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Remote Capacity Development Jobs in Ohio (NOW HIRING)

Papco

Senior Energy Consultant

Columbus, OH · On-site +1

Remote - Preferred locations include Central/Eastern Pennsylvania, Columbus/Central Ohio ... Educate clients on market drivers, capacity costs, transmission charges, and pricing risks ...

FMHC

AlloBaas - Data Engineer II

Lakewood, OH · On-site +1

$103K - $123K/yr

... and capacity planning. * Manage operations of the Data Warehouse, Middleware/Azure Enterprise ... Requirements Qualifications and Skills- Required: * 3+ years managing data / ETL development ...

ALLOBAAS

Data Engineer II

Lakewood, OH · On-site +1

... and capacity planning. * Manage operations of the Data Warehouse, Middleware/Azure Enterprise ... Requirements Qualifications and Skills- Required: * 3+ years managing data / ETL development ...

Dynata

This is a remote, fixed-term position (maternity cover), open only to candidates based in Germany ... Business Development and Account Leadership: Partner with Sales in all efforts to increase ...

Thriveworks

Psychiatric Nurse Practitioner

Oregon, OH · Remote

$71K - $102K/yr

Make Psychiatric assessments and evaluations of clients in an ongoing telemedicine capacity ... Fully Remote * Remote Medical Assistants * Guaranteed, bi-weekly pay (no need to wait on ...

Embrace Pet Insurance

Retention Agent

Akron, OH · On-site +1

$13.75 - $18.75/hr

Job Location: Remote - USA Main Responsibilities: * Develop and implement strategies to retain ... Proven customer service and/or sales experience, preferably in a retention capacity * Ability to ...

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Remote Capacity Development information

What are the key skills and qualifications needed to thrive as a Remote Capacity Development Specialist, and why are they important?

To excel as a Remote Capacity Development Specialist, you need expertise in training design, adult education principles, and project management, often supported by a relevant degree and experience in international development or organizational learning. Familiarity with virtual collaboration tools, learning management systems (LMS), and digital facilitation platforms is typically required. Strong communication, cultural sensitivity, and self-motivation are vital soft skills for building relationships and delivering impactful training remotely. These skills enable effective knowledge transfer and sustainable growth across distributed teams and diverse contexts.

What is the difference between Remote Capacity Development vs Remote Training Coordinator?

AspectRemote Capacity DevelopmentRemote Training Coordinator
Required CredentialsRelevant certifications in capacity building, project management, or organizational developmentTraining or education certifications, such as instructional design or adult learning
Work EnvironmentFocuses on strategic development, program design, and organizational growth remotelyCoordinates and delivers training sessions, often remotely, focusing on logistics and content delivery
Employer & Industry UsageUsed in NGOs, development agencies, and corporate sectors for long-term capacity buildingCommon in educational institutions, nonprofits, and corporate training departments

Remote Capacity Development involves strategic planning and organizational growth initiatives, while Remote Training Coordinator focuses on executing and managing training programs. Both roles often work remotely but differ in scope and focus, with capacity development emphasizing long-term development and training coordination centered on program delivery.

What are some common challenges faced in a Remote Capacity Development role, and how can they be addressed?

Professionals in Remote Capacity Development often encounter challenges such as coordinating training across different time zones, ensuring engagement during virtual sessions, and adapting materials for diverse audiences. To address these, it's important to use flexible scheduling tools, leverage interactive platforms to maintain participant interest, and tailor content to suit varying cultural contexts. Regular communication with team members and stakeholders also helps align expectations and improve overall program effectiveness.

What is remote capacity development?

Remote capacity development refers to the process of building and enhancing the skills, knowledge, and abilities of individuals or organizations through online or virtual methods. This can include activities such as online training, webinars, e-learning modules, and remote coaching or mentoring. The goal is to strengthen the capacity of teams or organizations to perform effectively, even when participants are not physically together. Remote capacity development is increasingly popular due to its flexibility and ability to reach geographically dispersed audiences.
What are popular job titles related to Remote Capacity Development jobs in Ohio? For Remote Capacity Development jobs in Ohio, the most frequently searched job titles are:
What job categories do people searching Remote Capacity Development jobs in Ohio look for? The top searched job categories for Remote Capacity Development jobs in Ohio are:
What cities in Ohio are hiring for Remote Capacity Development jobs? Cities in Ohio with the most Remote Capacity Development job openings:
Remote Capacity Development jobs near you
VP, Financial Planning & Analysis

VP, Financial Planning & Analysis

Rainmaker Resources, LLC

Cincinnati, OH • On-site, Remote

Full-time

Posted 16 days ago

Job description

Overview
This position sits within our Accounting and Finance division which facilitates day-to-day cash flows of the company, analyzes assets and liabilities, and aids planning for future growth.

The Opportunity
The finance team plays an integral role in driving growth and prioritizing resource allocation — from financial reporting and performance metrics to forecasting and strategic modeling. In a business that is continuously transforming, the finance function is relied upon not just for operational rigor, but as a true strategic partner to executive leadership.

The VP, FP&A will serve as a key member of the finance leadership team, bringing both analytical excellence and a forward-looking strategic mindset. This leader will own the full FP&A function — including forecasting, reporting, business partnering, and external parent company reporting — while also driving the team's evolution toward an AI-first operating model. The ideal candidate sees around corners, communicates with clarity and conviction at the executive level, and builds teams that are capable, curious, and continuously improving.
Responsibilities
Financial Planning & Reporting
  • Own all forecasting, budgeting, and reporting requirements, including the Annual Operating Plan (AOP) and multi-year planning cycles.
  • Full ownership of all external reporting deliverables to Roper, including board-level financial packages, ensuring accuracy, timeliness, and executive-ready quality.
  • Oversee financial models that drive reporting and forecasting, continuously improving their accuracy, scalability, and relevance.
  • Drive development of executive-facing dashboards and financial reporting through PowerBI and other BI tools.
AI-First FP&A & Process Innovation
  • Champion an AI-first approach to financial planning and analysis — identifying, piloting, and scaling AI and automation tools that improve speed, accuracy, and insight generation.
  • Lead the team in adopting emerging technologies and modern FP&A platforms to move from reactive reporting to proactive, predictive finance.
  • Drive continuous process improvement across the finance function and in collaboration with other business units.
Team Leadership & Development
  • Directly manage a team of 5 FP&A analysts (senior and junior levels), fostering a high-performance, high-growth culture.
  • Own a formal FP&A talent development program — including structured learning paths, mentorship, skills training (BI tools, SQL, AI/ML applications, financial modeling), and career progression frameworks.
  • Set clear goals and priorities across the team, provide ongoing coaching and feedback, and conduct regular performance reviews.
  • Recruit and develop top finance talent as the organization scales.
  • This job description in no way implies that the duties listed here are the only ones that team members can be required to perform

Qualifications
What You Bring to the Team
  • Bachelor's degree required; MBA or CPA a plus.
  • 12+ years of progressive FP&A, corporate finance, or related experience, with at least 3–5 years in a senior leadership role.
  • Proven experience managing and developing high-performing finance teams.
  • Deep expertise in financial modeling, forecasting, and scenario analysis.
  • Experience in SaaS or subscription-based business models strongly preferred; fluency in SaaS revenue metrics (ARR, NRR, churn, LTV, CAC, etc.) required.
  • Demonstrated experience leveraging AI tools, automation, or advanced analytics in a finance context; ability to lead a team in adopting an AI-first mindset.
  • Advanced proficiency in Microsoft Excel, PowerQuery, PowerPivot, and PowerBI.
  • Proficiency in SQL, Python, or other programming/data tools a plus.
  • Experience with M&A, strategic finance, or corporate development a plus.
  • Exceptional executive communication and presentation skills; comfortable presenting to C-suite and parent company leadership.
  • Strong ability to manage competing priorities, navigate ambiguity, and operate effectively in a fast-paced, evolving environment.
Physical Demands and Work Environment
  • The physical activities of this position include frequent sitting, telephone communication, and working on a computer for extended periods. Visual acuity is required to perform activities close to the eyes.
  • Team members are expected to maintain a dedicated and ergonomically appropriate remote workspace.
  • Team members who live within commuting distance of one of our office locations (Greater Cincinnati/Northern Kentucky or Atlanta, Georgia) are expected to work in a hybrid capacity, with regular in-office presence as determined by the team or department.
  • Team members who live outside of commuting distance will be designated as remote team members. While not required to report to an office regularly, remote team members may be expected to travel to a designated office location occasionally for team meetings, training, or other business needs with reasonable notice.
  • All team members must reside and perform their work within the United States.