Human Resources Manager Jobs in Ohio
Human Resources Manager jobs in Ohio are consistently active, with strong demand across manufacturing, healthcare, financial services, and higher education at every level from early-career generalist through senior HR director. Columbus, Cleveland, and Cincinnati anchor most of the hiring, where employers like Nationwide Insurance, Cleveland Clinic, and Procter & Gamble maintain large HR functions and hire regularly for both corporate and site-level roles. The most in-demand specialties in Ohio listings include talent acquisition, employee relations, and HR business partner roles aligned to operations-heavy industries. Find a role that fits below and apply directly.
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HR Recruiting Manager
Location: Columbus, Ohio
Department: Human Resources
Employment Type: Full-Time
Salary Range: $70,000–$86,000 annually
Bonus Opportunity: 10%–20% annual performance bonus
About Fortuity
Fortuity is a Columbus-based contact center and business process outsourcing company that partners with organizations to build and manage high-performing customer service teams. Our staffing needs can move quickly—from steady-state hiring to launching large groups of employees on aggressive timelines.
We are looking for an HR Recruiting Manager who knows how to build recruiting processes that can keep up.
The Opportunity
The HR Recruiting Manager will lead Fortuity’s talent acquisition function and be accountable for delivering the people we need, when we need them.
This is a hands-on leadership role. You’ll manage the recruiting team, develop sourcing strategies, oversee high-volume hiring campaigns, improve recruiting processes, manage external recruiting partners, and personally jump into recruiting when needed.
Success in this position isn’t measured by activity. It’s measured by results: qualified candidates, filled classes, strong show rates, efficient hiring processes, and employees who are a good fit for Fortuity and our clients.
What You'll Do
Lead High-Volume Recruiting
- Own recruiting strategy and execution for Fortuity’s hourly and salaried positions.
- Develop hiring plans to meet aggressive staffing targets and client launch dates.
- Build and maintain candidate pipelines before hiring needs become urgent.
- Monitor recruiting funnels from application through offer, onboarding, and start date.
- Identify bottlenecks and make adjustments quickly when hiring results are falling behind.
- Recruit directly for key positions and high-priority hiring needs.
Manage & Develop the Recruiting Team
- Lead, coach, and develop Fortuity’s Talent Acquisition team.
- Establish clear expectations, workloads, goals, and recruiting priorities.
- Monitor recruiter performance and provide ongoing coaching and feedback.
- Create consistent recruiting practices, interview standards, and candidate communication.
- Ensure the team delivers a professional and responsive candidate experience.
Build Strong Sourcing Strategies
- Develop sourcing strategies across job boards, social media, community partnerships, employee referrals, recruiting events, and other channels.
- Determine which recruiting sources produce the strongest candidates and best hiring outcomes.
- Build relationships with workforce organizations, community partners, schools, and other talent sources.
- Develop creative approaches to reaching candidates who may not be actively applying for jobs.
- Maintain pipelines for frequently hired positions.
Manage Recruiting Partners
- Coordinate external staffing and recruiting agencies when additional hiring capacity is needed.
- Establish clear submission processes and expectations for recruiting partners.
- Monitor agency performance, candidate quality, hiring results, and costs.
- Help ensure multiple recruiting partners can work effectively without creating duplicate candidate submissions or confusion.
Own the Candidate Experience
- Ensure candidates receive timely, accurate communication throughout the hiring process.
- Oversee interviewing, candidate selection, offers, and pre-employment activities.
- Partner with HR Operations to create a smooth transition from candidate to new employee.
- Monitor offer acceptance, pre-employment completion, Day 1 attendance, and early attrition.
- Identify why candidates are dropping out of the process and develop solutions.
Use Data to Drive Results
Recruiting at Fortuity should be measurable. You'll establish and monitor metrics such as:
- Applicants and qualified candidates
- Interview and selection rates
- Time-to-fill and time-to-hire
- Offer acceptance rate
- Candidate conversion rates
- Recruiting source effectiveness
- Cost-per-hire
- New-hire show rate
- Early employee retention
- Recruiting partner performance
You'll use this information to determine what's working, what isn't, and where we need to change our approach.
Partner With the Business
- Work closely with HR and Operations leadership to forecast hiring needs.
- Translate client staffing requirements into actionable recruiting plans.
- Provide leadership with clear updates on hiring progress, risks, and projected staffing.
- Understand the skills and behaviors that make employees successful in Fortuity's contact center environment.
- Help hiring managers make effective, consistent, and timely selection decisions.
What We're Looking For
Required Qualifications
- 5+ years of recruiting or talent acquisition experience.
- 2+ years of experience leading recruiters or a talent acquisition function.
- Demonstrated experience managing high-volume recruiting.
- Experience developing sourcing strategies and candidate pipelines.
- Strong understanding of recruiting funnels, metrics, and hiring analytics.
- Experience with applicant tracking systems and recruiting technology.
- Strong leadership, communication, organization, and problem-solving skills.
- Ability to manage multiple hiring priorities and deadlines simultaneously.
- Comfortable working in an environment where staffing needs and priorities can change quickly.
Preferred Qualifications
- Recruiting experience within a contact center, BPO, staffing, customer service, hospitality, retail, healthcare, or other high-volume hourly environment.
- Experience managing large hiring classes or rapid workforce expansions.
- Experience working with external recruiting and staffing agencies.
- Experience with Paycor or similar HR/recruiting platforms.
- Experience recruiting for government contracts or positions with significant pre-employment screening requirements.
- Bachelor's degree in Human Resources, Business, or a related field, or equivalent professional experience.
Who Will Thrive in This Role
You'll likely be successful here if you're someone who:
- Loves recruiting but also loves building better recruiting systems.
- Can move between strategy and execution without hesitation.
- Doesn't wait until a hiring deadline is in trouble to raise a concern.
- Uses numbers to understand recruiting performance rather than relying solely on intuition.
- Holds yourself and your team accountable for results.
- Can create structure in a fast-moving environment.
- Builds strong relationships with candidates, recruiters, hiring managers, and community partners.
- Understands that filling a position isn't enough—the person also needs to show up and succeed.
Compensation
The salary range for this position is $70,000–$86,000 annually, depending on experience, qualifications, and demonstrated recruiting leadership capabilities.
The position is also eligible for a 10%–20% annual performance bonus, based on individual and company performance and achievement of established goals.
Why Fortuity?
This is an opportunity to have a meaningful impact on both our company and our community. You'll have the ability to shape how Fortuity attracts talent, builds candidate pipelines, develops recruiting partnerships, and scales our workforce as new client programs launch.
We're looking for someone who wants to own the recruiting function, not simply maintain it.
Fortuity is an Equal Opportunity Employer.
HR Recruiting Manager
Location: Columbus, Ohio
Department: Human Resources
Employment Type: Full-Time
Salary Range: $70,000–$86,000 annually
Bonus Opportunity: 10%–20% annual performance bonus
About Fortuity
Fortuity is a Columbus-based contact center and business process outsourcing company that partners with organizations to build and manage high-performing customer service teams. Our staffing needs can move quickly—from steady-state hiring to launching large groups of employees on aggressive timelines.
We are looking for an HR Recruiting Manager who knows how to build recruiting processes that can keep up.
The Opportunity
The HR Recruiting Manager will lead Fortuity’s talent acquisition function and be accountable for delivering the people we need, when we need them.
This is a hands-on leadership role. You’ll manage the recruiting team, develop sourcing strategies, oversee high-volume hiring campaigns, improve recruiting processes, manage external recruiting partners, and personally jump into recruiting when needed.
Success in this position isn’t measured by activity. It’s measured by results: qualified candidates, filled classes, strong show rates, efficient hiring processes, and employees who are a good fit for Fortuity and our clients.
What You'll Do
Lead High-Volume Recruiting
- Own recruiting strategy and execution for Fortuity’s hourly and salaried positions.
- Develop hiring plans to meet aggressive staffing targets and client launch dates.
- Build and maintain candidate pipelines before hiring needs become urgent.
- Monitor recruiting funnels from application through offer, onboarding, and start date.
- Identify bottlenecks and make adjustments quickly when hiring results are falling behind.
- Recruit directly for key positions and high-priority hiring needs.
Manage & Develop the Recruiting Team
- Lead, coach, and develop Fortuity’s Talent Acquisition team.
- Establish clear expectations, workloads, goals, and recruiting priorities.
- Monitor recruiter performance and provide ongoing coaching and feedback.
- Create consistent recruiting practices, interview standards, and candidate communication.
- Ensure the team delivers a professional and responsive candidate experience.
Build Strong Sourcing Strategies
- Develop sourcing strategies across job boards, social media, community partnerships, employee referrals, recruiting events, and other channels.
- Determine which recruiting sources produce the strongest candidates and best hiring outcomes.
- Build relationships with workforce organizations, community partners, schools, and other talent sources.
- Develop creative approaches to reaching candidates who may not be actively applying for jobs.
- Maintain pipelines for frequently hired positions.
Manage Recruiting Partners
- Coordinate external staffing and recruiting agencies when additional hiring capacity is needed.
- Establish clear submission processes and expectations for recruiting partners.
- Monitor agency performance, candidate quality, hiring results, and costs.
- Help ensure multiple recruiting partners can work effectively without creating duplicate candidate submissions or confusion.
Own the Candidate Experience
- Ensure candidates receive timely, accurate communication throughout the hiring process.
- Oversee interviewing, candidate selection, offers, and pre-employment activities.
- Partner with HR Operations to create a smooth transition from candidate to new employee.
- Monitor offer acceptance, pre-employment completion, Day 1 attendance, and early attrition.
- Identify why candidates are dropping out of the process and develop solutions.
Use Data to Drive Results
Recruiting at Fortuity should be measurable. You'll establish and monitor metrics such as:
- Applicants and qualified candidates
- Interview and selection rates
- Time-to-fill and time-to-hire
- Offer acceptance rate
- Candidate conversion rates
- Recruiting source effectiveness
- Cost-per-hire
- New-hire show rate
- Early employee retention
- Recruiting partner performance
You'll use this information to determine what's working, what isn't, and where we need to change our approach.
Partner With the Business
- Work closely with HR and Operations leadership to forecast hiring needs.
- Translate client staffing requirements into actionable recruiting plans.
- Provide leadership with clear updates on hiring progress, risks, and projected staffing.
- Understand the skills and behaviors that make employees successful in Fortuity's contact center environment.
- Help hiring managers make effective, consistent, and timely selection decisions.
What We're Looking For
Required Qualifications
- 5+ years of recruiting or talent acquisition experience.
- 2+ years of experience leading recruiters or a talent acquisition function.
- Demonstrated experience managing high-volume recruiting.
- Experience developing sourcing strategies and candidate pipelines.
- Strong understanding of recruiting funnels, metrics, and hiring analytics.
- Experience with applicant tracking systems and recruiting technology.
- Strong leadership, communication, organization, and problem-solving skills.
- Ability to manage multiple hiring priorities and deadlines simultaneously.
- Comfortable working in an environment where staffing needs and priorities can change quickly.
Preferred Qualifications
- Recruiting experience within a contact center, BPO, staffing, customer service, hospitality, retail, healthcare, or other high-volume hourly environment.
- Experience managing large hiring classes or rapid workforce expansions.
- Experience working with external recruiting and staffing agencies.
- Experience with Paycor or similar HR/recruiting platforms.
- Experience recruiting for government contracts or positions with significant pre-employment screening requirements.
- Bachelor's degree in Human Resources, Business, or a related field, or equivalent professional experience.
Who Will Thrive in This Role
You'll likely be successful here if you're someone who:
- Loves recruiting but also loves building better recruiting systems.
- Can move between strategy and execution without hesitation.
- Doesn't wait until a hiring deadline is in trouble to raise a concern.
- Uses numbers to understand recruiting performance rather than relying solely on intuition.
- Holds yourself and your team accountable for results.
- Can create structure in a fast-moving environment.
- Builds strong relationships with candidates, recruiters, hiring managers, and community partners.
- Understands that filling a position isn't enough—the person also needs to show up and succeed.
Compensation
The salary range for this position is $70,000–$86,000 annually, depending on experience, qualifications, and demonstrated recruiting leadership capabilities.
The position is also eligible for a 10%–20% annual performance bonus, based on individual and company performance and achievement of established goals.
Why Fortuity?
This is an opportunity to have a meaningful impact on both our company and our community. You'll have the ability to shape how Fortuity attracts talent, builds candidate pipelines, develops recruiting partnerships, and scales our workforce as new client programs launch.
We're looking for someone who wants to own the recruiting function, not simply maintain it.
Fortuity is an Equal Opportunity Employer.
See All 154+ Human Resources Manager Jobs in Ohio
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Find Human Resources Manager JobsHuman Resources Manager Jobs by City in Ohio
Where Ohio roles are concentrated, by current openings.
Human Resources Manager Job Market in Ohio
A snapshot from current Ohio openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Automotive
- Manufacturing
- Chemicals & Materials
- Education
- Distribution & Wholesale
What Ohio Employers Look For
The qualifications that appear most often in human resources manager jobs across Ohio.
- Bachelor's degree in human resources, business administration, or a closely related field
- PHR or SPHR certification from HRCI, or SHRM-CP or SHRM-SCP credential preferred
- Five or more years of progressive HR generalist or specialist experience
- Demonstrated experience managing employee relations and compliance under Ohio employment law
- Proficiency with an HRIS platform such as Workday, SAP SuccessFactors, or ADP
- Experience supporting multi-site or manufacturing operations environments in Ohio
Human Resources Manager Jobs in Ohio: Frequently Asked Questions
How do you become a human resources manager in Ohio?
Most human resources manager roles in Ohio require a bachelor's degree in human resources, business, or a related field, followed by several years of progressively responsible HR experience. Ohio does not issue a state-specific license for HR managers, but employers strongly favor candidates who hold a nationally recognized credential such as the SHRM-CP, SHRM-SCP, PHR, or SPHR. Joining the Ohio SHRM State Council or a local chapter like HR Columbus can accelerate advancement into management roles.
How much do human resources managers make in Ohio?
Human resources managers in Ohio earn a median of about $130,480 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $81,940 for the lowest 10% to over $218,740 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire human resources managers in Ohio?
Employers hiring human resources managers in Ohio right now include Target, Eaton, and Precision CastParts, based on current listings on Migrate Mate as of September 2026. Ohio's mix of large manufacturing headquarters, major health systems, and financial services firms creates steady, year-round demand for experienced HR professionals at multiple levels.
Which Ohio cities have the most human resources manager jobs?
Columbus, Cincinnati, and Cleveland have the most human resources manager openings in Ohio. Columbus leads because of its concentration of insurance, financial services, and technology headquarters, while Cleveland's large health systems and industrial employers drive demand there, and Cincinnati benefits from major consumer goods and logistics companies headquartered in the region.
Are there remote human resources manager jobs in Ohio?
Yes, and they are more common in HR than in many fields, since much of the work involves policy, compliance, and talent strategy that can be handled off-site. About 33% of human resources manager openings tied to Ohio are remote or hybrid as of September 2026, reflecting employer flexibility that grew after pandemic-era adoption. Roles focused on employee relations or site-level HR business partnering tend to stay on-site, while compensation, recruiting operations, and HR systems roles are most often offered remotely.
How can I get hired as a human resources manager in Ohio with little or no experience?
The most realistic entry path is starting as an HR coordinator or HR generalist at a mid-size Ohio employer, then building toward a manager title over two to four years. Large Ohio employers such as OhioHealth, JobsOhio-affiliated manufacturers, and state university systems run structured HR rotational or associate programs that accept candidates without prior HR management experience. Earning the SHRM-CP or PHR while working in an adjacent role like office manager, recruiter, or payroll specialist signals readiness and speeds up the transition.
Where can I find and apply to human resources manager jobs in Ohio?
You can find and apply to human resources manager jobs in Ohio on Migrate Mate, which lists current openings from employers actively hiring across the state. Search the listings for roles that match your experience level and location, then apply directly to the ones that fit.
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