Top Senior HR Jobs in Cleveland, OH

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.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

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.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

Strategic HR Business Partner for sales/commercial teams driving talent strategies to support revenue growth. Coach leaders on org design and performance, manage sales incentive compensation programs, partner on talent acquisition and development, analyze workforce data, ensure compliance, and maintain Workday HRIS data integrity to improve retention and commercial outcomes.

The HR Business Partner II acts as a strategic advisor, driving HR initiatives, resolving complex employee relations issues, and enhancing organizational effectiveness through HR strategies.

Support design, administration, and compliance of medical, dental, vision, life, disability, voluntary benefits and multi-state leave programs. Manage vendors, 401(k) administration, HRIS data integrity, open enrollment, employee inquiries, leave tracking, and accommodation processes while partnering with HR leadership and third-party administrators.

Partner with Cabin Server leadership to align HR strategy with business goals, provide performance management and employee relations support, drive change management, workforce planning, and analytics, and collaborate with Talent Acquisition, Compensation & Benefits, and HR teams to improve retention, engagement, and HR policy compliance.

Partner with clinical leaders to align people strategies with operational goals across a multi-state clinical workforce. Lead employee relations, performance management, workforce planning, compliance, and retention initiatives for field-based clinical and non-clinical teams, ensuring multi-state legal compliance and support for high-acuity patient populations.

Lead HR operations and strategy for a US remote site, partnering with business leaders to drive employee relations, performance management, compensation, succession planning, and organizational effectiveness. Implement HR programs, advise on policy and compliance, conduct investigations, track HR metrics, and manage special projects to support a People First culture.

Partner with leaders across Product, G&A, IT, Finance, and Security to drive organizational design, people strategy, performance programs, and change management. Use People data and AI-enabled insights to advise on structure, span of control, promotions, and talent programs while building repeatable frameworks and coaching leaders for high performance.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.

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%.

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%.

Provide autonomous HR generalist support across international markets: develop and localize policies and contracts, ensure statutory compliance, build SOPs and HR capability, manage employee relations and lifecycle processes, standardize HR reporting, own onboarding, and maintain organized HR records across jurisdictions.

Lead and oversee HR service delivery across the employee lifecycle, executing complex Workday/HRIS transactions, coordinating projects and process improvements, producing reports and metrics, ensuring compliance and audit readiness, and partnering with cross-functional teams to maintain data integrity and operational excellence.

Lead HR for a 1,800-person unionized powertrain plant, advising leadership on employee and union relations, workforce planning, talent and organizational development, investigations, compliance, and engagement. Drive lean HR practices, coach managers, oversee collective bargaining administration, and lead an HR team to improve employee experience and operational performance.

Manage day-to-day HR operations and own payroll for Philippines-based staff: collect and validate timesheets, calculate pay and statutory contributions, maintain records, ensure Philippine labor law compliance, support onboarding/offboarding and employee relations, and improve HR/payroll workflows.

Lead global HR business partnership, driving strategies for organizational effectiveness, employee relations, talent development, and coaching managers. Collaborate with leaders across functions and deliver integrated HR programs aligned with company objectives.

Serve as the strategic HR Business Partner for the Commercial organization, advising senior leaders, supporting sales-focused programs (incentive plans, onboarding), leading org design and workforce planning, driving talent strategy, performance management, and employee relations. Provide data-driven insights, deliver presentations, mentor junior HRBPs, and collaborate with L&D, Compensation, and Operations. Travel approximately 10–20%.

The Human Resources Manager oversees HR operations, manages hiring and onboarding, and collaborates with the team on employee relations and compliance.

Lead HR Generalist responsible for global HR initiatives, regional talent development, performance management, and employee relations within the Americas, ensuring compliance and supporting high-performance teams.

Part-time HR leader responsible for multi-state employment compliance, updating policies and handbook, employee relations and investigations, advising leadership on HR matters, coordinating with ADP PEO for payroll/benefits, and supporting onboarding/offboarding and ad hoc HR projects for a distributed remote team.

Own day-to-day HR operations for US employees across acquired businesses. Serve as primary HR contact, manage PEO relationship, ensure multi-state compliance, lead onboarding and M&A integrations, support benefits and payroll, build scalable HR processes, advise on employee relations and leave, and partner with People, Finance, and Operations to maintain accurate records and foster a high-performance, empathetic culture.