Ignite Human Capital Jobs Hiring Now
Ignite Human Capital is hiring for 33 open roles on Migrate Mate as of July 16, 2026, concentrated in business strategy and account management, with listed salaries up to about $380,000. Migrate Mate updates Ignite Human Capital's live openings daily. Ignite Human Capital is a staffing and recruiting firm that places professionals across healthcare, engineering, finance, and corporate functions for client organizations nationwide.
Find Ignite Human Capital JobsOverview
Ignite Human Capital hiring data on Migrate Mate, as of July 16, 2026.
- Open jobs
- 33
- Top team
- Business Strategy
- Seniority
- Across all levels
- Work type
- 9% remote or hybrid
- Top location
- Longmont
- Salary range
- $50,000–$380,000
Listed salaries for Ignite Human Capital roles on Migrate Mate range from about $50,000 to $380,000 per year across 33 open roles, as of July 16, 2026. Some roles list hourly contract rates.
Open Roles at Ignite Human Capital
Showing 25 of 33+ Ignite Human Capital jobs
Total Rewards, Systems & Operations Leader
California-Based Company | Remote / Virtual Eligible
Position Summary
Our client, a California-based company, is seeking an experienced Total Rewards, Systems & Operations Leader to own the strategy, design, and day-to-day administration of the organization's compensation and benefits programs. This is a highly visible leadership role for a total rewards expert who combines deep technical compensation and benefits knowledge with strong people-leadership and systems/operations acumen, including hands-on experience using AI and automation to modernize how total rewards is delivered. The role leads a team of analysts and HR business partners and serves as the organization's subject-matter authority on pay, benefits, and the technology (including Greenhouse and other HR systems) that supports them. This position is remote/virtual eligible for the right candidate.
Key Responsibilities
Own the design, funding strategy, governance, and end-to-end administration of the company's total rewards programs, including base pay, incentive compensation, executive compensation support, and the full benefits portfolio (medical, dental, vision, life/disability, retirement, leave, and voluntary benefits).
Lead annual compensation cycles — merit, promotion, and bonus planning — including market pricing, salary structure design/maintenance, and pay equity analysis.
Serve as the executive-facing owner of the benefits program: carrier and broker relationships, renewal strategy, plan design changes, open enrollment, and regulatory compliance (ERISA, ACA, HIPAA, COBRA, state-specific requirements).
Direct the systems and operations backbone of total rewards — HRIS/payroll integrations, benefits administration platforms, Greenhouse (ATS) and other recruiting/HR systems, and compensation management tools — ensuring data integrity, process efficiency, and a strong employee/manager experience.
Champion the use of AI-driven tools and automation across total rewards and HR operations — from AI-assisted market pricing and pay equity analysis to chatbot/self-service tools for benefits and compensation questions, and workflow automation across HRIS, ATS, and benefits platforms.
Manage, coach, and develop a team of compensation/benefits analysts and HR business partners, setting priorities, building capability, and creating a strong service-delivery culture.
Partner cross-functionally with Finance, Legal, HRIS/IT, and senior HR leadership on budgeting, forecasting, and total rewards strategy tied to business goals.
Monitor market trends and legislative changes, bringing forward recommendations that keep programs competitive, compliant, and cost-effective.
Own vendor management and RFP processes for benefits brokers, carriers, and compensation/HRIS technology partners.
Build and maintain reporting, dashboards, and audit processes that give leadership clear visibility into total rewards spend, plan performance, and program effectiveness.
Act as an escalation point for complex compensation and benefits questions from employees, managers, and business partners.
Required Qualifications
Strong, demonstrated experience in compensation and benefits, with ownership of an organization's overall benefits program (plan design, renewals, vendor management, compliance).
Proven people-leadership experience managing multiple direct reports, including both analysts and HR business partners.
Solid understanding of compensation structures, market pricing/benchmarking, incentive design, and pay equity practices.
Working knowledge of HRIS, payroll, benefits administration systems, and Greenhouse (ATS), with experience improving processes and data accuracy.
Hands-on experience leveraging AI and automation tools within HR/total rewards operations — e.g., AI-assisted compensation analytics, benefits chatbots, or workflow automation across HRIS/ATS platforms — and a strong point of view on where AI can improve service delivery.
Strong grasp of relevant employment and benefits law/regulation (ERISA, ACA, HIPAA, COBRA, state pay transparency and leave laws).
Excellent communication and stakeholder-management skills, comfortable presenting to senior leadership.
Bachelor's degree in Human Resources, Business, Finance, or related field, or equivalent experience.
Preferred Qualifications
CCP (Certified Compensation Professional), CEBS (Certified Employee Benefits Specialist), or similar credential.
Experience supporting a California-headquartered or multi-state workforce.
Experience with HRIS platforms such as Workday, UKG, ADP, or similar; Greenhouse (ATS); and compensation planning tools.
Track record introducing or scaling AI-powered HR technology (e.g., generative AI for market analysis, AI-enabled employee self-service, or analytics/automation layered onto HRIS and ATS systems).
Prior experience building or scaling total rewards functions during periods of company growth.
Location & Work Style
California-based company. This role is remote/virtual eligible.
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Total Rewards, Systems & Operations Leader
California-Based Company | Remote / Virtual Eligible
Position Summary
Our client, a California-based company, is seeking an experienced Total Rewards, Systems & Operations Leader to own the strategy, design, and day-to-day administration of the organization's compensation and benefits programs. This is a highly visible leadership role for a total rewards expert who combines deep technical compensation and benefits knowledge with strong people-leadership and systems/operations acumen, including hands-on experience using AI and automation to modernize how total rewards is delivered. The role leads a team of analysts and HR business partners and serves as the organization's subject-matter authority on pay, benefits, and the technology (including Greenhouse and other HR systems) that supports them. This position is remote/virtual eligible for the right candidate.
Key Responsibilities
Own the design, funding strategy, governance, and end-to-end administration of the company's total rewards programs, including base pay, incentive compensation, executive compensation support, and the full benefits portfolio (medical, dental, vision, life/disability, retirement, leave, and voluntary benefits).
Lead annual compensation cycles — merit, promotion, and bonus planning — including market pricing, salary structure design/maintenance, and pay equity analysis.
Serve as the executive-facing owner of the benefits program: carrier and broker relationships, renewal strategy, plan design changes, open enrollment, and regulatory compliance (ERISA, ACA, HIPAA, COBRA, state-specific requirements).
Direct the systems and operations backbone of total rewards — HRIS/payroll integrations, benefits administration platforms, Greenhouse (ATS) and other recruiting/HR systems, and compensation management tools — ensuring data integrity, process efficiency, and a strong employee/manager experience.
Champion the use of AI-driven tools and automation across total rewards and HR operations — from AI-assisted market pricing and pay equity analysis to chatbot/self-service tools for benefits and compensation questions, and workflow automation across HRIS, ATS, and benefits platforms.
Manage, coach, and develop a team of compensation/benefits analysts and HR business partners, setting priorities, building capability, and creating a strong service-delivery culture.
Partner cross-functionally with Finance, Legal, HRIS/IT, and senior HR leadership on budgeting, forecasting, and total rewards strategy tied to business goals.
Monitor market trends and legislative changes, bringing forward recommendations that keep programs competitive, compliant, and cost-effective.
Own vendor management and RFP processes for benefits brokers, carriers, and compensation/HRIS technology partners.
Build and maintain reporting, dashboards, and audit processes that give leadership clear visibility into total rewards spend, plan performance, and program effectiveness.
Act as an escalation point for complex compensation and benefits questions from employees, managers, and business partners.
Required Qualifications
Strong, demonstrated experience in compensation and benefits, with ownership of an organization's overall benefits program (plan design, renewals, vendor management, compliance).
Proven people-leadership experience managing multiple direct reports, including both analysts and HR business partners.
Solid understanding of compensation structures, market pricing/benchmarking, incentive design, and pay equity practices.
Working knowledge of HRIS, payroll, benefits administration systems, and Greenhouse (ATS), with experience improving processes and data accuracy.
Hands-on experience leveraging AI and automation tools within HR/total rewards operations — e.g., AI-assisted compensation analytics, benefits chatbots, or workflow automation across HRIS/ATS platforms — and a strong point of view on where AI can improve service delivery.
Strong grasp of relevant employment and benefits law/regulation (ERISA, ACA, HIPAA, COBRA, state pay transparency and leave laws).
Excellent communication and stakeholder-management skills, comfortable presenting to senior leadership.
Bachelor's degree in Human Resources, Business, Finance, or related field, or equivalent experience.
Preferred Qualifications
CCP (Certified Compensation Professional), CEBS (Certified Employee Benefits Specialist), or similar credential.
Experience supporting a California-headquartered or multi-state workforce.
Experience with HRIS platforms such as Workday, UKG, ADP, or similar; Greenhouse (ATS); and compensation planning tools.
Track record introducing or scaling AI-powered HR technology (e.g., generative AI for market analysis, AI-enabled employee self-service, or analytics/automation layered onto HRIS and ATS systems).
Prior experience building or scaling total rewards functions during periods of company growth.
Location & Work Style
California-based company. This role is remote/virtual eligible.
SojfZDLzuo
Job Roles at Ignite Human Capital
Working at Ignite Human Capital
Ignite Human Capital's 33 open roles are across all levels, and about 9% are remote or hybrid. The most active teams are business strategy, account management, and engineering (Non-Software). Ignite Human Capital is a staffing and recruiting firm that sources and places candidates across clinical healthcare, technical engineering, accounting and finance, and administrative roles on behalf of client employers. Most Ignite Human Capital roles are based in Longmont, with some in Naperville and San Francisco.
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Browse jobs by roleIgnite Human Capital Jobs: Frequently Asked Questions
How many jobs is Ignite Human Capital hiring for right now?
Ignite Human Capital is hiring for 33 open roles on Migrate Mate as of July 16, 2026, updated daily, concentrated in business strategy and account management. Roles span clinical healthcare, engineering, finance, and corporate support functions. Because Ignite Human Capital recruits on behalf of client employers, openings can change quickly as searches open and close.
What kinds of roles does Ignite Human Capital hire for?
The most active teams are business strategy, account management, and engineering (Non-Software). Ignite Human Capital places candidates across a broad range of disciplines, including physician and behavioral health positions, physical therapy, engineering, plant and corporate accounting, program management, legal administration, and executive support. Most postings are across all levels, reflecting the specialized, experienced talent that client employers typically seek through a recruiting partner.
Are Ignite Human Capital jobs remote or in-person?
Mostly on-site. About 9% of Ignite Human Capital's open roles on Migrate Mate are remote or hybrid as of July 16, 2026, with the rest based in Longmont. Each Ignite Human Capital listing shows its work location so you can filter before applying.
How do I apply to a job at Ignite Human Capital?
Find a role that fits your background in Ignite Human Capital's listings on Migrate Mate, then follow the listing through to Ignite Human Capital's own application process. Ignite Human Capital manages its own candidate screening and hiring, so applications go directly to their recruiting team, who will guide qualified candidates through the next steps with the client employer.
What do Ignite Human Capital jobs pay?
Listed salaries for Ignite Human Capital roles on Migrate Mate range from about $50,000 to $380,000 per year as of July 16, 2026, with most postings at across all levels. Some roles list hourly contract rates. Exact pay is set by Ignite Human Capital and shown on each listing.
Does Ignite Human Capital hire entry-level?
Most of Ignite Human Capital's open roles on Migrate Mate are across all levels as of July 16, 2026. Check individual Ignite Human Capital listings for stated experience requirements.
Where is Ignite Human Capital hiring?
Most Ignite Human Capital roles are based in Longmont, with some in Naperville and San Francisco, and about 9% offer remote or hybrid work as of July 16, 2026. Migrate Mate shows the location on each listing.