Human Resources Partner

Benefits

Parental leave

Not verified

Non-birth-parent leave

Not verified

Family-building benefits

• Fertility benefits: Not verified
• Adoption assistance: Not verified
• Surrogacy assistance: Not verified

Mental health support

Not verified

Relocation assistance

Not verified

Childcare support

Not verified

Learning budget

Not verified

Verification

Not verified checked Jun 13, 2026

Salary

Not verified

401(k) match

Reported from DOL Form 5500 industry filing (not employer-specific)

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Market context

U.S. role benchmark (BLS OEWS)

$81,650 U.S. median for this role

Projected growth (BLS Employment Projections)

+6.9% - Faster than average

Matched to SOC 13-1071 - Human Resources aggregate by role bucket.

Source: U.S. Bureau of Labor Statistics, OEWS, May 2024 and Employment Projections, 2024-2034.

Schedule

Shift type

Not verified

Weekend work

Not verified

Application

Cover letter

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Assessment

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Deadline

Not stated

Where they hire

State eligibility is not yet verified.

About this role

Human Resources Partner US OH Akron Corp Hdqtrs The Human Resource Partner serves as a strategic advisor to senior leadership, aligning HR strategy with business objectives to drive results. This role leads and executes global HR initiatives while providing day-to-day support across talent, organization, culture, and inclusion priorities. Acting as a thought partner, the HR Partner collaborates with global and regional leaders to build effective, future-ready organizations. The role also leads key talent and organizational development processes to ensure a strong leadership pipeline. Why This Role Matters Drives business performance through people strategy: Ensures the organization has the right talent, structure, and capabilities to meet current and future business needs. Enables sustainable leadership and growth: Shapes talent pipelines, engagement, and culture to support long-term success across regions and functions. What You Will Do Serve as a senior HR advisor to SLT-2/3 leaders, shaping and executing HR strategies that support business objectives, organizational effectiveness, and workforce planning. Partner with business and functional leaders to address complex people matters and lead key HR processes, including performance management, succession planning, and leadership development. Collaborate with leadership, HRLT, and Centers of Excellence to design and deliver performance, succession, and career development strategies. Lead organization and talent reviews, identify strengths and gaps, develop action plans, and manage global talent pipelines, including successors and career paths for critical roles. Partner with clients to ensure continuous improvement of high-potential and development programs, mitigating current and future talent gaps. Serve as the strategic leader for development programs and

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