Remote Human Service Jobs in Ohio (NOW HIRING)

Lead the internal HR function for a fast-growing, PE-backed professional services platform that has scaled quickly and is ready for a more structured people operation. This is a high-impact step-up opportunity for a strong HRBP, Senior HR Manager, or HR Director type who wants to own the function from strategy through execution without being buried in a large-company bureaucracy.

The company has grown meaningfully and needs a practical HR leader who can bring structure to performance management, multi-state compliance, employee relations, benefits, HR systems, onboarding, offboarding, and the operating rhythm of a growing people business. This is not a client-facing consulting role and it is not a pure policy seat. The right person will be hands-on, professional, discreet, and energized by building a better internal HR function inside a company that is still moving fast.

• Own and improve the internal HR function across a growing remote workforce.
• Lead the rollout and day-to-day adoption of performance management processes, review cycles, manager accountability, and follow-through.
• Support directors and managers through employee relations issues, tough conversations, documentation, and practical HR guidance.
• Manage multi-state HR compliance, including handbook updates, state addenda, workers' compensation coordination, state-specific requirements, payroll or business-registration handoffs, and termination/final-paycheck considerations.
• Partner with leadership, finance, and benefits partners on open enrollment, benefits administration, broker coordination, and employee-facing benefits communication.
• Help evaluate and implement a better integrated payroll/HRIS system as the company grows beyond its current setup.
• Bring order to onboarding, offboarding, employee lifecycle processes, HR documentation, and repeatable operating practices.
• Support HR work tied to growth and future M&A integration activity.
• Provide practical oversight to junior HR support while staying willing to roll up your sleeves.
• Bring a talent-minded lens to the company, including how hiring, onboarding, performance, retention, and manager enablement connect.

• Strong HR generalist, HRBP, Senior HR Manager, HR Director, or comparable internal HR leadership experience.
• Hands-on experience supporting a multi-state U.S. workforce.
• Practical command of employee relations, performance management, HR compliance, onboarding, offboarding, employee handbooks, and manager guidance.
• Experience operating as both a strategic partner and a hands-on executor.
• Comfort bringing structure into an HR function that is still being built.
• Professional presence, discretion, and confidence handling sensitive employee and manager conversations.
• Experience working with benefits, open enrollment, brokers, workers' compensation, HRIS tools, payroll handoffs, or related employee operations.
• Strong judgment, organization, follow-through, and willingness to figure out new areas without needing everything pre-built.

• Experience in a high-growth, PE-backed, acquisitive, professional services, technology-enabled services, consulting, or other white-collar people-heavy business.
• Experience helping select, implement, or improve an HRIS, payroll, or benefits platform.
• Experience supporting HR activity connected to acquisitions, integrations, or newly scaled teams.
• Experience overseeing junior HR support or informal HR resources.
• Experience partnering with finance or C-suite leaders on HR priorities, benefits, and operating cadence.
• Talent-operations or recruiting-process oversight is helpful, but this is primarily an internal HR leadership role rather than a pure talent acquisition role.

This is a remote U.S. role, with a strong preference for candidates who can work comfortably on Eastern or Central business hours. Candidates in the Midwest, East Coast, or central/eastern half of the country are especially aligned. Strong West Coast candidates may be considered if they are willing and able to support the required schedule.

The expected compensation range is $125,000 to $160,000 base salary. This is posted as base salary with no guaranteed bonus.

Qualified candidates will complete a video interview with Urrly. Strong candidates may then be introduced to the client team for additional conversations with senior leadership, likely including the current operating leader, the CFO, and the CEO.

Apply now and get a response within 24 hours.