Top HR Jobs in Columbus, OH

Lead PwC's HR Managed Services payroll practice, driving global payroll operations, compliance, transformational change, client relationships, and team development. Provide thought leadership on payroll policies, analyze and improve payroll processes, mentor staff, and deliver workforce consulting solutions across talent, rewards, and organizational effectiveness.

Nine-week summer analyst internship in Human Resources owning an end-to-end project, using AI and data to generate insights, collaborating with stakeholders, presenting to senior leaders, and participating in mentorship and training. Strong focus on digital-first thinking, Excel, and AI tool usage.

Lead a global HR Quality Assurance team to set quality strategy, standards, SOPs and KPIs across Employee Help and Employee Relations. Manage analysts, capacity planning, calibration, reporting, and stakeholder engagement to reduce operational risk, drive quality improvements, and identify automation opportunities.

Lead content design for HR help specialists: develop, publish and manage clear, AI-ready content; collaborate with HR SMEs to simplify policies; build content architecture; manage a small team and drive cross-functional solutions.

Serve as a senior HR strategic partner to business leaders, driving workforce planning, org design, change management, talent and performance programs, HR technology adoption, analytics-driven insights, leadership coaching, and DEI initiatives to enhance employee experience and business outcomes.

Lead enterprise HR change management initiatives to drive employee adoption, readiness, and sustained behavior change. Develop and execute change strategies, stakeholder engagement, communications, training, governance, measurement, and leader enablement across HR functions and product teams to support large-scale employee-facing transformations.

The Senior HR Business Partner will drive organizational effectiveness and talent outcomes, using data-driven insights to shape people strategies and improve team performance in a global, fast-paced environment.

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.

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.

The role involves end-to-end recruitment and talent management for semiconductor roles, designing onboarding and training strategies, and ensuring strong stakeholder communication.

Provide site-level HR support and employee experience for a satellite office: onboarding, candidate coordination, I-9 completion, Workday data entry/audit, employee relations escalation, event planning, swag and onboarding logistics, and process improvements while supporting Employee Success operations company-wide.

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

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.

Serve as an HR business partner providing consultative HR support to leaders and staff across performance management, recruiting (including campus programs), staff relations, employment law, compensation, onboarding, benefits navigation, HR projects, and firm-wide inclusion and leadership initiatives. Collaborate with cross-functional HR teams and require occasional travel.

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.

Serve as strategic HR partner to assigned business units: advise leaders, drive organizational change, manage complex employee relations, design talent and development solutions, partner with COEs on workforce planning, and improve engagement and performance.

The HR Generalist manages HR functions like benefits, payroll, recruitment, training, and compliance with laws and regulations, ensuring effective HR practices.

Support full employee lifecycle with focus on onboarding/offboarding, HRIS (UKG Ready) maintenance, payroll/time & attendance coordination, benefits administration, HR compliance, labor relations support, and employee relations assistance.

Serve as a strategic HR advisor to senior leaders, driving talent management, workforce planning, organizational design, change management, leadership coaching, employee relations, and HR analytics to improve organizational effectiveness and employee engagement.

Serve as HR generalist partner for Central Ohio operations and corporate functions: handle employee relations, compliance, performance management, learning and development, workforce planning, onboarding/offboarding, HRIS data integrity, and support talent acquisition and engagement initiatives.

Serve as strategic HR partner to business units: advise leaders, drive talent and organizational strategies, manage employee relations, conduct investigations, partner with COEs on HR programs, and use HR metrics to inform decisions.

Partner with business units to align HR strategy with business objectives. Provide HR policy guidance, manage complex employee relations and investigations, ensure legal and regulatory compliance, support performance management, workforce planning, succession, training needs, and analyze HR metrics to develop solutions. Serve as coach and mentor and represent the company at hearings and external cases.

Provide administrative and operational HR support across recruiting, onboarding, HRIS maintenance, payroll, benefits, leave administration, compliance, reporting, and employee recordkeeping to ensure accurate, efficient HR processes.

Lead employee relations case management from intake through resolution: fact-finding, conflict resolution, performance improvement, grievances, and separations. Provide guidance to leaders, ensure compliance with NYAP/ORR/Federal/State policies, prepare summaries and recommendations, identify recurring issues, and support workplace documentation and decision-making.

Partner with business leaders to design and execute workforce strategy and organizational change. Drive workforce agility, staffing, redeployment, succession planning, compensation, performance management, diversity and inclusion, and talent management. Use data and analysis to identify risks, recommend mitigation, and support decision-making. Communicate and influence stakeholders, implement cross-functional solutions, and support adoption of change.