OverviewLanguagesEnglishEducation No degree, certificate or diploma ExperienceWill trainOn siteWork must be completed at the physical location. There is no option to work remotely.

Our client is a medical technology company that develops, manufactures, sells, and services state-of-the-art nuclear medicine imaging systems. Their digital imaging platforms are used by healthcare sites worldwide and serve as the foundation for next-generation imaging and therapy-guiding applications, combining advanced hardware design with proprietary software and algorithms to deliver imaging at exceptional speed, low radiation dose, and superior image quality.The company operates with a remote-first US team supported by an international headquarters, offering the opportunity to work in a fast-paced, innovative medtech environment.RequirementExperience: 3+ years in an HR Generalist, People Operations, or HR Business Partner role, with a strong focus on full-cycle recruitmentKnowledge: Solid understanding of US federal and state labor laws, payroll basics, and benefits administrationSystems: Familiarity with HRIS platformsCommunication: Excellent verbal and written communication skills with the ability to build trust across all levelsEducation: Bachelor's degree in Human Resources, Business Administration, or a related fieldGlobal Mindset: Experience working with a remote international headquartersResponsibilitiesTalent Acquisition (Recruitment)Full-Cycle Recruiting: Manage the end-to-end recruitment process for various departments, including intake meetings, sourcing, screening, scheduling, interviewing, and offer negotiationCandidate Experience: Ensure a smooth, professional, and positive experience for all candidates throughout the interview processPipeline & Sourcing: Proactively build talent pipelines and source candidates through various channels (LinkedIn, job boards, networking)People Operations & Employee ExperienceOnboarding & Offboarding: Lead the US new-hire orientation process to ensure a welcoming and informative experience. Manage the offboarding procedureHRIS Management: Maintain and update the HR Information System (HRIS) and electronic personnel records to ensure data integrity and confidentialityPerformance Management: Support and administer the company's performance review cycles, goal setting, and continuous feedback processesCulture & Engagement: Act as a champion of company culture, organizing team events, initiatives, and programs that foster employee engagement and retentionBenefits, Compensation & ComplianceBenefits Administration: Manage US employee benefits programs (health, 401k, PTO, etc.), including open enrollment and acting as the main point of contact for employee inquiriesCompensation: Assist in administering compensation plans and ensuring they remain competitive in the marketHR Compliance: Maintain deep knowledge of U.S. federal, State, and local employment laws. Ensure company policies, employee handbook, and HR practices are fully compliant and up to date

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