Top HR Jobs in Dayton, OH

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Supports employees and managers across the employee lifecycle, including onboarding, offboarding, employee relations, leave and workers’ compensation administration, HRIS and records management, reporting, compliance, recruitment, training, engagement programs, and policy implementation. The role serves as a primary contact for routine HR inquiries, resolves issues, escalates complex matters, and contributes to process improvement and cross-functional HR projects.

Leads HR operations across a multi-site call center network, managing HR Partners and recruiting teams. Oversees employee relations, investigations, multi-state compliance, leadership coaching, high-volume hiring, staffing ramps, retention initiatives, and workforce metrics. Partners with operations and legal leadership to support performance, headcount governance, and consistent people practices for frontline hourly teams.

Partners with division leadership across US, EMEA, and APAC to develop and implement HR strategy, workforce planning, talent development, succession planning, employee engagement, and organizational effectiveness initiatives. Advises leaders on employee relations, performance management, employment regulations, and organizational matters; coaches managers; leads global HR programs and change initiatives; supports HR services, escalated cases, and M&A integrations.

Provides foundational HR support across the employee lifecycle, including onboarding, document collection, HRIS entry, record maintenance, audit preparation, teammate inquiries, reporting, compliance, policy administration, and coordination of engagement activities, trainings, and meetings. Requires strong organization, attention to detail, confidentiality, and familiarity with HRIS systems and Microsoft Office.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Partners with site and business leaders to develop people strategies supporting operational performance and workforce stability. Advises on organizational effectiveness, talent management, employee relations, workforce planning, change management, and leadership development. Leads investigations, conflict resolution, performance management, and policy interpretation; coaches leaders; analyzes workforce metrics; and collaborates with HR centers of excellence to deliver integrated solutions.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

Supports Human Resources initiatives including the Corporate Games, Summer Internship Program, employee engagement, HR projects, platform and process implementation, diversity and inclusion, and campus relations. The intern coordinates stakeholders, develops programming, assists across talent and rewards functions, and contributes to HR projects while building professional experience.

Serve as a strategic HR partner to senior leaders, translating business objectives into people strategies. Lead talent management, succession planning, leadership development, organizational design, change management, and data-informed workforce initiatives. Collaborate globally with HR teams to implement scalable programs, improve organizational effectiveness, and support cross-cultural teams. The role requires strong business acumen, executive influence, communication, analytics, and experience in crypto, fintech, or regulated financial services.

Manage day-to-day People Operations across the employee lifecycle, including recruiting, onboarding, employee support, compliance, benefits administration, employee relations, HR systems, and offboarding. Maintain accurate records, administer HRIS and ATS workflows, support managers, handle confidential information, improve processes, and contribute to employee engagement and culture initiatives in a fast-paced, fully remote organization.

Leads HR systems administration and core HR operations, including HRIS management, integrations, data integrity, onboarding, offboarding, immigration, benefits, payroll coordination, compliance, reporting, and process improvement. Manages a team, resolves escalations, maintains controls and documentation, and partners with HR, IT, Finance, Payroll, Legal, and vendors to deliver accurate, secure, and scalable HR services.

Provides fractional HR leadership and consulting to multiple Christian mission and church clients. Responsibilities include HR audits, strategic planning, HR program design, recruiting, onboarding, compensation, benefits, engagement, performance management, compliance, training, employee relations, HRIS implementation, executive coaching, and support across U.S. states and international missions.

Provides fractional HR leadership and consulting to Christian ministries, churches, and mission organizations. Responsibilities include developing HR strategies, coaching executives and staff, guiding organizational change, managing compliance and people programs, mentoring HR teams, and supporting recruiting, compensation, benefits, training, performance management, engagement, policies, and employee relations. The role is mostly remote, part-time, and includes occasional travel to the Dallas area.

Leads the people strategy for R&D and Regulatory functions at a biotechnology company. Partners with HR specialists on talent acquisition, rewards, employee relations, communications, talent development, and succession planning. Advises senior leaders on organization design, workforce planning, change management, performance, and complex employee issues. Supports enterprise-wide programs, culture initiatives, and employee experience while managing and mentoring HR talent.

Manage the performance management system, support managers with individual development plans, track and evaluate development activities, support succession planning, design and run engagement surveys and programs, assess training needs, coordinate training, and evaluate training effectiveness.

Leads compensation strategy, job architecture, salary structures, market pricing, pay equity, and compensation administration. Oversees HR operations process improvement, policy development, compliance, HRIS optimization, employee relations support, workforce planning, organizational design, and cross-functional HR initiatives. Advises leaders and partners with HR, Finance, Legal, Payroll, and business teams to build scalable, consistent, and compliant people programs.

Coordinates HR operations across the employee lifecycle, including onboarding, job changes, transfers, offboarding, open enrollment, and performance management. Maintains accurate employee data in HR systems, supports team members and managers, develops process documentation, resolves issues, and identifies workflow improvements. Partners with HR, Payroll, Benefits, Talent Acquisition, IT, and business stakeholders on HR programs, acquisitions, integrations, system enhancements, and organizational initiatives.

Manage design, development, testing, deployment, and maintenance of custom Workday reports, dashboards, and integrations. Collaborate with HR stakeholders to define requirements, ensure data integrity, troubleshoot report issues, perform audits and reconciliations, and support release impact analysis, documentation, and training to drive HR reporting, planning, and compliance across multiple affiliates.

The Human Resources Business Partner advises leaders, manages employee relations, supports performance and talent processes, and strengthens organizational effectiveness. Responsibilities include workforce planning, change management, engagement initiatives, HR process improvement, documentation, communications, and manager support. This fully onsite role serves as a trusted HR presence while collaborating across HR programs and supporting employees throughout the employment lifecycle.

Provides administrative and operational support across HR, benefits, employee relations, and onboarding functions. Responsibilities include organizing investigative files, distributing employee materials, handling HR communications, auditing reports, preparing meetings, documenting procedures, supporting special projects, and identifying process improvements. This is an in-person internship requiring availability during the school year and summer for 20–25 hours weekly.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

Oversee the company’s human resources function, including HR policy development, compliance, escalations, labor and employment law compliance, and direct support for staffing customers and end clients. The role requires extensive HR expertise, experience supporting organizations of more than 1,000 employees, strong employment-law knowledge, and staffing-industry experience.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Senior HR Business Partner advising Legal Market leadership on people strategy, organizational design, workforce planning, talent management, leadership development, engagement, and DEI. Leads change initiatives, succession planning, early career programs, and provides data-driven workforce insights. Partners with COEs (TA, L&D, Total Rewards, ER, HR Ops) to align talent to business goals and coach senior leaders for performance and growth.