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Human Rights Policy Analyst Jobs in Ohio (NOW HIRING)

White Castle

Human Resources Manager

Huber Heights, OH · On-site

$110K - $122K/yr

The role will help develop and implement the Team Member Services Department policies, programs ... human rights violations; * Conduct audits of all team member files and ensure proper file ...

Quadax

HR Benefits Manager

Middleburg Heights, OH · On-site

$85K - $105K/yr

Develop, implement, and improve HR policies, procedures, and workflows. Onboarding & Employee ... Oversee HR reporting and analytics for leadership as needed. Projects & Strategic Initiatives

White Castle

Human Resources Manager

Columbus, OH · On-site

$110K/yr

... Company policies and procedures, and are satisfied and well-informed. This person will provide ... human rights violations; * Conduct audits of all team member files and ensure proper file ...

White Castle

Human Resources Manager

Columbus, OH

$110K/yr

... Company policies and procedures, and are satisfied and well-informed. This person will provide ... human rights violations; * Conduct audits of all team member files and ensure proper file ...

Ohio Gratings

Human Resources Generalist

Canton, OH · On-site

Serve as a trusted advisor to leaders and associates on workplace concerns, policy interpretation ... Leverage systems such as UKG and reporting tools like Power BI to analyze trends and inform ...

Rohrer

Human Resources Generalist

Hayesville, OH · On-site

Supports human resources solutions by collecting and analyzing information; recommending courses of ... For further information, please review the Know Your Rights notice from the Department of Labor.

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Human Rights Policy Analyst information

What are some common challenges faced by Human Rights Policy Analysts when advocating for policy change?

Human Rights Policy Analysts often encounter challenges such as navigating complex political environments, addressing competing stakeholder interests, and ensuring that their recommendations are both evidence-based and culturally sensitive. Building consensus among diverse groups, including government officials, NGOs, and affected communities, can be demanding but is essential for effective advocacy. Analysts must also stay updated on evolving legal frameworks and emerging human rights issues to provide relevant and impactful policy advice.

What is the difference between Human Rights Policy Analyst vs Human Rights Advocate?

AspectHuman Rights Policy AnalystHuman Rights Advocate
Required CredentialsBachelor's degree in political science, law, or related field; research skillsSimilar educational background; strong communication skills
Work EnvironmentResearch institutions, government agencies, NGOsCommunity organizations, NGOs, public campaigns
Employer & Industry UsagePolicy development, analysis, and reportingPublic awareness, campaigning, and grassroots efforts
Search & Comparison IntentUnderstanding policy roles and analysisAdvocacy strategies and activism

While both roles focus on human rights, a Human Rights Policy Analyst primarily conducts research and develops policies within institutions, whereas a Human Rights Advocate actively promotes awareness and campaigns for change. Both roles often collaborate but serve different functions within the human rights field.

What are the key skills and qualifications needed to thrive as a Human Rights Policy Analyst, and why are they important?

To thrive as a Human Rights Policy Analyst, you need strong research, analytical, and writing skills, typically supported by a degree in political science, law, international relations, or a related field. Familiarity with data analysis tools, policy analysis frameworks, and human rights legal standards—along with experience using databases and presentation software—is often required. Outstanding communication, critical thinking, and cultural sensitivity are vital soft skills for effective advocacy and collaboration. These competencies are crucial for accurately assessing policy impacts, shaping recommendations, and influencing decision-makers to advance human rights protections.

What does a Human Rights Policy Analyst do?

A Human Rights Policy Analyst researches, evaluates, and develops policies that promote and protect human rights at local, national, or international levels. They analyze existing legislation, monitor human rights conditions, and provide recommendations to governments, NGOs, or organizations on how to improve human rights practices. Their work often involves preparing reports, engaging with stakeholders, and advocating for policy changes to address issues such as discrimination, freedom of expression, and social justice.
What are popular job titles related to Human Rights Policy Analyst jobs in Ohio? For Human Rights Policy Analyst jobs in Ohio, the most frequently searched job titles are:
What job categories do people searching Human Rights Policy Analyst jobs in Ohio look for? The top searched job categories for Human Rights Policy Analyst jobs in Ohio are:
What cities in Ohio are hiring for Human Rights Policy Analyst jobs? Cities in Ohio with the most Human Rights Policy Analyst job openings:
Human Rights Policy Analyst jobs near you

Regional HR Manager, Advanced Assembly

NSG Group

Northwood, OH • On-site

$81K - $112K/yr

Full-time

Posted 13 days ago

Job description

Primary Duties:
Strategic Leadership & Business Partnership
  • Serve as the primary HR business partner to regional operations leadership teams.
  • Translate corporate HR strategy into regionally relevant plans that support business goals and workforce needs.
  • Provide data-driven HR insights and recommendations to regional leadership on topics such as headcount planning, turnover, engagement, and labor cost.
  • Participate in regional business reviews across Automotive and North America as needed, and contribute an HR perspective to operational decision-making.

Team Leadership & Development
  • Directly supervise, coach, and develop site-level HR Managers across U.S. and Canadian locations.
  • Establish clear performance expectations, conduct regular one-on-ones, and deliver formal performance reviews for all direct reports.
  • Build bench strength within the HR team through targeted development plans, cross-site collaboration, and succession planning.
  • Foster a high-performing HR team culture grounded in accountability, continuous improvement, and employee advocacy.
  • Partner with the Regional HRBP - Automotive to identify leadership development trends and needs, and create / implement solutions to support the growth and development of the organization.

Employee Relations & Compliance
  • Oversee the consistent and legally compliant handling of complex employee relations matters, including investigations, disciplinary actions, and terminations across all sites.
  • Ensure compliance with all applicable federal, state, provincial, and local employment laws, including FMLA, ADA, NLRA, OSHA, ESA (Ontario/BC/etc.), and Human Rights legislation across U.S. and Canadian jurisdictions.
  • Serve as escalation point for sensitive or high-risk ER situations requiring senior HR judgment.
  • Support Automotive Business Unit in identifying trends or risks, and partner with team members to create solutions to improve.

Talent Acquisition & Workforce Planning
  • Partner with site HR Managers and regional operations leaders to forecast staffing needs and develop recruitment strategies for hourly and salaried positions.
  • Support high-volume and specialized hiring initiatives, ensuring sourcing strategies reflect the regional labor market landscape.
  • Drive consistency in hiring practices across the Automotive business unit and within the North America region by continuously supporting and looking for improvements in onboarding standards and new-hire experience.

Training & Organizational Development
  • Identify regional training needs and partner with Learning & Development to deploy programs related to leadership development, safety compliance, and workforce skills.
  • Lead or facilitate manager training on topics such as performance management, harassment prevention, and HR policy application across the Automotive business unit.
  • Support change management efforts during organizational restructuring, facility expansions, or process improvements.

HR Metrics & Reporting
  • Track and analyze key HR metrics (turnover, absenteeism, time-to-fill, engagement scores) across all sites (including across the Automotive business unit) and present findings to regional and corporate leadership.
  • Ensure accuracy and timeliness of HR data within the HRIS for all regional locations.
  • Identify trends and proactively recommend interventions to address workforce challenges before they become operational issues.

Scope/Dimensions
  • Manages a team of six salaried employees, and will be responsible for providing HR support to approximately 600-800 employees (hourly and salaried)
  • The Regional HR Manager AA will interact with the North America Leadership team for Automotive, other Business Units as needed, and corporate staff leaders, including Legal, Finance, EH&S, HR and Ethics & Compliance

Top 4 Competencies Needed for Success in the Role:
  • Empowers and Develops: Promotes a learning culture through coaching, stretch opportunities, sharing expertise and providing honest and helpful feedback
  • Engages and Inspires Others: Is a Role Model for the NSG Group's Vision, Values and Code of Ethics, using them as guideposts for conducting own day-to-day activities
  • Decision Making: Takes appropriate actions to minimize risks and maximize the opportunities in decision-making process. Promotes the review and learning from business decisions
  • Safety & Quality Focus: Identifies breakdowns in internal processes and systems that directly impact customer service and quality to ensure that issues are properly identified and resolved

Qualifications Required:
Education
  • Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related field.

Experience
  • Minimum of 7 years of progressive human resources experience, with at least 3 years in a union environment.
  • Prior experience in a manufacturing, automotive, industrial, or supply chain environment.
  • Demonstrated experience directly managing HR staff or a team of HR professionals.
  • Proven track record of managing complex employee relations matters and conducting workplace investigations.
  • Experience supporting collective bargaining or working in a unionized manufacturing environment.

Knowledge & Skills
  • Strong working knowledge of U.S. federal and state employment law (FLSA, FMLA, ADA, Title VII, NLRA, OSHA).
  • Demonstrated ability to influence and partner with operations and senior leadership.
  • Excellent verbal and written communication skills; able to present HR data and recommendations clearly and concisely.
  • Proficiency with HRIS platforms (e.g., UKG) and Microsoft Office Suite.
  • Ability to travel approximately 30% of the time, including cross-border travel to Canadian facilities (valid passport required).
  • This role is hybrid, with regular onsite work required three (3) days minimum per week.

Qualifications Desired:
Education
  • Master's degree in Human Resources, Business Administration, or Organizational Development.

Certification
  • SHRM-SCP (Society for Human Resource Management - Senior Certified Professional) or SPHR (Senior Professional in Human Resources) certification.
  • CPHR (Chartered Professional in Human Resources) designation or equivalent Canadian HR certification.

Experience
  • Prior experience in the automotive glass, glazing, or glass components manufacturing sector.
  • Familiarity with Lean Manufacturing, Six Sigma, or continuous improvement cultures and their HR implications.
  • Experience with mergers, acquisitions, or facility start-ups from an HR integration standpoint.

Knowledge & Skills
  • Familiarity with Canadian provincial employment standards and human rights legislation.
  • Experience designing or facilitating leadership development programs for front-line manufacturing supervisors.
  • Familiarity with cross-border compensation and benefits practices, including Canadian benefit plan administration.
  • Experience leveraging HR analytics tools or dashboards (Power BI, Visier, etc.) to tell data-driven workforce stories.

NSG Group/Pilkington is an equal opportunity employer; M/F/D/V encouraged to apply. Qualified candidates will receive consideration without regard to age, race, color, religion, gender, sexual orientation, disability, or national origin. Applicants have the option to confidentially self-identify or not self-identify when applying.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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