Urrly

Head of Human Resources

Columbus, OH

Sponsorship not specified$50k-$250kDetected 22 days ago

M&ARecruitingHRPerformance ManagementEmployee RelationsHRISLeadershipMentoring

About the role

This is not a client-facing consulting role, and it is not a pure policy seat.
You'll help shape the people strategy, but you'll also personally execute much of the work that makes the function successful.
If your recent experience has primarily involved leading large HR organizations through multiple layers of managers and specialists, this role is likely not the right fit.

Personally own critical HR work while building scalable systems and processes that reduce complexity as the company grows.
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, difficult conversations, documentation, and practical HR guidance.
Manage multi-state HR compliance, including handbook updates, state addenda, workers' compensation coordination, state-specific requirements, payroll and business-registration coordination, and termination/final-paycheck considerations.
Help evaluate, implement, and optimize an integrated payroll and HRIS platform as the company continues to scale.
Support HR initiatives tied to organizational growth and future M&A integration activity.
Lead a lean HR function by coaching junior HR support while remaining personally accountable for the day-to-day work that keeps the business running.
Strong judgment, organization, follow-through, and willingness to build processes where they don't yet exist.
Building processes instead of inheriting mature ones.
This role is designed for someone excited by the opportunity to build and own an HR function inside a growing business, rather than manage a large HR department.

Success building or scaling an HR function inside an organization of roughly 50-250 employees where lean teams required individual ownership rather than broad delegation.

Experience helping scale an organization from approximately 100 to 500 employees or through a comparable period of rapid growth.
Experience supporting acquisitions, integrations, or organizational change in a PE-backed or high-growth environment.
Experience partnering directly with founders, CEOs, CFOs, or operating leaders while remaining deeply involved in execution.
Talent operations or recruiting-process oversight is helpful, but this is primarily an internal HR leadership role rather than a pure talent acquisition role.
Switching quickly between employee conversations, compliance work, systems improvements, and leadership meetings.
Personally solving problems instead of delegating every task.
Working with ambiguity inside a fast-growing business where priorities evolve quickly.
Being measured by outcomes rather than the size of your team.

Compensation is posted as base salary with no guaranteed bonus.
Partner with leadership, finance, and benefits partners on open enrollment, benefits administration, broker coordination, and employee-facing benefits communication.
Recent experience personally executing core HR work-not simply overseeing it-including employee relations, performance management, compliance, onboarding, benefits administration, and HR operations.
Experience working with benefits, open enrollment, brokers, workers' compensation, HRIS platforms, payroll coordination, or related employee operations.

What We Are Looking For Strong HR generalist, HRBP, Senior HR Manager, HR Director, or comparable internal HR leadership experience.

This listing is sourced directly from Urrly's careers page and normalized into a canonical job model.