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Freelance Remote Talent Acquisition Jobs in Decatur, GA

Arclin

Regional Human Resources Manager

Portland, OR · Remote

$82K - $113K/yr

Regional HR Manager (Remote) - Oregon About us You can find Arclin everywhere. Our technologies ... Partner with Talent Acquisition to develop recruiting strategies for critical manufacturing and ...

Armaninollp

Business Central Senior Consultant

Atlanta, GA · On-site +1

$101K - $123K/yr

Support end-user and system administrator training in remote formats * Understand and use ... In addition, Talent Acquisition is the sole point of contact, and contacting others in our ...

Lifeworks

Medical Consultant

Atlanta, GA · Remote

This is a fully remote role; equipment will be provided as well as in-depth continuous training. A ... Talent Acquisition team(s) and/or any leader(s) who will be part of the selection process.

BELAY - Corporate

Corporate Recruiter

Atlanta, GA · On-site +1

... Remote Travel Requirement Occasional travel is required, including attendance at BELAY's annual ... Human Resources or talent acquisition certification. Skills & Competencies * Clear and professional ...

BELAY - Corporate

Corporate Recruiter

Atlanta, GA · Remote

... Remote Travel Requirement Occasional travel is required, including attendance at BELAY's annual ... Human Resources or talent acquisition certification. Skills & Competencies * Clear and professional ...

Navtech, Inc.

Sr Data Analyst

Atlanta, GA · On-site +1

$82K - $104K/yr

Atlanta, GA, Remote Duration : 6 to 12 Months Contract to Hire The client is not willing to sponsor ... Talent Acquisition Lead |NAVTECH INC |www.navtechusa.com

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Freelance Remote Talent Acquisition information

See Decatur, GA salary details

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How much do freelance remote talent acquisition jobs pay per hour?

As of Aug 6, 2026, the average hourly pay for freelance remote talent acquisition in Decatur, GA is $22.42, according to ZipRecruiter salary data. Most workers in this role earn between $18.32 and $18.32 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a freelance remote talent acquisition specialist?

Success as a Freelance Remote Talent Acquisition specialist requires expertise in candidate sourcing, recruitment processes, and a solid understanding of employment laws, often backed by a degree in HR or related fields. Familiarity with applicant tracking systems (ATS), job boards, and digital communication tools is typically necessary. Outstanding interpersonal skills, adaptability, and self-motivation help foster relationships with clients and candidates while managing work independently. These competencies ensure effective hiring, client satisfaction, and efficient remote collaboration in a competitive talent market.

What is a freelance remote talent acquisition specialist?

A Freelance Remote Talent Acquisition specialist is an independent professional who helps companies find, attract, and hire qualified candidates for open positions, all while working remotely. They typically handle the full recruitment process, including sourcing candidates, screening resumes, conducting interviews, and coordinating with hiring managers. Unlike in-house recruiters, freelancers work on a contract basis and may support multiple clients at once. Their remote status allows them to work from anywhere, providing flexibility and access to a broader talent pool. This role is especially valuable for companies looking to scale quickly or fill specialized positions without committing to a permanent hire.

What is the difference between Freelance Remote Talent Acquisition vs Remote Recruiter?

AspectFreelance Remote Talent AcquisitionRemote Recruiter
CredentialsExperience in talent sourcing, HR knowledgeHR or recruiting certifications often preferred
Work EnvironmentIndependent, project-based, remoteEmployed by companies or agencies, remote or hybrid
Employer & Industry UsageFreelance platforms, consulting firms, startupsCompanies, staffing agencies, corporate HR teams
Search & Comparison IntentFreelance Talent Acquisition vs Remote Recruiter

Freelance Remote Talent Acquisition professionals typically work independently on specific projects, focusing on sourcing and hiring strategies for multiple clients. Remote Recruiters are often employed by organizations or staffing agencies, handling recruitment processes internally or on behalf of clients. Both roles require recruiting skills, but freelance talent acquisition offers more flexibility and diverse client work, while remote recruiters are usually integrated into a company's HR team.

How does a freelance remote talent acquisition specialist collaborate with clients and hiring managers while working remotely?

As a Freelance Remote Talent Acquisition specialist, you’ll frequently collaborate with clients and hiring managers through virtual meetings, email, and project management tools. Clear communication and responsiveness are essential, as you may work across different time zones and organizational cultures. Building strong relationships remotely requires proactive check-ins, regular updates on candidate pipelines, and adapting to the preferred communication styles of each client. Utilizing digital tools for interviews, assessments, and feedback helps streamline the recruitment process and maintain transparency.
What are popular job titles related to Freelance Remote Talent Acquisition jobs in Decatur, GA? For Freelance Remote Talent Acquisition jobs in Decatur, GA, the most frequently searched job titles are:
What job categories do people searching Freelance Remote Talent Acquisition jobs in Decatur, GA look for? The top searched job categories for Freelance Remote Talent Acquisition jobs in Decatur, GA are:
Freelance Remote Talent Acquisition jobs near you

Regional Human Resources Manager

Arclin USA LLC

Alpharetta, GA • Remote

$78K - $107K/yr

Full-time

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

Regional HR Manager (Remote)

About us

You can find Arclin everywhere. Our technologies make homes and transportation safer, help crops flourish, keep water clean, protect first responders and members of the military, and preserve the purity of essential pharmaceuticals. These vital, everyday products can't fail, and we’re here to give the world an extra layer of performance and peace of mind.
With ~4,000 team members across more than 30 global manufacturing facilities, we operate with the scale to make a global impact and the agility to solve complex challenges at the molecular level. Rooted in scientific discovery and innovation, Arclin’s materials redefine performance across industries - from Firepoint®’s patented intumescent technology that helps stall flames and save lives to the iconic Kevlar® and Nomex® brands trusted to protect those who serve, strengthen aerospace and industrial systems, and perform where reliability and safety are top of mind.
As we expand our mission‑critical materials portfolio and shape the next era of performance technologies, we’re looking for people who want to grow, lead, and solve the challenges others can’t. Together, we’ll advance the innovations that keep the world moving. Because at Arclin, our people are truly Vital Beyond Measure.

About The Role

The Regional HR Manager serves as the strategic HR business partner for multiple manufacturing facilities across a designated region. Reporting to the Director, Human Resources, this role partners closely with Operations leadership to drive business performance through talent strategy, employee relations, workforce planning, organizational effectiveness, and compliance. While the position is remote, regular travel to manufacturing sites is required to build relationships, support leaders, and execute key HR initiatives.

What You Will Do:

Strategic Business Partnership

  • Partner with Regional Operations, Manufacturing Directors, Plant Managers, and functional leaders to align HR strategies with business objectives.
  • Provide coaching and consultation on organizational design, leadership effectiveness, change management, and workforce planning.
  • Analyze workforce metrics and trends to identify opportunities that improve operational performance.
  • Support business growth, acquisitions, restructuring, and integration activities.

Employee Relations & Compliance

  • Lead complex employee relations investigations and recommend appropriate resolutions.
  • Ensure compliance with federal, state, and local employment laws and company policies.
  • Mitigate organizational risk through consistent policy interpretation and sound employment decisions.
  • Partner with Legal and Senior HR Leader on high-risk employment matters, litigation, and regulatory inquiries.

Talent Management & Leadership Development

  • Partner with Center of Excellence (COE) talent management team to drive succession planning and leadership development across manufacturing locations.
  • Partner with Talent Acquisition to develop recruiting strategies for critical manufacturing and leadership positions.
  • Coach leaders on employee engagement, retention, and performance improvement.

Workforce Planning & Organizational Effectiveness

  • Support workforce planning initiatives that align staffing with production demands.
  • Lead organizational design efforts and workforce optimization projects.
  • Utilize HR analytics to identify trends related to turnover, absenteeism, overtime, and labor costs.
  • Implement HR initiatives that improve productivity and employee engagement.

Compensation, Benefits & Rewards

  • Partner with Center of Excellence (COE) Compensation team on market pricing, organizational structure, and pay decisions.
  • Support annual merit, bonus, and performance review processes.
  • Educate leaders on compensation philosophy and equitable pay practices.

HR Projects & Continuous Improvement

  • Lead regional HR initiatives and cross-functional projects.
  • Identify process improvements that enhance employee experience and operational efficiency.
  • Support implementation of new HR systems, policies, and programs.

What You Bring:

Required

  • Bachelor’s degree in Human Resources, Business Administration, or related field.
  • 8-10 years of progressive HR experience supporting manufacturing, industrial, distribution, or operations environments.
  • 5+ years of experience partnering with senior operational leaders.
  • Strong employee relations and investigation experience.
  • Working knowledge of federal and state employment laws.
  • Experience supporting multi-site operations.
  • Ability to travel approximately 40-60% within the assigned region.

Preferred

  • SHRM-SCP or SHRM-CP certification.
  • Experience supporting union and non-union manufacturing environments.
  • Experience with acquisitions, organizational transformation, or large-scale change initiatives.

Core Competencies

  • Strategic Business Partnership
  • Manufacturing Operations Knowledge
  • Leadership Coaching
  • Employee Relations
  • Labor & Employment Law
  • Change Management
  • Organizational Development
  • Talent Management
  • Workforce Planning
  • HR Analytics
  • Conflict Resolution
  • Influence Without Authority
  • Business Acumen
  • Decision Making
  • Cross-functional Collaboration