Top HR Jobs in Cincinnati, OH

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.

Supports the Commercial & Industrial business unit across talent acquisition, career pathing, employee development, onboarding, engagement, organizational effectiveness, and employee relations. Partners with leaders and managers on recruiting, performance management, investigations, corrective action, workforce planning, compliance, and HR initiatives. Uses employee feedback and workforce data to identify trends and improve HR processes and the employee experience.

Supports employee relations, onboarding and offboarding, HR compliance, payroll assistance, employee satisfaction surveys, policy updates, reporting, HR documentation, and special projects. The role advises managers and employees, addresses performance and disciplinary matters, maintains HR records, and supports day-to-day office and people operations in compliance with California and federal employment laws.

Provides strategic HR partnership to business directors and senior leaders across a complex, multi-site logistics operation. Responsibilities include workforce planning, organisational design, talent and succession, leadership development, employee relations, change management, people analytics, and coaching HR professionals. The role translates business priorities into measurable people strategies, supports senior decision-making, and requires regular travel across the South and East Midlands.

Leads the organization’s strategic and operational HR functions, including workforce planning, talent acquisition, employee relations, compliance, performance management, organizational development, compensation, benefits, and leadership development. Partners with executives to align human capital strategy with business objectives, oversees HR staff and operations, manages employment law compliance, and supports a consistent, accountable workplace culture across multi-site logistics operations.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

Supports Human Resources Administration through data analysis, reporting, dashboard creation, visualization, process testing, regulatory compliance, risk mitigation, and system enhancements. Develops queries, validates data, documents procedures, creates training materials, researches HR system functionality, and partners with HR Technology and other teams to improve processes and data integrity.

Human Resources and Legal Interns train with department staff, perform supervised assignments and projects, gain experience with functional tools, and support assigned departmental work. The role requires compliance with laws and company policies, problem-solving, organization, communication, independent work, and teamwork. This internship is aligned with Human Resources Administration and is intended for students or recent graduates in relevant fields.

Own the company’s global employee lifecycle and recruiting function. Responsibilities include building HR policies and compliance infrastructure, managing onboarding and offboarding, coordinating payroll and contractor agreements, establishing performance and compensation processes, handling employee relations, and partnering on workforce planning. The role also owns full-cycle recruiting across technical and nontechnical positions, including sourcing and screening engineers, configuring Greenhouse, and designing effective interview processes. This is a remote contract role requiring professional English and U.S. business-hours availability.

Partners with leaders and employees across global teams on employee relations, performance management, compensation, compliance, HR transactions, workforce planning, organizational changes, and HR operations. Manages investigations, terminations, employment agreements, HRIS data, payroll coordination, workforce analytics, policies, and international employment practices. Builds scalable HR processes and collaborates with Finance, Legal, Recruiting, and EOR/PEO partners.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

The VP of HR will build and lead Ceresti’s people function, owning people strategy, organizational design, recruiting, compensation, benefits, performance, culture, employee relations, HR operations, and multi-state compliance. This executive will partner with the CEO and Board, develop scalable HR infrastructure for a remote workforce, manage HR technology and vendors, support healthcare compliance, and lead people initiatives related to growth, financing, M&A, and organizational change.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

The HR Generalist manages payroll records and reviews, employee onboarding, benefits administration, personnel records, employment documents, employee HR inquiries, performance management support, and HR compliance activities. The role partners with Finance and benefit providers, supports managers and employees, and maintains accurate HR systems and processes in a fast-paced SaaS startup environment.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Directs day-to-day HR operations as the Chief People Officer’s primary operational partner. Leads HR staff and HRBP growth, oversees employee relations, ensures employment-law and policy compliance, manages the employee handbook and benefits integration, automates HR workflows, supports culture and engagement, and advises leaders on complex employee matters. Serves as deputy to the Chief People Officer and maintains consistent HR processes, accountability, and coverage across the organization.

Leads workplace accommodation cases from intake through implementation and follow-up. Evaluates ADA-related requests, reviews medical documentation, coordinates leave matters, recommends accommodations, maintains confidential records, and advises employees, managers, HR, Legal, and business leaders. Develops procedures, training, tracking tools, reporting, and manager guidance while supporting employee relations cases and compliance audits.

Leads workplace accommodation cases from intake through implementation, documentation, follow-up, and closure. Evaluates requests under ADA and related laws, manages medical documentation, coordinates leave requests, recommends accommodations, and partners with HR, Legal, managers, Facilities, vendors, and Employee Relations. Develops procedures, training, templates, reporting, and manager guidance while maintaining confidentiality and ensuring consistent, compliant employee experiences.

Build and maintain a pipeline of senior HR executives for interim, fractional, and full-time engagements. Target leaders who develop enterprise HR and people strategies, oversee talent management, shape culture and employee experience, lead organizational design and transformation, ensure HR compliance, and partner with CEOs and boards. Candidates should have extensive HR leadership experience, executive presence, and the ability to drive human-centric, AI-enabled workforce strategies across industries.

Remote HR internship supporting end-to-end talent acquisition. Responsibilities include posting job openings, screening resumes, shortlisting candidates, coordinating interviews, scheduling, and maintaining candidate data. The role includes weekday work from 9 AM to 6 PM, a Saturday discussion session, mentorship, networking, and an internship certificate upon completion.

Serve as a strategic and hands-on HR advisor to multiple departments. Manage employee relations, investigations, performance plans, leave matters, review and pay cycles, workforce reporting, budgeting, compliance audits, engagement, retention, talent assessment, and organizational change. Advise executives and managers while ensuring alignment with US employment regulations. Use generative AI tools for analysis, research, reporting, and communication.

Manage HR strategy and employee lifecycle processes for a globally distributed core business unit. Responsibilities include staffing, onboarding, development, succession planning, performance management, engagement, retention, payroll budgeting, compensation and benefits operations, analytics, compliance, and HR service effectiveness. The role requires strong project management, metric-driven decision-making, resilience, and fluency in both Russian and English.

Support recruitment, campus outreach, and partnership development. Source, screen, and shortlist candidates; hire campus ambassadors and sales interns; coordinate onboarding, meetings, and payments; maintain partner relationships and track deliverables.