Top Remote HR Jobs in Cleveland, OH

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.

Provide tactical HR support for Manheim Shared Services including employee relations, program implementation, talent and workforce initiatives, data analysis and reporting, and continuous improvement. Advise managers on policies, coordinate HR program logistics, conduct exit interviews, and partner with HRBPs and COEs to improve employee experience and organizational effectiveness. Up to 25% travel; US remote.

Provide tactical HR support to Mobile Technicians (West Region) including employee relations, program implementation, talent and workforce initiatives, data analysis and reporting, and process improvements. Advise managers on HR policies, coordinate programs and change initiatives, and partner with HRBPs and COEs to enhance employee experience and organizational effectiveness.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

As a Senior HR Business Partner, you'll support leaders in managing performance, employee relations, and organizational priorities while contributing to core HR initiatives and building trust across teams.

The Director, Head of Total Rewards will develop and execute global compensation, benefits, and equity strategies to attract and retain talent. This role involves overseeing total rewards programs, ensuring compliance, and advising senior leadership on compensation matters.

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.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

Lead HR technology and people analytics execution: manage HR systems (Workday) implementations, integrations, vendor relationships, reporting, and workforce insights. Partner with HR, IT, Finance, and business leaders to deliver scalable HR solutions, data governance, change management, and dashboards to inform talent and business decisions.

Serve as a strategic HR partner to senior commercial leaders across US and Canada, focusing on talent strategy, org design, succession planning, employee relations, workforce analytics, change management, and performance practices to strengthen organizational capability and drive commercial results.

Lead and conduct workplace investigations into harassment, discrimination, retaliation and policy violations. Provide guidance to People Leaders, document findings, recommend actions, coach leaders, identify trends, and support HR process improvements and other HR advisory services like accommodations and performance management.

Part-time Director-level HR Business Partner supporting Commercial, Corporate Strategy & Ops, and Finance. Leads organizational design, workforce and capability planning, change leadership, and leadership coaching. Uses AI fluency and people data to inform strategy, redesign roles for human-AI collaboration, streamline HRBP workflows, and measure P&C impact. Partners with centers of excellence and employee relations; advises on complex people issues. Requires travel up to ~25-30% and work during core PST business hours.

Lead and optimize HR operations and systems, standardize processes, implement tech-enabled solutions (including AI agents), partner cross-functionally, track operational metrics, drive change management, and manage a team to deliver scalable, compliant, employee-centered People Operations.

Senior executive leading network-wide HR, talent acquisition, performance, and analytics. Sets human capital strategy to attract, develop, and retain staff, drives eNPS improvements, partners with regional leaders and the Board, oversees HRIS and compensation alignment, and builds leadership pipelines across a multi-site education network.

Serve as a strategic HR partner for Sales and Core Product, driving workforce strategy, org design, talent architecture, leadership effectiveness, and AI-enabled workforce transformation. Build career frameworks, lead performance calibration and change initiatives, use people analytics to inform decisions, and partner with Talent Acquisition to align hiring to future skills.

Lead Workday governance, roadmap, and end-to-end delivery of HR system enhancements. Combine project management and business analysis to elicit requirements, design Workday solutions, manage risks, coordinate testing and deployment, and drive stakeholder alignment and adoption across HR, IT, and business partners.

Lead HR systems administration and analytics for HRIS (UKG) and related tools. Manage data integrity, configure UKG modules, build reports/dashboards, support security and access, run statutory reporting, liaise with Payroll/Finance/IT/vendors, test releases, and train HR and staff on HR systems and processes.

Serve as a strategic, hands-on HR business partner for the Marketing Division, leading a team of HR professionals to deliver full-lifecycle HR services. Drive talent planning, succession, organizational design, change management, employee relations, and culture initiatives. Partner with senior leaders and Talent Acquisition to align people strategies with business needs, foster inclusion and wellbeing, and ensure compliance with policies and employment laws. Support international programs and travel as required.

Lead HR operations and administration across the employee lifecycle, managing onboarding, HRIS/Workday data, compliance, employment verifications, records retention, reporting, process improvement, audits, and HR service delivery while partnering with Talent Acquisition, Payroll, Benefits, and business leaders.

Senior People Business Partner advising GTM leaders on org design, leadership effectiveness, talent strategy, succession planning, and organizational health. Support team effectiveness, onboarding, retention, and People function scaling in a fast-growing, globally distributed AI company while mentoring and coaching PBPs and executing both strategy and hands-on programs.

Lead employee relations initiatives including complex investigations, coaching, performance management, terminations, unemployment hearings, and ADAAA accommodation determinations. Advise leadership on policy, compliance with employment laws, produce documentation and reports, analyze HR data and trends, and support HR projects to foster positive culture and mitigate risk.

Provide HR business partner and generalist support across multiple locations or client accounts: employee relations, performance management, onboarding/offboarding, leave and benefits administration, HR compliance, investigations, policy development, and cross-functional HR coordination to deliver consistent employee experiences.

Senior HR Generalist provides end-to-end HR operations support across the employee lifecycle for multiple business units. Administers Workday transactions, handles onboarding, promotions, compensation actions, leaves, offboarding, supports employee relations, recruiting operations, global mobility, compliance, reporting, and HR process improvement projects.

Provide strategic HR leadership for IT, overseeing employee relations, compensation, talent management, benefits, payroll, training, organizational development, and recruiting. Partner with senior leaders, manage a multi-location HR team, design and implement HR strategies, produce reports and data analysis, and travel up to 40% domestically and internationally.

Provide frontline HR support for IT staff including Workday data entry, onboarding/offboarding, HR data management and reporting, benefits and leave administration, recruitment support, HR communications, and assistance to the Sr. HR Manager on HR initiatives and projects.