Top 9 Sr. talent acquisition Jobs in Epping Nh

Senior Human Resources Manager
General Linen Service —Somersworth, NH
- $110,000 - $135,000 a year
- Full-time
- Research
- Office
- 8 years
- Health savings account
- Health insurance
Quick Apply
Sr. Talent Acquisition Specialist
Standex —Salem, NH
- Full-time
- 5 years
- Microsoft Office
- Bachelor's degree
Quick Apply
Senior Director, Human Resources
Rockingham Grand Casino —Salem, NH
- Weekends as needed
- Customer service
- 11+ years
- Research
- Opportunities for advancement
Quick Apply
6d
Sr. HR Generalist
MKS Inc. —Andover, MA
- $88,000 - $147,000 a year
- Full-time
- Hybrid work
- 5 years
- Office
- Bachelor's degree
- Paid holidays
- Disability insurance
Quick Apply
Senior IT Business Engagement Manager
WIN Waste Innovations —Portsmouth, NH
- $170,000 - $190,000 a year
- Microsoft Excel
- Azure
- Computer Science
- Paid holidays
- Disability insurance
Quick Apply
Senior Digital Substation Lead
BBA —Salem, NH
- System design
- Laboratory experience
- Continuous improvement
- Paid holidays
- 401(k)
Senior Project Manager - Structures
HNTB Corporation —Bedford, NH
- $180,596.86 - $288,485.90 a year
- Full-time
- Engineering
- 11+ years
- Mentoring

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Senior Human Resources Manager

General Linen Service -
Somersworth, NH

Quick Apply

Job Details

Full-time
$110,000 - $135,000 a year

Benefits

Health savings account
Health insurance
Dental insurance
401(k)
Paid time off
Parental leave
Vision insurance
401(k) matching
Professional development assistance
Life insurance
Referral program

Qualifications

HR policy development
Program design
HR analytics
Workplace dispute resolution
HR legal compliance
Employee retention
HR systems (technically supported)
Research
Full cycle recruiting
Policy & process development
Bachelor's degree
Problem-solving
Employee retention strategy
SHRM Certified Professional
HRIS
Employment law in talent management
Productivity software
SHRM Senior Certified Professional
Task assignment
Negotiation in dispute resolution
Emotional intelligence in HR leadership
Technical Proficiency
Policy Development
Strategic thinking in HR leadership
Analytics
Strategic workforce planning

Full Job Description

Role Summary:

The Human Resource Manager is an in-person role that leads and directs human resources with a primary focus on recruiting top talent, managing the hiring process, ensuring smooth onboarding, and driving employee engagement and retention strategies. This role is critical in building a strong workforce and fostering a positive employee experience while maintaining compliance, leading safety initiatives, and supporting organizational goals.

Supervisory Responsibilities:

Recruits, interviews, hires, and trains new staff in the department.
Oversees the daily workflow of the department.
Provides constructive and timely performance evaluations.
Handles discipline and termination of employees in accordance with company policy.
Leading company-wide safety and compliance initiatives.

Role Responsibilities:

Talent Acquisition & Recruitment

Partner with the leadership team to understand and execute the organization’s talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
Develop and implement innovative recruiting strategies to attract high-quality candidates.
Manage the full-cycle recruitment process, including job postings, sourcing, interviewing, and selection in collaboration with department heads. Work closely with departmental managers to understand skills and competencies required for openings.
Build and maintain a strong employer brand to position the organization as an employer of choice.
Partner with department leaders to forecast staffing needs and create proactive hiring plans.

Hiring & Onboarding

Oversee all aspects of the hiring process, ensuring timely and effective placement of candidates.
Design and execute comprehensive onboarding programs that accelerate new hire integration and productivity.
Ensure new employees have a positive experience from offer acceptance through their first 90 days.
Create learning and development programs and initiatives that provide internal development opportunities for employees.

Employee Engagement & Retention

Develop retention strategies, including career development programs, recognition initiatives, and employee feedback mechanisms.
Monitor turnover trends and implement corrective actions to improve retention.
Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Create a culture of continuous improvement and employee satisfaction through engagement surveys and action plans.

HR Leadership & Compliance

Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Support managers with performance management, coaching, and succession planning.
Maintain knowledge of industry trends, regulatory changes, and new technologies and leverage data to improve HR processes.
Perform other duties as assigned.
Lead company-wide safety initiatives and ensure regulatory compliance (lockout tagout procedures, PPE requirements, etc.)
Oversee employee disciplinary meetings, terminations, and investigations.

Required Skills and Competencies:

Proven ability to design and execute company-wide policies, procedures, and systems, including industry-standard recruiting and retention strategies.
Ability to analyze workforce data and make strategic recommendations.
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

Education and Experience:

Bachelor’s degree in Human Resources, Business Administration, or related field required.
A minimum of 8-10 years of human resource management experience.
Demonstrated success in recruitment and retention for a minimum of 3-5 years.
SHRM-CP or SHRM-SCP highly desired.

Physical Requirements:

Prolonged periods of sitting at a desk and working on a computer.
Must be able to lift 15 pounds at times.
Must be able to access and navigate each department at the organization’s facilities.

Pay: $110,000.00 - $135,000.00 per year

Benefits:

401(k)
401(k) matching
Dental insurance
Health insurance
Health savings account
Life insurance
Paid time off
Parental leave
Professional development assistance
Referral program
Vision insurance

Application Question(s):

Do you have over 10 years of experience in Human Resources?

Work Location: In person

Quick Apply

Refine Your Search

sr. talent acquisition jobs in epping nh

Senior Human Resources Manager

Sr. Talent Acquisition Specialist

Senior Director, Human Resources

Sr. HR Generalist

Senior IT Business Engagement Manager

Senior Digital Substation Lead

Senior Project Manager - Structures

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