Top Senior HR Jobs in Columbus, OH

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.

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.

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.

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.

Leads HR strategy and programs for a distribution center and four additional locations. Responsibilities include workforce planning, staffing, employee relations, investigations, performance management, leadership development, training, policy implementation, acquisition integration, and HR data analysis. Partners with business leaders to resolve associate issues, improve organizational effectiveness, and align workforce initiatives with company goals. The role manages professional contributors and requires 20%–50% overnight travel.

Serves as the HR partner for business units, advising leaders on HR policies, employee relations, talent management, succession planning, compensation, compliance, workforce planning, and engagement. Analyzes HR data and turnover trends, develops improvement strategies, supports leadership development, and coordinates HR programs. Requires a bachelor’s degree, eight years of relevant HR experience, and travel up to 30%.

Oversee day-to-day HR operations, employee relations, onboarding, offboarding, compliance, leave administration, benefits support, HRIS data, reporting, and employee helpdesk requests. Advise managers and employees on policies and performance, maintain accurate Rippling records, audit compliance data, and partner with Accounting, Talent Acquisition, and leadership. The role requires independent judgment, strong problem-solving, and the ability to balance strategic HR initiatives with hands-on administrative responsibilities.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

Leads corporate HR functions for a distributed federal contractor workforce, including recruiting, employee relations, compliance, benefits, compensation, HRIS administration, onboarding, labor charging, and workforce documentation. Oversees Service Contract Act compliance, federal labor audits, wage determinations, leave programs, benefits regulations, and contract transitions. Supports proposal development, recruiting strategy, and contract performance while advising employees and leadership on policies, grievances, and personnel matters.

Own global people operations and employee experience, including HRIS data management, onboarding, performance reviews, payroll, benefits, compliance, reporting, employment documentation, and EOR coordination. Partner with Finance, Legal, IT, Recruiting, Operations, and vendors to build scalable processes. Drive continuous improvement through analytics, AI, and automation while ensuring accurate employee data and effective employee support.

Manage core HR functions across the employee lifecycle, including onboarding, employee relations, performance management, development plans, compliance, policies, records, HR reporting, and employee engagement. Advise employees and managers, support performance review processes, maintain confidential HR data, ensure employment-law compliance, and lead HR initiatives and process improvements.

Supports day-to-day HR management across multiple locations, including recruiting, onboarding, employee relations, investigations, policy administration, compliance, Workday administration, terminations, contingent workforce coordination, training, and performance management. The role partners with leaders and Talent Acquisition, supports workforce development and scalable HR processes, and helps maintain a values-based culture. Requires 40% domestic travel and is based in Columbus, Ohio.

Partners with business leaders to align workforce and talent strategies with organizational goals. Advises on organizational effectiveness, workforce planning, succession planning, talent development, employee engagement, retention, change management, and organizational design. Analyzes workforce trends and metrics, supports hiring and leadership development, identifies capability gaps, and ensures compliance with company policies and applicable regulations.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Supports Department of the Navy civilian HR operations through DCPDS, DCPS, and DCHRMS transaction processing, testing, quality assurance, troubleshooting, and regulatory compliance. The role analyzes personnel/pay interface issues, prepares system change requests and transmittals, validates releases, maintains salary tables, resolves service tickets, and coordinates with DoD, DFAS, DON, and other stakeholders.

The HR Business Partner advises operational leaders on workforce strategy, employee relations, talent management, leadership development, succession planning, engagement, retention, organizational effectiveness, and change management. The role analyzes workforce data, conducts investigations, manages performance and corrective actions, supports organizational changes, mitigates workforce risk, and translates HR insights into business-focused recommendations.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.

Develop and implement country HR strategies, policies, and procedures while ensuring regulatory compliance. Automate HR workflows using AI, manage HR vendors, advise managers on employee relations and talent development, analyze HR metrics, improve HR practices, and collaborate with global HR teams. The role also supports recruitment and onboarding, promotes an inclusive employee experience, and requires strong HR technology, analytical, communication, and project management skills.

The HR Business Partner oversees HR functions for assigned CIRI companies and government contracts, including employee and labor relations, performance management, compliance, FMLA and ADA administration, training, HRIS coordination, metrics, recruitment support, onboarding, and transition planning. The role provides guidance to managers and employees, supervises HR transaction functions, implements HR strategies, and ensures compliance with employment laws and government contracting regulations.

Own and build Stryker Digital’s People Operations and HR function for a growing, distributed workforce. Responsibilities include multi-state compliance, onboarding and offboarding, employee relations, terminations, payroll administration in Rippling, benefits, compensation, performance management, policy development, and HR risk management. The role partners directly with executives, employees, payroll and benefits providers, and employment counsel while establishing scalable HR systems and infrastructure.

Partners with organizational leaders to develop and execute people strategies, advise on compensation and compliance, support talent and performance management, and improve employee engagement. Leads employee relations activities, conducts investigations, coaches managers, identifies organizational issues, and supports compensation, succession planning, training, and organizational effectiveness initiatives.

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 hiring, performance management, employee relations, and engagement. The role requires strong recruiting experience in high-growth, shift, or warehouse environments, knowledge of labor laws, and extended travel for initial training.

Partners with business and sales leaders to execute talent strategies, workforce planning, organizational effectiveness, performance management, employee engagement, retention, and change initiatives. Advises and coaches leaders on employee relations, team effectiveness, talent development, and organizational dynamics. Uses workforce data to identify trends and recommend actions, supports hiring and onboarding, facilitates talent reviews, and contributes to organizational design and compensation initiatives.