$110k - $130k
Position Title: Senior HR Manager Location: Newark, DE Salary: $110,000 to $130,000 Work Schedule: Full-time, Monday to Friday, 8:00 AM to 5:00 PM On-Site or Hybrid: On-site Benefits: This position is eligible for medica…
Human Resources · Columbus, OH
HR Manager jobs in Columbus, OH
HR managers oversee the people side of a company, from hiring and onboarding to benefits, performance, and employee relations. They balance business needs with employment law and a workable culture.
859
Open roles today
$30–$68/hr
Typical pay range
$95k
Median, full-time
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01
Open hr manager roles
12 shown of 859 · sorted by freshness
$34 - $39 per hour
Position Title: TA Partner Core Responsibilities / Day-to-Day: Manage the entire recruiting lifecycle for positions across the Asset & Investment Management team, Construction & Development team, and other Corporate posi…
social media, in-person meetings, and other methods. ~ Generate new job orders weekly in line with performance objectives. ~ Manage new and open job orders from intake to fulfillment. ~ Proactively identify, assess, and…
$30k - $40k
candidates, screening them and matching them to appropriate positions. These collaborative individuals use high communication skills to manage a variety of functions related to recruitment, including reporting to the hir…
us to attract and hire the right talent that drives our business forward. In this end-to-end recruitment role, you will proactively manage the recruitment process, working closely with our Go To Market leadership teams t…
$73.8k - $218.8k
Human Resources professionals develop and execute HR strategies, programs and services across one or more parts of the employee lifecycle... ...on North America, you will partner with recruiters and hiring managers to de…
responsibility for onboarding, payroll and benefits administration, HR operations, and compliance. Through accurate execution,... ...include, but are not limited to: Onboarding, Exiting Process Manage the onboarding and…
vision to onboarding and offboarding coordinators and support staff Works in collaboration with the Global Executive Director and HR Management Oversees a team of supervisors working in Onboarding and Offboarding Develop…
' qualifications and potential to excel in their role and within our dynamic work environment. Collaborate closely with hiring managers and senior leadership to understand hiring needs, define job requirements, and refin…
Reports To: CEO Essential Functions: ~Acts as a strategic HR Business Partner for the leadership team by aligning business objectives with employees and management. ~Advises managers on the interpretation and administrat…
$70 - $80 per hour
an experienced Workday Training Lead to develop, implement, and manage the end-to-end training strategy for a Workday implementation, with... .... This role will partner closely with the project team, HR, Payroll, IT, an…
$65k - $75k
Accounting Recruiter is responsible for identifying, screening, and managing candidates and consultants for contract and direct-hire... ...click here . California residents may also access Vaco’s HR Notice at Collection…
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What hr managers earn in Columbus
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $30–$39 | $62k–$81k |
| Mid level | $39–$52 | $81k–$109k |
| Senior | $50–$68 | $104k–$142k |
Adjusted for the Columbus market from national ranges.
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What employers ask for
The skills these listings keep naming
Employee relationsEmployment law compliancePerformance managementBenefits and compensationHRIS (Workday, BambooHR)Conflict resolutionPolicy developmentCoaching managersDiscretion
04
Interview questions worth rehearsing
With the thing the interviewer is actually listening for
Tell me about a difficult employee relations issue you handled.
Choose a case you can discuss without identifying anyone. Show a fair process: investigation, documentation, consistent application of policy, and a resolution.
How do you coach a manager who is struggling with their team?
Describe diagnosing before advising — observing, gathering feedback — then giving the manager concrete behaviors to change and following up on progress.
How do you stay compliant across changing employment laws?
Name your sources, such as SHRM updates and employment counsel, and give an example of a policy you updated in response to a legal change.
Walk me through how you would handle a termination.
Show the full arc: documented performance process first, legal review where needed, a respectful conversation, and clean logistics for pay and access.
How do you measure whether HR is working?
Point to metrics like regretted attrition, time to fill, engagement trends, and completed performance cycles, tied back to business outcomes.
Tell me about a policy or program you built from scratch.
Explain the problem it solved, how you got leadership and employees on board, and what changed after rollout.
How do you handle a complaint about a senior leader?
Emphasize taking it seriously regardless of rank: proper investigation, involving counsel or the board if warranted, and protecting the reporter from retaliation.
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Resume tips that move the needle
For hr managers specifically — generic advice costs you here
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State the population you supported: headcount, locations, and whether the workforce was hourly, salaried, or mixed.
02
Quantify people outcomes, such as reduced turnover or shortened time to fill, with the baseline you started from.
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Name the employment law areas you have handled directly, like FMLA, ADA accommodations, or wage-and-hour issues.
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Include one program you built end to end — onboarding, review cycles, benefits renewal — with its adoption or result.
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List SHRM-CP, SHRM-SCP, or PHR credentials near the top; many HR postings screen for them.
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Where this role goes
Typical progression
01
HR Generalist
02
HR Manager
03
Senior HR Manager
04
HR Director
05
VP of People
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