Top HR Jobs in Columbus, OH

The Senior HR Business Partner will serve as a strategic advisor to senior leaders, focusing on team effectiveness, organizational challenges, and data-driven people strategies in a growing company environment.

The HR Systems Analyst will manage and optimize HR systems, drive automation, ensure data integrity, and provide insights through reporting. Responsibilities include systems integration, workflow design, and establishing global process standards to enhance the employee lifecycle.

The HR Business Partner for ETS advises technology leaders on talent strategies, workforce planning, and organizational effectiveness, enhancing employee engagement and leadership capabilities.

The Director of Human Resources acts as a strategic partner for senior leadership, overseeing HR functions, aligning people strategies, and enhancing organizational culture in a commercial real estate environment.

The Senior HR Representative supports the HRBP team with metrics, collaborates on talent strategies, and drives HR initiatives, requiring analytical and communication skills.

The HR Central Representative supports employee inquiries, maintains HR data, provides user support, and collaborates on HR improvements, ensuring a positive employee experience.

As an HR Central Analyst, you will enhance employee experience through issue resolution, data maintenance, and support related to HR systems, focusing on efficiency and service quality.

The HR Technology Manager will manage HR systems, primarily Workday, overseeing configuration, governance, user support, and enhancements in collaboration with IT and HR stakeholders.

The HR Manager will partner with business leaders to implement HR strategies, manage employee relations, oversee talent development, and enhance employee experience through data-driven decisions.

Support HR across Talent Acquisition, Compensation, and HRBP functions. Lead designated HR projects, coordinate recruitment and internship program activities, update job descriptions, engage with internal teams, improve processes, and learn internal HR systems.

The AVP of Human Resources - Operations advises leadership on HR strategies, ensures talent development, and oversees employee relations and compliance within the organization.

The HR Generalist supports employees, processes payroll, ensures compliance, facilitates onboarding, and improves HR functions within a fast-paced growth environment.

The Human Resources Intern provides administrative support to the HR team, assisting with recruiting, onboarding, HRIS learning, and reporting tasks.

The HR Business Partner will provide comprehensive HR support, guide management on policies, aid employee development, and handle investigations and employee relations issues while aligning HR strategies with business goals.

The Director of Payroll & HR Operations leads strategic HR functions, ensuring payroll compliance, HR service delivery, and operational improvements in a healthcare setting.

Serve as an HR Business Partner supporting managers and employees across People operations: drive performance management, talent development, employee engagement, DEIB efforts, reporting, HR policy application, and lifecycle processes from onboarding to exit.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

As an Engagement Partner, you will advise managers on talent processes, enhance organizational health, and drive employee engagement through performance management and collaboration with leadership.

Manage HR lifecycle processes including onboarding and compliance while also leading technical and non-technical recruiting across multiple regions.

The Employee Onboarding Specialist manages the onboarding process for new hires, ensuring they feel welcomed and supported. Responsibilities include IT setup, training coordination, milestone check-ins, and tracking progress in onboarding program effectiveness.

The HR Intern will assist with HRIS maintenance, onboarding, benefits administration, reporting, talent acquisition support, and participate in HR projects.

The HRBP will manage employee relations, engagement surveys, compliance, benefits administration, and act as a liaison with management on HR initiatives.

Identify and engage senior HR leaders (CHRO/CPO/VP/SVP) for interim, fractional, or full-time roles. Candidates will drive enterprise people strategy, talent management, culture/DEIB, organizational design, change management, HR operations, and compliance while partnering with executive leadership and boards.

The HR Coordinator will manage HR documentation, support onboarding and offboarding, ensure accurate employee records, and assist the HR team in improving processes. Responsibilities include payroll coordination and supporting employee engagement initiatives.

As a Business Expert in HR and Talent, you will solve HR problems, collaborate on data annotation, and support AI training with your expertise.