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Coaching Manager Jobs in Ohio (NOW HIRING)

HAUSER

Human Resources Business Partner

Cincinnati, OH · On-site

Strengthen leadership capability through coaching, manager development, clear expectations, and accountability. * Improve employee engagement through proactive communication, recognition, development ...

Kennametal, Inc.

Manager HR Service Delivery

Orwell, OH · On-site

Coach managers through developing/delivering performance improvement plan and progressive discipline * Assess/launch performance improvement plans * Counsel and advise managers on handling disputes ...

Kennametal, Inc.

Manager HR Service Delivery

Orwell, OH · On-site

Coach managers through developing/delivering performance improvement plan and progressive discipline * Assess/launch performance improvement plans * Counsel and advise managers on handling disputes ...

Kennametal, Inc.

Manager HR Service Delivery

Orwell, OH · On-site

Coach managers through developing/delivering performance improvement plan and progressive discipline * Assess/launch performance improvement plans * Counsel and advise managers on handling disputes ...

District Manager

District Manager

Blue Creek, OH · On-site

Motivate, coach and strengthen General Managers as team leaders and restaurant operators. * Serve as a resource: Provide expertise on key customer issues, team staffing and management, restaurant ...

Soccer Shots

Youth Soccer Coach Part Time

Columbus, OH · On-site

$14 - $22/hr

Opportunities to take on full-time roles or internships in program coordination, coach management, marketing, partnerships, and more. * Fun - Get ready to be active, laugh, cheer, and maybe even do a ...

Wendy's

General Manager

Lebanon, OH · On-site

Why Wendy's As a Restaurant General Manager, you will build, coach, manage and develop teams from a staffing, interviewing, hiring and training standpoint. You will also ensure that the restaurant is ...

Wendy's

General Manager

Columbus, OH · On-site

Why Wendy's As a Restaurant General Manager, you will build, coach, manage and develop teams from a staffing, interviewing, hiring and training standpoint. You will also ensure that the restaurant is ...

Wendy's

General Manager

Richfield, OH · On-site

Why Wendy's As a Restaurant General Manager, you will build, coach, manage and develop teams from a staffing, interviewing, hiring and training standpoint. You will also ensure that the restaurant is ...

Pilot Company

Region Manager

Seville, OH · On-site

$60K - $81K/yr

Along with operational support, Region Managers must also recruit, train, and maintain their team by providing ongoing coaching and development to the Managers within their region. We are currently ...

Pilot Company

Region Manager

Seville, OH · On-site

$60K - $81K/yr

Along with operational support, Region Managers must also recruit, train, and maintain their team by providing ongoing coaching and development to the Managers within their region. We are currently ...

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Coaching Manager information

What is a coaching manager?

A Coaching Manager is a professional responsible for overseeing and guiding a team of coaches within an organization. Their main duties include supporting the development of coaching strategies, ensuring that coaches are meeting performance goals, and providing ongoing training and feedback. Coaching Managers often work in corporate, educational, or sports settings to enhance individual and team performance. They also help create a positive coaching culture and ensure alignment with organizational objectives.

How does a coaching manager typically balance direct coaching responsibilities with managing a team of coaches?

As a Coaching Manager, you will often find yourself balancing time between coaching clients directly and overseeing a team of coaches. This involves setting performance standards, providing feedback, and facilitating professional development for your team, while also maintaining your own client load. Successful Coaching Managers prioritize clear communication and scheduling, delegate tasks appropriately, and foster a supportive team environment to ensure both client outcomes and coach growth are achieved. Regular team meetings and ongoing assessments help maintain alignment with organizational goals.

What is the difference between Coaching Manager vs Training Coordinator?

AspectCoaching ManagerTraining Coordinator
CredentialsRelevant coaching certifications, leadership experienceTraining or education certifications, organizational skills
Work EnvironmentLeads coaching programs, collaborates with managers and employeesOrganizes training sessions, manages schedules and logistics
Employer & IndustryCorporate, education, or healthcare sectors focusing on employee developmentCorporate, nonprofit, or educational sectors coordinating training activities
Search & Comparison IntentUnderstanding coaching roles, career paths, or job requirementsPlanning training programs, job responsibilities, or career options

The Coaching Manager primarily focuses on developing coaching programs, mentoring employees, and enhancing performance through personalized coaching. In contrast, the Training Coordinator handles organizing and executing training sessions, managing logistics, and ensuring training delivery. Both roles support employee development but differ in scope: Coaching Managers are more strategic and personalized, while Training Coordinators focus on operational training activities.

What are the key skills and qualifications needed to thrive as a coaching manager, and why are they important?

To thrive as a Coaching Manager, you need a deep understanding of coaching methodologies, strong leadership skills, and experience in team development, often supported by a degree in a relevant field and professional coaching certifications. Familiarity with coaching platforms, performance management systems, and data analysis tools is typically required. Excellent communication, emotional intelligence, and the ability to motivate and inspire others set outstanding Coaching Managers apart. These skills are essential to effectively develop talent, drive organizational performance, and foster a positive team culture.
What are the most commonly searched types of Coaching jobs in Ohio? The most popular types of Coaching jobs in Ohio are:
What are popular job titles related to Coaching Manager jobs in Ohio? For Coaching Manager jobs in Ohio, the most frequently searched job titles are:
What job categories do people searching Coaching Manager jobs in Ohio look for? The top searched job categories for Coaching Manager jobs in Ohio are:
What cities in Ohio are hiring for Coaching Manager jobs? Cities in Ohio with the most Coaching Manager job openings:
Coaching Manager jobs near you
Infographic showing various Coaching Manager job openings in Ohio as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution.

Human Resources Business Partner

Hauser Inc

Cincinnati, OH • On-site

Full-time

Posted 21 days ago

Job description

Description:

The Human Resources Business Partner (HRBP) serves as a strategic advisor to the COO and Leadership Team, translating business priorities into practical people strategies that strengthen leadership effectiveness, employee engagement, organizational performance, retention, and compliance. This role combines executive-level counsel with hands-on execution across employee relations, performance management, talent development, workforce planning, compensation support, succession planning, and change management.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


OBJECTIVES:

· Align people strategy with business objectives to support scalable growth, organizational performance, and retention.

· Strengthen leadership capability through coaching, manager development, clear expectations, and accountability.

· Improve employee engagement through proactive communication, recognition, development, and manager support.

· Build stronger talent pipelines through succession planning, career pathing, and workforce planning.

· Lead change management efforts that support adoption of new priorities, processes, and organizational improvements.


ESSENTIAL DUTIES AND RESPONSIBILITIES:

· Partner with the COO and Leadership Team to develop and execute people strategy.

· Advise leaders on organizational design, workforce planning, leadership effectiveness, and organizational performance.

· Coach managers on communication, accountability, employee development, goal setting, and performance improvement.

· Lead performance management processes, manager guidance, leadership training, and development programs.

· Serve as a primary advisor on employee relations matters, including investigations and employment decisions.

· Develop succession planning, career pathing, employee engagement, recognition, and change management initiatives.

· Partner with Recruiting, Payroll, Finance, and business leaders on workforce planning, onboarding, compensation planning, benchmarking, benefits strategy, and related people priorities.

· Maintain HR policies, employment law compliance, audits, workforce metrics, and leadership dashboards.


KEY COMPETENCIES:

· Business Acumen & Strategic Thinking

· Leadership Coaching & Development

· Organizational Development & Change Management

· Employee Relations & Employment Practices

· Workforce Planning & Talent Management

· Data Analytics & Decision Support

Communication, Influence & Executive Presence

Requirements:EDUCATION and/or EXPERIENCE:

· Bachelor’s degree in human resources, business administration, or a related field.

· SHRM-CP or SHRM-SCP certification preferred.

· Minimum of 5 years of human resources management experience, preferably as an HR Business Partner or similar role.

· Strong knowledge of employment laws and regulations.

· Proficiency with Microsoft Office, including Excel, Outlook, Word, and PowerPoint.


SUCCESS MEASURES:

· Strength of partnership with the COO and Leadership Team.

· Effectiveness of employee relations, compliance, and performance management support.

· Progress on succession planning, career development, engagement, and retention.

· Quality and usefulness of workforce analytics provided to leadership.


DECISION AUTHORITY AND PARTNERSHIPS:

The HRBP makes recommendations to the COO and Leadership Team on people-related priorities, policies, workforce planning, employee relations, performance management, and organizational development. The role partners closely with Recruiting, Payroll, Finance, and business leaders, while escalating high-risk employee relations, legal, compensation, and organizational decisions as appropriate.