Director of human resources jobs in Kettering, OH - 148 jobs

The Human Resources Director will provide comprehensive leadership for the Human Resources function, aligning HR practices with business strategy. The Director will partner with senior leadership to shape culture, develop talent and drive organizational effectiveness. Additionally, they will collaborate with other Human Resources leaders to support the development and implementation of aligned HR strategies. Human Resources Director Responsibilities: Serve as the senior HR leader, providing strategic and hands-on HR leadership in a decentralized environment. Lead and develop a small HR team, including direct oversight of an HR leader and administrative support, while remaining actively involved in day-to-day HR execution. Partner closely with executive leadership to align HR strategy with business objectives across a growing portfolio of acquired MRO businesses. Own all core HR functions, including onboarding, benefits administration, payroll, recruiting, performance management, and merit increase cycles. Oversee full-cycle recruiting for salaried and hourly manufacturing roles, ensuring timely hiring to support operational needs. Manage and optimize onboarding programs to ensure a consistent, positive new-hire experience across the organization. Administer employee benefits programs and serve as a knowledgeable resource for employees and leadership. Oversee payroll processes, ensuring accuracy, compliance, and efficiency. Lead annual performance review and merit increase processes, ensuring consistency, fairness, and alignment with company goals. Act as a trusted advisor to leaders and managers on employee relations, performance issues, coaching, and development. Ensure compliance with all federal, state, and local employment laws and regulations within a non-union manufacturing environment. Drive HR initiatives across multiple operating companies as the organization continues to grow through acquisitions. Play a key role in standardizing HR policies, practices, and employee experience. Lead strategic HR projects as needed. Champion a strong company culture by promoting engagement, accountability, and leadership at all levels. Human Resources Director Requirements: Bachelor's Degree in Human Resources or a related field with a minimum of 10 years of HR experience. Experience as a HR Leader in a manufacturing environment. Expert knowledge of HR strategy, compliance and organizational development Experience leading teams and contributing to strategic planning. Experience in various HR areas such as employee onboarding, benefits, payroll, and talent acquisition. Previous experience in Paylocity or similar HR system. Ability to manage various types of employee transitions and disciplinary situations in accordance with relevant laws and regulations. Focuses on culture and doing the right thing for the workforce. Ensure a strong, trust-based relationship between employees and the company. Establish relationships with employees at every level in the organization. Develop and oversee HR policies, programs and compliance. Lead organizational development, workforce planning and succession strategies.

***Candidates with progressive management experience in public administration or city, county, state or federal government are preferred. ABOUT DAYTON, OHIO Dayton, Ohio, is a mid-sized city situated on the banks of the Great Miami River in southwestern Ohio. A perfect blend of vibrant city amenities and Midwestern warmth, the Dayton region offers a combination of affordability and a strong sense of community that is hard to beat. Known as the “Gem City,” the “Birthplace of Aviation,” and the “Birthplace of Next,” Dayton maintains an impressive legacy as the home of inventors, artists, and visionaries. Founded in 1796 and incorporated in 1805, Dayton is distinguished by its rich history of innovation and industry. As the hometown of Wilbur and Orville Wright, the city played a defining role in the development of modern aviation. It also served as the origin of major inventions such as the cash register and numerous advancements in engineering, manufacturing, and technology-cementing Dayton's reputation as a hub of creativity and progress. Dayton, home to about 135,000 residents within a diverse metropolitan area of over 800,000, boasts a youthful median age of 35 and a vibrant workforce. The city offers an appealing mix of affordability, accessibility, and quality of life, highlighted by a revitalized downtown, rich arts and cultural attractions like the Dayton Art Institute and the National Museum of the United States Air Force, and an extensive network of parks and trails. Its central Midwest location also allows for easy travel to major cities such as Cincinnati, Columbus, and Indianapolis. The City of Dayton operates under a council-manager form of government, which combines professional management with elected leadership. The five-member City Commission, including the Mayor, is elected at-large on a nonpartisan basis and is responsible for establishing policy. The City Manager, appointed by the Commission, oversees daily operations and ensures efficient, transparent, and effective delivery of municipal services. You can visit the City website HERE POSITION PURPOSE As a key member of the City's executive team, the Director of Human Resources shapes and leads a progressive, people-focused HR strategy that advances the City's mission and values. Responsible for an organization of 1,800 employees, the Director fosters a high-performing, inclusive workplace through innovative approaches to talent acquisition, workforce development, employee engagement, labor relations, and total rewards. STRATEGIC AND OPERATIONAL INITIATIVES Partnering closely with the City Manager's Office, department heads, and labor organizations, the Director leads the development of an HR strategy that advances the City's strategic priorities by emphasizing innovation, service excellence, and organizational effectiveness. The Director serves as a trusted advisor to executive leadership on workforce planning, organizational design, leadership development, and change management, while also championing diversity, equity, and inclusion by ensuring HR policies and programs reflect the City's commitment to fairness and access for all. The role drives modernization of HR systems, leveraging technology to improve service delivery and enhance data-driven decision-making. Through the ongoing analysis of workforce trends, metrics, and employee input, the Director drives continuous improvement and supports organizational health. The Director ensures employees have access to effective career and management development opportunities, actively promotes a workplace culture of engagement and well-being, and fosters collaboration, accountability, and equity across the organization so that all employees can thrive and grow. The Human Resources Director reports to the Deputy City Manager and directs a staff including the Deputy Director of Human Resources and General Labor Counsel, Senior Human Resources Analysts, and the Executive Secretary. KEY RESPONSIBILITIES Serve as a change agent who guides the City through workforce transformation initiatives, including modernization of policies, systems, and culture Build leadership capacity across departments through coaching, mentorship, and targeted development and recognition programs. Develop and implement innovative recruitment and retention strategies to attract and retain top talent in a competitive labor market. Partner with Finance and IT to ensure alignment of human capital strategy with financial and technical investments. Lead the development of a robust succession planning framework for critical city positions. Design competitive employee compensation plans that attract and retain quality employees and are affordable for the City. Foster a City work environment that promotes employee productivity, open communication, customer satisfaction, and fair treatment for all employees. Formulate strategy for union negotiations and preside over grievance processes. EDUCATION/EXPERIENCE A Bachelor's degree required; preferred undergraduate majors include Public Administration, Business Administration, Human Resource Management, or related field. Minimum of 8 years of progressive management experience in public administration or government. Must possess a demonstrated proficiency in report writing and public presentation skills. Must have significant management experience in a union environment. Post graduate degree can be substituted for one year of experience. CORE COMPETENCIES Job Knowledge Competently applies functional and technical knowledge and skills to do the job at a high level of accomplishment. Performs responsibilities with integrity and ethically, keeps commitments, and upholds organizational values. Keeps confidences, admits mistakes, and presents the truth in an appropriate and supportive manner. Makes sound decisions on difficult issues; exhibits a willingness to make decisions, supports and explains reasons for decisions, and includes the appropriate people in the decision-making process. Quality and Quantity of Work Consistently produces thorough, timely and accurate work and takes initiative to seek out improvements for quality sake without being told. Monitors own work in order to maintain a high level of quality while meeting productivity standards. Consistently practices and promotes safety as part of performing the job. Completes work in a timely manner and continually strives to increase productivity. Customer Impact Produces work and services that consistently meet or exceed the standards and expectations of internal and external customers. Consistently demonstrates City Customer Service - Core Values. Stays up to date on information and trends that impact the customer. CUSTOMER SERVICE CORE VALUES Courteous & Professional - “I demonstrate courtesy and professionalism in all customer interactions.” Greet customers in email, phone, and in person in a professional manner, with a positive, helpful attitude. Listen attentively and with empathy, respecting the customers' point of view; listen and speak to the customer in a professional manner (do not interrupt, be patient - even if their facts are wrong - let them finish speaking). When working with a customer, focus on them. Maintain a professional behavior, focusing on the customers' question or issue, not their personality. Accountability/Ownership - “I help customers understand how to resolve their issues.” Quickly acknowledge service request has been received and follow-through and follow-up in a timely manner. Deliver as promised, asking for help from co-workers and supervisors as needed. Do not mislead customers about what can be done. Give clear and truthful responses, even when you can't give customers what they are expecting. Clearly and patiently describe the appropriate courses of action. Improve service delivery by soliciting customer feedback throughout the process. Share feedback with co-workers and supervisors. Initiative - “I am proactive in problem solving.” Adopt a problem-solving approach, rather than a “That's not my department/job,” reaction. Understand the organization and other departments' services in order to anticipate customers' questions, concerns, and needs. Be prepared to respond with possible solutions. Ask questions to get at the root of the issue (such as checking the service address, has anything changed, etc.) Share relevant information with the customer so they understand their choices and the possible outcomes of their choice. SUPERVISOR/MANAGER COMPETENCIES Leadership Effectively influences actions and opinions of others Accepts feedback from others Gives appropriate recognition to others Inspires and motivates others to perform well. Planning, Organization, Delegation Prioritizes and plans work activities Uses time efficiently Sets goals and objectives Organizes or schedules other people and their tasks CERTIFICATES, LICENSES, REGISTRATION Must possess a valid driver's license at the time of appointment and maintain such license as a term and condition of employment. Effective July 15, 2019, the City of Dayton adopted the Tobacco and Nicotine Free Hiring Policy (HR 1.03). Applicants offered employment with the City will be required to pass a nicotine screening. Newly hired employees must remain tobacco and nicotine free as a condition of continued employment. FOR CONSIDERATION If you are an exceptional, accomplished HR leader who seeks to work in a customer focused environment while making a positive community impact, we are interested in speaking with you. Please contact: Patti Shumay | Sr. Consultant Executive Search | ************ | *****************************

Senior HR Business Partner Dayton, Ohio Who we are: Supply Technologies, a subsidiary of ParkOhio(NASDAQ:PKOH), specializes in supplier selection and management, planning, implementing, managing the physical flow of product for world-class international manufacturing companies, and servicing customers in the various markets. Apply today and become part of a team on this journey within more than 100 industries; expertise in nearly every inventory management discipline; use of advanced and emerging technologies, and a singularly connected global infrastructure, only Supply Technologies has the intellectual and technological infrastructure to give you a program of process, resource and production efficiencies that improve your competitive position in the marketplace. Job Summary: The Senior HR Generalist will serve as a key partner with the warehouse operations leadership, providing strategic and hands-on support in all areas of human resources. This role ensures compliance with labor laws, drives employee engagement, and supports workforce planning to meet operational goals. The ideal candidate will have strong experience in high-volume, fast-paced environments and a deep understanding of HR best practices within the warehouse or logistics industry. Responsibilities: Employee Relations: Act as the primary point of contact for employee inquiries and concerns. Investigate and resolve workplace issues, ensuring fair and consistent application of policies. Recruitment & Staffing: Partner with HR Director to understand workforce forecast & staffing needs and execute recruitment strategies with the TA Manager. Lead recruitment & selection best practices. Manage onboarding and orientation for new hires within NA employee designation. Maintain applicant data accuracy within HCM- UKG & monthly racking of hiring metrics and countermeasure action items. Performance Management: Drive completion of annual performance appraisal activity. Support supervisors in coaching, counseling, and performance improvement plans. Facilitate annual performance review processes of training. UKG system Administrator for Performance Management system ; creation & distribution (Annual Reviews, 90-day Reviews, etc.) Compliance & Policy Administration: Ensure compliance with federal, state, and local employment laws (EEO, FMLA, OSHA). Maintain accurate employee records and HRIS data. Maintain Monthly HR Metrics. Training & Development: Identify training needs and coordinate programs for warehouse staff and leadership. Promote career development and succession planning initiatives. Safety & Engagement: Collaborate with safety teams to reinforce workplace safety standards. Drive employee engagement program annual action items to improve retention and morale. What you need to be successful: Bachelor's degree in Human Resources, Business Administration, or related field 5+ years of HR experience, with at least 2 years in a generalist role supporting warehouse or manufacturing operations. Strong knowledge of employment laws and HR best practices. Proficiency in HCM systems (UKG) and Microsoft Office Suite. Experience in high-volume recruitment and workforce planning. Ability to work independently and manage multiple priorities in a fast-paced environment. Preferred qualifications: Certification in HR Management OUR Team Members: Do The Right Thing and we will succeed: We insist on honest and ethical behavior; We treat others respectfully; Our actions are underlined with high integrity; We partner with others who hold these same values. Go One Better to achieve greatness: We strive to do our best every day; We are curious and seek alternative viewpoints; We value innovation to deliver long-term success; We will not accept the status quo and tirelessly seek to improve. Customer First balanced with Company results: We serve our customers with a sense of urgency; We strive to anticipate our customer's needs; We work with our customers to ensure we are providing them the best solutions they value; We help to deliver the long-term success of our company. WE DO what we say: We seek clarity and understanding; We follow through on our commitments; We respectfully challenge and collaborate to achieve mutual success; Once we agree, we move forward and make no excuses. Together we win: We respect and value each other's thoughts and opinions; We make the time to develop meaningful relationships; We seek new opportunities to continuously learn: We never miss an opportunity to bring out the best in others. Make a career at SUPPLY TECHNOLOGIES: Career Development: Success starts from within, and we will help you chart your path from which you can enhance your career evolution. Supply Technologies provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

Our client, a leading manufacturer and logistics service provider with a focus on quality, customer service, and company culture is seeking an HR Manager (Individual Contributor) for a direct hire role in Cincinnati, Ohio. This critical position is fully onsite and located west of downtown. Responsibilities Payroll Administration Maintain/Update Paycor payroll system and payroll records for 60+ employees Semi-Monthly Payroll processing Funding of 401K Contribution Ensure accuracy of all payments and employment taxes Process and set up child support and other garnishment deductions Maintain PTO tracking in the payroll system Employment Create/Maintain employment files Maintain/Review/Update new hire materials annually Complete employment verifications Assist and support department heads with recruitment Conduct pre-hire process, drug-testing, background checks Lead onboarding, new hire paperwork, benefits enrollment Benefits Administration Send monthly life insurance census to insurance provider Partner with broker on annual benefits renewal Oversee the annual benefits enrollment process for employees Maintain/Update all benefits systems Oversee HSA accounts Ensure accuracy of employee elections, deductions and coverage Maintain COBRA records Administer short and long term disability plans 401K Administration Plan administration of 401K plan Complete new 401K enrollments Semi-monthly funding of employee of employee contributions Maintenance of Fidelity PSW system Lead 401K Nondiscrimination Testing annually Bill Payment/Banking Upload insurance and vendor bills into system for payment Ensure payroll funds are transferred to cover payroll expense Process expense report payments and contractor payments Employee Relations Support all employee relations scenarios Advise managers and staff on employment issues and questions Maintain documentation of disciplinary actions and investigations as needed Seek legal advice/counsel on behalf of Company if needed Support facilities in Cincinnati and Canton, OH, Indianapolis, IN, with occasional, planned travel to Canton and Indianapolis each year Administrative / Executive Support Maintain/Review/Update policies, employee handbook and job descriptions as needed. Purge records when necessary Assisting in creating, maintaining reporting for CEOs Scheduling for hotel/ conferences/ dinner reservations during exhibits/ meetings/ events for large parties. Other projects, support as needed Key Requirements 4-year degree in HR or related field HR Certification(s) a plus 5 or more years of multi-faceted HR experience Strong focus on supporting company culture, employee engagement and continuous improvement Passion for Human Resources and it's impact on the company Technically savvy working in and supporting a variety of HR and related systems and tools along with MS Office. Base Salary: $70,000-$80,000 with bonus potential. Final determination of salary will be based on an evaluation of experience, education, budget, etc.

Do you have HEART? We are looking for individuals who can embrace our mission to purposely brighten and enrich the lives of those we serve with HEART; Hospitality, Excellence, Appreciation, Respect & Teamwork. In this role you will be responsible for overseeing the Human Resources function at a community. This position handles issues such as, but not limited to, recruiting, new hire orientation, benefits administration, payroll and maintains files. This position reports to the Executive Director and may be required to supervise other staff positions. Job Description Pay range: $80,000-$90,000 per year *Pay range is flexible with consideration of experience and HR expertise* Maintain personnel files. Conduct new hire orientation and administer benefits. Assist in answering employee questions or concerns. Ensure that payroll is accurately prepared and reported to the corporate office at the designated time. Process/file workers compensation claims. Respect and maintain confidentiality of the office, the records, and restricted information. Understand roll in the safety and disaster plan. Recommend procedures to reduce absenteeism and turnover. Oversee performance review program to ensure effectiveness, compliance, and equity within organization. Approve and monitor employee counseling, disciplinary actions, and performance improvement plans. Suggest and implement training opportunities. Participate in the Manager On-Duty program. Attend various community events. Qualifications Level of Formal Education: An Associate's Degree (A.A) or equivalent from two-year college or technical school; or one to two years related experience and/or training; or equivalent combination of education and experience Area of Study: Human Resources, Psychology or Business preferred Years of Experience: 2+ years Type of Experience: Human Resources Language Skills: Acceptable fluency in English in order to perform job duties and speak, read, write, and communicate with all others. Technical Competencies: Must be proficient with Outlook, Word, Excel & PowerPoint Skills and Ability: Ability to make independent decisions when circumstances warrant such action. Ability to communicate effectively with all levels of management, employees and outside contacts. Strong organizational skills. Personal Attributes: Strong attention to detail Driving Requirements Does this job require the ability and license to drive an automobile? Yes Additional Information Senior Lifestyle offers a comprehensive benefits plan to eligible team members including health, dental, vision, retirement benefits, short-term disability, long-term disability, and paid time off. All Senior Lifestyle positions are eligible to use DailyPay, an application that allows you to access your earned but unpaid wages before your next payday. Senior Lifestyle requires that all employees provide proof of COVID-19 vaccination unless exempt due to medical, religious, or personal beliefs. Government requirements or exclusions may apply.

Dayton, OH Direct Hire | 100% Onsite Salary: $75,000 - $85,000 Are you a Human Resources professional looking to make an impact in a close-knit, values-driven company? Our client, a family owned industry leader in the Dayton area is looking for a Senior HR Manager to join their team. About the Role: - High-impact role with ownership - Family environment - Opportunity to modernize, decentralize HR, and bring in fresh technology and processes - Potential for succession opportunity and further mentorship - you won't be starting from scratch! Core Responsibilities: - Lead labor and union relations, including negotiations, contract compliance, and workforce communications. - Ensure regulatory compliance and workplace safety across decentralized sites. - Develop and enforce HR policies; manage employee relations, investigations, and terminations. - Oversee benefits programs, workers' compensation, and unemployment claims. - Provide strategic HR leadership and decision-making in support of site operations and decentralization. - Manage and mentor HR team members. Qualifications: - Bachelor's degree in Human Resources preferred; Business is okay. - 5+ years of HR Management experience - Manufacturing/industrial industry experience is a MUST; union experience is a MUST - HR Certification (PHR/SPHR) preferred but not mandatory #LI-AS7 #LI-onsite #INDEC2025

The HR Manager for our TDI location supports client group Leaders, Managers and Employees on organizational and employee matters, as well as coaching, HR process expertise and other general HR activities. In this role you will interpret simple internal and external business challenges and recommends best practices to improve products, processes or services and stay informed of industry trends that may influence work. Job Description Essential Responsibilities: * Provide dedicated guidance and coaching to site leadership, front line leaders, and employees with specific focus on: Employee advocacy/engagement, HR fundamentals and process training, performance management, career development, talent assessment, acquisition and retention and workplace investigations * Ensure that all employee relations issues are properly identified, reported, investigated and resolved * Provide advice and counsel to managers and employees to ensure consistent application and integration of policies, procedures and practices to promote an ethical and compliant work environment * Leads HR process improvement using FLIGHT DECK * Lead key HR processes including compensation planning and compliance * Conduct HR training and support for functional processes like PPG, Salary Planning, New Employee Orientation and New Manager Assimilation * Maintain and protect confidential data with utmost scrutiny, judgment, and care Qualifications/Requirements: * Bachelor's degree from an accredited university or college in related area OR unrelated area with 4 years of HR experience * Minimum of 3 years of experience in Human Resources and/or relevant work experience (roles that involve the application of labor and employment principles, operational and business management). Desired Characteristics: * Bachelor's or Master's degree in Human Resources * Experience using LEAN practices in transactional processes * Approachable and responsive, able to connect with employees at all levels * Strong customer service focus, with a high level of responsiveness * Supportive team player with a strong drive to create a positive work environment and ability to diffuse a tense situation * Applies solid judgment ensuring integrity, compliance, & confidentiality * Strong interest in innovative HR solutions and process improvement * Understanding of HR concepts and principles with expertise in a specialty area such as staffing, analytics, facilitation, etc. * Strong problem solving skills; ability to make independent decisions and manage conflicting priorities in a fast paced environment This role requires access to U.S. export-controlled information. Therefore, employment will be contingent upon the ability to prove that you meet the status of a U.S. Person as one of the following: U.S. lawful permanent resident, U.S. Citizen, have been granted asylee or refugee status (i.e., a protected individual under the Immigration and Naturalization Act, 8 U.S.C. 1324b(a)(3)). Additional Information GE Aerospace offers a great work environment, professional development, challenging careers, and competitive compensation. GE Aerospace is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. GE Aerospace will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable). Relocation Assistance Provided: Yes

Director of Human Resources Position Status: Full Time, Exempt Reports to: Vice President for People & Culture Salary Range: $120,000 - $140,000 annually Summary: The Director of Human Resources leads the daily operations of HR with a people-centered approach. They will work as a trusted advisor and partner with the VP of People and Culture to design and strengthen HR practices that reinforce the Foundation's mission and long-term strategic goals. This role works in collaboration with the VP for People and Culture on the full employee lifecycle, including talent acquisition and retention, employee relations, performance management, and the Foundation's organizational performance review process. This position is responsible for ensuring compliance with federal and state laws and regulation. They will work closely with the VP of People & Culture on organizational compensation and benefits strategy, workforce strategy, and aligning human resources practices to support a culture that is people-centered, outcomes focused, and is committed to continuous improvement. Key Responsibilities: Talent Acquisition and Retention: The Director oversees recruitment initiatives by assisting hiring managers throughout the selection process, advertising job opportunities, coordinating interview schedules, and managing onboarding procedures to facilitate a seamless integration for new employees. Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. Plan and conduct new employee orientation to foster a strong understanding of the Foundation's benefits, policies, and team approach. Foster a sense of belonging and positive experiences for new staff. Identify staffing and recruiting needs; develop and execute best practices for hiring and talent management. Collaborate with senior leadership to understand the Foundation's goals and strategy related to staffing, recruiting, and retention. Develop, update, and maintain job descriptions across the organization. Conduct Employee Engagement surveys and develop course of action based upon survey results. Employee Relations and Performance Management: The Director acts as an internal advisor to supervisors and staff on employee relations issues, offering guidance on improvement strategies and disciplinary procedures. Additionally, the Director oversees the performance evaluation process and coordinates initiatives related to employee engagement and recognition. Develop constructive and cooperative working relationships with others and maintain them over time. Encourage and build mutual trust, respect, and cooperation among team members. Support management by providing HR advice, counsel, decision making, and analyses of risks. Act as a neutral safe harbor for all staff and a liaison between employees and management, addressing workplace concerns and promoting positive employee relations. Respond to employee queries and resolve issues in a timely and professional manner. Partner with the VP of People & Culture to address and resolve personnel issues. Monitor, track, and document employee relations activities, including coaching and interventions. Oversee the administration and continuous improvement of the Performance Evaluation program. Provide instructions to managers on how to issue corrective actions, including maintaining equitable and systematic adherence throughout the process. Provide coaching and support to managers on employee relations, conflict resolution, and disciplinary actions. Conduct or support VP of People & Culture with workplace investigations. Compensation, Benefits and Leave Administration: The Director is responsible for overseeing the Foundation's compensation policies, coordinating open enrollment for employee benefits, and serving as the primary point of contact for the third-party leave administrator. Work with the Employee Benefits Committee to analyze benefits and to establish competitive programs ensuring compliance with legal requirements. Provide staff with education related to benefits use - promoting wellness programs and working with employees to understand how to utilize existing benefits. Administer performance management systems. In collaboration with the VP for People and Culture, the CFO, and the EVP administer the organization's compensation structure including salary guidelines to ensure internal equity, market competitiveness and legal compliance. Participate in compensation and benefit surveys and/or conduct wage surveys within the labor market; analyze data and recommend adjustments to ensure competitiveness. Compliance and Policy Oversight: The Director is responsible for ensuring compliance with all applicable federal and state employment laws, including the ADA, FLSA, Title VII, and relevant regulations. This position involves monitoring regulatory updates, maintaining current personnel policies, and overseeing the accurate and confidential management of employee records. Monitor the Foundation's compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Apply this knowledge to communicate changes in policy, practice, and resources to the VP for People & Culture. Stay current with HR best practices and legal developments through ongoing education and professional networks (e.g., SHRM) Oversee maintenance of accurate and up-to-date employee records. Prepare compliance-related reports and documentation, as needed. Annually maintain and update the Employee Handbook to reflect policy and legal changes. May represent the Foundation in personnel-related hearings and investigations. Process unemployment claims in collaboration with state agencies. Learning and Development: In collaboration with the VP for People & Culture the Director of HR works with employees and people mangers to identify employees' professional development needs. Identify the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. Design and deliver training on HR, employment law and leadership development topics. Oversee annual harassment prevention training. HR Operations and Systems Management: The Director oversees the daily operations of the Human Resources department. This role includes oversight and maintenance of HR systems and technologies. Conduct research and analysis of organizational trends including review of reports and metrics from the Foundation's human resource information system (HRIS). Assist in the development of organizational strategies by identifying and researching HR issues, including contributing experience and information, presenting findings, and making recommendations to the VP of People & Culture, and Senior Management Team, as needed. Plan, organize, and oversee all facets of the Human Resources department to ensure equitable treatment of all employees, in compliance with legal requirements and company policies. Assist VP of People & Culture in strengthening communication, accountability, and decision-making. Design and implement initiatives to enhance employee engagement, manager effectiveness, and Foundation morale. Serve as a steward of company values and mission, fostering a positive, inclusive, and high-performance culture Other duties as assigned. Education and Experience: Bachelor's degree in Human Resource Management or a related field required and a minimum of five years as a human resource manager or an equivalent combination of related work experience, training and/or education sufficient to successfully perform the essential duties of the job is required. SHRM-CP/SHRM-SCP or PHR/SPHR strongly preferred. Demonstrated knowledge of federal and state employment law compliance and HR best practices required. Skills and Abilities: Broad generalist background including coaching and counseling, performance management, teambuilding, as well as compensation and benefits Flexibility to adapt to changing priorities and deadlines. Ability to work under pressure and manage time effectively. Demonstrated ability to work with extraordinary confidentiality, discretion, and flexibility. Strong leadership skills with the ability to guide and influence others. Exceptional interpersonal skills with the ability to build and maintain strong, effective relationships. Demonstrates teamwork, professionalism, and the ability to lead by example. Ability to communicate effectively with all levels of employees, including executive leadership and the Board of Directors. Ability to work effectively with a diverse group of individuals across varying backgrounds and perspectives. Demonstrated ability to research and deliver HR expertise including employment law and best practices in a clear and accessible manner to internal teams across a range of initiatives. In-depth knowledge of federal, state, and local employment laws, with practical experience applying and interpreting regulations. Working knowledge of HRIS platforms, with a preference for experience using BambooHR or Lattice. Excellent verbal and written communication skills. Strong problem-solving and independent decision-making abilities. Superior skills in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) and database software. Demonstrated creativity and alternative thinking to develop effective solutions to challenging situations. Excellent organizational skills, attention to detail and ability to manage multiple priorities. Excellent presentation and training skills. Proven ability to work independently as well cooperatively with a team. Proven ability to apply common sense understanding to navigate difficult HR scenarios. High initiative, focus on process improvement and problem-solving skills. Passion for the mission and goals of the Foundation. Physical Demands & Work Environment The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Ability to lift 10 lbs. or more, regularly Ability to sit for extended periods of time while completing desk work Regular use of computer, keyboard, and mouse for data entry and correspondence Some travel required

Job DescriptionCareer Opportunity: Director of Human Resources with Life Connection of Ohio in Kettering, OHAre you a hands-on, well-rounded HR Director who thrives on leading the overall culture, value, and performance of an organization? Do you enjoy working in all areas of HR? If yes, we want to speak with you! The Director of Human Resources will provide strategic leadership in designing and implementing innovative HR strategies, programs, and services that support Life Connection of Ohio's mission and operational goals. This role partners with leaders and employees at all levels, drives organizational development initiatives, and leads change efforts to maximize the organization's human capital. The HR Director will ensure coordinated, efficient HR services across the system by reducing waste, lowering costs, and improving outcomes through continuous improvement. The role also oversees all administrative services, leadership development, and Diversity, Equity, and Inclusion (DEI) initiatives. Responsibilities: Builds an inclusive, engaging culture that supports employee success. Leads total rewards strategy, including compensation, benefits, performance management, recognition, leadership development, and DEI. Reviews and updates salary structures to ensure market competitiveness and internal equity. Manages compensation actions: merit, adjustments, bonuses, promotions, and ensures accurate payroll execution. Develops and monitors FTE and salary budgets. Selects and administers competitive, compliant employee benefit plans; oversees open enrollment and vendor relationships. Ensures compliance with ACA and all benefit-related regulations. Oversees talent management, recruiting, onboarding, and performance appraisal processes. Leads employee engagement surveys and follow‑up actions. Collaborates with leaders to optimize staffing models and operational practices. Ensures compliance with federal, state, and local employment laws. Guides employee relations, corrective actions, investigations, and terminations; manages unemployment claims. Oversees annual policy reviews, required regulatory filings, and HRIS/payroll integrity. Maintains HR metrics, personnel records, and confidentiality standards. Leads administrative support services and related policies, procedures, and budgets. Recruits, develops, and evaluates staff; sets expectations and models organizational values. Identifies training needs and supports employee and leadership development. Manages budgets, monitors variances, strengthens internal controls, and recommends cost‑saving opportunities. Advances organization‑wide DEI initiatives in partnership with leadership. Qualifications: Bachelor's degree in human resources, business, healthcare management, or related field required; master's degree preferred. 5-10 years of professional HR experience required; PHR or SHRM‑CP preferred. Strong knowledge of HR management practices and federal/state employment laws. Skilled in motivating, developing, and retaining talent. Able to build effective relationships with employees, leaders, board members, and regulatory bodies. Proven ability to manage multiple complex issues simultaneously and make sound decisions. Excellent written communication skills, including preparing presentations, reports, and correspondence. Professional demeanor and ability to represent the organization effectively. Ability to interpret technical documents and financial reports. Strong customer‑service orientation; able to respond effectively to inquiries and concerns. Effective team collaborator with strong communication and presentation skills. Demonstrated ability to work independently and exercise sound judgment. Ability to recognize unconscious bias and champion inclusion within a diverse workforce. If you are passionate about helping others and are ready to join a diverse and inclusive team; apply online today. Be a part of our future! EEO/M/F/D/V. No third-party applications please. #ZR

Career Opportunity: Director of Human Resources with Life Connection of Ohio in Kettering, OH Are you a hands-on, well-rounded HR Director who thrives on leading the overall culture, value, and performance of an organization? Do you enjoy working in all areas of HR? If yes, we want to speak with you! The Director of Human Resources will provide strategic leadership in designing and implementing innovative HR strategies, programs, and services that support Life Connection of Ohio's mission and operational goals. This role partners with leaders and employees at all levels, drives organizational development initiatives, and leads change efforts to maximize the organization's human capital. The HR Director will ensure coordinated, efficient HR services across the system by reducing waste, lowering costs, and improving outcomes through continuous improvement. The role also oversees all administrative services, leadership development, and Diversity, Equity, and Inclusion (DEI) initiatives. Responsibilities: Builds an inclusive, engaging culture that supports employee success. Leads total rewards strategy, including compensation, benefits, performance management, recognition, leadership development, and DEI. Reviews and updates salary structures to ensure market competitiveness and internal equity. Manages compensation actions: merit, adjustments, bonuses, promotions, and ensures accurate payroll execution. Develops and monitors FTE and salary budgets. Selects and administers competitive, compliant employee benefit plans; oversees open enrollment and vendor relationships. Ensures compliance with ACA and all benefit-related regulations. Oversees talent management, recruiting, onboarding, and performance appraisal processes. Leads employee engagement surveys and follow‑up actions. Collaborates with leaders to optimize staffing models and operational practices. Ensures compliance with federal, state, and local employment laws. Guides employee relations, corrective actions, investigations, and terminations; manages unemployment claims. Oversees annual policy reviews, required regulatory filings, and HRIS/payroll integrity. Maintains HR metrics, personnel records, and confidentiality standards. Leads administrative support services and related policies, procedures, and budgets. Recruits, develops, and evaluates staff; sets expectations and models organizational values. Identifies training needs and supports employee and leadership development. Manages budgets, monitors variances, strengthens internal controls, and recommends cost‑saving opportunities. Advances organization‑wide DEI initiatives in partnership with leadership. Qualifications: Bachelor's degree in human resources, business, healthcare management, or related field required; master's degree preferred. 5-10 years of professional HR experience required; PHR or SHRM‑CP preferred. Strong knowledge of HR management practices and federal/state employment laws. Skilled in motivating, developing, and retaining talent. Able to build effective relationships with employees, leaders, board members, and regulatory bodies. Proven ability to manage multiple complex issues simultaneously and make sound decisions. Excellent written communication skills, including preparing presentations, reports, and correspondence. Professional demeanor and ability to represent the organization effectively. Ability to interpret technical documents and financial reports. Strong customer‑service orientation; able to respond effectively to inquiries and concerns. Effective team collaborator with strong communication and presentation skills. Demonstrated ability to work independently and exercise sound judgment. Ability to recognize unconscious bias and champion inclusion within a diverse workforce. If you are passionate about helping others and are ready to join a diverse and inclusive team; apply online today. Be a part of our future! EEO/M/F/D/V. No third-party applications please. #ZR

GENERAL NATURE OF WORK: This position performs administrative and supervisory work in the City of Beavercreek's Human Resources Division. This position is responsible for all human resource management functions of the City, and makes recommendations to the Assistant City Manager regarding the recruitment, hiring, training & development, termination, discipline, compensation, benefits, and performance management of City employees. Duties are performed under the limited direction of the Assistant City Manager. EQUIPMENT & JOB LOCATION: This position requires general knowledge of standard office equipment and applicable software programs. The primary work site is the Beavercreek City Hall. ESSENTIAL FUNCTIONS - EXAMPLES OF DUTIES: Any one position may not include all of the duties listed nor do the listed examples include all duties which may be found in all positions in this class. Plans, schedules, and coordinates the work and operations of the Human Resources Division. Supervises the Support Clerk/Receptionist and Human Resources Specialist and assigns work as needed. Assists in the planning, organization, and implementation of City policies. Conducts research, compiles and analyzes data, and formulates policy recommendations in compliance with State and Federal regulations. Represents the City at various meetings, hearings, and conferences as directed. Directs recruitment, testing, and selection activities for the City. Prepares and publishes job advertisements and postings. Conducts and participates in job fairs, open houses, and employment-related events. Oversees employee testing and interview processes. Conducts wage and salary surveys, performs job analyses, and updates position descriptions. Recommends updates and adjustments to the City's compensation schedule. Administers and implements employee benefit programs, including health, dental, life and supplemental insurance products. Administers and manages workers' compensation claims. Prepares required employment and compliance reports, including the Public Employer Annual Information Report, PERRP 300AP Summary of Work-Related Injuries and Illnesses, EEO-4, and COBRA notifications for new hires and separations. Assists with negotiations with employee labor unions. Administers and enforces employee disciplinary actions. Advises City officials and employees on applicable local, state, and federal employment laws and regulations. Develops and coordinates employee relations programs and events, including the annual holiday party, retirement celebrations, and employee recognition activities. Oversees various employee committees and task forces. Assesses employee training and development needs and conducts and/or arranges for appropriate programs. Oversees the new employee orientation program; meets with new employees on City policies, procedures, and benefits. Creates the content for the quarterly employee newsletter to promote communication and engagement. Recommends policies related to personnel practices, procedures, compensation, and benefits. Ensures compliance with federal, state, and local employment regulations. Administers the City's Family and Medical Leave Act (FMLA) policy in accordance with federal guidelines. Maintains confidential personnel information and records. Manages the City's photo identification process. ADDITIONAL EXAMPLES OF WORK PERFORMED: Responds to employee concerns, questions, and complaints. Responds to verifications of employment. Responds to complaints from citizens about employees as necessary. Performs other duties as assigned. DESIRABLE KNOWLEDGE, SKILLS, AND ABILITIES: Ability to establish and maintain effective working relationships with City officials, employees, and the general public. Thorough knowledge of federal and state labor and employment laws, compensation systems, benefit programs, staffing practices, and workplace safety. General knowledge of the occupational hazards and related safety precautions necessary for the safe performance of assigned duties. Ability to maintain records efficiently and accurately. Ability to operate standard computer equipment and applicable software programs. Ability to understand and execute complex oral and written directions. Ability to maintain records, prepare reports, and perform other necessary clerical and/or administrative duties. Skill in dealing firmly, tactfully, and courteously with the general public and City employees. Ability to handle confidential information appropriately. Ability to work under the limited direction of the Assistant City Manager. DESIRABLE TRAINING AND EXPERIENCE: Bachelor's degree from an accredited college or university in Human Resources, Public Administration, or a related field, supplemented by at least four years of progressively responsible administrative and human resources experience; or any equivalent combination of training and experience which provides the desired knowledge, skills, and abilities. Professional Human Resources Certification, such as SHRM-CP, HRCI, or PHR. NECESSARY SPECIAL REQUIREMENTS: Maintain a valid Ohio Driver's License. Ability to work outside normal business hours as required. Position is open until filled, with the first review of applications on Friday, January 9, 2026. For more information, see the hiring brochure: ********************************************************************************************************** The City of Beavercreek is an Equal Employment Opportunity employer.

Job DescriptionOur Story Everything But The House (EBTH) is a revolutionary online marketplace making it easier to find or sell secondhand goods. Headquartered in Cincinnati, OH, EBTH combines deep category expertise with technology, logistics, and service to connect homeowners, collectors, and dealers with a global community of passionate buyers. We are growing, evolving, and investing in our people as a core driver of our success. The Opportunity EBTH is seeking a strategic, people-first Head of Human Resources to lead and scale our HR function during an exciting phase of growth and transformation. This role is a key member of the leadership team and will partner closely with the executive group to continue building strong teams, modern HR practices, and a high-performance, values-driven culture. The ideal candidate brings a balance of strategic leadership and hands-on execution, with experience supporting dynamic, fast-moving organizations. You will be responsible for collaboratively shaping EBTH's people strategy while ensuring operational excellence across all core HR disciplines. What You'll DoStrategic Leadership Serve as a trusted advisor to the executive and management teams on organizational design, workforce planning, talent strategy, performance, learning and development, and culture. Translate business objectives into people strategies that support growth, efficiency, and engagement. Lead change management efforts tied to business transformation, technology, and process improvements. Talent & Performance Oversee talent acquisition, onboarding, and retention strategies to attract and develop high-performing teams, which will sometimes include rolling up your sleeves and recruiting top talent. Continually evolve performance management, goal-setting, and feedback processes. Partner with leaders on succession planning, leadership development, and team effectiveness - this will included developing, creating and delivering cross-functional management and job-specific training sessions for all areas of the business. Culture, Engagement & Communication Champion EBTH's values and foster an inclusive, collaborative, and accountable culture. Drive employee engagement initiatives, surveys, and action planning. Continually strengthen internal communication and employee experience across all areas of the business. HR Operations & Compliance Oversee HR operations including policies, employee relations, compensation, benefits, and payroll partnership. Market price all roles across the business using our partner, Payscale/Payfactors. Ensure compliance with all federal, state, and local employment laws. Manage vendor relationships, contract negotiations, and HR systems; evaluate and implement tools that improve efficiency and insights. HR Team Leadership Lead, mentor, and develop the HR team, ensuring clarity of roles, priorities, and growth opportunities. Build scalable HR processes that support a growing and evolving workforce. What We're Looking For 10+ years of progressive HR experience, including senior leadership responsibility. Proven experience partnering with executive teams in a growth-oriented or transformation environment. Strong knowledge of employment law, HR best practices, and people analytics. Experience modernizing HR systems and leveraging technology (including AI-enabled tools) to improve processes. Proven results developing and delivering learning and development programs. Experience market pricing roles across all areas of a business. Exceptional communication, judgment, and relationship-building skills. Hands-on, adaptable leader who is comfortable operating at both strategic and tactical levels with a can-do, whatever it takes philosophy. Preferred Experience Experience in e-commerce, marketplace, logistics, or consumer-focused businesses preferred. Background supporting multi-location or hybrid/remote workforces. Exposure to M&A, integrations, or rapid organizational change. Why Join EBTH Opportunity to shape the people strategy of a growing, purpose-driven company. Collaborative leadership team that values transparency and partnership. Competitive compensation and benefits package. A chance to make a meaningful impact on employees, culture, and long-term success. We are not providing relocation for this position and are only accepting applications for candidates who are located in Ohio and/or the Cincinnati, OH metropolitan area. We are an equal opportunity employer with a commitment to diversity. All qualified individuals are encouraged to apply. Applicants must be authorized to work lawfully in the United States for EBTH. EBTH does not provide sponsorship at this time. Powered by JazzHR yIj9ekkwuz

We're looking for a full-time, staff Human Resources Manager to join our American Ordnance team located in Middletown, IA. The Human Resources Manager is a business partner that provides human resource management services for the managerial and supervisory staff at American Ordnance. The HR Manager will work closely with business function managers and supervisors to enable program and service delivery for employees and address a variety of HR issues constructively by providing independent, objective and confident advice and solutions. Responsibilities As the Human Resources Manager, here's the work you'll do: * Provides ongoing education and development coaching to business partners on effective performance management and organizational development strategies. Counsel managers and supervisors on HR policies, practices, initiatives, benefit programs, and disciplinary actions to ensure consistent and fair treatment of all employees. * Partners with the client base to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Manages the local talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. * Manages talent management initiatives to include retaining and developing high performers. talent reviews, succession planning, and employee engagement. Creates learning and development programs and initiatives that provide internal development opportunities for employees. Evaluate employees for compliance with established goals/objectives and contributions in attaining business results. * Provides support and guidance when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. * Evaluates internal processes/procedures and recommends new approaches to drive innovation in business operations and human capital management. Manages Onboarding and Offboarding process to include pre-employment vetting, online onboarding and associated logistics, analyzes Exit Interviews, identifies trends and develops improvement opportunities * Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. KSAs (Knowledge, Skills, and Abilities) This role is for you if you have these skills: * Strong understanding of FLSA, ADA, FMLA and state specific employment related laws/regulations. * Excellent verbal and written communication and facilitation skills. Possess strong coaching/consulting, and conflict resolution and facilitation skills. Able to influence and conduct crucial conversations with key stakeholders. * Must build and develop effective collaborative relationships and be able to absorb and translate business partners goals into objective responses and actions, is able to effectively give constructive feedback. * Knows how to get things done through formal and informal channels, understands the rationale for key policy and strategy decisions and impact of culture on individual and organizational behavior. Ability to work in a high-volume, fast-paced environment with competing priorities and deadlines. * Solid process and project management skills. Strong attention to detail and organizational skills. Minimum Qualifications And if you have these qualifications: * Bachelor's degree in Human Resources Management, Organization Development, or Business Administration or equivalent. * 8+ years of relevant experience. * SHRM-CP/SCP desired. * Labor relations experience preferred. * Great attitude and team player. * Successful completion of background and drug screening process. Essential Functions To ensure a safe work environment while meeting the physical demands of the job, you must be able to perform the following physical and mental tasks, with or without a reasonable accommodation: * Visual acuity (e.g., needed to prepare and analyze data, to transcribe documents, to view a computer, to read, to inspect objects, to operate machinery. * Balancing (e.g. maintaining equilibrium when walking, climbing, crouching, etc.) * Stooping (e.g. bending the spine at the waist) * Reaching (e.g. reaching the arms or legs in any direction) * Walking * Manual Dexterity (e.g. picking, pinching, typing, or other working that uses fingers) * Grasping (e.g. use of hand to apply pressure) * Feeling (e.g. perceiving an object's size, shape, texture, etc.) * Hearing * Talking * Capacity to think, concentrate and focus for long periods of time. * Ability to read complex documents in the English language. * Capacity to reason and make sound decisions. * Ability to write complex documents in the English language. * Capacity to express thoughts orally. * Ability to regularly perform all job functions at Company's office or worksite. Compensation and Benefits In compliance with this state's pay transparency laws, the salary range for this role is $87,120 - $130,680. This is not a guarantee of compensation or salary, as final offer amount may vary based on factors including but not limited to experience and geographic location. (The specific programs and options available to an employee may vary depending on date of hire, schedule type, and the applicability of collective bargaining agreements). We care about our employees and it shows. Our staff receive a competitive salary and a comprehensive benefits package which includes medical/Rx, dental and vision coverage; life, AD&D and disability insurance; flexible spending accounts; 100% paid maternity leave for up to 12 weeks, parental leave, family leave, other paid time off; voluntary benefits and discount programs to meet our employees' individual needs including pet insurance for our furry family members!

Sr. Human Resources Manager Pay: $115,000 - $130,000 At Raymond Storage Concepts (RSC), our mission is to deliver tailored material handling solutions that unlock our customers' fullest potential and transform the way products move within their facilities. As their goals evolve, our solutions advance with them -delivering value across every square foot. Headquartered in Blue Ash, OH, with branches in Cincinnati, OH; Columbus, OH and Louisville, KY, with an extended service area that includes Lexington, KY and Dayton, OH, we offer intralogistics solutions designed to boost productivity, streamline processes and minimize costs throughout your operation. Sr. Human Resources Manager Build Something Great. Lead with Trust. Drive Operational Excellence. Are you an HR leader who thrives in the work and loves building what's next? We're looking for a Sr. Human Resources Manager to join a collaborative, hard-working, and highly driven team that believes in doing things the right way - and continuously making them better. This is a high-impact opportunity for someone who wants to bring structure, strengthen leadership capability, elevate employee experience, and help scale people practices in a growing organization. We believe in: Continuous learning & continuous improvement Trust, teamwork, and accountability Strong leaders who coach, communicate, and do the hard things well Being stronger together - especially during growth and change If you're energized by ownership, love partnering with leaders, and want to help shape an HR function that's practical, modern, and built to scale - this role is for you. Key Responsibilities (including, but not limited to): Manager & Leader Support Serve as a trusted HR partner to leaders across the organization, providing practical, business-aligned guidance Coach managers on performance management, employee relations, feedback, and accountability Support leaders through complex employee situations with confidence and consistency Reinforce leadership expectations and behaviors aligned to company values and culture Employee Relations, Compliance & Employment Law Own and manage employee relations matters including investigations, disciplinary actions, and conflict resolution Ensure fair, consistent, and compliant application of policies and procedures Serve as the primary HR subject matter expert for employment-related regulations, including: FMLA ADA Leave administration and accommodation processes Progressive discipline and termination practices Partner with legal counsel and executive leadership on complex or high-risk matters Maintain thorough documentation and risk awareness Policy & Handbook Ownership Own the creation, maintenance, and ongoing evolution of the employee handbook and HR policies Ensure policies are clear, practical, legally compliant, and aligned with company values and culture Translate policy into manager-friendly guidance and real-world application Regularly review and update policies to reflect regulatory changes and organizational needs Performance Management & Talent Practices Lead execution of performance management processes (goal setting, reviews, performance improvement plans) Support managers in addressing underperformance early and effectively Partner with OD & Talent on succession planning and development conversations Help build stronger manager capability through practical tools, coaching, and reinforcement Compensation Support Partner with leadership and OD & Talent on compensation-related matters, including: Pay decisions Market alignment conversations Promotions and role changes Support annual compensation review processes and ensure consistency and equity in application Provide guidance to managers on compensation philosophy, positioning, and communication Identify trends, risks, or inconsistencies related to pay practices and escalate appropriately HR Operations & Systems Oversee day-to-day HR operations across the employee lifecycle (onboarding, promotions, transfers, exits) Ensure strong process discipline and data accuracy across HR systems (e.g., ADP) Identify gaps, inefficiencies, or inconsistencies in HR processes and recommend improvements Serve as a stabilizing force during periods of organizational change HR Generalist Leadership (Payroll, Benefits & HR Administration Oversight) Provide direct leadership, coaching, and prioritization support to the HR Generalist responsible for payroll, benefits, and core HR administration Ensure accurate, timely, and compliant execution of all payroll processes for hourly and salaried employees, including timekeeping, pay changes, commissions, bonuses, deductions, garnishments, PTO, holidays, and terminations Act as an escalation point for complex payroll, benefits, and leave-related issues, ensuring sound judgment, consistency, and compliance Oversee benefits administration and annual open enrollment, ensuring clear communication, accurate elections, and strong employee understanding of benefit offerings Ensure effective coordination and tracking of all leaves of absence, including FMLA, ADA-related accommodations, short- and long-term disability, parental leave, and related documentation Partner with the HR Generalist and Corporate Safety Manager on workers' compensation reporting, claims management, and related compliance requirements Ensure accurate maintenance of employee records, I-9 documentation, HRIS data integrity, and confidentiality of sensitive information Oversee compliance with applicable federal, state, and local payroll and employment laws and regulations Review & improve HR processes, workflows, and reporting for accuracy, efficiency, and continuous improvement, leveraging technology and lean principles where appropriate Support the HR Generalist in onboarding execution, employee communications, reporting, and coordination with business leaders, while ensuring consistency with People & Culture standards Provide guidance, oversight, and escalation support on employee relations matters handled by the HR Generalist to ensure fairness, consistency, and alignment with policy and values Partnership & Strategy Execution Translate People & Culture strategy into actionable, day-to-day practices Partner closely with the Director of OD & Talent to implement initiatives related to engagement, recognition, compensation practices, and culture Provide insights and feedback from the field to inform strategy and continuous improvement Qualifications 7+ years of progressive HR experience, with significant time in a senior HR generalist or HR manager role required Bachelor's degree in HR or related field Master's degree in HR (or related field) and/or PHR Certification preferred Strong knowledge of Microsoft 365 software and capabilities Moderate travel to branch locations in Columbus, OH & Louisville, KY (limited overnight stays) Demonstrated experience owning employee relations, policy development, and handbook administration Strong working knowledge of employment laws and regulations, including FMLA, ADA, and leave administration Experience overseeing payroll and benefits administration through direct or indirect leadership Working knowledge of compensation practices and pay administration Proven ability to coach leaders and influence without authority Strong judgment, discretion, and business acumen Ability to operate independently and manage ambiguity Benefits Competitive benefit package including medical, dental, vision, life & disability Company Paid Short-term disability insurance 401k retirement plan with company match Employee Discount Program Volunteer Time Off Paid Time Off Referral Bonus Fun, competitive & team-oriented company culture

Sr. Human Resources Manager Pay: $115,000 - $130,000 At Raymond Storage Concepts (RSC), our mission is to deliver tailored material handling solutions that unlock our customers' fullest potential and transform the way products move within their facilities. As their goals evolve, our solutions advance with them -delivering value across every square foot. Headquartered in Blue Ash, OH, with branches in Cincinnati, OH; Columbus, OH and Louisville, KY, with an extended service area that includes Lexington, KY and Dayton, OH, we offer intralogistics solutions designed to boost productivity, streamline processes and minimize costs throughout your operation. Sr. Human Resources Manager Build Something Great. Lead with Trust. Drive Operational Excellence. Are you an HR leader who thrives in the work and loves building what's next? We're looking for a Sr. Human Resources Manager to join a collaborative, hard-working, and highly driven team that believes in doing things the right way - and continuously making them better. This is a high-impact opportunity for someone who wants to bring structure, strengthen leadership capability, elevate employee experience, and help scale people practices in a growing organization. We believe in: Continuous learning & continuous improvement Trust, teamwork, and accountability Strong leaders who coach, communicate, and do the hard things well Being stronger together - especially during growth and change If you're energized by ownership, love partnering with leaders, and want to help shape an HR function that's practical, modern, and built to scale - this role is for you. Key Responsibilities (including, but not limited to): Manager & Leader Support Serve as a trusted HR partner to leaders across the organization, providing practical, business-aligned guidance Coach managers on performance management, employee relations, feedback, and accountability Support leaders through complex employee situations with confidence and consistency Reinforce leadership expectations and behaviors aligned to company values and culture Employee Relations, Compliance & Employment Law Own and manage employee relations matters including investigations, disciplinary actions, and conflict resolution Ensure fair, consistent, and compliant application of policies and procedures Serve as the primary HR subject matter expert for employment-related regulations, including: FMLA ADA Leave administration and accommodation processes Progressive discipline and termination practices Partner with legal counsel and executive leadership on complex or high-risk matters Maintain thorough documentation and risk awareness Policy & Handbook Ownership Own the creation, maintenance, and ongoing evolution of the employee handbook and HR policies Ensure policies are clear, practical, legally compliant, and aligned with company values and culture Translate policy into manager-friendly guidance and real-world application Regularly review and update policies to reflect regulatory changes and organizational needs Performance Management & Talent Practices Lead execution of performance management processes (goal setting, reviews, performance improvement plans) Support managers in addressing underperformance early and effectively Partner with OD & Talent on succession planning and development conversations Help build stronger manager capability through practical tools, coaching, and reinforcement Compensation Support Partner with leadership and OD & Talent on compensation-related matters, including: Pay decisions Market alignment conversations Promotions and role changes Support annual compensation review processes and ensure consistency and equity in application Provide guidance to managers on compensation philosophy, positioning, and communication Identify trends, risks, or inconsistencies related to pay practices and escalate appropriately HR Operations & Systems Oversee day-to-day HR operations across the employee lifecycle (onboarding, promotions, transfers, exits) Ensure strong process discipline and data accuracy across HR systems (e.g., ADP) Identify gaps, inefficiencies, or inconsistencies in HR processes and recommend improvements Serve as a stabilizing force during periods of organizational change HR Generalist Leadership (Payroll, Benefits & HR Administration Oversight) Provide direct leadership, coaching, and prioritization support to the HR Generalist responsible for payroll, benefits, and core HR administration Ensure accurate, timely, and compliant execution of all payroll processes for hourly and salaried employees, including timekeeping, pay changes, commissions, bonuses, deductions, garnishments, PTO, holidays, and terminations Act as an escalation point for complex payroll, benefits, and leave-related issues, ensuring sound judgment, consistency, and compliance Oversee benefits administration and annual open enrollment, ensuring clear communication, accurate elections, and strong employee understanding of benefit offerings Ensure effective coordination and tracking of all leaves of absence, including FMLA, ADA-related accommodations, short- and long-term disability, parental leave, and related documentation Partner with the HR Generalist and Corporate Safety Manager on workers' compensation reporting, claims management, and related compliance requirements Ensure accurate maintenance of employee records, I-9 documentation, HRIS data integrity, and confidentiality of sensitive information Oversee compliance with applicable federal, state, and local payroll and employment laws and regulations Review & improve HR processes, workflows, and reporting for accuracy, efficiency, and continuous improvement, leveraging technology and lean principles where appropriate Support the HR Generalist in onboarding execution, employee communications, reporting, and coordination with business leaders, while ensuring consistency with People & Culture standards Provide guidance, oversight, and escalation support on employee relations matters handled by the HR Generalist to ensure fairness, consistency, and alignment with policy and values Partnership & Strategy Execution Translate People & Culture strategy into actionable, day-to-day practices Partner closely with the Director of OD & Talent to implement initiatives related to engagement, recognition, compensation practices, and culture Provide insights and feedback from the field to inform strategy and continuous improvement Qualifications 7+ years of progressive HR experience, with significant time in a senior HR generalist or HR manager role required Bachelor's degree in HR or related field Master's degree in HR (or related field) and/or PHR Certification preferred Strong knowledge of Microsoft 365 software and capabilities Moderate travel to branch locations in Columbus, OH & Louisville, KY (limited overnight stays) Demonstrated experience owning employee relations, policy development, and handbook administration Strong working knowledge of employment laws and regulations, including FMLA, ADA, and leave administration Experience overseeing payroll and benefits administration through direct or indirect leadership Working knowledge of compensation practices and pay administration Proven ability to coach leaders and influence without authority Strong judgment, discretion, and business acumen Ability to operate independently and manage ambiguity Benefits Competitive benefit package including medical, dental, vision, life & disability Company Paid Short-term disability insurance 401k retirement plan with company match Employee Discount Program Volunteer Time Off Paid Time Off Referral Bonus Fun, competitive & team-oriented company culture

Wittenberg University is seeking a Coordinator or Assistant Director of Human Resources, with a specialization in employee recruitment. This individual is responsible for all activities supporting the recruitment and employee life cycle function and onboarding, offboarding, and transfer processes related to applicants and employees. This person serves as a backup resource providing assistance to the HR team in various services and functions of the team. This is a full-time, exempt (salaried), 12-month position, reporting to the Director of Human Resources. Essential functions include but are not limited to: * Serves as the primary HR staff member responsible for activities supporting the recruitment, screening, and referral of applicants to the university. * Posts all approved jobs to ATS and coordinates the placement of advertisements. * Establishes and maintains relationships with external agencies and recruiting sources; represents Wittenberg at occasional job fairs and/or hiring events. * Develops and trains university employees on appropriate recruitment processes and serves on hiring teams throughout the process to ensure processes and procedures are followed. * Collects, manages, and reports on data related to employee recruitment and retention efforts, including but not limited to time-to-fill, turnover, expenses, collection and retention of recruiting records, etc. * Oversees the activities of the employee transfer process. * Serves as a primary resource for various HR services and functions including but not limited to: onboarding, offboarding, employee retention, and other employee lifecycle processes. * Serves as a backup resource to provide assistance to the team by cross training in various HR services and functions including but not limited to: training, benefits, policy and procedure documentation, special projects, performance management, etc. * Assists HR leadership with scheduling and communication process related to "HR with HR" stay interviews. * Assists with coordination of all special events including but not limited to wellness initiatives, employee service awards, employee picnic, etc. * Coordinates and conducts research related to recruiting compliance issues, policy and process evaluation and development, and appropriate metrics related to HR recruiting functions. * Develops forms and workflows for HR recruiting processes; collaborate with hiring supervisors on Request to Fill and Request to Hire processes. * Manages Graduate Assistant recruitment, hiring, and onboarding processes. * Assists with HR efforts to comply with recruiting record retention process and files. * Serves as a backup to the Payroll Coordinator role. * Keeps current with HR industry trends related to recruiting and recommend new policies and modifications to current recruiting policies, procedures and programs that will enhance compliance efforts or improve the applicant experience. * Performs general and administrative HR duties in support of the overall department including but not limited to participation in the identification of process improvements, cost saving efforts, and other methods to improve efficiency and effectiveness of the department as a whole. * Perform other relevant duties or special projects as assigned. Requirements: Required: * Bachelor's degree and 2-3 years' related experience OR a combination of education and related experience (minimum 4 years). * Experience with Hirezon Interview Exchange or other ATS. * Working knowledge and experience using Microsoft Office software, specifically proficient in the use of Teams, Word, and Excel. * Excellent communication skills, both verbal and written. * Excellent organizational and time management skills. * Ability to work effectively with staff and faculty at all levels. * Ability to meet deadlines and exercise sound judgment and discretion. * Ability to manage frequently-changing priorities and work under pressure. * Ability to maintain strict confidentiality. * Willingness and ability to speak and present information to potential applicants, the campus community, external stakeholders as appropriate for training, development or open communication needs. * Ability to work independently and in team environments. * Ability to work with sometimes tense circumstances related to individual or groups of employees. * Ability to work in a typical office environment with ability to adapt to different meeting spaces as needed to perform essential duties of position. * Ability to utilize office equipment including computer, phone, copier/scanner and relevant applications. * Ability to transport/lift up to 30 lbs with or without assistance (i.e. personnel records). * Ability to be stationary but also navigate various campus buildings and grounds as needed. * Ability to appropriately sort and file documentation. * Ability to travel occasionally for career fairs. A valid driver's license is required; must meet required insurance qualifications found in Wittenberg Motor Pool policies and procedures. If license is from out of state, successful candidate will need to obtain a valid Ohio driver's license within 30 days of hire date. The work of this position is primarily performed on campus in Springfield, Ohio, and may be eligible for consideration of a flexible work schedule based on the university's policies which are subject to change. Additional Information: Wittenberg is committed to attracting and retaining highly qualified individuals who collectively reflect the diversity of our student body and society at-large. Please see our notice of nondiscrimination housed on our website. The successful candidate will demonstrate support for diversity, equity and inclusiveness as well as participate in maintaining a respectful, positive work environment. Wittenberg University is committed to preventing and addressing sexual misconduct in our campus community. Click here to view our Title IX policies. Employment at Wittenberg University is contingent upon satisfactory completion of applicable background checks including but not limited to: criminal records, educational verifications, driving records (when job-related), and/or credit history (when job related). For this position, we are unable to sponsor candidates for work visas. Wittenberg University participates in E-Verify to confirm authorization to work in the U.S. Application Instructions: Review of applications will begin immediately and the position will remain open until filled. To apply, please set-up an account in our online recruiting system and upload the following documents in MS Word or Adobe Acrobat format. * Resume * Cover letter * Name, relationship, and contact information of three professional references. Applicants who require accommodation during any stage of the hiring process should contact the Office of Human Resources at ************** or email ************************.

Reports To: Division President and CHRO Human Resources Director Fairbanks Morse Systems (FMS) is seeking an experienced and strategic HR Director to lead and oversee all human resources functions for the division. This role has responsibility for supporting more than 450 employees, including 300+ hourly manufacturing employees and 150 professional, technical, and administrative employees across U.S. and European operations. The HR Director will serve as a trusted business partner to the Division President and senior leadership team, providing strategic HR guidance that supports operational excellence, workforce engagement, leadership capability, and a high-performance culture. This leader will manage and mentor a team of onsite HR professionals and play a critical role in shaping talent strategies that align with FMS business objectives and long-term growth. Principal Duties and Responsibilities Serve as a strategic advisor and partner to the Division President and leadership team, aligning HR strategies with business priorities, operational goals, and workforce planning initiatives. Lead, develop, and mentor a team of onsite HR leaders across multiple locations, fostering consistency, accountability, and best-practice HR execution. Provide comprehensive oversight of all HR functions, including employee relations, talent acquisition, performance management, compensation, benefits, compliance, and policy administration. Act as a trusted resource to leaders and employees at all levels, offering coaching and guidance to enhance leadership effectiveness, employee engagement, and organizational performance. Proactively manage and resolve complex employee relations matters, conducting investigations and recommending appropriate actions in compliance with employment laws and company policies. Design and deliver leadership development, compliance, and employee training programs that strengthen capability, reduce risk, and support succession planning. Champion and reinforce FMS corporate culture initiatives, actively promoting the core values of Integrity, Velocity, and Teamwork throughout the organization. Oversee salaried compensation programs, ensuring alignment with market benchmarks, internal equity, and corporate guidelines; conduct audits and make data-driven recommendations as needed. Partner with corporate HR and legal teams to ensure compliance with U.S. and international labor laws, employment regulations, and internal governance standards. Drive and implement HR initiatives and process improvements that enhance operational efficiency, talent retention, and organizational effectiveness. Communicate clearly and effectively across the organization through strong written, verbal, and presentation skills, influencing stakeholders at all levels. Qualifications and Educational Requirements Bachelor's degree in Human Resources, Business Administration, or a related field required; MBA and/or HR certifications (SHRM-CP/SHRM-SCP, PHR/SPHR) strongly preferred. 5-10 years of progressive HR leadership experience, ideally within a manufacturing or industrial environment; experience supporting European operations is a plus. Broad and deep knowledge of HR disciplines, including compensation, benefits, employee relations, employment law, talent acquisition, compliance, and organizational development. Demonstrated ability to operate as a strategic business partner while maintaining hands-on leadership. Willingness and ability to travel domestically and internationally as business needs require. Continuous Improvement Leadership skills Candidate Characteristics Strong work ethic with the ability to perform effectively in a fast-paced, results-driven environment. Proven ability to build trust and credibility, developing strong relationships across all levels of the organization. Exceptional leadership, coaching, and mentoring skills with a collaborative, servant-leader mindset. Highly organized with strong problem-solving, analytical, and decision-making capabilities. Advanced communication, facilitation, and presentation skills. Flexible, adaptable, and team-oriented, with the confidence to lead change and influence outcomes.

Cincinnati Public Schools (CPS) serves nearly 38,000 students from preschool to 12th grade in 66 school communities, across a 90-square-mile district in Southwest Ohio. Cincinnati Public Schools is one of the best-performing large urban districts in Ohio and ranks among the state's top urban districts for student learning and growth, while offering families high-quality school choices and academic programming. The district's innovative approach to education, its investment in effective and caring educators and employees, and vast array of collaborative partnerships have accelerated school performance to the highest level in decades - ensuring that students in preschool to 12th grade thrive and graduate prepared for successful lives in the 21st century. Our Vision: Cincinnati Public Schools will be a community that ensures equitable access to a world-class education, unleashing the potential of every student. Our Mission: We educate all students with rigor and care in a culture of excellence to develop engaged citizens who are prepared for life. Who We Seek: Cincinnati Public is looking for innovative, passionate, culturally competent, problem-solvers to join our team. We strive to have a positive impact on our children and families every day and are looking for staff members who want to not only do an excellent job with their career field but also serve as a role model for the children in CPS. If this is you, we invite you to become a member of our CPS work family. Role Summary Reporting directly to the Chief Operating Officer, the Director of Human Resources provides visionary leadership, direction, and guidance for the strategic initiatives and day-to-day operations of the Human Resources and Talent department. The Director is responsible for leading the overall mission to find, select, strategically deploy, and retain great talent for all positions in the organization in order to meet the District's academic targets and mission of improved student learning. Essential Responsibilities Strategic Leadership & Talent Management Human Capital Strategy: Translate the organization's strategy to improve student achievement into an aligned human capital strategy with clear, measurable outcomes. Talent Management: Facilitate the recruitment hiring and onboarding of premier talent for Certificated, Civil Service, and Administrative vacancies. Prioritize a smooth, communicative, and efficient hiring experience that directly supports the district's long-term strategic goals. Pipeline Development: Strengthen the quality and quantity of internal and external staff pipelines-especially for teachers and principals. Diversity & Equity: Implement staffing processes and policies with a strong focus on diversity, equity, inclusion, and anti-racism across the team and district. Continuous Improvement: Embody a results-oriented culture that relentlessly focuses on improving quality based on data, research-based best practices, and stakeholder feedback. Operational Oversight & Compliance Departmental Supervision: Oversee staff in the Human Resources Department, including prioritizing work plans, evaluating performance, and making hiring or termination recommendations. Regulatory Compliance: Ensure all human resources programs and activities are in compliance with federal, state, and local laws, regulations, and Board policies. Budgetary Control: Establish and monitor the department budget, approve expenditures, and implement cost-reducing programs. Records Management: Oversee and ensure the maintenance of computerized employment records. Labor Relations & Total Rewards Labor Strategy: Drive the organization's labor strategy and provide managerial oversight for the administration of collective bargaining agreements, including grievance procedures and disciplinary hearings. Compensation: Design and implement competitive compensation and classification review systems to ensure the District can hire and retain excellent staff. Performance Management: Lead the design and implementation of valid and reliable performance appraisal systems for all staff aligned to the organization's vision. Customer Focus: Ensure the department provides helpful, courteous, and responsive customer service to principals and employees regarding all employment questions. Qualifications & Requirements Education: Bachelor's Degree in Human Resource Administration, Business Administration, or a related field is required. A Master's Degree is preferred. Experience: * Minimum of 7 years of experience leading talent functions such as recruitment, professional development, or performance management. Minimum of 5 years of experience building and managing high-performing teams towards ambitious outcomes. Demonstrated success translating organizational strategy into talent priorities and measurable outcomes. Core Competencies Ownership: Leads by example, modeling the highest level of personal accountability and holding the team accountable for results. Collaboration Across Boundaries: Deepens relationships and builds support for CPS Talent priorities with both internal and external stakeholders. Clear and Candid Communication: Serves as an organizational role model in providing clarity about roles and delivering direct, constructive feedback. Planning & Executing: Translates strategy into actionable plans and drives the effective allocation of human and fiscal resources. Contract Provisions Contract Type: Limited contract of 260 to 261 days. Salary: Salary is commensurate with education, experience, and background. The intent of this job description is to provide a representation and level of the types of duties and responsibilities that will be required of positions given this title and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description. Certain jobs at Cincinnati Public Schools may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation are available upon request from Human Resources. All interested applicants are invited to submit an online application at *************** / Apply online. Cincinnati Public Schools is an equal opportunity employer and is subject to federal regulations pertaining to employment. The district has a continuing non-discrimination policy which prohibits discrimination on the basis of race, color, sex, age, religion, national origin, disability, sexual orientation, or veteran status. We hire only United States citizens and aliens lawfully authorized to work in the United States. CINCINNATI PUBLIC SCHOOLS IS AN EQUAL OPPORTUNITY EMPLOYER

Our Story Everything But The House (EBTH) is a revolutionary online marketplace making it easier to find or sell secondhand goods. Headquartered in Cincinnati, OH, EBTH combines deep category expertise with technology, logistics, and service to connect homeowners, collectors, and dealers with a global community of passionate buyers. We are growing, evolving, and investing in our people as a core driver of our success. The Opportunity EBTH is seeking a strategic, people-first Head of Human Resources to lead and scale our HR function during an exciting phase of growth and transformation. This role is a key member of the leadership team and will partner closely with the executive group to continue building strong teams, modern HR practices, and a high-performance, values-driven culture. The ideal candidate brings a balance of strategic leadership and hands-on execution, with experience supporting dynamic, fast-moving organizations. You will be responsible for collaboratively shaping EBTH's people strategy while ensuring operational excellence across all core HR disciplines. What You'll Do Strategic Leadership * Serve as a trusted advisor to the executive and management teams on organizational design, workforce planning, talent strategy, performance, learning and development, and culture. * Translate business objectives into people strategies that support growth, efficiency, and engagement. * Lead change management efforts tied to business transformation, technology, and process improvements. Talent & Performance * Oversee talent acquisition, onboarding, and retention strategies to attract and develop high-performing teams, which will sometimes include rolling up your sleeves and recruiting top talent. * Continually evolve performance management, goal-setting, and feedback processes. * Partner with leaders on succession planning, leadership development, and team effectiveness - this will included developing, creating and delivering cross-functional management and job-specific training sessions for all areas of the business. Culture, Engagement & Communication * Champion EBTH's values and foster an inclusive, collaborative, and accountable culture. * Drive employee engagement initiatives, surveys, and action planning. * Continually strengthen internal communication and employee experience across all areas of the business. HR Operations & Compliance * Oversee HR operations including policies, employee relations, compensation, benefits, and payroll partnership. * Market price all roles across the business using our partner, Payscale/Payfactors. * Ensure compliance with all federal, state, and local employment laws. * Manage vendor relationships, contract negotiations, and HR systems; evaluate and implement tools that improve efficiency and insights. HR Team Leadership * Lead, mentor, and develop the HR team, ensuring clarity of roles, priorities, and growth opportunities. * Build scalable HR processes that support a growing and evolving workforce. What We're Looking For * 10+ years of progressive HR experience, including senior leadership responsibility. * Proven experience partnering with executive teams in a growth-oriented or transformation environment. * Strong knowledge of employment law, HR best practices, and people analytics. * Experience modernizing HR systems and leveraging technology (including AI-enabled tools) to improve processes. * Proven results developing and delivering learning and development programs. * Experience market pricing roles across all areas of a business. * Exceptional communication, judgment, and relationship-building skills. * Hands-on, adaptable leader who is comfortable operating at both strategic and tactical levels with a can-do, whatever it takes philosophy. Preferred Experience * Experience in e-commerce, marketplace, logistics, or consumer-focused businesses preferred. * Background supporting multi-location or hybrid/remote workforces. * Exposure to M&A, integrations, or rapid organizational change. Why Join EBTH * Opportunity to shape the people strategy of a growing, purpose-driven company. * Collaborative leadership team that values transparency and partnership. * Competitive compensation and benefits package. * A chance to make a meaningful impact on employees, culture, and long-term success. We are not providing relocation for this position and are only accepting applications for candidates who are located in Ohio and/or the Cincinnati, OH metropolitan area. We are an equal opportunity employer with a commitment to diversity. All qualified individuals are encouraged to apply. Applicants must be authorized to work lawfully in the United States for EBTH. EBTH does not provide sponsorship at this time.