Top Senior HR Jobs in Columbus, OH

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.

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.

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.

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

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.

Senior HR Generalist responsible for employee relations, investigations, terminations, HRIS recordkeeping, reporting, recruiting/onboarding, benefits administration, and leave/accommodation case management (FMLA, ADA, workers' comp). Acts as an advisor to managers, coordinates sponsorship with legal, and supports continuous improvement in HR processes. On-site in Columbus with occasional local travel.

Lead employee relations by advising leaders and staff on investigations, corrective action, performance management, and compliance. Manage unemployment claims, run recognition and engagement programs, consult employment counsel on high-risk issues, and ensure consistent, values-aligned HR practices that mitigate organizational risk.

Lead and oversee onboarding and offboarding teams for volunteers, develop and streamline processes, ensure documentation and platform access, coordinate with HR and department managers, supervise daily workflow, conduct performance evaluations, and support global HR initiatives and fundraising participation.

The Senior HR Business Partner aligns business objectives with employees and management, advises on recruitment, supports performance management, and develops HR strategies while ensuring compliance and fostering a high-performance culture.

Serve as a strategic HR partner for Finance & Supply Chain, advising leaders, developing talent and succession plans, driving organizational design and change, leveraging HR COEs and data to improve engagement, performance, and workforce planning, and managing/directing an HR team to deliver business-aligned people strategies.

Lead employee relations investigations and advise DC leadership on conflict resolution and corrective actions. Manage benefits administration, LOA tracking, payroll oversight, HR policy implementation, recordkeeping, new hire orientation, and support continuous improvement in distribution center operations while maintaining confidentiality and compliance.

As a Senior HR Business Partner, you will support growth and enhance employee experience through talent strategy, organizational design, and critical HR projects while collaborating with tech leaders.

Serve as primary HR partner for corporate orgs: lead calibration, promotion, and merit cycles; coach managers and executives; advise on complex employee relations; drive strategic HR initiatives; design scalable HR processes; use AI tools to accelerate work; mentor HR teammates.

Own end-to-end HR compliance for a multistate distributed workforce: manage state registrations, employee records and I-9s, leave administration, policy and SOP development, audits and reporting (EEO-1, OSHA, ACA, WARN), workers' comp and OSHA recordkeeping, and DOT/FMCSA driver compliance support while building compliance frameworks and playbooks.

Serve as a strategic HR partner to leaders and employees, driving people-focused strategies across talent management, organizational design, employee relations, compliance (ADA/FMLA), change management, engagement, and analytics to support business goals.

Lead and support enterprise talent strategy and programs including talent reviews, performance management, succession planning, and Workday-enabled IDPs. Partner with HR and business leaders to execute strategic talent and culture initiatives, produce executive-level analyses and presentations, track talent metrics, and simplify talent practices to improve leader and employee experience.

Lead HR for a service center: manage employee relations, progressive discipline, onboarding, recruitment, benefits questions, FMLA/disability coordination, training, and advise management. Partner with Corporate HR on benefits, leave, and compensation implementation to maximize employee engagement and ensure consistent policy application.

The Human Resources Manager will lead HR operations, develop a high-performing HR team, and collaborate with leadership on staffing and employee engagement initiatives.

Partner with District Managers to develop and coach Director-level leaders, manage performance and complex employee relations, lead talent reviews and succession planning, provide data-driven HR insights, coordinate with HR Centers of Expertise on compensation, hiring, onboarding/offboarding, and change management to improve retention and organizational effectiveness.

The Senior HR Business Partner coaches leaders, manages employee relations, oversees leave processes, and ensures compliance while handling HR policies and benefits administration effectively.

Hands-on HR generalist supporting HR operations, benefits administration, compliance, pay equity auditing, onboarding/offboarding, employee relations, and process improvement. Provide surge recruiting support, maintain HR documentation, analyze HR metrics, and use AI tools to automate and streamline People workflows across the US and Canada.

Hands-on senior HR generalist supporting HR operations, benefits administration across US and Canada, compliance, pay equity auditing, policy drafting, performance management, HR metrics and process improvement, and surge recruiting support. Uses AI tools to streamline HR work.