Top HR Jobs in Cincinnati, OH

Serves as a strategic and hands-on HR partner for automotive manufacturing plants and parts depots. Supports hourly and salaried employees through talent management, workforce planning, employee engagement, labor relations, collective bargaining, grievance resolution, compliance, payroll, attendance, leave administration, and workplace wellness. Partners with plant leadership, unions, legal counsel, and safety teams while using HR analytics to guide decisions and support organizational transformation.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Leads PwC’s HR Managed Services payroll team, overseeing global payroll operations, compliance, process improvements, and transformational change. Builds strategic client relationships, develops payroll policies and practices, mentors team members, promotes payroll technology adoption, and establishes industry-leading processes across global teams. The Director provides thought leadership, drives business growth, and maintains trusted relationships across diverse stakeholders.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Leads strategic HR partnership for Products and Technology organizations, including organizational design, change management, workforce planning, global HR program development, talent acquisition partnership, compensation alignment, and retention strategy. Advises senior leaders, supports technical engineering teams, develops high-potential talent, and builds scalable HR structures for a rapidly growing defense manufacturing company.

Human Resources internship supporting organizational strategy, talent development, assessment, process improvement, and business transitions. The intern will own projects from day one, collaborate with business leaders, receive coaching, and contribute to workforce initiatives in a diverse, dynamic environment.

Coordinates day-to-day HR administration, including payroll, benefits, onboarding, offboarding, employee records, HR systems, compliance, recruiting support, and performance review cycles. Also supports office operations, vendors, facilities needs, meetings, and employee events. The role documents and improves HR and administrative processes, maintains accurate records, supports employees, and helps establish scalable operations in a growing company.

Manages HR functions at a facility, including recruiting, onboarding, employee relations, performance management, investigations, compliance, succession planning, engagement initiatives, affirmative action, and employee data administration. Partners with leaders to implement people strategies, resolve employee questions, maintain HR systems, and support a positive, inclusive workplace.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Participate in a paid, remote interview about your SMB’s payroll and HR software stack. Discuss administrative workflows, employee data and compensation management, software features, integrations, usability, competitor platforms, and challenges faced by SMB HR teams. Participants should be active HR, payroll, operations, or business professionals with direct experience evaluating, implementing, or administering HR and payroll systems.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Provides administrative and operational support to Human Resources, including employee recordkeeping, recruiting coordination, onboarding, benefits and payroll assistance, employee communications, HR reporting, compliance documentation, and confidential personnel information management. The role also supports training, performance review processes, employee inquiries, calendars, special projects, and general departmental activities.

Provides administrative and operational support to the Human Resources department, including maintaining confidential employee records, supporting recruitment and onboarding, assisting with benefits and payroll coordination, tracking attendance and training, preparing HR documentation and reports, responding to employee inquiries, and supporting compliance, communications, events, and special projects.

Provides administrative and operational support to Human Resources, including maintaining confidential employee records, assisting with recruiting and onboarding, coordinating benefits and payroll information, responding to employee questions, tracking attendance and training, preparing HR documents and reports, supporting compliance and employee communications, and assisting with HR projects.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Supports Department of the Navy civilian HR operations through DCPDS, DCPS, and DCHRMS transaction processing, testing, quality assurance, troubleshooting, and regulatory compliance. The role analyzes personnel/pay interface issues, prepares system change requests and transmittals, validates releases, maintains salary tables, resolves service tickets, and coordinates with DoD, DFAS, DON, and other stakeholders.

The HR Business Partner advises operational leaders on workforce strategy, employee relations, talent management, leadership development, succession planning, engagement, retention, organizational effectiveness, and change management. The role analyzes workforce data, conducts investigations, manages performance and corrective actions, supports organizational changes, mitigates workforce risk, and translates HR insights into business-focused recommendations.

Coordinate daily HR operations, employee relations, payroll and timekeeping, benefits, leave administration, onboarding, separations, and California employment compliance. Serve as a resource for employees and managers, guide performance and disciplinary processes, maintain confidential records, prepare reports and notices, and improve HR workflows. The role also supports payroll audits, accommodations, investigations, and HR projects while coordinating with leadership and payroll.

Provides full-spectrum onsite HR support, including full-cycle recruiting, onboarding, employee relations, leave administration, policy guidance, HRIS data maintenance, benefits and performance processes, compliance, and internal communications. Partners with leaders to resolve employee concerns, maintain confidentiality, support workplace safety processes, and foster a positive, inclusive work environment. Requires occasional travel to another company facility.

Leads Supplier.io’s global HR function and advises the CEO and executive team on workforce planning, organizational design, talent acquisition, performance management, leadership development, compensation, benefits, employee relations, culture, HR operations, compliance, and HR systems. The role manages the HR team and budget while aligning people strategy, organizational capabilities, and culture with the company’s growth objectives in a B2B SaaS environment.

Human Resources Specialist role sponsored through an H-1B Labor Condition Application. The position is based in San Francisco, California, and Charlestown, Massachusetts, with employment scheduled from October 19, 2026, through October 18, 2029. The posting does not provide specific responsibilities or qualifications.

Oversee the company’s human resources function, including HR policy development, compliance, escalations, labor and employment law compliance, and direct support for staffing customers and end clients. The role requires extensive HR expertise, experience supporting organizations of more than 1,000 employees, strong employment-law knowledge, and staffing-industry experience.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.