Top Remote HR Jobs in Dayton, OH

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

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.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

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

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.

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.

Provide comprehensive HR support including recruitment, onboarding, benefits guidance, employee relations, HRIS recordkeeping, exit processing, policy interpretation, compensation guidance, and HR data analysis to support departmental goals.

Interim HR leader providing maternity-leave coverage with primary ownership of compensation strategy, annual merit and bonus administration, and compensation analytics for ~1,100 employees. Manages merit review and bonus calculations, produces executive dashboards and reports, ensures data integrity and compliance, supports HR operations and analytics, partners with finance and senior leaders, and oversees performance management and MBO processes.

Manage day-to-day HR operations onboard, supervise HR coordinator, administer crew embarkation/disembarkation, maintain crew records in Fidelio/MAPS, handle welfare programs and events, support employee relations, ensure compliance with MLC and safety regulations, and prepare personnel reports for shipboard and shoreside teams.

Drive HR compliance and reporting (AAP, EEO-1, ADA, VETS-4212), maintain and update policies, ensure I-9 and federal contractor compliance, partner with HRIS, Legal, and vendors, conduct audits, deliver training, and support workforce changes and transactions.

Lead enterprise HR transformation initiatives to modernize HR operations, design future-state processes, drive automation and adoption, manage change, and partner cross-functionally to implement scalable HR solutions and governance across the employee lifecycle.

Manage day-to-day HR programs across the employee lifecycle: recruit, onboard/offboard, administer benefits, maintain HRIS and policies, ensure compliance (FMLA, ADA, EEO), support performance processes, employee relations, and workers' compensation.

Provide day-to-day HR administration including recruiting, onboarding/offboarding, benefits administration, Workday HRIS record management, I-9 compliance, employee relations, training coordination, and support for HR programs and culture initiatives. Serve as the primary HR/payroll/benefits contact and assist managers with policy interpretation and process improvements.

Serve as HR Business Partner for the Grid Software product line, aligning HR strategy to business goals. Drive workforce planning, organizational design, change management, talent development, succession planning, and leadership coaching. Advise senior leaders, partner with CoEs and People Operations to implement HR programs, and scale solutions across regions to improve organizational effectiveness.

Execute and audit HR transactions in Workday and ADP, manage employee lifecycle events, reconcile data with Costpoint, generate reports, address HRIS issues, test HRIS functionality, provide end-user training, process I-9s, handle verification and unemployment requests, and assist with personnel file and subpoena requests.

Serve as strategic HR advisor to senior leaders in Finance, Legal, and Risk. Lead organizational design, talent management, succession planning, performance programs, executive onboarding, and leadership development. Use workforce analytics and partner with HR Centers of Excellence and Employee Relations to resolve complex people and organizational challenges.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

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.

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.

Support HR Administration by performing data analysis, reporting, dashboarding, testing, documentation, and process improvement. Ensure regulatory compliance, develop/validate queries, research system functionality, support implementations, and train end users.

Supervise and train HR administration staff to ensure accurate personnel records, HRIS data entry, recruitment support, compliance with employment laws and company policies, audit HR processes, analyze HR data, and lead cross-functional projects and community partnerships.

Provide hands-on HR support for client engagements including end-to-end onboarding/offboarding, payroll coordination, multi-state compliance research, HR policy and handbook updates, recruiting support, employee records management, and employee relations resolution. Work remotely part-time (10–30 hrs/week) on temporary contract with potential to expand.