Human Resources

• Partner with senior leaders to develop and execute people strategies that support our strategic and organizational objectives
• Serve as a trusted advisor on organizational design, workforce planning, talent management, and change initiatives
• Translate business priorities into actionable HR solutions and programs
• Provide guidance on complex organizational and workforce challenges
• Support organizational restructuring, M&A activity, and other enterprise-wide transformation initiatives as needed
• Facilitate talent review and succession planning processes in partnership with senior leaders and the Organizational Development and Learning team to identify and develop critical talent pipelines
• In partnership with leaders, identify talent gaps and develop strategies to attract, retain, and develop critical talent
• Use workforce data to proactively identify flight risk, skill gaps, and critical role vulnerabilities
• Partner with Talent Acquisition to support recruitment strategies for key positions
• Provide guidance on employee relations matters, investigations, policy interpretation, and conflict resolution
• Ensure consistent application of company policies and employment practices
• Monitor and analyze employee engagement data, turnover trends, and workforce feedback to identify themes and root causes

Senior HR Business Partner

• Support the undergraduate and graduate Human Resources Management programs
• Course development, faculty leadership and mentorship, teaching, scholarship
• Active participation in university committees and professional networks
• Establish course standards and maintain consistency in course delivery
• Implement assessment procedures in collaboration with adjunct faculty
• Provide leadership and mentorship to adjunct faculty

Part-Time Lead Faculty, Human Resources Management

• Serve as a point of contact for employee questions and concerns
• Partner with leaders to provide HR guidance related to performance management
• Support the hiring process by assisting with job postings
• Maintain accurate employee records
• Help ensure day-to-day HR practices are aligned with company policies
• Respond to employee questions related to benefits and payroll
• Support annual performance processes
• Assist with the development of HR tools and training materials
• Support initiatives that strengthen engagement and communication
• Perform other duties and projects as assigned

HR Generalist

• Provides advanced level Human Resources policy interpretation and guidance to managers and employees in a self-directed environment.
• Partner with business units and entity Human Resources leaders to develop effective strategies to proactively manage employee issues/situations and mitigate risk.
• Acts as primary interface between business unit leadership for all HR needs and partners with HR process leaders to align initiatives with business entity goals.
• Leads and implements change management initiatives in assigned business units. This includes but not limited to managing projects, programs, initiatives and making recommendations for organizational changes.
• Performs analysis on HR items such as turnover, retention, compensation, etc. and make recommendations for changes to management.
• Uses data analytics to evaluate, make recommendations and partners with operational leaders to influence change or drive improved results.
• Exhibit a level of ownership and initiative to influence and impact the business by mastering the Senior HR Business Partner competencies as outlined below.
• Performs other duties as assigned.

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Record payroll entries for the department
• Assist with logistical aspects of trainings (printing materials, organizing rooms, coffee breaks/refreshments, attendance lists, etc.)
• Assist with internal communications (updating channels, drafting communications, etc.)
• Assist in organizing internal events, meetings, and corporate activities (internal marketing)
• Assist with department activities and organization, including stock/inventory (giveaways, internal marketing materials)
• File documents, ensuring correct filing and maintaining departmental organization
• Schedule and track timelines/actions in support of recruitment and selection processes

HR Apprentice

• Manage ADP timekeeping system and payroll processing; ensure data in the payroll system is accurate and up-to-date and maintain all other HR-related systems
• Recruit and assist with selecting quality applicants by reviewing applications, screening applicants, scheduling and conducting face-to-face interviews, and following up with candidates
• Responsible for posting open positions on various organizational outreach websites to support the Affirmative Action Plan (AAP)
• Provide high level of customer service and act as the main point of contact for employees and managers on all benefits-related questions
• Administer employee benefit and insurance programs including but not limited to: Benefit communications, Process enrollments, Communicate with the broker on changes, Reconcile monthly invoices for accuracy, Ensure compliance with the Affordable Care Act (ACA) with workforce analytics and reporting
• Assist with annual benefits open enrollment for group health, dental, life, disability, and cafeteria plans
• Point of contact for all Leaves of Absence (LOAs): Understand, interpret, and ensure adherence to Family Medical Leave Act (FMLA) guidelines
• Assist employees with the LOA process, questions, and next steps via phone or email
• Assist with orientation of new employees and new hire setup
• Conduct exit interviews, analyze data, and make recommendations for continuous improvement
• Improve manager and employee performance by identifying and clarifying problems and evaluating potential solutions such as employee relations, intermediate FMLA cases, job descriptions, and performance plans
• Coordinate and investigate employee relations issues and apply applicable policies and procedures
• Conduct job analysis of new and existing positions; evaluate questionnaires and facilitate job evaluation process
• Responsible for performing reporting, monitoring, and maintenance of BMI FCU’s AAP
• Participate on, and provide support to, BMI FCU’s wellness and employee engagement committees
• Assist in the development and implementation of personnel policies and procedures
• Educate employees and managers about personnel policies, procedures, and practices as well as HR initiatives
• Maintain personnel files
• Stay abreast of HR trends and Credit Union issues, and seek opportunities for professional development
• Ensure VP of Human Resources is kept fully informed

Human Resources Generalist

• Assist the VP of Human Resources in executing the company’s HR vision and strategy
• Lead HR initiatives across multiple locations, ensuring alignment with business goals
• Partner with GMs/senior leadership, plant managers, and HR teams to drive workforce planning, succession planning, and organizational structure improvements
• Lead and Monitor HR KPIs in assigned plants, identifying trends, issues, and improvement opportunities
• Ensure plant leadership is accountable for culture, engagement, and talent development
• Oversee union negotiations, grievance handling, and contract compliance at unionized plants
• Function as a strategic partner in labor relations, ensuring consistency in CBA interpretation across locations
• Develop and execute union-avoidance strategies at non-union sites while maintaining positive employee relations
• Lead workplace investigations, audits, and risk mitigation efforts to ensure HR and legal compliance
• Ensure adherence to federal, state, and local employment laws across multiple jurisdictions
• Leads talent acquisition strategies, ensuring staffing levels align with production demands
• Lead succession planning and leadership development programs, coaching plant HR teams on talent pipeline management
• Assess and support local plant HR team development, ensuring HR capabilities align with business needs
• Implement standardized training and career development frameworks across the region
• Lead HR process improvement initiatives, benchmarking best practices across locations
• Align HR technology and systems with business needs, ensuring efficiency and data accuracy
• Manage HR budgets and resources, optimizing HR function performance across sites
• Drive employee engagement, inclusivity programs, and culture-building initiatives across the region
• Function as a change agent in organizational restructures and workforce transitions
• Lead HR compliance audits to ensure risk management across locations
• Provide guidance to plant HR teams on implementing proactive policies that address labor trends, legislation, and best practices

Regional Human Resources Business Partner

• Provide HR leadership and guidance by partnering with business leaders
• Implement strategic HR initiatives in Talent Management, Performance Management, Leadership Development, Employee Engagement, Change Management, and Compensation and Benefits
• Execute recruiting strategies for Professional, Managerial, and Administrative positions
• Manage.additional Human Resource duties such as retention strategies, legal compliance, payroll, communication, orientation, and training.

Senior Human Resources Manager

• Support the development, evolution, and governance of executive compensation programs
• Conduct regular market research to stay informed about industry trends, best practices, and emerging compensation strategies
• Manage the administration of the annual incentive program and multiple equity programs
• Benchmark our compensation programs against industry peers and provide insights as appropriate
• Support the creation of high-quality, decision-ready materials for senior leadership and the Compensation Committee
• Lead the development of clear, compelling communication strategies and materials for executive compensation programs
• Support compliance with SEC regulations, IRS rules (e.g., 409A, 162(m)), and other relevant governance requirements
• Establish and uphold robust documentation processes and audit trails for executive compensation decisions
• Contribute to the preparation of public disclosures, when relevant

Executive Compensation Specialist

• Build strong relationships across the organization and maintain a deep understanding of employee experience and team dynamics
• Help design and continuously improve a structured onboarding program that sets new employees up for success from day one and reflects NSTXL’s culture and values, including role-specific onboarding paths, 30/60/90 frameworks, and structured check-ins.
• Develop and expand the policies, programs, and people practices, including formalized feedback channels and engagement surveys
• Partner with managers on complex people situations like difficult conversations, feedback, and accountability, while building resources and toolkits that grow their confidence and independence over time, within the legal constraints that shape those decisions.
• Design and deliver manager training programs that equip people leaders with the skills they need to lead effectively
• Build and improve performance and development practices that support clear expectations, strong feedback, accountability, and employee growth
• Build out a learning and development strategy and program infrastructure that supports employee growth at every level, including new manager development, career pathing frameworks, and access to learning resources that scale with the organization
• Partner with managers and leaders to strengthen leadership effectiveness and build a culture of continuous learning across the organization
• Serve as the primary point of contact for employee relations matters, including concerns, complaints, and escalations
• Lead workplace investigations from intake through resolution, including documenting findings, recommending corrective action, and ensuring appropriate follow-through in a way that protects both the individual and the organization
• Build and maintain clear employee relations frameworks
• Ensure compliance with federal, state, and local employment laws and evolving HR best practices, staying ahead of changes that affect a growing, multi-state or distributed workforce
• Develop, expand, and maintain a comprehensive set of HR policies and employee handbook materials that reflect NSTXL’s values, operational needs, and legal requirements, and that scale alongside organizational growth
• Build and maintain a compliance training program that ensures all employees and managers meet required training obligations, with scalable resources and infrastructure that grow with the organization.
• Partner with the VP of Human Resources on benefits strategy, including evaluating plan competitiveness, supporting open enrollment, communicating program value to employees, and recommending enhancements that align with NSTXL’s growth and workforce needs
• Build and maintain HR process documentation that allows the team to operate consistently and efficiently, including standard operating procedures, templates, and guides that support day-to-day operations and reduce reliance on institutional knowledge held by individuals
• Help evolve NSTXL’s hiring practices, candidate experience, and talent systems as the organization grows

• Support with leading a successful on-boarding experience and practices by partnering with the Learning and Development team while understanding the business needs and demands
• Conduct exit interviews and capture data to build trends for continuous improvement
• Lead efforts of the day-to-day support of HR data changes in collaboration with a shared services team
• Assist in the development and implementation of programs or information regarding HR policies, procedures or information; review and analyze data in Excel as needed
• Support a values-based culture by driving the highest level of employee engagement.
• Assist local engagement committee with coordinating and driving value add engagement activities
• Analyze employee feedback data and build trends and actionable items.
• Lead employee roundtable discussions
• Support various HR duties which include reasonable accommodation requests and drafting pertinent communications at the site level and at the corporate level on the internal social platform
• Support with leader skip-level feedback process, training compliance, etc.

• Evaluate and monitor industry compensation trends, survey data, and local market developments that impact non-exempt positions.
• Create and manage compensation reports in Compensation Management tool to assess program's market competitiveness.
• Assist in conducting pay equity analyses to ensure fair and consistent compensation practices.
• Evaluate job positions, collaborate with legal to determine FLSA classification, and compile cost-of-labor and cost-of-living data.
• Develop and oversee non-exempt compensation programs, conducting scenario analyses to inform recommendations for program administration.
• Ensure compensation programs comply with local, state, and federal regulations.
• Manage incentive and bonus plan communication and administration for all non-exempt roles.

Compensation Specialist

• Connect with members who have requested information
• Educate families on life and supplemental benefit options
• Guide clients through the enrollment process
• Maintain compliance and provide ongoing client support

Entry-Level Benefits Specialist

• Collaborate with HR Business Partners (HRBP) and HR Centers of Expertise (CoE) colleagues to bring value and support to the business through the delivery of our HR programs including employee development, performance management, coaching, corrective actions, team building, compliance programs.
• Provide feedback to leaders to assist their teams in delivering continuous improvement and consistency to all employees.
• Promote a positive and engaging work environment by creating open communications and help improve our Diversity, and Inclusion CoEs priorities across the organization.
• Provide support for corporate programs, such as employee engagement survey participation, communication of results and action planning with leaders and their teams.
• Help deploy new HR tools and programs, such as compensation programs and talent programs.
• Deliver HR training on behalf of COEs and HR Services to managers and employees.
• Support data collection and analysis for such things as investigations, legal reviews, compensation guidance and decisions.
• Represent company through our Workplace Issue Resolution team.
• Assist managers in voluntary and involuntary termination processes.
• Support HR colleagues to ensure all local policies and procedures are up to date according to local legal requirements.
• Provide support for on-site audit/compliance reviews.
• Provide support to local managers on performance management to prevent employee disputes.

• Partner with the VP of Sales and RSS Leadership Team to develop and execute people strategies that support business objectives, growth plans and organizational priorities.
• Identify organizational implications of business strategies and develop plans that strengthen capability, effectiveness and execution.
• Drive a strong culture of talent management and leadership development to strengthen organizational capability and future leadership readiness.
• Lead talent reviews, succession planning and workforce planning processes to ensure readiness for current and future business needs.
• Optimize organizational structure, team effectiveness and workforce alignment to support business objectives and organizational growth.
• Lead employee engagement efforts and help shape a positive employee experience across a largely remote organization.

Human Resources Director

• Act as a trusted advisor and subject matter expert to employees at every step of their IEL journey; providing care, guidance and coaching while effectively mitigating business risk
• Address and resolve complex employee relations matters, including conducting thorough, objective, and well-documented investigations
• Build a performance-based culture by engaging with managers and employees; coach managers on nurturing high performance and addressing under-performance on their teams
• Provide guidance to employees and managers within their client groups, as well as HR team members on a wide variety of HR processes, programs, policies, and tools
• Support leaders in navigating sensitive employee relations matters, including performance management, terminations, and other employment related issues
• Appropriately escalate or transition matters to the correct partners, ensuring a seamless handoff and exceptional customer experience
• Proactively identify process improvement opportunities and contribute to solutions that enhance efficiency and consistency
• Ensure the seamless delivery of our employee experience, driving service excellence with a focus on efficiency and consistency in the experience we deliver
• Build and maintain strong, collaborative relationships with stakeholders to improve the employee experience, share information and influence change
• Share best practices and collaborate with peers to develop solutions to complex or challenging situations
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies
• Partner with members of the HR team on specific projects on an as needed basis

Human Resources Business Partner

• Provides Human Resources policy interpretation and guidance to leaders and employees.
• Partner with business units and entity Human Resources leaders to develop effective strategies to proactively manage employee issues/situations and mitigate risk.
• Acts as primary interface between business unit leadership for all HR needs and partners with HR Leadership to align initiatives with business entity goals.
• In collaboration HR Manager/Director assists with change management initiatives in assigned business units.
• Performs analysis on HR items such as turnover, retention, compensation, etc. and makes recommendations for changes to management.
• Uses data analytics to evaluate, make recommendations and partners with operational leaders to influence change or drive improved results.
• Performs other duties as assigned.

HR Business Partner

• Serve as the trusted advisor to SSC leaders on all aspects of human resources and organizational effectiveness.
• Translate business strategies into practical people plans and workforce solutions.
• Build strong partnerships with leaders to understand business priorities, challenges, and opportunities.
• Use workforce analytics and HR metrics to identify trends and develop data-driven recommendations.
• Lead and support change initiatives, organizational redesigns, and business transformations.
• Provide guidance and support on employee relations matters to ensure fair, inclusive, and compliant outcomes.
• Conduct workplace investigations and recommend appropriate resolutions.
• Lead talent review, succession planning, and development planning processes.
• Analyze engagement survey results and facilitate action planning to improve employee experience.

Senior Human Resource Leader

• Own and improve the internal HR function across a growing remote workforce.
• Lead the rollout and day-to-day adoption of performance management processes, review cycles, manager accountability, and follow-through.
• Support directors and managers through employee relations issues, tough conversations, documentation, and practical HR guidance.
• Manage multi-state HR compliance, including handbook updates, state addenda, workers' compensation coordination, state-specific requirements, payroll or business-registration handoffs, and termination/final-paycheck considerations.
• Partner with leadership, finance, and benefits partners on open enrollment, benefits administration, broker coordination, and employee-facing benefits communication.
• Help evaluate and implement a better integrated payroll/HRIS system as the company grows beyond its current setup.
• Bring order to onboarding, offboarding, employee lifecycle processes, HR documentation, and repeatable operating practices.
• Support HR work tied to growth and future M&A integration activity.
• Provide practical oversight to junior HR support while staying willing to roll up your sleeves.
• Bring a talent-minded lens to the company, including how hiring, onboarding, performance, retention, and manager enablement connect.

Human Resources jobs in Ohio

See all jobs on JobTailor

Senior HR Business Partner

Part-Time Lead Faculty, Human Resources Management

HR Generalist

Senior HR Business Partner

Senior Human Resources Business Partner

HR Apprentice

Human Resources Generalist

Regional Human Resources Business Partner

Senior Human Resources Manager

Executive Compensation Specialist

Senior Human Resources Manager

Human Resources Generalist

Compensation Specialist

Entry-Level Benefits Specialist

HR Generalist

Human Resources Director

Human Resources Business Partner

HR Business Partner

Senior Human Resource Leader

Head of Human Resources