Top HR Jobs in Cleveland, OH

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Configure and support Workday Core HCM termination and offboarding processes, including business process routing, approvals, security, notifications, reporting, and integrations. Troubleshoot complex employee separation scenarios and downstream impacts on payroll, benefits, time tracking, security, and recruiting. Partner with HR, Payroll, Benefits, IT, and Security teams, perform testing, support production escalations, and assess Workday release functionality.

Configure and support Workday Core HCM, Personal Information, business processes, EIBs, employee documents, reporting, and calculated fields. Lead HR data migration, conversion, validation, reconciliation, mass updates, troubleshooting, testing, release assessments, and production support. Partner with HR, Payroll, Recruiting, Compensation, IT, and other stakeholders to deliver scalable Workday solutions and maintain data integrity.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Leads the HR center of excellence for a global business unit, overseeing compensation, talent acquisition, workforce planning, HR analytics, HR programs, compliance, immigration, and employee relations. Partners with senior leaders, manages high-performing teams across multiple locations, develops workforce metrics and strategies, ensures compliant HR practices, and supports organizational effectiveness across 36 sites in North America, Europe, and Asia.

Supports daily HR operations, including recruiting coordination, resume review, interview scheduling, onboarding, employee file maintenance, engagement activities, data entry, HR research, and special projects. The intern gains practical experience while assisting with confidential information, process improvements, and administrative tasks in a hybrid Cleveland-area office environment.

Supports HR operations for Howmet’s business unit, including workforce reporting, recruiting, onboarding, intern and co-op programs, employee relations, HRIS data management, global HR initiatives, compliance, engagement activities, and headcount reporting. The role partners with HR, finance, and global stakeholders while supporting special projects and organizational effectiveness.

The HR Generalist supports recruiting, onboarding, employee relations, performance management, benefits administration, compliance, HRIS data integrity, workforce planning, and engagement initiatives. The role partners with employees and leaders across multiple sites, supports investigations, audits, leave administration, compensation processes, training coordination, and employment-law compliance. This is an on-site position in Solon, Ohio with occasional travel between company locations.

Administers the Paycom HCM system, maintains HR data integrity and user access, manages health and welfare benefits, 401(k) plans, COBRA, FSA, and open enrollment, and processes salaried and hourly payroll. The role also handles benefits billing and audits, payroll reporting, compliance with HIPAA, COBRA, PPACA, CMS, and FMLA, employee support, system configurations, and major HCM projects.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Provides executive administrative support through calendar coordination, meeting preparation, travel arrangements, document preparation, expense tracking, and confidential information management. Supports HR administration, onboarding, employee records, recruiting coordination, interview scheduling, employee events, communications, and HR projects. Requires strong organization, communication, discretion, Microsoft Office proficiency, and the ability to manage competing priorities.

Provides administrative and operational HR support across recruitment, onboarding, employee records, payroll and timekeeping, benefits, employee relations, leave administration, compliance, training, offboarding, and general department coordination. Maintains confidential personnel information, responds to employee inquiries, prepares HR documentation and reports, coordinates required forms and processes, and supports policy administration while ensuring accurate records and professional service.

Provides administrative and operational support across recruitment, onboarding, employee records, benefits, payroll, employee relations, training, compliance, and offboarding. Maintains confidential personnel documentation, responds to HR inquiries, coordinates interviews and orientations, supports timekeeping and benefits processes, and prepares reports and correspondence. Requires strong organization, communication, confidentiality, attention to detail, customer service, and proficiency with office applications and HR systems.

Provides executive administrative support through calendar coordination, meeting preparation, document creation, travel arrangements, expense processing, and confidential information management. Supports HR administration, onboarding, employee records, recruiting coordination, employee events, communications, and HR projects. Requires strong organization, communication, discretion, Microsoft Office proficiency, and the ability to manage competing priorities.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

The Director of Human Resources leads HR operations, strategy, and a multidisciplinary team across a growing multistate organization. Responsibilities include HR technology and analytics, benefits and compensation, HR business partnership, employee relations, compliance, workforce initiatives, leadership development, and process improvement through AI and automation. The role advises executives, oversees vendors and budgets, supports employee investigations, and ensures compliance with employment laws.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.

The Director of HR Business Partnering serves as the strategic HR advisor to senior leadership for a geographically dispersed field and school organization. Responsibilities include workforce planning, succession, talent management, leadership development, employee engagement, organizational effectiveness, change leadership, employee relations, compliance, and coaching executives. The role leads HR support resources, uses workforce analytics to guide decisions, manages complex employee relations matters, and aligns people strategies with business objectives. Approximately 20% travel is expected.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

The HR Specialist leads onsite human resources activities, including staffing, onboarding, training, employee engagement, HRIS and payroll administration, compliance recordkeeping, performance management support, and employee issue resolution. The role also assists with store administration, invoices, expenses, supplies, and travel coordination. It requires strong communication, confidentiality, organization, and proficiency with Microsoft Office and business systems.

Serve as a strategic HR advisor to senior leaders across Corporate Functions, guiding workforce planning, talent strategy, succession, organizational design, leadership effectiveness, change management, budgeting, and complex employee relations. Partner with HR teams, Legal, Finance, and corporate executives to align people priorities with business objectives, use workforce analytics for decision-making, and proactively address organizational risks and opportunities.

Own full-cycle recruiting across the company, including sourcing, screening, hiring-manager partnership, offers, recruiting metrics, and employer branding. Manage key HR operations such as preboarding, onboarding, offboarding, HRIS records, employee support, reporting, and process improvements. Coordinate with IT, Finance, leadership, and hiring managers while maintaining confidentiality and delivering a strong candidate and employee experience.

Partners with global GTM leaders and the Chief Revenue Officer on organizational design, talent planning, leadership coaching, performance management, succession, engagement, change management, and development. Uses people analytics and AI-native tools to support decision-making while maintaining strong data governance. Collaborates with Talent Acquisition and Compensation on hiring strategies, incentive design, and total rewards. Champions an inclusive, high-performance culture across a scaling SaaS organization.