Employee Engagement Jobs

You will take full ownership of two core areas of our people function. First, drive end-to-end recruitment: craft job descriptions, post roles, screen and interview candidates, coordinate hiring managers, run reference checks, and negotiate offers—all while keeping our applicant-tracking system tidy and metrics transparent. Second, serve as the go-to partner for employee relations. That means setting up feedback channels, mediating conflicts early, guiding performance conversations, and keeping policies compliant and consistently applied so team morale stays high. Deliverables • A streamlined hiring pipeline with weekly status reports • Onboarding and orientation materials for each new hire • A clear, confidential process for handling employee concerns ...

I need an experienced HR professional who can step in and run the people function end-to-end while we scale. You will own everything from drafting job descriptions and coordinating interviews through to handling contracts, onboarding, performance conversations, policy updates, and off-boarding when necessary. I also want you to be the first point of contact for day-to-day employee questions, keeping communication clear and positive, and ensuring we remain compliant with all relevant labour laws in the jurisdictions where our team members sit. We are still small but growing quickly, so I am after someone comfortable doing hands-on work today and shaping processes that will support a larger headcount tomorrow. If you have worked with cloud-based HR suites such as Workday, BambooHR, or ADP, ...

Summary Scope of Work: The consultant will support us in developing software-specific HR policy inputs for our Software Services Division. We are a legacy manufacturing organization expanding into software services and automotive software. The scope will include: Software-specific HR policy recommendations and addendums Alignment of Time & Attendance practices for software employees Leave and flexible working guidelines Hybrid / remote working and customer support working models Domestic and international travel policy inputs Deputation, customer-site working, and project assignment guidelines Weekend / holiday working, compensatory off, and extended working practices Benchmarking with automotive software, embedded systems, and engineering R&D organizations Practical policy drafts,...

Our rental-support team is scaling fast and I want a recruitment partner who can tighten every step between “great résumé” and “fully ramped performer.” The immediate focus is twofold: 1. Run structured, engaging interviews that uncover both skill and culture fit for our support roles (think customer care, leasing coordination, maintenance dispatch). You will arrange the panels, keep the conversation on track, probe for soft skills, and leave candidates feeling respected—while giving me clear notes I can act on quickly. 2. Turn those successful interviews into a friction-free onboarding journey. Map out a 30-, 60-, and 90-day experience, coordinate with team leads, and make sure each new hire feels productive from day one. I’m hap...

My team is ramping up hiring and I need support filling the funnel with qualified talent across several departments over the next months. The plan is to create and maintain a steady stream of entry-, mid-, and senior-level candidates so our managers never find themselves waiting for the right person to appear. Here’s what success looks like from my side: you source, engage, and screen prospects, keep the ATS tidy, and move shortlisted applicants smoothly to interviews. For entry-level roles, you will place special emphasis on strong communication skills during screening; for mid- and senior-level openings, depth of experience and cultural fit become the main filters. I’ll provide job briefs and access to our LinkedIn Recruiter seat, job boards, and internal referral tools...

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I’m commissioning a full-length textbook that teaches professionals how to run a Human Resources office in both private and public-sector settings. The finished book must read like a graduate-level resource—authoritative, thoroughly researched, and clearly cited—yet stay grounded in day-to-day realities so managers can put each chapter into practice immediately. Scope of coverage • Recruitment and hiring processes, from workforce planning through onboarding • Employee engagement and retention strategies that suit unionized and non-unionized environments • Compliance and labor-law frameworks at municipal, state, and federal levels, with comparative notes for government agencies and corporate employers • Integrated discussions on analytics, HRIS...

I am conducting a mixed-methods study that looks at how workplace romance is perceived and how it intertwines with job performance among Gen Z employees working in the Colombo District of Sri Lanka. The heart of the project is to clarify “what workplace romance in job performance” truly means for this cohort and to measure the effect it has on their overall employee satisfaction. Here is where I need support: • Refining the conceptual framework so the link between romance and performance is clearly articulated. • Designing an integrated methodology—qualitative interviews or focus groups paired with a concise, statistically sound survey—that can capture both narrative insight and measurable trends. • Developing the research instruments, ensurin...

I’m building out a brand-new technology team and need help finding the right entry-level talent across every function: software & infrastructure engineers on the technical side, junior coordinators for day-to-day support, and first-time supervisors to anchor basic management tasks. Here’s what I expect from you: • Create compelling job ads that reflect our tech-focused culture and post them on the most effective channels. • Source and pre-screen candidates, ensuring they truly are entry-level yet show high growth potential. • Coordinate skills assessments and first-round interviews, then deliver a concise shortlist with your notes on strengths, gaps, and salary expectations. • Maintain clear communication with me throughout, so we can move qui...

We are looking for a recruiter to help our startup agency find and hire talented professionals. Requirements: English level: C1 or higher Ukrainian level: B2 or higher (native speakers preferred) Experience in recruiting and candidate sourcing Strong communication and interviewing skills Ability to work independently and manage multiple candidates Responsibilities: Source and screen candidates Conduct initial interviews Coordinate communication between candidates and hiring managers Maintain candidate pipelines and recruitment records Preferred: Experience recruiting for IT, software development, or startup companies Familiarity with LinkedIn, job boards, and sourcing tools Working Conditions: Remote position Flexible schedule Long-term cooperation preferred Please send your resum...

Results-driven HR Professional with 5.5+ years of experience in GCC and corporate HR operations, specializing in end-to-end employee lifecycle management, strategic HR Partner, and process excellence. Experienced in managing Hire-to-Retire processes including onboarding, payroll coordination, compliance, employee engagement, performance management, HR audits, and stakeholder management. Skilled in working with HRMS platforms such as Workday, KekaHR, Zoho and GreytHR, with hands-on experience in HR operations, attendance & leave management, HR documentation, Data management, vendor coordination, MIS reporting, policy implementation, and process improvement initiatives. Proven ability to collaborate with leadership teams, employees, vendors, and cross-functional stakeholders to drive o...