Top Senior HR Jobs in Columbus, OH

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.

Serves as a strategic HR advisor to Technology and Operations leaders, aligning people strategies with business goals. Responsibilities include executive coaching, organizational effectiveness, succession planning, talent development, workforce strategy, change leadership, performance management, and inclusive culture development. Uses workforce data and metrics to guide decisions, anticipates talent needs, leads complex HR initiatives, partners with HR Centers of Expertise, and ensures ethical and compliant HR practices. May manage one to two HR professionals.

Serve as a trusted HR advisor to senior leaders in the Office of the CFO, driving workforce strategy, org design, compensation and performance cycles, succession planning, and large-scale change. Use data and business acumen to diagnose issues, recommend actions, and lead execution with COEs and stakeholders to deliver measurable talent outcomes and leader accountability.

Serve as the strategic HR partner to Operations, supporting manufacturing, supply chain, deployment, and field service teams. Lead talent and performance reviews, workforce planning, organizational design, manager coaching, employee development, and complex employee relations investigations. Advise on non-exempt workforce practices, wage and hour compliance, attendance, scheduling, leave administration, and employee classification. Collaborate with People Operations and Talent Acquisition to improve programs and support organizational growth.

Manages human resources for a high-volume logistics station, advising leadership, directing recruiting, handling employee relations investigations and complaints, coaching managers and employees, supporting engagement initiatives, ensuring employment-law compliance, monitoring salary administration, and managing unemployment claims. Builds partnerships with operations leaders and corporate HR while addressing workforce issues and promoting consistent HR practices.

Serves as the primary HR contact for employees and managers, handling employee relations, recruiting, compliance, performance programs, compensation administration, workforce planning, HR reporting, and organizational development. Maintains employment records, supports unemployment claims and appeals, conducts exit interviews, administers company-wide HR initiatives, and ensures compliance with federal, state, and local employment laws. The role requires extensive HR generalist and warehouse HR experience, strong communication skills, and confidential handling of sensitive information.

Manages human resources for a high-volume logistics operation, advising station leadership and supporting recruiting, employee relations, investigations, compliance, performance management, compensation administration, unemployment claims, and employee engagement. Partners with operations leaders to resolve workplace issues, implement HR initiatives, and ensure compliance with employment laws and company policies.

Partners with Chase Wealth Management leaders on people strategy, talent and performance management, succession planning, compensation, employee relations, leadership development, organizational effectiveness, workforce analytics, and HR initiatives. Provides coaching and guidance on complex employee matters, uses workforce data to inform decisions, and leads HR projects and process improvements.

Advises senior leaders on workforce strategy, organizational design, performance, compensation, succession, talent planning, and complex employee matters. Uses HR analytics to diagnose issues and recommend actions, leads people initiatives and change efforts, and partners with specialist HR teams across a complex global organization.

Leads enterprise-wide workplace inclusion, employee engagement, and community strategies. Advises senior leaders, oversees Employee Resource Groups, develops diverse talent pipelines, coordinates engagement events, partners with community organizations, and uses workforce analytics to measure program effectiveness. The role also supports inclusive leadership, succession planning, employee development, regulatory compliance, and fair lending initiatives while establishing governance, metrics, and accountability across the organization.

Leads strategic and operational Talent and Human Resources functions, including workforce planning, recruitment, onboarding, performance management, employee relations, compensation, benefits, compliance, payroll, HRIS, organizational development, change management, and HR team leadership. Advises senior leaders, manages the HR budget, oversees policies and investigations, and supports an equitable employee experience.

Leads HR operations for more than 200 warehouse, facilities, and office employees. Manages and develops the HR team, supports staffing for a new facility, and partners with leadership on recruiting, performance management, employee relations, and engagement. The role requires strong talent acquisition experience, knowledge of federal and Ohio employment laws, and prior HR management experience. All positions are on-site, with extended travel for initial training.

Partners with managers and leaders across the United States and Canada on employee relations, performance management, leave administration, accommodations, talent development, organizational effectiveness, compliance, and HR analytics. Delivers manager training, supports succession planning and engagement initiatives, monitors employment-law changes, administers HR programs, and analyzes workforce trends to recommend improvements.

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.

Partners with senior and operational leaders on employee relations, performance management, organizational development, change management, succession planning, investigations, accommodations, leaves, workers’ compensation, separations, and acquisition integration. Reviews employment actions, contracts, pay equity, HR files, and background checks while ensuring employment-law compliance. Analyzes HR metrics, oversees ethics reports, supports benefits and unemployment matters, and develops HR training and recommendations.

Partner with US leaders, managers, and employees to support organizational growth, performance management, employee relations, talent development, organizational change, culture, and engagement. Build scalable People programs, coach managers, use workforce data and AI to improve processes, and support a distributed workforce within a global technology company.

Provides strategic HR partnership to employees, managers, and leaders across assigned business units. Oversees employee lifecycle processes, employee relations, performance management, engagement, compensation, onboarding, offboarding, and talent initiatives. Coaches leaders, supports organizational development, advises on complex people matters, promotes employee experience and career progression, and ensures HR programs align with business goals and employment regulations.

Leads HR operations for a multi-site client group, including employee relations, employment-law compliance, performance management, recruiting, workforce planning, training, engagement, compensation support, workers’ compensation, and safety coordination. Partners with operations leaders, manages HR metrics and investigations, supports hourly and exempt employees, oversees onboarding and offboarding, and drives retention and continuous improvement initiatives.

Owns core People Operations functions including employee onboarding, benefits administration, HR compliance, employee records, reporting, and ongoing employee support. The role manages recurring processes, coordinates with vendors and stakeholders, maintains accurate documentation, monitors regulatory requirements, and improves HR workflows. It serves as a primary resource for employees while escalating complex issues to the HR Director.

Manages HR operations, employee benefits, 401(k) administration, compliance, performance reviews, compensation processes, training, employee relations, and handbook maintenance. Provides guidance on sensitive HR matters, supports organizational reporting, coordinates with talent acquisition, and oversees benefits renewals and open enrollment. The fully remote role requires U.S. work authorization and occasional travel to company offices or events.

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.

Supports HR operations for employees across multiple states, with a primary focus on California. Responsibilities include employee relations, onboarding, training, performance management, investigations, policy implementation, HRIS reporting, handbook maintenance, and compliance with employment and benefits laws.

Serves as a strategic HR advisor to leaders across the organization, shaping workforce planning, organizational effectiveness, talent strategies, employee experience, and HR programs. Uses HR systems, data, analytics, and emerging AI technologies to inform decisions and improve processes. Leads cross-functional HR initiatives, change management, compliance efforts, and stakeholder engagement while supporting talent attraction, development, engagement, and retention.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.