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Human Resources · Columbus, OH
HR Generalist jobs in Columbus, OH
HR generalists handle a bit of everything in human resources: onboarding, benefits questions, records, policy, and employee support. They are often the first stop for people questions at smaller companies.
677
Open roles today
$23–$48/hr
Typical pay range
$71k
Median, full-time
12
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Open hr generalist roles
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operating models, workforce intelligence, and change solutions to accelerate the workforce agenda in the age of AI.Role Overview:As an HR Reinvention Manager / Senior Manager, you will lead and shape how organizations ap…
We help P&C carriers reinvent Underwriting and Claims through process redesign, operating model transformation, data-driven decisioning, and AI-enabled ways of working. As a Transformation Consultant, you will be expecte…
competencies and experiences may take precedence.Staffing exceptions to the above must be approved by the hiring manager’s leader and HR Business Partner.Values: Regularly and consistently demonstrates Nationwide Values.…
We Are:We are a global collective of innovators applying the New every day to improve the way the world works and lives. New doesn’t mean being ahead of the curve; new is pushing forward the curve, riding the edge where…
business lines and operational capabilities within North America. For more information, please visit us at Position CharterThe Senior HR and Talent Acquisition Manager is responsible for leading the organization's talent…
$97k - $180k
competencies and experiences may take precedence.Staffing exceptions to the above must be approved by the hiring manager’s leader and HR Business Partner.Values: Regularly and consistently demonstrates the Nationwide Val…
$150k - $230k
Wipro Limited (NYSE: WIT, BSE: 507685, NSE: WIPRO) is a leading technology services and consulting company focused on building innovative solutions that address clients’ most complex digital transformation needs. Leverag…
$110.3k - $165.5k
Grounded in safety, quality, and ethics, our experts lead their fields with dedication, a creative spirit, and a vision for growth. We draw from more than 20 technical specialties worldwide and are devoted to fostering a…
Description As a new member of the Global Legal & Compliance (GL&C) Strategy, Intelligence, and Integration team, the GL&C Data Officer owns the strategic data and AI roadmap for GL&C and ensures execution aligns to Libe…
leaders who can lead effectively in an AI‑augmented workplace and navigate change with confidence. Our team is at the forefront of talent, HR, and organizational consulting, supporting clients across AI‑enabled skilling…
FirstEnergy at a GlanceWe are a forward-thinking electric utility powered by a diverse team of employees committed to making customers’ lives brighter, the environment better and our communities stronger.FirstEnergy (NYS…
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What hr generalists earn in Columbus
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$30 | $48k–$62k |
| Mid level | $30–$39 | $62k–$81k |
| Senior | $37–$48 | $76k–$100k |
Adjusted for the Columbus market from national ranges.
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What employers ask for
The skills these listings keep naming
Onboarding and offboardingBenefits administrationHRIS data managementEmployment law basicsEmployee relations supportRecruiting coordinationPolicy and handbook upkeepPayroll coordinationConfidentiality
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Interview questions worth rehearsing
With the thing the interviewer is actually listening for
What parts of HR have you owned versus supported?
Be precise: owned onboarding and benefits enrollment, supported investigations and reviews, for example. Honest scoping builds trust and sets you up to grow.
How do you handle an employee who comes to you with a sensitive complaint?
Show that you listen without promising outcomes, explain the process, document carefully, and escalate appropriately while limiting who knows.
Walk me through how you run onboarding for a new hire.
Cover the full arc from offer acceptance to day thirty: paperwork and systems, first-day experience, and check-ins. Mention anything you improved.
How do you keep employee records accurate and compliant?
Mention HRIS hygiene habits, retention rules, separating medical files, and periodic audits of I-9s and required documentation.
Tell me about a time you had to interpret a policy for a gray-area situation.
Show judgment: you read the policy's intent, checked precedent for consistency, consulted your manager or counsel when needed, and documented the decision.
How do you handle open enrollment season?
Describe planning backward from deadlines, clear employee communication, coordinating with brokers, and cleaning up data so payroll deductions land correctly.
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Resume tips that move the needle
For hr generalists specifically — generic advice costs you here
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State the employee population you supported and whether you were the sole HR presence or part of a team.
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List the full spread of functions you touched, then flag the two or three you owned outright.
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Name your HRIS and payroll systems specifically, since generalist roles lean heavily on systems work.
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Quantify administrative outcomes, like onboarding cycles run, open enrollments completed, or audit findings closed.
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Include compliance specifics you have handled, such as I-9 audits, FMLA tracking, or handbook rewrites.
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Where this role goes
Typical progression
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HR Coordinator
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HR Generalist
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Senior HR Generalist
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HR Manager
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HR Business Partner
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