Top HR Jobs in Cleveland, OH

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

The HR Business Partner advises managers and employees on workforce planning, performance management, employee relations, engagement, organizational development, compensation, benefits, and succession planning. The role handles investigations and conflict resolution, ensures compliance with labor laws, updates HR policies, supports learning initiatives, and analyzes HR metrics including turnover, engagement, and DEI data. This six-month contract requires strong communication, discretion, HR expertise, and the ability to work independently in a fast-paced startup environment.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

Rotational HR analyst supporting HR analytics, workforce planning, talent analytics, diversity reporting, dashboards, and data-driven decision-making. The role analyzes and communicates HR insights, partners with cross-functional stakeholders, and leads project planning and process improvement across HR technology, analytics, and centers of expertise. It includes structured rotations, leadership development, networking, and strategic HR assignments.

Provides broad HR support across employee relations, recruiting, onboarding, benefits and leave administration, compliance, training, compensation analysis, and policy management. Partners with employees, managers, and leadership to resolve workplace issues, conduct investigations, maintain accurate records, support organizational development, and ensure compliance with employment laws and company policies.

Serves as a strategic and hands-on HR leader for an automotive manufacturing plant, supporting hourly and salaried employees. Responsibilities include employee and union relations, labor agreement administration and negotiations, investigations, grievances, compliance, recruitment, onboarding, workforce planning, engagement, talent development, compensation, benefits, communications, and HR team leadership. The role maintains production-floor presence, coaches manufacturing leaders, partners with UAW representatives, and drives continuous improvement, safety, and an inclusive workplace culture.

Supports the HR team through projects across talent acquisition, talent development, compensation and benefits, and HRIS. Gains exposure to domestic and international HR operations, contributes to process improvements and initiatives, presents internship findings to leadership, and collaborates with HR centers of expertise and business partners.

Supports HR teams and Centers of Expertise through cross-functional projects spanning talent acquisition, talent development, compensation and benefits, and HRIS. Contributes to HR initiatives, gains exposure to domestic and international operations, presents internship learnings to leadership, and develops professional, collaboration, problem-solving, and project management skills.

Serve as strategic HR partner for the global technology team: implement HR programs, manage recruitment/onboarding, coach leaders, handle employee relations, support performance management, development, organizational change, and create HR reports. Ensure compliance, confidentiality, and site presence; travel up to 15%.

Partner with business leaders to implement HR policies and programs across recruitment, onboarding, performance, employee relations, development, and organizational change. Support global technology team and HR initiatives, manage employee relations and reintegration after leave, produce HR reports, visit manufacturing sites, and contribute to leadership development and international assignments. Travel up to 15%.

Provides strategic and operational HR partnership to manufacturing leaders and teams. Advises on employee relations, performance, succession, merit reviews, talent development, onboarding, workforce planning, and labor-law compliance. Leads people operations initiatives, investigates and mediates workplace issues, communicates HR policies, analyzes workforce metrics, and recommends actions to improve organizational effectiveness, engagement, and retention.

Supports and optimizes HR technology by analyzing requirements, configuring HCM modules, developing tests, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading system enhancement workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, documentation, training, and continuous improvement. Provides subject-matter expertise, coaches users and analysts, and applies responsible AI practices.

Supports and optimizes HR technology by analyzing requirements, configuring HCM systems, testing enhancements, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading project workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, and compliance. Coaches users and analysts and drives continuous process improvement.

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

Leads strategic and operational HR support across a multi-site portfolio of arenas, stadiums, and theaters. Partners with venue and regional leaders on workforce planning, organizational design, employee relations, labor strategy, compliance, talent management, succession planning, leadership development, engagement, retention, and change initiatives. Supports salaried and hourly workforces, seasonal staffing, union environments, and consistent HR program execution across geographically dispersed venues.

Supports assigned client groups with HR guidance across employee relations, performance management, hiring, onboarding, development, conflict resolution, compensation, benefits, and offboarding. Administers HR processes, maintains confidential records, conducts investigations, ensures employment-law compliance, and supports workforce analytics and process improvements. The role also facilitates training and onboarding, partners with managers and leadership, and travels to Ohio schools and worksites up to 15% of the time.

Supports HR operations at a manufacturing facility across all shifts, including employee relations, policy enforcement, benefits and leave administration, engagement, retention, compliance, onboarding, offboarding, recruiting programs, safety, communications, and workforce development. Advises employees and managers, investigates concerns, analyzes HR metrics, coordinates training and surveys, and partners with leadership on legal and organizational matters.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Partners with senior business leaders and HR Centers of Excellence to address talent needs, implement HR strategies, support organizational change, and improve employee performance. Responsibilities include workforce and succession planning, restructures, coaching, employee relations, organizational development, HR analytics, project coordination, and preparation of organizational charts, plans, summaries, and operating materials.

Partners with corporate leaders on performance, employee relations, compensation, career development, workforce planning, and manager coaching. Leads calibration, promotion, and merit cycles; advises on complex employee matters; designs scalable HR processes; owns strategic people initiatives; applies AI to improve HR workflows; and mentors fellow HR partners.

On-site HR business partner supporting ~200 non-union employees at a hospital account. Acts as consultant to front-line leaders on recruitment, onboarding, employee and labor relations, performance management, investigations, compliance, workforce planning, training coordination, and continuous improvement to drive retention and engagement.

Manage the performance management system, support managers with individual development plans, track and evaluate development activities, support succession planning, design and run engagement surveys and programs, assess training needs, coordinate training, and evaluate training effectiveness.