Top HR Jobs in Dayton, OH

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.

Lead global HR business partner strategy and a team of HRBPs to align HR with company goals. Oversee employee relations, global compliance, talent management, change management, diversity and inclusion, and data-driven HR initiatives. Act as trusted advisor to senior leadership and drive organizational development and high-performance culture.

Lead HR strategy and operations for 52 retail centers and corporate teams. Oversee employee relations, performance management, compliance, payroll/HRIS, training, compensation, and leadership development. Partner with executives and field leadership to forecast staffing, standardize HR practices, and drive engagement and retention.

Senior-level HR operations role supporting AFLCMC/WAO/WBO directorates. Duties include manpower and position management analysis, personnel and organizational document review, HR policy research and recommendations, FRA management each pay period, MIS/IT and ADPE oversight, and coordination with senior leaders to resolve HR and resource issues.

The HR Generalist will manage HR programs and projects, handle payroll, ensure compliance, support clients, and optimize HR processes while fostering client relations.

Partner with senior operations leaders to drive workforce planning, org design, large-scale change, talent reviews and succession planning. Provide data-driven insights, strengthen leadership capability, manage employee relations, advise on compensation and partner with HR Centers of Excellence to deliver enterprise HR programs. Support Clinical Operations, Manufacturing, Procurement, and Customer Care. Remote U.S.-based role with ~20-30% domestic travel.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

The CHRO will lead HR strategies, oversee talent management, staffing, employee development, and ensure compliance with laws. This role involves advising executives on HR trends, policies, and promoting a diverse workplace.

The HR Business Partner collaborates with management to improve employee focus and productivity, aligning HR strategies with company goals and overseeing HR functions.

The Human Resources Senior Director will lead HR policies and programs, develop talent strategies, ensure legal compliance, and mentor HR team members.

Identify and engage senior HR leaders (CHRO/CPO/VP/SVP) for interim, fractional, or full-time roles. Candidates will drive enterprise people strategy, talent management, culture/DEIB, organizational design, change management, HR operations, and compliance while partnering with executive leadership and boards.

Support recruitment, campus outreach, and partnership development. Source, screen, and shortlist candidates; hire campus ambassadors and sales interns; coordinate onboarding, meetings, and payments; maintain partner relationships and track deliverables.

The HR Manager will lead HR strategies, manage employee relations, oversee talent management, ensure compliance, and support global workforce operations.

The Principal HR Business Partner will collaborate with Go-To-Market leaders, designing people strategies, supporting organizational design, and enhancing team performance across various functions in the Americas.

The Senior HR Business Partner partners with senior leaders to enhance workforce planning, organizational design, and talent strategy, driving operational effectiveness and improving employee experience in a clinical setting.

Serve as a fractional Director of HR advising alternative asset firms and family offices on full-scope HR programs: policy design, compliance, compensation, talent management, employee relations, vendor oversight, people analytics, and special projects. Develop actionable plans, KPIs, and measurement frameworks; support managers, handle sensitive investigations and regulatory matters, and drive leadership development and succession planning.

Serve as a strategic HR Business Partner for functional teams, translating business objectives into people strategies. Drive compensation frameworks, performance management, training, employee relations, compliance, and HR operations. Balance strategic projects with hands-on execution to scale People Ops for a global, fast-growing startup.

Conscious Talent seeks experienced people leaders to shape HR strategies, build inclusive cultures, and support organizational growth, integrating personal development values in their work.

Remote HR Strategy Consultant supporting multiple clients: develop handbooks and policies, conduct benefits audits, build org charts and workforce plans, track HR KPIs, manage onboarding/offboarding and leaves, advise on discipline/performance, ensure multi-state compliance, and optimize HR technology.

Entry-level HR Generalist providing full-cycle HR support for locations in the US, Canada, and Puerto Rico. Duties include talent acquisition, employee relations and investigations, HRIS recordkeeping, performance management, benefits and payroll administration, wage and labor compliance, workers' compensation and safety, reporting, and HR projects. Acts as primary HR contact and advises managers on HR matters.

Serve as strategic HR partner to Engineering, Product, and Design (EPD) teams—translating business goals into people strategies. Lead compensation frameworks, performance management, training, employee relations, compliance, and HR operations for a globally distributed startup. Balance hands-on execution and strategic projects to shape culture and scale People Operations.

Partner with clinical leaders to align people strategies with operational goals across a multi-state clinical workforce. Lead employee relations, performance management, workforce planning, compliance, and retention initiatives for field-based clinical and non-clinical teams, ensuring multi-state legal compliance and support for high-acuity patient populations.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.

Strategic individual contributor partnering with C-suite and senior leaders across G&A, GTM, and Clinical to shape org strategy, structure, talent, and leadership. Drive hiring, performance management, restructuring, and organizational effectiveness during rapid growth, coaching leaders to build high-performing teams and reduce friction while scaling.

Contract fractional HR generalist to own HR operations: payroll and HRIS (Rippling), benefits administration, compliance, systems automation and documentation, onboarding/recruiting support, and vendor coordination. Expected ~15 hrs/week for an initial 6-month engagement, with deliverables and system audits in the first 90 days.