Human Resources

• Lead enterprise Talent Management programs, including Talent Reviews, Succession Planning, Development Plans, Career Profiles, promotability assessments, and internal mobility initiatives.
• Own the implementation, administration, governance, and continuous improvement of the Manager Rotation Program.
• Partner with business leaders, HR partners, and subject matter experts to identify talent needs, rotational opportunities, participant selection criteria, and development experiences.
• Serve as the functional owner for Workday Talent Management processes; partner with HRIS to configure, test, implement, and enhance talent functionality, business processes, reporting, dashboards, and user experience.
• Develop and maintain talent dashboards, scorecards, and workforce reports providing insights on succession readiness, talent strength, development progress, internal mobility, retention, and organizational effectiveness.
• Establish and monitor Talent Management metrics and key performance indicators; analyze trends and recommend actions.
• Facilitate talent and succession discussions with leaders and HR partners, ensuring consistent execution, timely completion, quality outcomes, and accountability.
• Create and maintain Talent Management resources, training materials, leader guides, job aids, process documentation, and communication materials.
• Leverage stakeholder feedback, analytics, and market practices to enhance talent programs and leadership development outcomes.
• Produce and support internal communications related to Talent Management programs and initiatives.
• Co-lead the planning and execution of AAA Day, including ambassador program leadership, event strategy, communications, logistics, vendor coordination, volunteer engagement, and post-event evaluation.
• Perform other duties as assigned.

Manager, Talent Management

• Lead assigned business functions in day-to-day HR and labor relations activities
• Provide direction and leadership aligned with DMAX objectives, mission, and culture
• Work strategically with business leaders to improve working relationships, build engagement, increase output, and attract and retain talent
• Provide dual employment support between GM and DMAX under two distinct employee handbooks and policy manuals
• Build relationships with operations partners, union representatives, HR colleagues, and business partners
• Coordinate and assist in IUE-CWA contract negotiations and administration of collective bargaining agreements
• Investigate and prepare responses to grievances
• Administer represented compensation consistent with union and collective agreements
• Lead HR efforts involving investigations, governmental inquiries, grievances, performance and absence management, and disciplinary action
• Coach and counsel salaried operations partners on HR policies, processes, and programs
• Interpret data and use technology to identify business needs and develop solutions
• Track and report on labor planning data and strategies
• Support workplace, talent development, recognition, and related programs
• Support employees with questions, concerns, and engagement
• Communicate HR policies, procedures, laws, standards, and regulations and provide guidance
• Partner with employees, managers, Business HR, Policy & Investigation COE, and legal stakeholders on employee relations, talent, performance, compensation, onboarding, and continuous improvement
• Conduct exit interviews and analyze attrition data
• Identify leadership coaching needs and coach employees

Senior HR/LR Partner

• Develop, coordinate, and administer all Human Resources processes, policies, and procedures
• Ensure effective HR programs support HEXPOL's strategic business objectives
• Manage recruitment, selection, and new hire orientation for all Associates
• Respond to Associate inquiries and advise or mentor Management on Associate-related issues
• Counsel Associates regarding job-related issues, policies, procedures, and disciplinary actions, including terminations
• Provide final approval of bi-weekly payroll using HRIS and AOD/ADP timekeeping systems
• Administer benefit programs, conduct Open Enrollment meetings, and assist Associates
• Coordinate Associate Relations events and programs to promote morale, motivation, and relationships
• Work with Environmental Health and Safety on workers' compensation and OSHA safety needs
• Prepare internal and external reports and represent Human Resources during ISO audits
• Prepare communications to keep Associates informed
• Participate in training to maintain knowledge of industry trends and employment legislation
• Supervise Human Resource department personnel, if applicable
• Travel to other HEXPOL locations as required
• Perform other projects or tasks assigned by Management

Human Resource Manager

• Lead and manage the HR function by aligning departmental goals with Concordance Healthcare Solutions’ strategic objectives
• Foster cross-functional collaboration to support business needs and workforce development
• Advise managers and employees on complex HR matters, including performance management, conflict resolution, and compliance
• Oversee leave programs including FMLA, ADA, Short/Long-Term Disability, and USERRA
• Ensure compliance with federal and state laws and manage the interactive ADA process
• Develop, implement, and update HR policies, procedures, and standard operating procedures
• Monitor legal developments and lead continuous improvement efforts
• Ensure documentation, tracking, and data integrity across leave and compliance programs
• Oversee performance management, employee engagement, talent development, and promotion processes
• Analyze trends and make data-driven recommendations
• Oversee employee relations investigations and corrective actions
• Develop and deliver HR and compliance training
• Support audits, compliance reporting, and internal metrics
• Serve as backup for Workers’ Compensation and Unemployment Insurance management
• Collaborate with legal, payroll, and benefits teams
• Represent HR in company meetings, initiatives, and strategic planning
• Lead or participate in HR projects improving efficiency, compliance, and employee satisfaction
• Stay current on industry best practices and propose enhancements
• Perform additional HR duties and initiatives supporting organizational goals

Human Resources Director

• Architect and lead global HR operations
• Oversee high-volume recruiting and rapid onboarding across the US, LatAm, and the Philippines
• Execute performance management, compensation planning, and retention strategies for hourly, remote call center professionals
• Partner with operations and technology teams to integrate tools that streamline HR workflows
• Navigate international labor laws, payroll complexities, and cultural nuances
• Manage vendor relationships to ensure operational compliance across all operating regions
• Lead the evaluation, implementation, and optimization of HRIS tools
• Drive asynchronous communication best practices and remote engagement initiatives
• Build and shape the People function of a rapidly growing global BPO
• Serve as a trusted advisor to senior leadership

Global Head of Human Resources

• Investigate workplace issues and concerns raised through internal Company channels and some externally filed complaints, including employment discrimination, harassment, retaliation, and other violations of Company policy
• Recommend outcomes for investigations using sound judgment
• Partner with Human Resources and/or Labor Relations on cases involving union represented and salaried employees
• Work with Company functions, operating committee members, the Office of the General Counsel, and outside counsel
• Prepare, track, and maintain investigation documentation
• Develop and implement investigation plans
• Drive timely closure of open cases and concerns
• Manage employee data and statements confidentially
• Draft concise and clear investigation reports
• Partner cross-functionally on investigations, discipline, performance management, and other employee relations matters
• Promote ethical and compliant behavior aligned with Company policy and government regulations
• Coach, counsel, and educate employees on HR policies, performance management, processes, programs, position eliminations, and strategies
• Support grievance, arbitration, and litigation processes arising from investigations
• Analyze case activity and determine trends and recommendations for proactive actions
• Foster an effective, inclusive work environment and relationships
• Conduct other duties necessary to align with EEO regulations and internal and external policies

Employee Relations Investigator

• Support Talent Management programs including Talent Development, Talent Review, Succession Planning, Associate Engagement, and Diversity & Inclusion.
• Manage full delivery of Talent programs, including resource scheduling, project tracking, risk analysis, and reporting.
• Communicate status and timeline updates to internal and external customers.
• Partner with HR managers and subject matter experts to deliver and drive adoption of Talent programs.
• Participate in management development programs and succession planning meetings.
• Facilitate training for people managers on employee development.
• Conduct employee engagement research and execute action plans based on survey results.
• Produce and distribute internal communications through e-newsletters, email blasts, and The Clubhouse.
• Coordinate Diversity & Inclusion events.
• Lead or serve on AAA Club Alliance committees requiring HR representation.
• Collaborate with Information Technology and HRIS on automation of Talent Management programs, processes, and reporting.
• Coordinate talent assessment and feedback programs/processes.
• Use feedback and analytics to improve Talent Management programs.
• Align organization-wide talent management initiatives with operational and program efficiency goals.
• Partner with Talent Acquisition on recruitment and retention strategies.
• Set and monitor processes for periodic Associate talent conversations.
• Provide expertise, observations, and feedback regarding talent development and leadership capability.
• Establish metrics to evaluate the effectiveness of the talent development framework and partner with leaders on execution.
• Perform other duties as assigned.

• Serve as an HR business partner to clinical and operational leaders
• Provide guidance on organizational structure and talent strategy
• Manage employee relations matters, including conflict resolution, performance management, disciplinary actions, and workplace investigations
• Mediate workplace concerns while maintaining a professional and high-performing environment
• Support business leaders on panel interviews
• Partner with the CHRO to implement employee benefit programs and lead benefit communications, including annual Open Enrollment
• Serve as a backup for biweekly payroll processing
• Prepare and maintain HR KPIs, metrics, and dashboards in partnership with IT
• Develop monthly and quarterly reports on turnover, retention, headcount, employee engagement, and workforce trends
• Assist with reviewing and revising company policies and the Employee Handbook
• Maintain compliance with federal, state, and local employment laws and healthcare-specific workforce requirements across multiple states
• Develop and lead workplace wellness and culture-building initiatives to reduce burnout and improve retention
• Facilitate HR training programs and onboarding sessions
• Analyze turnover data and recommend proactive retention strategies
• Champion an inclusive workplace culture by addressing barriers to equity and fostering respect for employee perspectives
• Report to the Chief Human Resources Officer (CHRO)

Human Resources jobs in Ohio

Manager, Talent Management

Senior HR/LR Partner

Human Resource Manager

Human Resources Director

Global Head of Human Resources

Employee Relations Investigator

Manager, Talent Management

HR Manager