UNKNOWN

FEED

OTHER

Work From Home Truck Driver Recruiter – Earn $800–$2,000+/Week – Leads & Ad Support Provided. Start earning $800–$2,000+/week while working from home with leads and ad support already in place.

<h3>Work From Home Truck Driver Recruiter – Earn $800–$2,000+/Week – Leads & Ad Support Provided</h3>Location: 100% Remote – Work from anywhere Schedule: FlexibleInquire about our hire own bonusAbout the Role: 
 Are you a motivated communicator who enjoys connecting with people? We're looking for self-driven individuals to become Truck Driver Recruiters. We provide the leads, the carriers, and even post your recruiting ads for you — so all you need to do is connect drivers with opportunities.What You'll Do:<ul><li>Reach out to drivers and carriers using the leads we provide</li><li>Provide us with your recruiting ad, and we'll handle the posting for you</li><li>Keep accurate records and follow up consistently</li><li>Build relationships that help drivers and carriers succeed</li><li>Support onboarding for new drivers</li></ul>What We Offer:<ul><li>Leads provided — no cold hunting required</li><li>Ad posting support — we get your ads out there for you</li><li>Weekly pay with high earning potential</li><li>100% remote – work from home with flexible hours</li><li>Optional self-paced training to become an expert Truck Driver Recruiter</li><li>Guidance and support from an experienced team</li></ul>Who You Are:<ul><li>Comfortable communicating by phone and email</li><li>Organized and self-motivated</li><li>Eager to grow in the trucking industry</li><li>Excited about high earning potential and flexible work</li></ul>Why Join Us: 
 This isn't just a job — it's a way to earn top income while building a career in trucking. With our leads, ad support, and guidance, your success is in your hands. Whether you stay in recruiting or eventually move into freight dispatching, we give you the tools to thrive.Apply Today! 
 Start earning $800–$2,000+/week while working from home with leads and ad support already in place. Your career in trucking starts here.

American Logistics Authority

Work From Home Truck Driver Recruiter – Earn $800–$2,000+/Week – Leads & Ad Support Provided

Cargo/Freight

Hunting

Onboarding

Organizational Skills

Record Keeping

Truck Driver

Trucking

Work From Home

BreezyHR

This role partners closely with senior and functional leaders to drive organizational effectiveness, workforce strategy, and leadership capability across corporate and enterprise-enabling functions, including Finance, Audit, Sales, Customer Service, Legal, Information Technology, and Operations Support. This role acts as a primary point of contact for Home Office employees and managers, providing integrated HR support while partnering closely with HR Centers of Excellence to implement solutions that enable organizational effectiveness and long-term business success.

YEAR

Position Summary:
The Home Office Human Resources Business Partner serves as a strategic advisor to organizational leaders by collaborating with HR colleagues to deliver enterprise-aligned people solutions that drive business performance, strengthen governance, and foster a high-performing culture. This role acts as a primary point of contact for Home Office employees and managers, providing integrated HR support while partnering closely with HR Centers of Excellence to implement solutions that enable organizational effectiveness and long-term business success.  This position requires a daily in-person presence at our Home Office in Rutland, VT  Hiring Range: $83,000.00 to $108,000.00 per year

Key Responsibilities:
<ul><li>Aligns people strategy to enterprise objectives by partnering with Home Office leaders to translate business, financial, and operational goals into effective workforce plans.</li><li>Serves as a trusted advisor delivering strategic and operational HR consultation to leaders across Finance, Audit, Sales, Customer Service, Legal, IT, and Operations Support.</li><li>Leads complex employee relations matters by conducting objective investigations, advising leaders on appropriate actions, and mitigating legal and reputational risk.</li><li>Ensures compliance and governance through disciplined application of employment laws, internal policies, documentation, and audit-ready HR practices.</li><li>Enables performance and accountability by coaching leaders on goal setting, feedback, corrective action, and career development.</li><li>Fosters engagement, culture, and retention by guiding leaders on workforce practices that promote consistency, equity, and employee experience.</li><li>Leverages workforce analytics to identify trends, risks, and opportunities, delivering data-driven insights to inform leadership decisions.</li><li>Ensures the effective delivery of core HR programs (onboarding, compensation, benefits, leave, recognition, and talent processes) aligned with enterprise standards.</li><li>Identifies capability and training needs by assessing organizational, leadership, and compliance requirements for corporate functions.</li><li>Serves as a trusted HR point of contact for employees and managers, providing clear guidance, policy interpretation, and resolution of HR-related inquiries.</li><li>Participates in training and other learning opportunities to expand knowledge of the company, products, sales and services and performs any other duties needed to help drive our vision, fulfill our mission, and/or abide by our core values.  </li><li>Ensures compliance with all company, state, and federal policies, regulations, and laws regarding employment and employee safety.</li></ul>Nature & ScopeThe HR Business Partner reports to the Vice President of Human Resources. The role serves as the primary HR partner for Casella Waste Systems’ Home Office business unit, comprising approximately 500 employees primarily located in Rutland, Vermont, with a distributed remote workforce. This role partners closely with senior and functional leaders to drive organizational effectiveness, workforce strategy, and leadership capability across corporate and enterprise-enabling functions, including Finance, Audit, Sales, Customer Service, Legal, Information Technology, and Operations Support. Operating within Casella’s matrixed HR model, the HRBP is accountable for translating enterprise people strategies into compliant, scalable, and consistently applied workforce practices. The role partners closely with functional leadership and HR Centers of Excellence to support organizational design, workforce planning, performance management, and employee relations while maintaining strong internal controls and audit readiness. The HRBP advises leaders on role clarity, accountability structures, change management, and leadership effectiveness, aligned with corporate policies and regulatory expectations. The position carries significant responsibility for ensuring consistent workforce governance across on-site and remote employees, including equitable application of HR policies, performance standards, and employment practices. While the role has no direct supervisory authority, it exercises substantial influence through advisory partnerships, coaching, and mentoring. The HRBP’s work directly impacts Casella’s compliance posture, risk management, leadership capability, and ability to attract, engage, and retain talent within its corporate functions. The HRBP is accountable for identifying and mitigating people-related risks within the Home Office population, including employee relations exposure, compliance gaps, leadership practices, and policy inconsistencies. The role exercises independent judgment in advising leaders on investigations, corrective actions, and employment decisions within established policy, legal, and delegated-authority frameworks. Matters with significant legal, financial, reputational, or audit implications are escalated in partnership with the Director of Human Resources Operations, Legal, and other appropriate stakeholders. Through disciplined application of controls, documentation, and governance standards, the HRBP plays a key role in protecting Casella’s integrity and supporting its obligations as a publicly traded organization. 

Education, Experience & Qualifications:
The successful candidate will have a bachelor's degree in HR management, business, or a related field, with 3-5 years of progressive human resources experience, including extensive management of complex employee relations matters. Professional certification preferred, e.g., SHRM-CP/SCP, PHR/SPHR. Strong problem-solving, communication, and stakeholder management skills are required. Candidates must have a customer-focused mindset and the ability to handle sensitive information with discretion. Working knowledge of federal and state employment laws, compensation practices, HR and payroll information systems, and a basic understanding of benefits policies and procedures is required.  Candidates must be legally eligible to work in the U.S., hold a valid driver’s license, and be able to travel as needed.

Attributes:
Positive, self-motivated individual who demonstrates strong business acumen, sound judgment, and the ability to balance strategic insight with hands-on execution.  By building credibility through trust, discretion, consistency, and high ethical standards, the incumbent effectively navigates complexity and ambiguity, manages sensitive information, and influences diverse stakeholders through clear, pragmatic, and persuasive communication. 

Benefits:
Medical, Dental, Vision, Life & Disability Insurance, Maternity & Parental Leave, Flexible Spending Accounts, Discounted Stock Program, 401K, Boot & Clothing Allowance, Safety Awards, Employee Assistance Plan, Wellness Incentive, Tuition Assistance, Career Pathways, and More.

Casella Waste Systems, Inc.

Sr. Human Resources Business Partner

Business Skills

Business Strategy

Career Counseling

Change Management

Coaching

Compensation and Benefits

Corporate Compliance

Corporate Policies

Corrective Action

Customer Relations

Customer Support/Service

Document Management

Documentation Standards

Driver's License

Employee Relations

Employee Retention

Employment Law

Federal Laws and Regulations

Financial Audit

Financial Operations

HRIS/HRMS

Human Resources

Human Resources Management

Human Resources Strategy

Internal Audit

Leadership

Legal

Maintain Compliance

Mentoring

Needs Assessment

Operational Strategy

Operational Support

Organizational Development/Management

PHR (Professional in Human Resources)

Payroll Software/Services

People Management

Performance Management

Persuasion Skills

Policy Development

Problem Solving Skills

Regulations

Regulatory Compliance

Risk

Risk Analysis

Risk Management

SPHR (Senior Professional in Human Resources)

Sales

Set Goals

Society for Human Resource Management (SHRM)

State Laws and Regulations

Technical Operations

Technical Support

Trend Analysis

Willing to Travel

Workforce Planning

[AW]-iCims

ADAPTED_NOW

Associate’s degree in human resource management or related field or equivalent combination of education and experience. 3 years of experience in Human Resources specializing in leave of absence activities.

HOUR

Human Resources (HR) Leave of Absence (LOA) Specialist <div><div><div>The Leave of Absence (LOA) & Workforce Operations Specialist in the Human Resources (HR) Department is responsible for the administration coordination, and compliance of all employee leave programs within the organization, including but not limited to FMLA, ADA, Short-Term Disability (STD), Long-Term Disability (LTD), Workers’ Compensation (WC), and state specific leave laws.Minimum Education<ul><li>Associate’s degree in human resource management or related field or equivalent combination of education and experience.</li><li>Bachelor’s degree preferred.</li></ul>Minimum Work Experience<ul><li>3 years of experience in Human Resources specializing in leave of absence activities. </li><li>Relevant experience in HR operations. </li></ul>Required Licenses/Certifications<ul><li>PHR, SPHR, SHRM-CP, or SHRM-SCP preferred</li><li>Certified Leave Management Specialist (CLMS) - preferred</li></ul>Required Skills, Knowledge, and Abilities<ul><li>Strong knowledge of leave laws and regulatory compliance</li><li>High attention to detail and documentation Accuracy</li><li>Ability to manage sensitive and confidential information.</li><li>Critical thinking and risk assessment skills</li><li>Effective communication and employee relations capability</li><li>Ability to manage multiple complex cases simultaneously</li></ul>Pay Range: $29.23 - $42.58</div></div></div> Compensation details: 29.23-42.58 Hourly Wage PI387e1933b792-25401-40285591

Rutland Regional Medical Center

Human Resources (HR) Leave of Absence (LOA) Specialist

Americans with Disabilities Act (ADA)

Communication Skills

Detail Oriented

Documentation

FMLA (Family and Medical Leave Act of 1993)

JobTarget

This position provides expert, data-driven guidance to core and field-based HR partners and leaders by evaluating roles, analyzing market data, and supporting consistent, compliant pay decisions that enhance Casella’s ability to attract, retain, and motivate a diverse, high-performing workforce. The role collaborates extensively with Talent Acquisition, Regional HR Managers, HR Business Partners, Payroll, HRIS, Finance, and operational leaders across Casella’s multi-state footprint, supporting both corporate and field-based employee populations.

Position Summary:
A key contributor to the Human Resources team, the Compensation Analyst participates in the design, implementation, and administration of compensation programs that are competitive, equitable, and aligned with Casella Waste Systems, Inc.’s strategic and workforce objectives. This position provides expert, data-driven guidance to core and field-based HR partners and leaders by evaluating roles, analyzing market data, and supporting consistent, compliant pay decisions that enhance Casella’s ability to attract, retain, and motivate a diverse, high-performing workforce. Through disciplined governance and system integrity, the position ensures compensation practices effectively support enterprise performance in a complex, multi-state operating environment. Hiring Range - $75,000 to $105,000 annually based on experience, education, and skills. This position requires a daily in-person presence at our Home Office in Rutland, VT 

Key Responsibilities:
<ol style="margin-top:0in"><li>Administers compensation programs, policies, and structures to ensure alignment with Casella’s compensation philosophy, workforce strategy, and regulatory requirements.</li><li>Evaluates and analyzes jobs through structured job analysis and job evaluation methodologies to support internal equity and role clarity across the organization.</li><li>Conducts market pricing and salary benchmarking by participating in external compensation surveys and analyzing relevant labor markets.</li><li>Provides consultative guidance to regional HR managers and managers on salary recommendations, job classifications, pay changes, and pay equity considerations.</li><li>Analyzes compensation and workforce data to identify trends, discrepancies, risks, and opportunities for improvement.</li><li>Administers annual compensation cycles, including merit increases, market adjustments, and equity reviews, ensuring accuracy, consistency, and governance adherence.</li><li>Develops and delivers reports, dashboards, and presentations that translate data into actionable insights for leadership decision-making.</li><li>Maintains compensation databases and documentation, ensuring data integrity, confidentiality, and audit readiness in partnership with HRIS and Payroll.</li><li>Ensures compliance with federal, state, and local compensation-related laws and internal policies, supporting transparency and fairness.</li><li>Contributes to cross-functional initiatives and projects that enhance compensation program effectiveness, scalability, and continuous improvement.</li></ol>Nature & ScopeThe Compensation Analyst reports to the Director of Human Resources Operations, along with the Benefits Manager, Leave Administration Manager, and HR Analyst. The role collaborates extensively with Talent Acquisition, Regional HR Managers, HR Business Partners, Payroll, HRIS, Finance, and operational leaders across Casella’s multi-state footprint, supporting both corporate and field-based employee populations. The scope of accountability includes the ongoing administration, analysis, and refinement of base pay programs that support a geographically dispersed and operationally diverse workforce. The role is accountable for conducting job evaluations, market pricing, and compensation analyses that ensure internal equity, external competitiveness, and compliance with applicable wage and pay equity regulations. The Compensation Analyst applies independent judgment within established frameworks, exercising discretion when evaluating roles, interpreting market data, and recommending salary actions that balance workforce needs with financial discipline. The position has a direct enterprise impact on Casella’s talent attraction, retention, engagement, and cost management by ensuring compensation practices are applied consistently and equitably across locations and job families. At the senior level, the role expands to leading components of enterprise-wide compensation initiatives, identifying systemic risks or gaps through advanced analytics, influencing policy and program enhancements, mentoring other analysts, and, where assigned, providing indirect or direct supervision. Recommendations and outcomes associated with this role materially affect workforce trust, regulatory compliance, and Casella’s ability to deploy compensation as a strategic lever in support of long-term operational and financial objectives. Career ProgressionCompensation Analyst (Professional Level)Demonstrates proficient and comprehensive knowledge of compensation principles and practices. Works under minimal supervision on varied and sometimes complex assignments, applying established frameworks and procedures to analyze jobs, market data, and pay actions. May lead components of projects, research new approaches, and mentor others on complex analyses. Senior Compensation Analyst (Senior Level)Demonstrates advanced expertise and operates independently on moderately complex and strategic assignments. Leads compensation initiatives, develops new tools or approaches, reviews the work of others for accuracy and consistency, and coaches leaders and HR partners on compensation strategy execution. Plays a key role in shaping enterprise practices and monitoring outcomes aligned with organizational objectives.

Education, Experience & Qualifications:
The successful candidate will have a bachelor's degree in Human Resources, Business, Economics, Mathematics, or a related field, with 3-5 years of progressive compensation or total rewards experience. Professional certification in total rewards or a specialty credential is preferred (e.g., CCP, CSRP, GRP, CECP, CSCP). Experience leading job evaluations, conducting market pricing, and participating in external compensation surveys, with a demonstrated ability to partner effectively with HR, HRIS, and Payroll professionals, is required. <div>Candidates should possess strong knowledge of compensation principles, job evaluation methodologies, market analysis, and applicable regulatory requirements, as well as advanced analytical skills and a commitment to data integrity. A demonstrated ability to influence and advise leaders through clear, data-driven insights while effectively communicating complex information is essential. The flexibility to manage multiple tasks and priorities in a fast-paced environment, maintain confidentiality, and embrace change is vital. Candidates must be legally authorized to work in the US.</div>

Attributes:
Highly analytical and detail-oriented with a strong sense of integrity and a consultative mindset, this professional must be comfortable working with complex data, sensitive information, and multiple stakeholders, and be able to communicate clearly, persuasively, and pragmatically. The role requires intellectual curiosity, sound judgment, and the ability to balance consistency with flexibility in a dynamic, operationally driven environment.

Recruiter Jobs in True Blue, VT

Resume Resources

Get noticed by top employers!

Recruiter Jobs in True Blue, VT

Work From Home Truck Driver Recruiter – Earn $800–$2,000+/Week – Leads & Ad Support Provided American Logistics Authority

Sr. Human Resources Business Partner Casella Waste Systems, Inc.

Human Resources (HR) Leave of Absence (LOA) Specialist Rutland Regional Medical Center

Compensation Analyst Casella Waste Systems, Inc.

Resume Resources