Top Remote HR Jobs in Dayton, OH

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

The Senior HR Business Partner provides strategic and hands-on employee relations support, managing investigations, risk, employee engagement, performance management, compensation, benefits, talent development, workforce planning, and recruiting partnerships. The role advises leaders and employees, analyzes HR trends, coaches managers, supports organizational initiatives, and improves HR processes. It is hybrid in Pleasanton or San Carlos, California, with approximately 15% travel.

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.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Manages the full HR lifecycle, including employee relations, compliance, performance management, compensation, benefits, leave administration, recruiting, and workforce planning. Advises leaders and employees, oversees investigations and accommodations, analyzes HR metrics, supports organizational effectiveness, and develops talent acquisition strategies. Leads full-cycle recruitment, workforce planning, onboarding, employer branding, and recruiting initiatives while ensuring compliance with employment laws and fostering engagement, inclusion, and retention.

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.

Partners with leaders and employees across global teams on employee relations, performance management, compensation, compliance, HR transactions, workforce planning, organizational changes, and HR operations. Manages investigations, terminations, employment agreements, HRIS data, payroll coordination, workforce analytics, policies, and international employment practices. Builds scalable HR processes and collaborates with Finance, Legal, Recruiting, and EOR/PEO partners.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Provides global HR administrative and coordination support across the employee lifecycle. Responsibilities include preparing employee documentation, supporting employee relations case intake, maintaining confidential records, coordinating employment and regulatory documentation, tracking follow-ups, assisting with audits, generating HR reports, resolving data discrepancies, and partnering with HR stakeholders across multiple countries.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

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.

The VP of HR will build and lead Ceresti’s people function, owning people strategy, organizational design, recruiting, compensation, benefits, performance, culture, employee relations, HR operations, and multi-state compliance. This executive will partner with the CEO and Board, develop scalable HR infrastructure for a remote workforce, manage HR technology and vendors, support healthcare compliance, and lead people initiatives related to growth, financing, M&A, and organizational change.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

The HR Generalist manages payroll records and reviews, employee onboarding, benefits administration, personnel records, employment documents, employee HR inquiries, performance management support, and HR compliance activities. The role partners with Finance and benefit providers, supports managers and employees, and maintains accurate HR systems and processes in a fast-paced SaaS startup environment.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Directs day-to-day HR operations as the Chief People Officer’s primary operational partner. Leads HR staff and HRBP growth, oversees employee relations, ensures employment-law and policy compliance, manages the employee handbook and benefits integration, automates HR workflows, supports culture and engagement, and advises leaders on complex employee matters. Serves as deputy to the Chief People Officer and maintains consistent HR processes, accountability, and coverage across the organization.

Leads workplace accommodation cases from intake through implementation and follow-up. Evaluates ADA-related requests, reviews medical documentation, coordinates leave matters, recommends accommodations, maintains confidential records, and advises employees, managers, HR, Legal, and business leaders. Develops procedures, training, tracking tools, reporting, and manager guidance while supporting employee relations cases and compliance audits.

Leads workplace accommodation cases from intake through implementation, documentation, follow-up, and closure. Evaluates requests under ADA and related laws, manages medical documentation, coordinates leave requests, recommends accommodations, and partners with HR, Legal, managers, Facilities, vendors, and Employee Relations. Develops procedures, training, templates, reporting, and manager guidance while maintaining confidentiality and ensuring consistent, compliant employee experiences.

Build and maintain a pipeline of senior HR executives for interim, fractional, and full-time engagements. Target leaders who develop enterprise HR and people strategies, oversee talent management, shape culture and employee experience, lead organizational design and transformation, ensure HR compliance, and partner with CEOs and boards. Candidates should have extensive HR leadership experience, executive presence, and the ability to drive human-centric, AI-enabled workforce strategies across industries.

Remote HR internship supporting end-to-end talent acquisition. Responsibilities include posting job openings, screening resumes, shortlisting candidates, coordinating interviews, scheduling, and maintaining candidate data. The role includes weekday work from 9 AM to 6 PM, a Saturday discussion session, mentorship, networking, and an internship certificate upon completion.

Serve as a strategic and hands-on HR advisor to multiple departments. Manage employee relations, investigations, performance plans, leave matters, review and pay cycles, workforce reporting, budgeting, compliance audits, engagement, retention, talent assessment, and organizational change. Advise executives and managers while ensuring alignment with US employment regulations. Use generative AI tools for analysis, research, reporting, and communication.

Manage HR strategy and employee lifecycle processes for a globally distributed core business unit. Responsibilities include staffing, onboarding, development, succession planning, performance management, engagement, retention, payroll budgeting, compensation and benefits operations, analytics, compliance, and HR service effectiveness. The role requires strong project management, metric-driven decision-making, resilience, and fluency in both Russian and English.