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Remote Business Process Optimization Jobs in Ohio

Huntington

Business Analyst 3

Cleveland, OH · On-site +1

$52K - $101K/yr

Analyzes existing business process and or systems and determines technical or procedural ... Remote roles will also have the opportunity to come together in our offices for moments that matter.

Huntington

Business Analyst 3

Cincinnati, OH · On-site +1

$52K - $101K/yr

Analyzes existing business process and or systems and determines technical or procedural ... Remote roles will also have the opportunity to come together in our offices for moments that matter.

Huntington

Business Analyst 3

Columbus, OH · On-site +1

$52K - $101K/yr

Analyzes existing business process and or systems and determines technical or procedural ... Remote roles will also have the opportunity to come together in our offices for moments that matter.

A-TEK Inc.

Health IT Business Analyst

Continental, OH · Remote

$125K - $135K/yr

... processes, supporting system modernization efforts, and ensuring technical solutions align with business objectives. This is a remote position requiring all work be performed in the continental ...

Crowe LLP

Workday Absence & HCM Senior Analyst

Columbus, OH · Remote

$87K - $111K/yr

... optimization and maintenance of Workday Absence, Skills Cloud and other areas across Core HCM ... Responsible for configuring business processes including notifications, condition rules, embedded ...

Crowe LLP

Workday Absence & HCM Senior Analyst

Cleveland, OH · Remote

$87K - $111K/yr

... optimization and maintenance of Workday Absence, Skills Cloud and other areas across Core HCM ... Responsible for configuring business processes including notifications, condition rules, embedded ...

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All JobsBusiness Process Optimization JobsRemote Business Process Optimization JobsRemote Business Process Optimization Jobs in Ohio

Remote Business Process Optimization information

What is the difference between Remote Business Process Optimization vs Remote Business Analyst?

AspectRemote Business Process OptimizationRemote Business Analyst
Primary FocusImproving and streamlining business processesAnalyzing business needs and defining solutions
Skills & CertificationsProcess improvement, Lean, Six Sigma, project managementData analysis, requirements gathering, stakeholder communication
Work EnvironmentCollaborates with operations and process teamsWorks with business units and IT teams
Industry UsageManufacturing, finance, healthcare, service sectorsFinance, technology, consulting, retail

Remote Business Process Optimization specialists focus on enhancing operational workflows, while Remote Business Analysts analyze business needs to recommend solutions. Both roles require analytical skills, but their core responsibilities differ in scope and focus.

What are popular job titles related to Remote Business Process Optimization jobs in Ohio? For Remote Business Process Optimization jobs in Ohio, the most frequently searched job titles are:
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Remote Business Process Optimization jobs near you

Lead Talent Acquisition Business Partner (Remote)

Stryker

Columbus, OH • On-site, Remote

$101K - $168K/yr

Full-time

Posted 11 days ago

Job description

Work Flexibility: Remote or Hybrid or Onsite

Shape the teams that drive manufacturing performance, operational excellence, and engineering innovation across North America. In this role, you will lead end-to-end recruiting for Manufacturing Engineering talent, partnering with business leaders to deliver hiring strategies that support automation, continuous improvement, production scalability, and business growth.

What You Will Do

  • Lead full-cycle recruitment for Manufacturing Engineering and related technical positions, including sourcing, screening, interviewing, candidate management, and offer coordination.

  • Partner with hiring managers and Human Resources to define hiring requirements, target talent profiles, recruiting strategies, and hiring timelines.

  • Build and execute sourcing strategies using talent pipelines, candidate databases, social networking platforms, employee referrals, job boards, and direct outreach.

  • Conduct structured candidate assessments to evaluate technical qualifications, experience, and alignment to role requirements.

  • Present candidate evaluations, interview feedback, and hiring recommendations to hiring teams.

  • Manage requisitions and candidate activity within the applicant tracking system (ATS), ensuring accurate and timely data management.

  • Monitor recruiting performance metrics, including time-to-fill, candidate pipeline health, requisition progress, and candidate slate delivery.

  • Contribute to recruiting process improvements through standardized workflows, reporting, recruitment technology adoption, and process optimization.

What You Will Need

Required Qualifications

  • Bachelor's degree or equivalent 6+ years of work experience

  • Minimum 4 years of professional work experience

Preferred Qualifications

  • Minimum 2 years of experience in a business-facing HR, HR operations, or HR center-of-expertise environment

  • Minimum 2 years of experience in talent acquisition or recruiting

  • Experience recruiting for technical or engineering roles

United States of America Pay Ranges:

  • USN: $77,700 - $129,500 USD Annual
  • US5: $81,600 - $136,000 USD Annual
  • US10: $85,500 - $142,500 USD Annual
  • US15: $89,400 - $148,900 USD Annual
  • US20: $93,200 - $155,400 USD Annual
  • US30: $101,000 - $168,400 USD Annual
View the U.S. work location and transparency guide to find the pay range for your location.

Travel Percentage: 10%Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

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