experience, and hiring manager satisfaction.
</li><li>Manage recruitment workload, resource planning, and prioritization of critical hiring initiatives.
</li><li>Establish service level expectations and ensure consistent delivery across recruitment teams.
</li></ul>Clinical Research Talent Acquisition
Lead recruitment strategies and hiring activities across key CRO functions, including:
<ul><li>Clinical Operations
</li><li>Medical &amp; Scientific Affairs
</li><li>Biometrics
</li><li>Regulatory Affairs &amp; Pharmacovigilance
</li><li>Business Development &amp; Commercial
</li><li>Corporate Functions
</li></ul>Strategic Workforce Planning
<ul><li>Partner with business leaders to anticipate future hiring needs and build proactive talent pipelines.
</li><li>Conduct market mapping and competitor intelligence activities across major CROs, pharmaceutical, and biotech organizations.
</li><li>Provide insights on talent availability, compensation trends, and hiring challenges within clinical research markets.
</li><li>Develop innovative sourcing strategies for hard-to-fill and revenue-generating positions.
</li></ul>Stakeholder Management
<ul><li>Act as a trusted advisor to senior business leaders across the US and Europe.
</li><li>Conduct regular hiring reviews and provide updates on recruitment performance and market conditions.
</li><li>Influence hiring decisions through talent intelligence and recruitment expertise.
</li><li>Support executive and confidential searches for key leadership positions.
</li></ul>Employer Branding &amp; Talent Attraction
<ul><li>Strengthen the organization's employer brand within the global clinical research industry.
</li><li>Partner with HR and Marketing teams to enhance talent attraction initiatives.
</li><li>Promote employee referral programs and strategic sourcing campaigns.
</li><li>Represent the organization at industry events, conferences, and networking forums.
</li></ul>Vendor and Search Firm Management
<ul><li>Manage relationships with executive search firms and recruitment agencies.
</li><li>Negotiate contracts and monitor vendor performance.
</li><li>Optimize agency utilization while ensuring access to specialized talent pools.
</li><li>Control recruitment expenditure and maximize return on investment.
</li></ul>Talent Acquisition Metrics &amp; Analytics
Monitor and report on key recruitment metrics including:
<ul><li>Quality-of-Hire
</li><li>Time-to-Fill
</li><li>Offer Acceptance Rate
</li><li>Hiring Manager Satisfaction
</li><li>Candidate Experience
</li><li>Diversity Hiring Outcomes
</li><li>Recruiter Productivity
</li><li>Agency Spend
</li></ul>Utilize analytics and market intelligence to drive continuous improvement and inform workforce decisions.
Qualifications
Required
<ul><li>Bachelor's degree in Human Resources, Business, Life Sciences, or a related field.
</li><li>Minimum 10 years of Talent Acquisition experience, including at least 5 years in a recruitment leadership role.
</li><li>Strong experience recruiting within:
<ul><li>Contract Research Organizations (CROs)
</li><li>Biotechnology companies
</li><li>Pharmaceutical organizations
</li><li>Life Sciences companies
</li></ul></li><li>Proven success recruiting clinical research professionals throughout the US and Europe.
</li><li>Experience leading regional or international Talent Acquisition teams.
</li><li>Demonstrated expertise in hiring for clinical development and clinical operations functions.
</li><li>Strong executive stakeholder management and influencing skills.
</li><li>Experience utilizing recruitment analytics and workforce planning data.
</li><li>Excellent leadership, communication, and relationship management capabilities.
</li></ul>Preferred
<ul><li>Experience working within a global CRO environment.
</li><li>Knowledge of drug development and clinical trial processes across Phase I-IV studies.
</li><li>Executive search and leadership hiring experience.
</li><li>Experience supporting rapid organizational growth and international expansion.
</li>Professional certifications such as SHRM, SPHR, AIRS, or equivalent. 
<li>
</li></ul>Salary Range: USD 180,000 and above. The final offer will be determined based on the candidate's skills, experience, and overall alignment with the role requirements.
Find out more about working at Novotech at: www.novotech-cro.com/careers
Novotech is proud to offer a great workplace. We are committed to being an employer of choice for gender equality and providing an inclusive work environment where everyone is treated fairly and with respect.
Our team members are passionate about what we do, but we understand work is only of the things that is important to them. We support our team members with flexible working options, paid parental leave for both parents, flexible leave entitlements, wellness programs and ongoing development programs.
We are looking for people who are passionate about working clinical research and biotech, including people who identify as LGBTIQ+, have a disability or have caring responsibilities.
We are a Circle Back Initiative Employer and commit to respond to every application. We look forward to contacting you regarding your application.
You must have full unrestricted working rights in USA to be considered for this role. We unfortunately cannot provide sponsorship for this role.</div>

Director Talent Acquisition - US

Royal Health Group AE

<div>
 
 Royal Health Group
 
 is hiring a
 
 Talent Acquisition Officer
 
 to join its healthcare operations in
 
 Al Ain, UAE
 
 . This is an excellent opportunity for an experienced healthcare recruiter to contribute to the growth of a leading healthcare group and support the recruitment of high-quality clinical and non-clinical professionals.
 
 
 
 About The Role
 
 
 
 As a
 
 Talent Acquisition Officer
 
 , you will manage the
 
 end-to-end recruitment process
 
 across multiple healthcare facilities in Alain, with a strong focus on
 
 Physicians, Allied Health Professionals, Nursing, and Administration
 
 . You will work closely with department heads and senior stakeholders to understand workforce requirements, identify suitable talent, and ensure a smooth and positive candidate experience.
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Manage the full recruitment lifecycle from manpower planning and sourcing through selection, offer negotiation, pre-joining and onboarding.
 </li>
 <li>
 Lead recruitment for Physicians, Nurses, Allied Health Professionals, and Administrative/Support positions.
 </li>
 <li>
 Build and maintain strong relationships with hiring managers, department heads, and business stakeholders.
 </li>
 <li>
 Source candidates through job portals, LinkedIn, referrals, recruitment agencies, professional networks, and international talent pools.
 </li>
 <li>
 Conduct CV screening, candidate assessments, interviews, and selection coordination.
 </li>
 <li>
 Manage salary negotiations and offer discussions with candidates.
 </li>
 <li>
 Coordinate healthcare professional licensing, credentialing, DataFlow, and pre-employment requirements.
 </li>
 <li>
 Ensure recruitment activities comply with applicable UAE labour regulations and health-authority requirements, including DOH requirements.
 </li>
 <li>
 Maintain accurate recruitment records, candidate pipelines, trackers, and recruitment reports.
 </li>
 <li>
 Support a smooth and professional candidate onboarding experience.
 </li>
 <li>
 Develop and maintain talent pipelines for critical and hard-to-fill healthcare positions.
 </li>
 <li>
 Monitor recruitment KPIs, turnaround times, vacancies, and hiring progress.
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 Masters degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 Proven experience in Talent Acquisition / Recruitment, preferably within the healthcare sector.
 </li>
 <li>
 Strong experience recruiting Physicians, Allied Health, Nursing, and Administrative professionals.
 </li>
 <li>
 Good knowledge of UAE healthcare recruitment, licensing, and onboarding processes.
 </li>
 <li>
 Strong understanding of healthcare positions and clinical specialties.
 </li>
 <li>
 Excellent communication, negotiation, stakeholder-management, and candidate-engagement skills.
 </li>
 <li>
 Ability to manage multiple vacancies and priorities in a fast-paced healthcare environment.
 </li>
 <li>
 Strong sourcing, screening, interviewing, and talent-pipeline management skills.
 </li>
 <li>
 Proactive, organised, detail-oriented, and results-driven approach.
 </li>
 <li>
 CIPD certification is an advantage.
 </li>
 </ul>
</div>

Talent Acquisition Officer

Meliá Hotels International

<div>
 
 
 &ldquo;The world is yours with Meli&aacute;&rdquo;
 
 
 
 
 Discover a path without limits at Meli&aacute;, where growth and development opportunities are endless. Embark on a journey that will take you to work in several countries and become part of our extended global family.
 
 
 
 Discover some of the benefits we offer:
 
 
 
 <ul>
 <li>
 My Meli&aacute;Rewards: Participate in our exclusive loyalty program, enjoying unique benefits and advantages.
 </li>
 <li>
 My Meli&aacute;Benefits: Take advantage of flexible compensation and exclusive discounts on a wide variety of products and services, promoting an active and healthy lifestyle.
 
 
 </li>
 </ul>
 
 Shape the culture behind one of Dubai's most anticipated luxury hotel openings.
 
 
 
 Gran Meli&aacute; is bringing its iconic Spanish luxury to one of the world's most dynamic destinations with the opening of
 
 Gran Meli&aacute; Dubai Jumeirah
 
 in 2027. Nestled on the shores of Jumeirah 1, this spectacular seafront hotel will feature 366 luxurious rooms and suites, exceptional dining concepts, and breathtaking views of the Arabian Gulf and Dubai skyline.
 
 
 Both the Mediterranean and Dubai share a heritage defined by hospitality, culture, craftsmanship, and refined living. At Gran Meli&aacute; Dubai Jumeirah, these worlds come together to create a new benchmark in luxury&mdash;where timeless sophistication meets contemporary ambition.
 
 
 As we enter the pre-opening phase, we are seeking an exceptional
 
 Human Resources Director
 
 to shape the cultural foundation of the hotel from day one.
 
 
 As a strategic partner to the General Manager and Executive Committee, you will lead the people strategy from pre-opening through to operations, creating an environment where people, purpose, and performance come together seamlessly. You will build and inspire a team of
 
 Very Inspiring People (VIPs)
 
 who embody the Gran Meli&aacute; spirit, delivering warm, intuitive, and genuinely personalized service while fostering a culture rooted in excellence, respect, and belonging.
 
 
 This is a unique opportunity for an inspiring HR leader with proven luxury hospitality and pre-opening experience who is passionate about attracting exceptional talent, developing high-performing teams, and creating a workplace where culture becomes a true competitive advantage. Your leadership will help define not only how our teams work together, but how every guest experiences the essence of Gran Meli&aacute;.
 
 
 If you are ready to shape the people, culture, and legacy of one of Dubai's most anticipated luxury hotel openings, we would love to hear from you.
 
 
 
 Key Responsibilities
 
 
 
 <ul>
 <li>
 Lead and implement the HR strategy during pre-opening and into operations, ensuring alignment with brand standards and business goals
 </li>
 <li>
 Establish HR structures, policies, and governance in line with corporate guidelines and UAE legislation
 </li>
 <li>
 Act as a strategic business partner to the General Manager and Executive Committee
 </li>
 <li>
 Drive a culture that reflects Meli&aacute;&rsquo;s core values, fostering a sense of pride, belonging, and individuality across the team
 </li>
 <li>
 Lead end-to-end talent acquisition for the pre-opening phase, building a team of VIPs (Very Inspiring People) who reflect both capability and cultural alignment
 </li>
 <li>
 Oversee onboarding and training plans to ensure a seamless and engaging arrival experience for all new joiners
 </li>
 <li>
 Support leadership development and foster a strong service culture built on emotional intelligence and attention to detail
 </li>
 <li>
 Strengthen employee engagement through meaningful, well-designed initiatives that go beyond standard practices
 </li>
 <li>
 Ensure full compliance with UAE labour law and manage employee relations with professionalism and fairness
 </li>
 <li>
 Own HR budgets, workforce planning, KPIs, and people analytics
 
 
 </li>
 </ul>
 
 Your Profile
 
 
 
 <ul>
 <li>
 Proven senior HR leadership experience within luxury hospitality, with pre-opening exposure
 </li>
 <li>
 Strong working knowledge of the Dubai/UAE market and labor law
 </li>
 <li>
 Experience balancing both strategic and operational HR in a dynamic environment
 </li>
 <li>
 Strong background in talent acquisition, culture building, and leadership development
 </li>
 <li>
 Ability to translate brand positioning into a meaningful employee experience
 </li>
 <li>
 Confident stakeholder management with a collaborative, solution-oriented approach
 </li>
 <li>
 Degree in Human Resources, Business, Psychology, Law, or similar
 </li>
 <li>
 Fluent in English; Arabic is highly beneficial but is not mandatory
 
 
 </li>
 </ul>
 
 What We Offer
 
 
 
 <ul>
 <li>
 Competitive tax-free salary
 </li>
 <li>
 Comprehensive medical &amp; life insurance
 </li>
 <li>
 Duty meals
 </li>
 <li>
 Annual leave &amp; public holidays in accordance with UAE Labour Law
 </li>
 <li>
 Access to learning, leadership development, and global career opportunities across Meli&aacute; Hotels International
 </li>
 <li>
 Employee rates and exclusive discounts across Meli&aacute; Hotels International hotels worldwide
 </li>
 <li>
 Recognition programs that celebrate excellence and achievement
 
 
 </li>
 </ul>
 
 At Meli&aacute; we are all VIP
 
 
 
 
 At Meli&aacute; Hotels International, we are committed to
 
 equal opportunities between women and men
 
 in the workplace, with the commitment of management and the principles contained in Human Resources policies. We also prioritize disseminating throughout the entire staff a corporate culture committed to effective equality, and raising awareness about the need to act jointly and globally.
 
 
 
 
 We promote our commitment to
 
 equality and diversity
 
 , avoiding any kind of dicrimination, especially related to reasons of disability, race, religion, gender, or age. We believe that
 
 diversity and inclusion among our employees are essential for our success as a global company
 
 .
 
 
 
 
 Additionally, we support the sustainable growth of our industry through
 
 a socially responsible team
 
 . In this sense, our motto is "
 
 Towards a sustainable future, from a responsible present
 
 ". Thanks to al our collaborators, we make it possible.
 
 
 
 To protect yourself and avoid fraud in selection processes, we invite you to consult our recommendations on the "
 
 Protect Your Application
 
 " page.
 
 
 If you want to be &ldquo;
 
 Very Inspiring People
 
 &ldquo;, follow us on:
 
 
 
 INSTAGRAM &ndash; TIKTOK &ndash; LINKEDIN &ndash; INDEED &ndash; GLASSDOOR
 
</div>

Director of Human Resources (m/f/d) - Gran Meliá Jumeirah Pre-Opening

Hadley Designs

<div>Urgent Hiring &mdash; Applications are reviewed on a rolling basis. The selection process may take up to 4 weeks, but early applicants are strongly encouraged.Ready to Empower a Growing Team and Shape Our Future?
At Hadley Designs, we believe that learning should be enjoyable, engaging, and screen-free. Millions of parents and teachers trust our beautifully designed, developmentally aligned educational tools to help children grow and thrive. As a fast-growing brand, we are on a mission to make learning meaningful for families around the world.
We are seeking a Director of People Operations &amp; Recruiting to join our team and build the systems that will drive our next phase of growth. If you are passionate about creating scalable people systems, empowering teams, and cultivating a culture that supports both personal and professional growth, this role offers a unique opportunity to make a significant impact.
About Hadley Designs
Hadley Designs is redefining early education with creativity and purpose. Every product we create is hand-drawn and teacher-designed, crafted with care to build confidence and connection. Our screen-free tools help families and teachers make learning fun and meaningful, nurturing curiosity and creativity in children.
Our Mission: 
We design screen-free products that parents can trust to help their children learn, grow, and reach their full potential. We create beautifully designed, developmentally sound tools that replace noise and distraction with connection, curiosity, and real learning.
Our Vision: 
We aim to build the most trusted children&rsquo;s brand in the world, present in millions of homes, reshaping how families learn, connect, and grow. Our products will be so widely used and passed down that generations of children will grow up learning from them and choose them again for their own families.
Role Overview
As the Head of Talent Acquisition &amp; Culture, you will own how Hadley Designs sources, vets, and closes top global talent, and you will own the broader people system that talent steps into. You will partner with leadership to design the recruiting engine that consistently delivers strong top-of-funnel for every open role, and you will scale the people systems that hold a remote, contractor-centric organization together as it grows toward $100M and beyond.
This is a leadership-tier role with 1 direct report (the People Operations Specialist) and end-to-end ownership of the talent and people functions. Your weeks will be heavier on recruiting in the near term, live pipelines, structured interviews, test projects, employer brand, and steady on People Operations throughout (onboarding, performance frameworks, contractor renewal, leadership enablement).
Key Responsibilities
Talent Acquisition (the #1 outcome of this role):<ul><li>Recruiting Pipeline Management: Source candidates across LinkedIn, job boards, freelancer platforms, and referrals; filter applicants for red flags, competency match, and scorecard alignment.</li><li>Test Project &amp; Interview Operations: Run test projects, review submissions, conduct first-round group interviews, and manage candidate experience end-to-end.</li><li>Sourcing Channel Optimization: Manage and optimize sourcing channels based on performance; build &quot;always hiring&quot; shortlists for recurring high-leverage roles.</li><li>Employer Brand &amp; Glassdoor Defense: Monitor and manage Glassdoor reviews, organize team review drives, ask for feedback, flag issues, protect brand rating.</li><li>Hiring Metrics &amp; Funnel Reporting: Deliver weekly hiring pipeline reports broken down by channel and role; track funnel performance against KPIs.</li></ul>
People Operations:<ul><li>People Systems Leadership: Design and implement systems for engaging, onboarding, and retaining talent, align</li></ul>
ed with the company's growth objectives.<ul><li>Organizational Design and Capacity Planning: Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business.</li><li>Performance and Development Frameworks: Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization.</li><li>Talent Experience and Retention: Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention.</li><li>Workforce Insights and Reporting: Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness.</li><li>External Partnerships: Partner with external service providers to enhance and support people operations as necessary.</li></ul>
How Success Is Measured (two bold sub-headers, each with bullets):
Talent Acquisition KPIs:<ul><li>Average time to fill open roles: under 45 days.</li><li>Weekly applicant volume per active role: 250+ qualified applicants.</li><li>Weekly hiring pipeline report by sourcing channel: 100% completion, on time.</li><li>Completed candidate case studies available for review per role per week: 15+.</li><li>Glassdoor company rating: maintain 4.5+ average across the year.</li></ul>
People Operations KPIs:<ul><li>Successful implementation of people systems that directly support the business's ability to scale.</li><li>Strong employee retention rates, with high performance and engagement.</li><li>Improved leadership confidence in people systems, talent readiness, and organizational alignment.</li><li>Predictable, scalable people operations that contribute to the company's growth and success.</li></ul> 
Requirements 
 
Who You Are
You are a recruiting-strong, systems-oriented leader. You have personally closed difficult hires, not just managed a team that did. You move fast in a sourcing pipeline, you can run a structured interview that lands the right read on a candidate in 30 minutes, and you are equally comfortable defending the company on Glassdoor as you are building a 90-day onboarding plan. You thrive in a fast-paced, remote-first, contractor-centric environment and have a track record of both filling open roles ahead of timeline and scaling the people systems that retain the talent you bring in.
Talent Acquisition / Recruiting (must-haves):<ul><li>3-5+ years of full-cycle recruiting experience, ideally in remote or e-commerce organizations.</li><li>Proven track record of hiring across marketing, ops, Amazon, product, and leadership roles.</li><li>Experience running structured interviews, test projects, and group interviews.</li><li>Familiarity with recruiting tech stacks: LinkedIn Recruiter, Workable, OnlineJobs.ph.</li><li>Comfortable managing hiring systems using Notion, ClickUp, or lightweight ATS tools.</li><li>Strong writing ability: clear job posts, compelling outreach, direct candidate comms.</li><li>Ability to handle 5-10 active roles at a time with no drop-off in process.</li><li>Experience defending brand reputation and responding to feedback (e.g. Glassdoor).</li><li>Experience building and running reporting for hiring metrics.</li></ul>
People Operations (must-haves):<ul><li>5+ years of progressive HR or people operations experience, with leadership responsibility.</li><li>Bachelor's degree in Human Resources, Business, or a related field.</li><li>Direct experience operating contractor-centric or distributed teams.</li><li>Demonstrated success building compliant, scalable people systems.</li><li>Strong understanding of contractor classification, employment law, and risk mitigation.</li></ul> 
Benefits 

Why Join Hadley Designs?<ul><li>
Build the people function as a true growth lever that directly supports execution and scale</li><li>
Partner closely with executive leadership on scaling the organization</li><li>
Operate in a high-ownership, execution-focused environment</li><li>
Remote flexibility with real responsibility and influence</li><li>
Help shape how a modern, fast-growing company builds and retains talent</li></ul>
Apply Today
Apply now and help make learning fun, engaging, and screen-free for families everywhere.
P.S: If you don&rsquo;t hear from us within two weeks of your application, please consider that as our decision to move forward with other candidates, but we truly appreciate your interest in Hadley Designs.
Why You&rsquo;ll Love Working Here<ul><li>
Impact: Your work will directly impact how families experience learning through the Hadley Designs brand.
</li><li>Culture: Join a passionate, mission-driven team that values trust, creativity, and collaboration.
</li><li>Flexibility: Enjoy the freedom of a remote role with flexible working hours.
</li><li>Benefits:
</li><li><ul><li>Remote-first work environment
</li><li>Paid time off and holidays
</li><li>Access to learning resources and professional development
</li><li>Free access to Hadley Designs products
</li><li>Regular interaction with leadership, including the CEO and CMO
</li><li>Stability from a decade as a family-founded, mission-driven brand</li></ul></li></ul>
Apply Today
If you&rsquo;re ready to make a meaningful impact in a growing company that&rsquo;s shaping the future of learning, apply now to join the Hadley Designs team as our Head of Talent Acquisition &amp; Culture. Help us create a lasting impact on families, educators, and children worldwide.
P.S: If you don&rsquo;t hear from us within four weeks of your application, please consider that as our decision to move forward with other candidates, but we truly appreciate your interest in Hadley Designs.</div>

Head of Talent Acquisition & Culture

The Condado Collection

<div>Overview:
<div>
The Condado Collection is a group of hospitality properties in Puerto Rico that includes a range of classic and modern luxury hotels offering full-service experiences, fine dining, and vibrant entertainment. Among them are Condado Vanderbilt, the standard of excellence for luxury hotels in San Juan and the Caribbean; La Concha Resort, your iconic beachfront retreat with chic style and a vibrant nightlife destination in San Juan; and Condado Ocean Club, an adults-only boutique hotel &mdash; a modern oasis in the heart of the city. The collection also includes Casino del Mar and world-renowned dining venues such as STK San Juan and Serafina.</div><div></div><div> 
Our mission is to create meaningful experiences and inspire travel &mdash; not just for our guests, but for our team as well. We believe our team members are the key to delivering passionate and authentic hospitality. Together, we create a collection of unforgettable memories.</div><div></div><div> 
The Talent Acquisition Manager is responsible for developing and executing comprehensive recruitment strategies to attract, hire, and retain top talent across our hotels, restaurants, and casino operations. This role partners closely with business leaders to understand workforce needs, improve hiring processes, strengthen the employer brand, and ensure an exceptional candidate experience.</div> 
<div></div>
Key Responsibilities:
<ul><li>Develop and execute talent acquisition strategies aligned with business objectives, workforce planning, and operational needs.</li><li>
Manage the full-cycle recruitment process for management, professional, specialized, and high-volume positions across hotels, restaurants, and casino.</li><li>
Personally lead recruitment for key and hard-to-fill positions while overseeing day-to-day hiring activities.</li><li>
Supervise and provide direction to the Recruitment Coordinator, delegating administrative and recruitment support activities while ensuring timely and efficient hiring processes.</li><li>
Partner with department leaders to identify staffing needs, define position requirements, develop job descriptions, and establish effective sourcing strategies.</li><li>
Source, screen, interview, and evaluate candidates using multiple recruiting channels, including job boards, social media, employee referrals, networking, career fairs, and community partnerships.</li><li>
Manage and optimize the Applicant Tracking System (iCIMS) and ADP HRIS to ensure accurate candidate records, recruitment workflows, reporting, and compliance.</li><li>
Monitor recruitment metrics, analyze hiring trends, and recommend improvements to increase recruiting effectiveness, quality of hire, and time-to-fill.</li><li>
Build and maintain relationships with external recruiting agencies, educational institutions, workforce development organizations, and community partners to strengthen talent pipelines.</li><li>
Collaborate with Human Resources and business leaders to support onboarding, workforce planning, retention initiatives, and other HR projects as needed.</li><li>
Strengthen the company's employer brand by representing the organization at recruitment events and implementing initiatives that enhance the candidate experience.</li><li>
Ensure compliance with all applicable federal, Puerto Rico, and gaming employment regulations, as well as company policies and recruitment best practices.</li><li>
Stay informed of labor market trends, hospitality industry developments, and talent acquisition best practices to proactively address current and future staffing needs.</li></ul>
Qualifications:
<ul><li>Bachelor's degree in Human Resources, Business Administration, Hospitality Management, or a related field.</li><li>
Minimum of five (5) years of progressive talent acquisition experience, including at least two (2) years in a leadership or supervisory role.</li><li>
Proven talent acquisition experience within the hospitality industry, including hotels, resorts, restaurants, casinos, or other multi-unit hospitality operations.</li><li>
Demonstrated success managing both high-volume and specialized recruitment in a fast-paced, service-driven environment.</li><li>
Experience leading the full-cycle recruitment process, including sourcing, interviewing, selection, offer negotiation, and onboarding coordination.</li><li>
Experience supervising and developing recruiting staff.</li><li>
Proficiency with Applicant Tracking Systems (ATS), preferably iCIMS, and HRIS platforms such as ADP.</li><li>
Strong knowledge of federal and Puerto Rico employment laws, recruiting best practices, and compliance requirements.</li><li>
Excellent interpersonal, communication, negotiation, and stakeholder management skills.</li><li>
Strong analytical and organizational skills, with the ability to manage multiple priorities and meet hiring deadlines.</li><li>
Bilingual proficiency in English and Spanish (written and spoken) is required.</li></ul><div></div><div> 
Benefits</div><ul><li><div>
401(k)</div></li><li><div>
Employeer Contribution to 401(k)</div></li><li><div>
Health Insurance</div></li><li><div>
Vision Insurance</div></li><li><div>
Dental Insurance</div></li><li>
Life Insurance</li><li><div>
Paid Holidays</div></li><li><div>
Employee Discount</div></li></ul>
The Condado Collection is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.</div><div></div>

Talent Acquisition Manager- The Condado Collection

Athletico Physical Therapy

<div>Position Overview:
<div>
Greater Purpose and Core Values: Athletico&rsquo;s Greater Purpose is to empower people, inspire hope and transform lives. We accomplish this by providing exceptional, progressive, and cost-effective fitness, performance and rehabilitative services through personalized care that emphasizes education and prevention of future injury. This is accomplished through building on our Core Values of one team, understanding our business, recognition, people-focused, accountability, continuous innovation and trust and integrity, which are the foundation for our unique culture.</div><div></div><div> 
Position Summary:
</div>The Talent Acquisition Lead is responsible for supporting the Talent Acquisition Manager in driving recruiting execution, operational excellence, and program delivery across the Talent Acquisition function. The Lead provides day-to-day support through ownership of key programs, reporting, and coordination efforts while serving as a resource and escalation point for recruiters and sourcing teams. 
Essential Duties and Responsibilities:<ul><li>
Partner closely with the Manager to ensure consistent execution of recruiting strategies, strong operational performance, and alignment across the team.</li><li>
Oversee key Talent Acquisition programs, including Internal and external travel program, Sourcer coordination and alignment, Workforce Planning data collection, and Prioritization strategy and social marketing.</li><li>
Support the Manager in driving team performance and execution of hiring goals.</li><li>
Serve as a resource for recruiters, providing guidance on process, tools, and workflows.</li><li>
Reinforce performance expectations and support consistency across the team.</li><li>
Assist in onboarding, training, and development of recruiters as needed.</li><li>
Own and support day-to-day recruiting operations and workflows.</li><li>
Ensure consistency and discipline in execution across the team.</li><li>
Identify process gaps and recommend operational improvements.</li><li>
Manage and maintain team reporting, dashboards, and performance data.</li><li>
Provide regular insights into pipeline health, hiring progress, and team productivity.</li><li>
Partner with Manager to identify trends and areas for improvement.</li><li>
Ensure programs are executed effectively and aligned with hiring priorities.</li><li>
Identify opportunities to improve program efficiency and outcomes.</li><li>
Own and manage the Talent Acquisition strategic calendar, including events, hiring cycles, and key initiatives.</li><li>
Coordinate timelines, deliverables, and priorities across the team.</li><li>
Ensure alignment between recruiters, leads, and leadership.</li><li>
Plan and coordinate All TA meetings, including agenda development, content organization, and logistics.</li><li>
Partner with the Manager to ensure clear and consistent communication with the team.</li><li>
Support alignment and information flow across the function.</li><li>
Partner with internal stakeholders including HR, Marketing, and Operations to support program execution.</li><li>
Ensure alignment between recruiting activities and business priorities.</li></ul><div>
Qualifications:</div><ul><li>
Education:<ul><li>
Bachelor&rsquo;s degree in Business, Human Resources or related experience required.</li></ul></li><li>
Work Experience:<ul><li>
3 years of recruitment and direct sourcing or equivalent experience within the Healthcare industry required / Physical Therapy preferred</li><li>
1 year of HR experience within a healthcare organization highly desired</li><li>
1 year of experience with LinkedIn Recruiter preferred</li></ul></li><li>
Knowledge and Technical Skills:<ul><li>
Strong knowledge in all full lifecycle recruiting components</li><li>
Excellent interpersonal and communication skills</li><li>
In-depth knowledge of job market, current trends and sourcing strategies</li><li>
Knowledgeable of the principles, practices and procedures related to recruiting and onboarding</li></ul></li></ul><div>
Language Skills:</div><ul><li>
Ability to read, write and speak English proficiently</li></ul><div>
Physical Demands:</div><ul><li>
Ability to fulfill office activities including but not limited to remain stationary for extended periods of time (i.e., while working at a desk), stoop/kneel/crouch, travel around the office, communicate with others (verbal and written), and use fine motor skills including fine hand manipulation and keyboarding.</li><li>
Ability to see at close range, distance vision, peripheral vision, depth perception, and the ability to adjust focus.</li></ul><div>
Work Environment:</div><ul><li>
Consistent with a standard office environment, noise level is low with little to no extraordinary environmental factors.</li></ul><div>
Athletico provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without 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.</div>
Minimum Salary/Wage: USD $82,000.00/Yr. Maximum Salary/Wage: USD $101,000.00/Yr.</div>

Talent Acquisition Lead - Oak Brook, IL

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