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candidate services

Human Resources International (HRi) is an industry leader in the area of human resources staffing and recruitment. By focusing exclusively on human resources, HRi is dedicated to assisting HR professionals achieve their career goals. We offer project, project to direct hire and direct hire opportunities from executive to junior levels across every industry, from emerging growth to Fortune 500 companies.

specialized human resources focus
HRi focuses exclusively on connecting dedicated HR professionals with some of the most diverse opportunities in the country. Many of our recruiters have extensive human resources and staffing backgrounds, enabling them to have a better understanding of what it takes to be successful in HR. Our industry knowledge, paired with our market intelligence and commitment to a personalized approach, allows us to fully understand your short and long term career objectives. By working together, our partnership will result in finding you an opportunity where you not only realize your potential, but that also supports both your personal and professional goals. HRi has access to some of the most diverse HR opportunities available to professionals like you. Following is a partial listing of the positions that we focus on:

executive level
- chief human resources officer: Directs all HR activities throughout the organization; responsible for organizational development, strategic planning, budgetary planning, employee relations, benefits, compensation, HRIS and recruitment. Sits on executive committee and typically reports directly to President/CEO. BA/BS Business and often a MBA or Masters. Usually a PHR or SPHR with several years' experience as a Vice President or Director.
  
  senior/vice president of human resources: Develops and oversees HR programs for the entire company. Creates strategy for all areas of human resources. Extensive contact with senior management of the company. Usually supervises HR Directors and/or HR Managers. BA/BS and often has a Masters or PHR certification.
  
  vice president of compensation and benefits: Responsible for the strategic oversight of compensation and benefits programs. Directly supervises managers of benefits and compensation functions. Usually reports to SVP or VP of human resources. BA/BS and often times a Masters or CEBS. Several years' experience managing benefits and compensation functions and staff.
  
  vice president of learning and development: Leads the strategy and implementation for new hire orientations, executive training programs, professional skills training and specialty training events. Conducts executive assessments; manages on-line training portals; manages formal and informal training, and professional development programs designed to assist employees in furthering their career within the organization.
  
  vice president of organizational development: Partners with senior management to facilitate organizational change and ensures compliance with the organizational development programs in order to increase the performance and competitiveness of the organization. BA/BS required, Masters preferred with eight-plus years’ experience in a generalist or organizational development role.
  
  vice president of recruiting: Partners with senior management to review and design recruitment and retention programs designed to attract and retain talent for the company. Oversees company-wide recruitment efforts. Leads succession plan design and partners with HR in creating training and career development resources. Evaluates new staffing and HRIS vendors. Leads budgetary planning process for recruiting department. BA/BS, Masters preferred with eight-plus years of experience.
  
  global human resources director: Responsible for directing the human resources functions in multiple global locations. Maintains consistency in HR policies when possible. Oversees all HR functions including compensation, recruitment, relocation, benefits and employee development. Knowledge of international HR laws. BA/BS and often has a MBA or GPHR certification. Several years’ HR management experience on a global scale.
  
  director of human resources: Guides and manages HR programs and policies for the entire company. Manages HR practice leaders including recruiting, compensation, benefits, training, employee relations and other HR functions. BA/BS and often has a Masters or PHR certification. Several years’ experience managing HR teams.
  
  director or compensation and benefits: Manages the compensation and benefits functions including, but not limited to, broad banding, vendor management, benefits analysis, cost management and competitive selection of programs. Usually supervises benefits and compensation managers and/or staff. BA/BS and often has CEBS.
  
  director of learning and development: Develops skills and competencies to support the company and create a competitive advantage in human capital through performance consulting, technical training and other related training initiatives.
  
  director of recruiting: Manages comprehensive recruitment and retention programs including internal recruiting, college recruitment and company website recruitment programs/tools, online applications and employee referral programs. Trains and mentors members of recruiting team. BA/BS with five-plus years’ experience in recruitment.
management level
- senior/human resources manager: Manages the HR department for a company. Responsible for the day-to-day management of recruiting, employee relations, benefits, compensation and other HR functions. Responsible for long-term HR strategies. In most cases will have direct management responsibility. Usually a BA/BS with several years' experience.
  
  human resources generalist: Manages the administration of HR programs including, but not limited to, recruitment, training, benefits, compensation and employee relations. Usually a BA/BS with several years’ experience with diverse HR responsibilities.
  
  benefits manager: Oversees benefits service offerings for a company with a focus on competitive and cost-effective initiatives. Usually manages benefits administration staff. BA/BS and often times has CEBS. Several years’ experience with retirement and health and welfare programs.
  
  compensation manager: Oversees the compensation function within the department. Analyzes data, determines grades/ranges and/or ensures the compliance of compensation policies as they relate to merit increases and bonuses.
  
  learning and development manager: Oversees development of training curriculum and delivery of training programs within the organization. Leads team in design and execution of HR programs. Through training programs, improves the quality of leadership performance and reduces turnover. Designs competency models to identify key behaviors leading to successful job performance.
  
  organizational development manager: Leads the organizational development and training initiatives for the company. Ensures compliance across all programs and leads the most critical segments of organizational development including succession planning, career development training, mentoring and change management. Identifies needs and implements necessary interventions or solution strategies to improve and measure the alignment between strategy, structure, culture and systems. BA/BS with three-plus years’ experience in HR and/or organizational development.
  
  recruiting manager: Manages a team of internal recruiters. Ensures recruiting needs of internal clients are being met and positions are filled timely with strong talent. Analyzes metrics such as time-to-fill and average cost per hire. Negotiates contracts with staffing suppliers and partners with senior management to plan for peak and seasonal hiring needs. BA/BS with five-plus years’ recruiting experience.
  
  HRIS manager: Manages the HRIS database and ensures integrity of the information contained within. Leads system conversions and integrations and delivers monthly reporting to management. BA/BS with a minimum of three years’ experience in HRIS function.
  
  safety manager: Administers policies and procedures for the organization that effectively control accident and health exposures in the company to minimize OSHA citations. BA/BS Business with a minimum of two years’ HR experience in a manufacturing/production environment.
staff level
- pension analyst: Prepares, reviews, analyzes and administers company's pension plan. Develops plans that are in regulation with IRS requirements. BA/BS and often times has a concentration on business administration, mathematics or economics.
  
  401(k)/defined contribution analyst: Responsible for the administration and compliance of a company's 401(k) and other qualified plans. Reviews and tracks payroll funding for plans, loan defaults, hardship withdrawals and rollovers. Usually reports to Benefits Manager. BA/BS preferred.
  
  compensation analyst: Gathers and/or reviews compensation data including salary and market surveys. Analyzes information to determine whether the company is competitive in the marketplace. Participates in performance appraisal process and bonus payouts.
  
  employee relations specialist: Counsels and coaches employees on issues such as sexual harassment, job performance and discrimination. Conducts investigations, participates in disciplinary actions and documents all reported issues. Seeks guidance from in-house counsel on more serious issues. BA/BS with three-plus years’ experience in a related HR function.
  
  expatriate/relocation specialist: Works with internal company resources by assigning them to consulting engagements on behalf of company's clients. Acts as liaison between employees and company's project managers to allocate the proper resources for each project. Works on behalf of company in assisting employees with relocation and housing as needed. Works directly with company's tax department to ensure tax compliance.
  
  recruiter: Sources, screens and interviews candidates for open positions. Presents candidates to hiring managers and manages the recruiting process from start to finish. Tracks recruiting activities in proprietary database and provides reports as needed. BA/BS with two-plus years’ experience recruiting for professionals.
  
  IT recruiter: Sources, screens and interviews candidates specifically for technical roles, focusing on candidates with unique technical experience. Sources candidates from a variety of sources including job boards, candidate referrals, networking and cold-calling. BA/BS with two-plus years’ experience recruiting for technical professionals.
  
  health care recruiter: Sources, screens and interviews candidates specifically for health care companies and health care related roles, focusing on candidates with health care experience. Sources candidates from a variety of sources including job boards, candidate referrals, networking and cold-calling. BA/BS with two-plus’ years experience recruiting for health care professionals.
  
  college recruiter: Develops and maintains relationships with college career development departments to establish pipeline of candidates for company. Schedules recruiting events held at campuses both locally and nationally, works with internal hiring managers to determine internal staffing needs, schedules candidate interviews and follows up as needed. BA/BS plus two to three years’ recruiting experience.
  
  recruiting specialist: Meets with internal hiring managers to secure job descriptions; determines priority and number of positions to be filled; sources, screens and interviews candidates for open positions; oversees interview process through to completion; recommends candidates to internal hiring managers and extends offers of employment. BA/BS with three years’ recruiting experience.
  
  learning and development specialist: Advises employees of available training programs and recommends such programs based on career goals. Administers training programs and offers feedback on performance and subsequent training tracks.
  
  organizational development specialist: Develops and conducts organizational assessments to help design and execute HR programs and policies, and align the HR function. Administers succession planning, career development training and mentoring programs. BA/BS with two-plus years’ in learning and development.
  
  benefits/payroll specialist: Administers health and welfare programs. Uses company's HRIS database to enter new employee information and update pay and salary information. Processes company's payroll on required schedule including bonus and commission payments. Completes other reports as needed.
  
  HRIS specialist: Oversees the HRIS system for the company including the database design. Sets database parameters according to required information. Runs monthly reports and participates in integration and system conversions. Acts as technical support for employees and ensures integrity of the system and runs queries as needed. BA/BS with a minimum of two years in HRIS function.
support positions
- benefits administrator: Administers benefits programs and is the initial point of contact for employee questions related to enrollment, eligibility, changes and education of benefits plans. BA/BS preferred with two-plus years’ experience in benefits administration.
  
  HRIS administrator: Enters all employee information into the HRIS database including new hire information, salary increases and change in address or marital status. Runs adhoc reports and other queries as required. BA/BS with experience in HRIS function.
  
  human resources coordinator: Supports HR department. Screens candidates for employment, checks references, answers employee questions, coordinates in-house training activities and HR sponsored events within the company. BA/BS with HR experience.
  
  human resources assistant: Entry-level administrative position includes filing, maintaining new hire paperwork and employee files, data entry into HRIS system, scheduling interviews, and answering basic employee questions regarding compensation and benefits. May have degree with some HR experience.

our personalized team approach
We pride ourselves on getting to know each candidate and helping them make the best career choices. Our commitment includes providing you with opportunities that draw on your skills while promoting your professional growth. Our success is predicated upon your success. All of our candidates are connected with a recruiter who is best equipped, by background and professional network, to assist you in pursuit of your career goals and priorities. While each candidate has a dedicated recruiter, our entire team is aware of your career objectives—giving you the resources and creativity of an entire team. This unique team approach allows us to quickly find the position that is best for you.

when you meet with a HRi recruiter you will take part in:

development of a search strategy
discussion of your value in the marketplace
matching your skills to positions with client companies
identifying opportunities on a national level
interview coaching
salary discussion

employment options
HRi offers flexible employment options. Whether you are just beginning your career in HR, re-entering the workforce or are looking to make a change, HRi can help. Our flexible employment options include project, project to direct hire and direct hire services, from executive to junior levels. HRi is able to find the ideal opportunity that is in line with your career goals.

career partner
At HRi we don’t just want to find you a job, we want to be there every step of your career. From the moment you discuss your career needs with a HRi recruiter and into the future, we work to ensure your goals are always on track. We continually offer career advice related to current hiring and workplace trends in your geographic area, as well as provide career-related insight specific to the human resources profession. We are proud of the relationships we maintain with our candidates and are always excited to see their careers advance.

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