Top Remote HR Jobs in Columbus, OH

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.

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.

The role involves end-to-end recruitment and talent management for semiconductor roles, designing onboarding and training strategies, and ensuring strong stakeholder communication.

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

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.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Manage full-cycle recruitment, onboarding/offboarding, benefits and payroll support, HRIS (Paylocity) administration, reporting, employee relations, training coordination, and HR operational improvements for a remote workforce.

Act as an embedded HR advisor to business leaders across regions, guiding performance management, employee relations, workforce planning, talent initiatives, and people-data analysis to translate business goals into practical people actions.

Serve as a strategic HR point of contact delivering end-to-end HR services across the employee lifecycle. Advise managers and employees, manage employee relations and investigations, support cyclical programs (performance, compensation, talent reviews), analyze HR data, maintain Workday records, partner with COEs and business teams, and drive organizational insights to improve employee experience and business outcomes.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

Serve as first point of contact for employee HR inquiries via case management. Triage and resolve or escalate issues, maintain employee data, support HR systems and self-service, document knowledge, identify trends and process improvements, and partner with HR Centers of Excellence.

Serve as a strategic HR partner to site leaders, aligning HR initiatives with business objectives. Provide employee relations support, talent management, workforce planning, performance and succession management, change management, and HR data analytics. Drive site-level engagement, compliance with employment and clinical research regulations, and coordinate with Talent Acquisition and leadership to improve retention and productivity.

Senior HR Business Partner will embed with people managers to lead goal-setting and OKRs, build and deliver manager training, coach on employee relations and org design, audit goal quality, and automate People operations using existing tools and AI to improve manager capability and operational efficiency.

Partner with business leaders to deliver HR strategy and programs including talent management, performance coaching, employee relations, workforce planning, and change management. Advise on policies, support recruitment and retention initiatives, and drive people-related projects to achieve business goals.

The HR Technology Coordinator manages client projects, coordinates communications, organizes documentation, and supports HR technology initiatives, focusing on ADP administration.

Manage day-to-day HR operations onboard, supervise HR coordinator, administer crew embarkation/disembarkation, maintain crew records in Fidelio/MAPS, handle welfare programs and events, support employee relations, ensure compliance with MLC and safety regulations, and prepare personnel reports for shipboard and shoreside teams.

Drive HR compliance and reporting (AAP, EEO-1, ADA, VETS-4212), maintain and update policies, ensure I-9 and federal contractor compliance, partner with HRIS, Legal, and vendors, conduct audits, deliver training, and support workforce changes and transactions.

Serve as strategic HR partner supporting business units: manage compliance, employee relations, performance management, engagement, DEI, succession planning, training, compensation advising, legal risk mitigation, and HR process improvements.

The HR Generalist manages recruitment, onboarding, staff relations, benefits, performance management, compliance, and HRIS, ensuring organizational effectiveness in staffing.

The Talent Acquisition & HR Specialist will manage full-cycle recruiting, support talent management initiatives, and assist with administrative support for the HR team.

Provide full-scope HR support and strategic HRBP services for multiple clients: develop and implement HR strategies, ensure compliance, administer HRIS/payroll/benefits, manage onboarding/offboarding and LOAs, support employee relations and performance management, and assist with M&A readiness and culture programs.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.