Director of human resources jobs in Boynton Beach, FL

The Florida Business Unit has an opening for a Senior Human Resources Manager located in Deerfield Beach, Florida. This position will be a critical part of the management team as a thought partner to the senior leaders, a driver of our people strategy aligned with the business objectives and will provide overall HR support and guidance to the team. In addition, this role will be a critical part of the overall Florida HR team, as well as a contributing member of the Titan America HR organization. Duties will include, but not be limited to, management coaching and guidance, employee development, recruitment and selection, organizational design and development, training, performance management and employee relations. The ideal candidate will possess a willingness to understand the business and offer diverse HR background that can create and guide the people strategies. The position will be based in Deerfield Beach, FL and will report to the Human Resources Director for the Florida Business Unit. · Provide HR support in the areas of employee development, recruitment, compensation/benefits, organizational development, performance management and employee relations. · Provide support to the business as an active member of the management and a thought partner to senior leaders. · Monitor operational policies and procedures for hiring; discipline and termination; exit interviews; measure performance and determine appropriate compensation. · Collaborate with our safety and legal teams to ensure a safe work environment is created for all employees. · Advise staff on employee development, organizational development and employee performance issues. · Assist with skill assessment, performance review and development plans. · Prepare and submit regulatory reports including state unemployment compensation, etc. · Stay abreast of changing laws, requirements and practices in the HR field. Qualifications: · Bachelor's degree in Business, Organizational Development or related field required, with a Master's degree preferred; Minimum 15+ years of HR generalist experience required. Seven years of experience in a management role within a manufacturing or industrial setting. · Demonstrated knowledge and understanding of human resources principles and practices to include recruitment, benefits, compensation, training and development and strategy. · A demonstrated ability to work with senior management, understand business and finance principals and align HR best practices to the business strategy. · Effective analytical skills to examine cost structures and resolve complex issues. · Knowledge of state Worker's Compensation law and other regulatory standards. · Self-starter with high energy and proven record of instituting continuous improvement. Success begins with hiring the right people to partner with us as we grow and develop our businesses. People are central to everything we do. It is through their efforts and talents that Titan has been successful for over 100 years. Learn more about us at ********************* Titan America is committed to providing Equal Employment Opportunity (EEO) to all qualified persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a Disabled Veteran, Three‐Year Recently Separated Veteran, Armed Forces Service Medal Veteran, Active Duty Wartime or Campaign Badge Veteran, or other protected status.

Department: Accounting | Reports To: CFO | Location: On-site Lake Park, FL About Us We are a growing general-contracting firm specializing in commercial and residential construction. As we expand, were seeking a detail-oriented and experienced HR Manager to support both field and office staff and play a key role in fostering a positive, organized, and compliant workplace. Position Summary The Human Resources Manager will lead and manage all HR functions for the company. Key responsibilities include payroll/job costing, benefits administration, workers compensation and compliance, retirement plan management, recruitment/onboarding, employee relations, and ensuring compliance with federal and state employment regulations. The ideal candidate is proactive, organized, and knowledgeable about the unique HR needs of the construction industry. Key Responsibilities Payroll & Job Costing Process payroll with accurate job-cost allocations across multiple construction projects. Maintain and reconcile payroll records to ensure compliance with wage laws and internal controls. Prepare, verify, and process quarterly and annual payroll tax filings (e.g., Form 941, Form 940, W-2s, RT-6 as applicable). Health Benefits Administration Administer employee health, dental, vision, and supplemental insurance plans. Handle enrollment, terminations, plan changes, and benefit issues. Coordinate open enrollment and act as a liaison with benefit providers and employees. Ensure compliance with the Affordable Care Act (ACA) and associated reporting requirements. Workers Compensation & Safety Compliance Manage workers compensation claims and follow-ups, collaborating with adjusters and facilitating return-to-work programs when appropriate. Maintain OSHA logs and ensure compliance with applicable safety and reporting standards. Retirement Plan Administration Maintain employee retirement plan records and handle enrollments, deferral changes, distributions, and loan requests. Work with third-party administrators to ensure compliance and timely reporting. Support annual plan audits and nondiscrimination testing. Recruitment & Onboarding Collaborate with hiring managers and external recruiters to source qualified candidates. Handle new-hire onboarding, including paperwork, background checks, drug screening, and other pre-employment requirements. Ensure a smooth and compliant induction process for all new employees. Employee Relations & Discipline Serve as a resource for addressing employee concerns, conducting one-on-one meetings, and managing disciplinary actions or terminations when necessary. Maintain accurate documentation and records related to employee performance, discipline, or terminations. Compensation & Well-being Support Assist leadership during compensation reviews and provide guidance on pay-related questions. Offer support to employees regarding benefits, company policies, and HR-related concerns. Maintain an open-door policy to encourage communication, feedback, and a supportive work environment. Culture, Engagement & Communication Help promote and sustain a positive company culture and supportive workplace environment. Facilitate employee communication and act as a liaison between leadership and staff. Organize or assist with events or communications that promote team engagement and morale. Policies, Compliance & Recordkeeping Maintain, update, and enforce company policies, procedures, and the employee handbook. Ensure compliance with all applicable federal and state labor and employment laws. Maintain accurate and confidential employee records, safeguarding privacy and compliance. HR Operations & Administration Oversee routine HR operations including onboarding, offboarding, and policy administration. Support performance documentation, evaluations, and HR-related follow-up tasks as needed. Qualifications Required: Bachelors degree in Human Resources, Business Administration, or related field preferred. Minimum of 3 years of HR experience; construction-industry or related experience strongly preferred. Familiarity with payroll systems (e.g., Sage) and job-costing procedures. Working knowledge of federal and state labor laws, wage laws, benefit administration, and HR best practices. Strong organizational, communication, and problem-solving skills. Ability to maintain discretion and confidentiality. Proficiency in Microsoft Office (Excel, Word, Outlook). Preferred (not required): HR certification such as SHRM-CP/SCP or PHR/SPHR. Work Environment & Other Details Office-based role located in Lake Park, FL. Fast-paced, deadline-driven work environment, supporting both field and office staff across multiple construction projects. On-site presence required. Why Join Us? If you enjoy variety from payroll and benefits to hiring, safety compliance, and culture building and thrive in a hands-on, growth-oriented environment, this role offers the opportunity to make a real impact. Join us and help build not just buildings, but a strong, supportive team.

Our Opportunity Chewy is seeking an Associate Director, Human Resources Systems and Solutions! In this role, you will serve as the enterprise leader for UKG Pro Workforce Management (WFM), responsible for both the strategic direction and operational excellence of the platform. You and your team will oversee the full suite of WFM modules - including Timekeeping, Advanced Scheduling, Absence/Leave, Attestation, Pay Rules & Accruals, Labor Forecasting, and Reporting/Analytics - ensuring accuracy, compliance, and a seamless experience for Chewy's 15,000+ Team Members. This position blends hands-on system expertise with workforce transformation leadership. We are looking for a leader who will develop the roadmap, lead optimization initiatives, guide multi-functional adoption, and ensure the platform evolves with Chewy's growth and workforce strategies. What You'll Do: Set the vision and strategy for UKG Pro WFM, aligning system design and functionality with business goals, compliance needs, and employee experience Oversee system administration and governance, including security, workflows, reporting, and upgrades across all WFM modules Lead technical configuration and ongoing advancement of Timekeeping, Scheduling, Attestation, Leave Management, Pay Rules, and Accruals to ensure accuracy, scalability, and compliance Support advanced capabilities such as labor forecasting, scheduling optimization, and analytics to drive efficiency and workforce planning Manage integrations and hardware (InTouch clocks, mobile apps, kiosks, desktop access), ensuring reliability and seamless user experience Act as functional liaison between UKG, IT, HR, Operations, and Finance, guiding resolution of issues, prioritizing enhancements, and steering vendor partnerships Champion transformation initiatives, using WFM capabilities to support growth, new business models, and employee-centered innovation Drive project delivery using Agile methods, JIRA, and Confluence, ensuring timely execution of system upgrades, improvements, and multi-functional initiatives Lead and develop the Labor Solutions team, fostering technical mastery, business insight, and change leadership skills Leadership and Coaching Coach, mentor, and develop Team Members to expand their technical, strategic, and leadership capabilities Foster a culture of accountability, continuous improvement, and high performance through clear expectations and constructive feedback Identify individual development needs and build growth pathways that align with organizational goals and employee career aspirations Empower Team Members through delegation, recognition, and opportunities to lead high-impact initiatives Model collaborative, transparent, and inclusive leadership to strengthen team engagement and performance across functions Encourage innovation and problem-solving by cultivating psychological safety and a mentality of ownership and excellence What You'll Need: Bachelor's Degree in HR systems, business, or related field; or equivalent work experience 8+ years of experience in workforce management/timekeeping system administration, including configuration and optimization 5+ years of leadership experience managing teams and large-scale system environments Proven success in project management and implementation of UKG Pro WFM (or similar platforms such as Dimensions), ideally in high-volume, multi-site environments Demonstrated ability to mentor and develop high-performing teams in a fast-paced, evolving environment Deep knowledge of Workforce Management modules: Timekeeping, Absence/Leave, Scheduling, Pay Rules, Accruals, Attestation, and Forecasting, ideally with expertise in predictive scheduling, labor analytics, or AI-enabled WFM tools Deep technical, analytical, and problem-solving skills, translating business needs into system solutions Effective collaboration and engagement skills, with the ability to influence at all levels of the organization Experience with Agile delivery tools (JIRA, Confluence) and practices Customer-service mentality with a passion for crafting positive user experiences Willingness to travel up to 10% #LI-SS4 #LI-Hybrid Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

Responsibilities The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders by aligning human capital strategies with organizational goals. This role supports both Union and Non-Union groups and plays a critical role in fostering a culture of continuous improvement, driving strategic HR initiatives that support the organization's goals, and enhancing the overall Team Member experience. The HRBP advises leaders on a broad range of HR functions, drives change management initiatives, and ensures compliance with company policies, labor agreements, and employment laws. * Act as a trusted advisor to business leaders by providing strategic HR guidance that aligns with business objectives. * Partner with union leadership and Labor Relations on CBA interpretation, employee grievances, investigations, and discipline to ensure alignment with contractual obligations and internal policies. * Address 'first-level' employee relations (ER) matters for both union and non-union employees, escalating as necessary while ensuring thorough documentation and follow-through. * Analyze organizational structures and make recommendations for efficiency, effectiveness, and optimal talent utilization. * Use data-driven insights to identify trends, develop solutions, and advise leaders on organizational health, workforce planning, and engagement strategies. * Collaborate with HR Centers of Excellence (CoEs) in areas such as Compensation, Talent Acquisition, Benefits, and Talent Development to deliver integrated HR solutions. * Drive execution of HR programs and initiatives such as performance management, leadership development, employee recognition, and change management. * Serve as a key partner in investigations, providing coaching to leaders and team members, and recommending appropriate outcomes in partnership with Legal and Labor Relations. * Maintain a strong understanding of applicable employment laws, HR policies, and CBAs, and ensure consistent application across the business. * Support recruitment efforts for hourly and frontline management roles, partnering with Talent Acquisition to reduce time-to-fill and ensure quality hiring decisions. * Collaborate with department leaders on talent development plans, providing direct and actionable coaching that promotes accountability and performance improvement. * Serve as a change agent by influencing outcomes, fostering innovation, and guiding leaders through complex people challenges. * Ensure compliance with all required postings and regulatory requirements at the federal, state, and local level. * Demonstrate flexibility to take on additional projects, initiates, and other duties as assigned to support evolving business needs. Qualifications Education: * Bachelor's degree or equivalent experience required Education Specific Field: * Human Resources, Business, Psychology, or related field Experience: * 5 years of progressive HR experience, preferably within a unionized, fast-paced, and operationally complex environment. Strong labor relations background is preferred. Certifications (Preferred): * PHR, SPHR, SHRM-CP, or SHRM-SCP Skills & Competencies * Strong understanding of labor contracts, grievance process and union collaboration * Ability to coach, influence, and guide leaders at all levels * Effective interpersonal, conflict resolution, and negotiation skills * Exercise good judgement, problem solving, decision-making and data literacy skills, with the ability to interpret HR and operational metrics * Intermediate proficiency in Microsoft Excel, Including experience with XLOOKUP, pivot tables, and other key functions; proficient in full Microsoft Office Suite (Word, PowerPoint, Outlook, Teams) * Ability to manage changing priorities and work in a collaborative environment * Strong verbal and written communication skills * Proven ability to manage multiple priorities and adapt to evolving business needs Travel Requirement: * Up to 25% domestic and international travel Work Environment: * 100% onsite-because connection and collaboration are core to life at Spirit Physical Requirements: * Must be able to exert up to 25 lbs. of force occasionally, and/or up to 10 lbs. frequently. Light work involves significant walking or standing. Overview At Spirit, we live "More Fly." It's not just about getting from point A to B-it's about feeling fly while you're at it. For our Team Members, it means thinking BIG, taking action, making connections, and having a blast while doing it. From the station to the cockpit, the cabin to the computer, every day is an adventure as we redefine travel. Soar with us and enjoy travel perks that bring you closer to what matters. Join a team that empowers you to bring your full self to work, grow personally and professionally, and fuel the communities we serve. At Spirit Airlines, the sky isn't the limit-it's just the beginning! EEOC Statement Spirit Airlines is an Equal Employment Opportunity employer. All aspects of employment are governed on the basis of merit, competence and qualifications without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or any other category protected by federal, state, or local law.

We are seeking an experienced Human Resources & Benefits Manager with 8+ years of experience in Human Resources/Benefits and 3 years of supervisor experience to join our team in the West Palm Beach, FL corporate office. The Human Resource/Benefits Manager will provide general HR support to the business to include Employee Relations, collaborating with payroll, administering benefits to include annual benefit renewals, and managing open enrollment. Will manage all leaves of absence and communications with associates requesting leave. Will review compensation and benchmarking annually. At WGI, you will find talented, passionate associates providing exceptional service in collaborative, team-driven environments, all while having fun and enjoying the work they do. We work to stay ahead of the curve by investing in the latest tools and technology. As one of the nation's top consulting firms, we consistently strive to promote efficiency, cultivate a culture our associates can proudly embrace, and empower our associates to advance their career growth at WGI, and beyond. WGI is always looking for remarkable individuals to join our team and help us grow in our vision. If you think you are an innovative, self-motivated team-player, and want to shape your community, join our WGI team today! WGI offers a complete Benefits package including: Medical, Dental, Vision, LTD & STD, Life Insurance, 401k with match, PTO, Holidays, HSA with company contribution, Pet insurance, and Employee assistance program. #LI-onsite Responsibilities Supervisory Responsibilities: Oversee the daily workflow of the department to include onboarding and orientation. Provides constructive and timely performance evaluations. Handles discipline and termination of employees in accordance with company policy. Duties/Responsibilities: HR Strategy: Partners with the leadership team to understand and execute the organization's human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Employee Relations: Provides support and guidance to HR generalists, management, and other staff 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 accommodation, investigating allegations of wrongdoing, and terminations. Oversee employee disciplinary meetings, terminations, and investigations. Growth: Collaborate with finance, IT, and executive leadership to support cultural and HRIS integration during mergers, acquisitions, and organizational change. Compensation and Benefits: Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Manage the benefits to include annual renewals, open enrollment, updating HRIS system, and processing life event changes Handles benefit compliance reporting, including year-end 1095 forms Partners with Payroll on managing Health Savings Accounts (HSA's) Guides the Wellness program Manage the FMLA and Disability plans in accordance with all applicable regulatory requirements Partners with Payroll in bi-weekly payroll to ensure changes are accurate Manages/processes workers' compensation cases Compliance and Risk Management: Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance, including OSHA and DOT regulations relevant to field operations. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Annual updates to the Affirmative Action Plan Performs other duties as assigned. Qualifications Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Experience with Ceridian Dayforce is a big plus. Applicants must be currently authorized to work in the U.S. on a full-time basis. We are unable to sponsor or take over the sponsorship of employment visas Education and Experience: Bachelor's degree in Human Resources, Business Administration, or related field required. A minimum of eight years of human resource experience required. A minimum of 3 years of supervisor experience. SHRM-CP or SHRM-SCP highly desired. Physical Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Must be able to access and navigate each department at the organization's facilities. Ability to travel as needed. We can recommend jobs specifically for you! Click here to get started.

Job Description Job Title: Human Resources Director Department: Human Resources Reports To: City Manager FLSA Status: Exempt Prepared by: Human Resources Under the general administrative direction of the City Manager, supervises and administers a broad comprehensive personnel program for the City of Opa-locka. This role is responsible for developing and implementing policies, programs, and services that support a productive, inclusive, and legally compliant workplace. The Director will lead initiatives in recruitment, employee relations, compensation, benefits, training, and organizational development. NATURE OF WORK Performs a variety of complex professional administrative and supervisory work in directing, planning, and coordinating the full range of functions and programs of the Human Resources Department consistent with the City's mission, vision, and values. Directs the actions of all human resources staff to ensure proper compliance with related legislation, labor contracts, rules and regulations. Exercises considerable initiative and independent judgment under the general direction of the City Manager. KEY RESPONSIBILITIES · Prepares and pre-audits personnel action forms for conformance with City ordinances, resolutions, rules, and regulations. · Formulates and recommends policies, regulations, and practices for implementing the personnel program. · Consults with and advises the City Manager and department heads in various personnel policies and practices. · Directs, coordinates and supervises the administration of a position classification plan, a wage and salary plan, fair employment practices, and municipal training programs. · Make recommendations to the City Manager for changes where warranted. · Conducts special management studies relating to personnel matters. · Develops and administers an employee evaluation program. · Prepares comprehensive personnel reports, recommends methods of improving the personnel program to the City Manager. · Prepares the personnel budget and maintains budgetary controls. · Maintains personnel records for City employees. · Maintains effective public relations with administrators, department heads, employees, and the general public. · Supervises all employees assigned to the Human Resources Department. · Performs other related work as required. KNOWLEDGE, ABILITIES AND SKILLS. · Thorough knowledge of the principles and practices of public personnel administration to include the methods and techniques of administering a position classification plan, a wage and salary plan, equal employment opportunity programs, fair employment practices and affirmative action programs, and municipal training. · Considerable knowledge of administrative organization and management; types and variety of positions common to municipal government. · Knowledge of current trends in public personnel administration; techniques used in the conduct of public-employer-employee relations; principles and practices of organizational planning; informational programs; local governmental functions, organizations, and administration. · Ability to analyze administrative problems. · Utilize imagination and originality in planning and implementing personnel programs. · Work effectively with minorities. · Supervise subordinate personnel. · Establish and maintain effective working relations with public officials at all levels, members of the City Commission, employees, and the general public. · Knowledge of City practices, policies and procedures, federal, state, and local laws relating to human resources to include: EEO, ADA, FLSA, FMLA, ADEA, and HIPAA. · Knowledge of human resources techniques, risk management, labor relations, benefits, city employee rules and regulations and collective bargaining agreement and union negotiations. · Knowledge of records management practices and related laws, as well as validation and administration requirements for employee selection and promotional examinations. · Knowledge of RFP's service contracts and certificates of insurance, contract negotiation methods and procedures, provisions of insurance carrier plans and policies, management and supervisory practices and City emergency action plan. · Ability to manage, supervise, train, discipline, and delegate work of subordinates, develop and implement policies, procedures, and goals, negotiate collective bargaining agreements and conduct investigations of employee complaints. · Ability to develop and administer budgets, conduct oral presentations, and conduct research and reports. Good management, negotiation, verbal and written communication skills are needed. · Ability to make decisions recognizing established procedures and practices, and to use resourcefulness and tact in meeting new problems. · Ability to supervise the work of others in a manner conducive to full performance and high morale. · Ability to communicate professionally with employees of all levels, applicants, management, union representatives, city officials, attorneys, and service providers. · Ability to establish and maintain effective working relationships with subordinates, contractors, vendors, officials and other employees. EDUCATION Bachelor's degree in Personnel Management, Human Resources, Public Administration, or related field required. A master's degree in business administration, Personnel, Human Resources or Public Administration is desired. EXPERIENCE AND TRAINING Five (5) years professional human resources experience, to include two (2) years at a higher supervisory/management level in municipal government. Experience must include responsibility for recruitment/selection, risk management, labor relations, contract negotiations & collective bargaining agreements (unions) SPECIAL REQUIREMENTS Society of Human Resource Management (SHRM) certification is desired AND OR International Public Management Association for Human Resources (IPMA-HR) SUPERVISION RECEIVED General and specific assignments are received as to beats or details and work is normally performed with latitude for the use of independent judgment in the selection of work methods and procedures, subjects to review through analysis of reports, personal inspection, and discussion PHYSICAL DEMANDS AND WORKING ENVIRONMENT On a continuous basis sit at a desk and/or stand for long periods of time. Frequently required to walk. Frequently required to see, hear, and talk with employees and the public. Frequently required to read and/or present documents, write or use keyboard to communicate through written means, use a calculator to compute figures. On occasion it is requested to climb or balance, stoop, kneel, crouch, or smell. Intermittently twist and reach office equipment. On occasion it is required to lift or carry weights up to 20 pounds. Specific vision requirements include close vision, color vision, peripheral vision, depth perception and ability to adjust focus. Employment At-Will Employees have a work-at-will relationship throughout their employment. This means that employment is for an undefined period. Either the employee or the City OF Opa-Locka, without cause or notice, may terminate it. Equal Employment Opportunity/EEO The City of Opa-locka is committed to a policy of equal employment opportunity for all employees and applicants. Under this policy, all employees and applicants will be treated fairly and equally, and the City of Opa-Locka will comply with all applicable local, state, and federal employment discrimination laws. These protections extend to all management practices and decisions, including recruitment and hiring, performance appraisals, promotions, termination, training, and career development. selection of volunteers and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all members of our staff, volunteers, subcontractors, vendors, and clients.

At InBloom Autism Services, we strive to create an inviting environment for children with Autism Spectrum Disorder (ASD) to learn and develop. We employ the most dedicated professionals and give them access to the right resources, training, and support they need to bring their very best to the children and families we work with every single day. The Human Resources Business Partner (HRBP) will operate in a hybrid work model and serve as a strategic business partner responsible for managing the Human Resource function for his/her respective business units. Our HRBPs are close advisors to the leadership team. Successful HRBPs at our organization possess a deep understanding of the business model, diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people. The HRBP provides a broad range of HR services to leaders such as: employee relations, leadership development, policy implementation and interpretation, employment law compliance, employee lifecycle-related initiatives including: change management, organizational development, delivery of HR annual processes (performance management, employee engagement activities and recognition programs) culture, workforce planning, talent growth and development, and coaching. Responsibilities 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. Strategic Partnership & Leadership Development Serves as a strategic partner to business leaders, establishing HR business objectives that align with the overall company strategy. Establishes and maintains collaborative, credible, trusting partnerships with individuals across a broad range of groups, both internal and external. Guides and counsels to improve people strategies, talent management, and operations to positively impact operational performance. Strengthens the management capabilities of leadership by providing coaching and development. Provides HR policy guidance and interpretation, and counsels and coaches management on business decisions related to HR issues. Provides accurate, monthly KPI reports to management regarding employee turnover, exit surveys, and retention. Talent Management Responsible for partnering with leaders to ensure we have the right talent in the right roles at the right time. Partner with the talent acquisition team to ensure proactive talent sourcing in order to meet business demands. Collaborate with leaders to develop talent assessments and workforce planning activities to grow talent within the organization. Provide performance management guidance to managers in areas like regular performance reviews, coaching, counseling, career development, succession planning and corrective action. Coordinate annual performance review process and merit increases. Identify and deliver training based on the needs of the Center. Employee Relations Guide, manage, and resolve complex employee relations issues. Work closely with management and team members to improve work relationships, build morale, and increase productivity and retention. Facilitates communication among employees and management by providing guidance and consultation regarding problem solving, dispute resolution, regulatory compliance, litigation avoidance and strives to resolve internal conflict informally through appropriate conflict management and mediation techniques. Possesses strong knowledge of employment law and has a strong understanding of HR risk migration and best practices in a various of HR areas with expertise for compliance in multiple states preferred (currently FL, TX, WI, CT, CO, AZ, MA and growing) Conducts effective, thorough, and objective investigations. Guide leaders on navigating complex leave situations to ensure compliance with FMLA/ADA and facilitate a seamless end to end employee experience. Compliance Develops and maintains compliance, i.e.; government reporting and other required compliance requirements. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees ensuring regulatory compliance Coordinate and ensure regulatory compliance of the HR program, including posting required notifications, generating applicable documentation, and maintenance of employee files. Must be familiar with current employment laws including but not limited to FMLA, ADA, and AA/EEO. Qualifications Bachelor or Masters degree in a related field from an accredited institution SHRM or HRCI Certification is preferred Five (5) years or more experience working as a Human Resources Generalist or Human Resources Business Partner preferably with an emphasis in employee/employer relations and strategic performance management initiatives and strategies. Have a clear, comprehensive understanding of the link between HR initiatives and business strategy. Ability to work collaboratively across internal divisions, functions, and levels. Experience supporting multi-site, multi-state business units. High degree of ethics and the ability to maintain strict confidentiality Exceptional consulting and coaching skills with the ability to influence at all levels of the organization Excellent interpersonal skills including oral and written communication skills and presentation skills Excellent Google Suite, MS Word, Excel and PowerPoint skills are required Ability to organize and execute multiple activities and projects which require close attention to detail Strong analytical and problem-solving skills; ability to analyze data, understand trends, and develop recommendations for action Self-starter with superb attention to detail. Superior organizational skills, integrity, and ability to follow up and complete tasks. Work Environment Noise Level is moderate to loud Physical Demands Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Travel Required None Affirmative Action/EEO statement InBloom Autism Services 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. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Pay Range USD $70,000.00 - USD $75,000.00 /Yr.

ABOUT THE CLUBGrove XXIII, a private 18-hole golf club (Club) located in Hobe Sound, FL, seeks an experienced Human Resources Director (HR Director) to join a team of 100+ staff. The Club is world-renowned and has quickly established itself as one of the premier golf experiences globally. Situated in the heart of Southeast Florida's golf mecca, the Club prides itself on its member-centric experience, which is made possible by a dedicated team committed to prestige, respect, service excellence, integrity, sustainability, and continuous improvement. The HR Director will be an essential partner in cultivating a safe, welcoming, and productive work environment, enhancing employee development, and advancing operational innovation.POSITION SUMMARYThe Human Resources Director will be a key member of the Club's leadership team, responsible for overseeing and executing all human resource functions. As a one-person department, this position is both strategic and hands-on. It manages day-to-day HR operations while shaping long-term HR policies and practices that support the Club's values, member experience, and employee culture. The position will ensure compliance with all employee-related legal requirements. The Director of Human Resources is a highly visible, strategic partner responsible for championing the Club's people and unique culture across ~150 employees. The ideal candidate is an approachable, bilingual (English/Spanish) leader experienced in tailoring human capital strategies to fit multi-entity elite-level hospitality environments. Leveraging expertise in compliance, communication, and HR technology, this individual actively builds trust and relationships across all levels, fosters cross-departmental collaboration, and supports an exceptional employee and member experience. The Director will work closely with the Club's General Manager, Director of Golf, Chief Financial Officer, department heads, and outside General Counsel to develop and implement operational strategies, while ensuring compliance with all employee-related legal standards and club policies. KEY COMPETENCIES & RESPONSIBILITIESTo be successful in this role, the HR Director will need to demonstrate the competencies that follow; these same areas will be a focus for performance evaluation, ensuring clear expectations and ongoing support:Club Culture Alignment: Demonstrates knowledge of and respect for unique Club values, traditions, and norms. Maintains strict discretion and confidentiality in all HR matters. Creates a workplace atmosphere of psychological safety for all staff. Communication Skills: Communicates HR policies and decisions clearly and appropriately to all staff levels. Adapts communication style when interacting with club leadership, line staff, and crews. Technical & Language Skills: Fluent in English and Spanish, highly competent in HRIS, payroll, and benefits administration for approximately 100+ employees. Presence & Relationship Building: Develops a visible, trusting presence with all departments and employee groups, ensuring consistent support for approximately 100+ staff members. HR Technical Knowledge & Regulatory Compliance: Ensures compliant administration of HR functions-performance, discipline, records, and benefits-with active engagement in HR professional associations. Operational Flexibility: Readily adapts schedule and priorities to deliver HR support during seasonal demand, key events, or in response to unexpected needs. Cross-Departmental Collaboration: Fosters seamless cooperation between HR, operational teams, and partner entities (e.g., Golf, F&B, Maintenance/Facilities). Effectively clarifies roles and ensures support is delivered regardless of reporting lines. Staffing & Talent Management: Designs and launches comprehensive recruitment, onboarding, retention, and succession processes that reflect diversity, equity, and development priorities. Provides support for the development of staff training and development programming. Metrics for Key Competencies & Responsibilities Performance in each area will be evaluated through: Annual Employee Engagement Survey results (including items indexed to each competency) 360-Degree Feedback (from leadership and peers) Successful completion and track record of relevant HR initiatives or projects CANDIDATE PROFILEThe ideal candidate will possess the following qualifications: Exceptional cultural alignment and emotional intelligence: Demonstrates a deep affinity for club history and traditions, coupled with respectful, confidential, and empathetic interpersonal skills. Advanced communication and technical proficiency: Proven ability to design, deliver, and audit bilingual (English/Spanish) communications; technical mastery of HRIS, payroll, and benefit systems. Visible, approachable leadership: Maintains a regular, authentic presence throughout all club departments, including both the clubhouse and grounds. Regulatory mastery and professional engagement: Current on best practices through active SHRM or equivalent membership; maintains strict compliance with all legal and club standards. Operational agility: Displays willingness and flexibility to adjust schedule for key events and peak operational periods. Proven cross-departmental partnership: Demonstrates leadership in cross-unit projects and clarifies role boundaries; is highly rated by department heads for supporting their teams' HR needs. Results in talent acquisition and retention: Tracks and consistently meets or exceeds benchmarks for hire speed, quality, and diversity; develops internal talent and supports advancement from within. Unimpeachable ethical standards: Maintains strict confidentiality and earns trust across all organizational levels. Professional Experience & Credentials At least 8 years of progressive HR experience, including 3-5 years at the management or supervisory level and at least 3 years at the Director level in hospitality, private club, or exclusive service-based industries. Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred. Bilingual fluency in Spanish and English required. PHR or SPHR certification strongly preferred.

SR. Human Resources Manager The Florida Business Unit is seeking a Senior Human Resources Manager to join the management team in Deerfield Beach, FL. This role serves as a strategic partner to senior leadership, driving people strategies aligned with business objectives and providing comprehensive HR support. The position is integral to both the Florida HR team and the broader Titan America HR organization. Duties will include, but not be limited to, management coaching and guidance, employee development, recruitment and selection, organizational design and development, training, performance management and employee relations. The ideal candidate will possess a willingness to understand the business and offer diverse HR background that can create and guide the people strategies. The position will be based in Deerfield Beach, FL and will report to the Human Resources Director for the Florida Business Unit. Responsibilities * Serve as an active management team member and strategic advisor to senior leaders in Concrete Products and Supply Chain. * Deliver HR expertise in employee development, recruitment, compensation and benefits, organizational development, performance management, and employee relations. * Oversee hiring, disciplinary actions, terminations, exit interviews, performance measurement, and compensation decisions. * Collaborate with safety and legal teams to maintain a safe work environment. * Advise on employee development, organizational structure, and performance issues. * Support skill assessments, performance reviews, and development planning. * Prepare and submit regulatory reports, including state unemployment compensation. * Remain current on HR laws, regulations, and best practices. Qualifications * Education: Bachelor's degree in Business, Organizational Development, Human Resources, or related field required; Master's degree preferred. * Experience: Minimum 15 years of HR generalist experience; Manufacturing experience preferred; call center experience a plus. * Expertise: Proven ability to develop and implement HR strategies aligned with business goals. * Leadership: Strong management coaching and advisory skills. Demonstrated ability to effectively lead teams of 10-12 decentralized employees across multiple geographic locations. * Communication: Excellent interpersonal and communication abilities. * Adaptability: Ability to navigate changing laws, requirements, and HR practices. Success begins with hiring the right people to partner with us as we grow and develop our businesses. People are central to everything we do. It is through their efforts and talents that Titan has been successful for over 100 years. Learn more about us at ********************* Titan America is committed to providing Equal Employment Opportunity (EEO) to all qualified persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a Disabled Veteran, Three‐Year Recently Separated Veteran, Armed Forces Service Medal Veteran, Active Duty Wartime or Campaign Badge Veteran, or other protected status.

Imperial Dade, a leading national distributor, has a fantastic opportunity open in Miami, FL. The multi-site Senior Human Resources Manager manages the human resources function, policies, and programs at a local level while collaborating with Corporate human resources to roll out corporate-wide programs and policies for the following Florida locations: Miami, Orlando, Tampa, Jacksonville and Catano, PR. The position is based in our Miami, FL location. Imperial Dade is the leading independently owned and operated distributor of foodservice packaging and janitorial supplies in North America. As a provider of customized supply chain solutions, we serve customers in many business-to-business market segments including restaurants, grocery stores, healthcare, sports and entertainment, and cruise lines. Founded in 1935 and headquartered in New Jersey, Imperial Dade serves as a mission-critical partner to more than 120,000 customers through our footprint of 130+ branches. **All correspondence will come directly from Imperial Dade and not a personal email address.* Responsibilities You will: Provide strategic HR Business Partner leadership to Branch Management; front-line supervisors, managers, and senior management, and their respective teams to maximize business performance and foster cooperation through an aligned People Strategy Provide guidance to management, and other staff regarding personnel-related issues and their legal implications. Implement company policies, programs, and procedures in the areas of training, compensation, compliance, and benefits to attract, train, and motivate employees to drive a positive, employee-focused culture. Create a culture of learning by identifying specific knowledge and/or skills gaps within the workforce Partner with Corporate Payroll, Benefits, and Human Resources teams on related issues as needed. Manage local HR staff (2) and regularly audit timekeeping records to ensure compliance Comply with all existing federal, state, and local legal and governmental reporting requirements, including EEO, ADA, FMLA, ERISA, DOL, OSHA, and Worker Compensation. Qualifications You have: Bachelor's degree or equivalent; concentration in Human Resources or Labor Relations preferred. 10+ years progressive leadership experience in Human Resources positions Bilingual in English and Spanish required The ability to travel 30% in support of division locations is required Multi-divisional centralized Human Resources experience is strongly preferred Professional in Human Resources (PHR) certification preferred Knowledge of Puerto Rico Labor laws preferred We offer a dynamic environment for our more than 7,500 employees to work, learn, and grow professionally. We value our people and strive to create rewarding career opportunities by offering competitive salaries and benefits (medical, dental, vision), a 401(k) program with company match, life insurance, a generous paid time off package, educational reimbursement, paid family leave, and adoption assistance. We are excited to invite talented individuals with a passion for excellence to join our team. Imperial Dade is an EEO Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, pregnancy, status as a parent, national origin, age, disability (physical or mental), family medical history, or genetic information, political affiliation, military service, or other non-merit-based factors. Our company is a Fair Chance employer, committed to providing opportunities for qualified individuals with past justice system involvement. We believe in assessing candidates based on their skills and experience. A conditional offer of employment will be contingent upon the successful completion of a background check, consistent with applicable federal, state, and local laws.

Job DescriptionBenefits: 401(k) 401(k) matching Competitive salary Health insurance Paid time off Vision insurance We are seeking an experienced HR Manager to establish and oversee the human resources function for a growing technology company. This role is both strategic and hands-on, ensuring compliance, fostering culture, and supporting employees as the organization scales. Key Responsibilities HR Leadership Develop and implement HR policies, procedures, and best practices. Partner with leadership on workforce planning and organizational design. Talent Acquisition & Onboarding Manage recruitment and hiring for technical and corporate roles. Design and oversee onboarding programs for new employees. Employee Relations & Engagement Serve as a trusted resource for employees and managers. Build initiatives to support engagement, retention, and culture. Compensation & Benefits Oversee payroll, benefits, and 401k/healthcare administration. Ensure compensation practices remain competitive and fair. Compliance & HR Operations Ensure compliance with federal, state, and local employment laws. Manage HR systems and maintain employee records. Performance & Development Implement performance review processes and development programs. Support leadership and team development. Qualifications Bachelors degree in Human Resources, Business Administration, or related field. 5+ years of progressive HR experience, with at least 2 years in a managerial role. Strong knowledge of HR policies, labor law, and compliance requirements. Experience in a high-growth or startup environment preferred. HR certifications (SHRM-CP, SHRM-SCP, PHR, or SPHR) a plus. What We Offer Opportunity to build HR foundations in a scaling organization. Collaborative environment with strong growth potential. Competitive salary, benefits, and professional development support.

Job Description Human Resource Manager with Payroll Processing Four Squared Solutions is seeking a Full Time Human Resource Manager professional with payroll processing experience for full time opportunity with a located in Fort Lauderdale, Florida. Brief description The position of human resources manager consists of planning, directing, and coordinating human resource management activities of an organization to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance. Tasks Plan and conduct new employee orientation to foster positive attitude toward organizational objectives; Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures; Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations; Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization; Represent the organization at personnel-related hearings and investigations; Serve as a link between management and employees by handling questions, interpreting, and administering contracts and helping resolve work-related problems. Process payroll(s) as needed Ensure accurate and timely processing of payroll updates including new hires, terminations, transfers, changes to pay, etc. Ensure compliance with federal/state/local payroll, wage & hour laws and best practices. Facilitates audits by providing records and documentation as requested. Overseeing the HR/Payroll Administrators to ensure accuracy and timeliness of work. Year-end reporting including W-2 and ACA Reporting Administer compensation, benefits and performance management systems, and safety and recreation programs; Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes; Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements; Qualifications and requirements 7+ years as a Human Resource Manager 3 + years processing of payroll Year-end reporting including W-2 and ACA Reporting Compliance Experience with federal/state/local payroll, wage & hour laws and best practices. Bachelor's degree in human resources or a related field; Hospitality Experience preferred. About Four Squared Solutions, LLC Headquartered in Florida, Four Squared Solutions we provide clients with quality staffing solutions. Four Squared Solutions offers IT & Professional Services Staffing, consulting, managed solutions, and direct placement services. For more information on the company, please visit us online at foursquaredsolutions.com We Facilitate the skills and success of both individuals and organizations by connecting great people to great companies. EEO Employer: Four Squared Solutions is an equal employment opportunity/affirmative action employer. In this regard, it does not discriminate against any qualified individual on the basis of sex, race, color, national origin, religion, sexual orientation, age, marital status, mental, physical or sensory disability, or any other classification protected by applicable local, state, federal, and/or international law.

Chief Human Resources Officer - ICBD Downtown Fort Lauderdale, FL HQ - In-Office About ICBD ICBD is a robust single-family office focused on private investment and business development, supporting exceptional companies in healthcare, technology, and beyond. We own and operate a growing portfolio of high-performance businesses united by a shared commitment to people, operational excellence, and long-term value creation. But we're not just building businesses-we're building a legacy of leadership, innovation, and purpose. Joining ICBD means you'll be part of the team behind some of the fastest-growing companies in healthcare, technology, and business services. We are proudly self-funded, committed to sustainable growth, and led by visionary thought leaders-including our CEO and Founder, the 2024 Ernst & Young U.S. Entrepreneur Of The Year National Overall Award winner. Our most visible success is ABA Centers, a revolutionary leader in autism care and diagnostics, ranked #5 on the 2024 Inc. 5000 list of fastest-growing private companies in the U.S. The ICBD portfolio includes these dynamic organizations united by strategic vision, operational expertise, and unwavering commitment to excellence: ABA Centers - The leading provider of autism care in the U.S., with 13 regional brands and 70+ operating areas. GateHouse Treatment - A comprehensive network of substance use disorder programs that address the full spectrum of recovery needs from medical treatment to supportive housing and respite services. Marquis MD - A concierge medicine concept redefining healthcare by prioritizing convenience, connection, and care powered by advanced technology. Exact Billing Solutions - Innovative revenue cycle management and advanced billing support systems for healthcare providers. Curative AI - A next-generation platform using AI to disrupt and transform the healthcare system by providing new solutions for revenue cycle management, scheduling, medical documentation, clinical and diagnostic support, and more. The Christopher M. Barnett Family Foundation - The philanthropic heart of ICBD, advancing programs that address autism care, food insecurity, homelessness, women's empowerment, and underserved children. Recognition & Awards At ICBD, our commitment to operational excellence, ethical leadership, and transformative care has earned us recognition across industries. Our portfolio companies and leadership team have been honored with multiple awards, including: Inc. 5000 - 5th Fastest-Growing Private Company in America (2024). Financial Times - #1 on "The Americas' Fastest Growing Companies." EY Entrepreneur Of The Year U.S. Overall. South Florida Business Journal's Top 100 Companies. Florida Trend Magazine's 500 Most Influential Business Leaders. Inc. Best in Business, Health Services. About the Role ICBD is currently in a transformational growth phase and is hiring a new Chief Human Resources Officer (CHRO) to partner with the CEO and executive leadership team on this journey. Already operating five subsidiaries, the CHRO will define the HR function for Curative AI, a newly created business. This individual will also stand up the people side of Marquee MD, a newly created company, offering concierge medicine. The CHRO will lead the development and implementation of the HR strategy and core practices, for the existing holding organization, consisting of approximately 300 employees today. Given the mission-orientation of the business, this person will build upon the Company's already strong purpose-led foundation. A top initiative for the CHRO will be focusing on the building of cultural incentives for all employees of ICBD, exemplifying the organization's prioritization of philanthropy. This leader will play a key role in ensuring consistent alignment between the organization as well as full time employees of ICBD, including the following functions: talent acquisition, total rewards, human resources, risk, and people management and development. The CHRO will help set the standard for the portfolio's platform of companies, process discipline and shared culture. She/he will deliver an integrated human resources agenda including talent acquisition, culture, engagement, succession, talent development, performance management, diversity, equity and inclusion, total rewards, organizational design, HR operations, as well as HR policy and governance. This leader will build functional capability for the future, creating best-in-class talent processes, HR service delivery and employee experience. Key Responsibilities · Business Strategy: Work closely with the executive team in shaping the strategy and advising on organization design, change management, performance and organizational capabilities. · Functional Strategy: Develop and scale the HR function to support transformational growth, effectively aligning resources to deliver on near-term priorities, while building an effective, long-term foundation for core human resources and talent practices that can be scaled and delivered consistently across the business. Anticipate changing market and business conditions and align/shift people strategy and investments appropriately. · Culture and Employee Experience: Partner closely with the Executive Team to further shape, cascade and scale a long-held mission to build organizations that will better the patient experience in healthcare. Invest in, measure and evolve employee well-being and the employee value proposition including positive impact on patient experience. Develop a leading employee relations vision and capability. · C-Suite Effectiveness: Function as a business advisor and coach to the CEO and Executive Team regarding key organizational, talent and business issues. Sets the example for cross-functional collaboration and teaming. Delivers expert Executive Talent, C-level Succession Planning and Executive Compensation advice and materials. · Talent Management: Design and deliver next-generation talent management processes. Scale and refine a highly effective recruitment capability. Invest in career development, aligning meaningful career ladders, mobility and development deeper into the organization. Implement succession planning, leadership development, and performance management. · Process and Data: Develop process rigor and measurement capability. Align priorities to business needs and desired impact. · DEI: Imbed DEI best practices in the company's culture, strategy and processes. Have a view on the external market including best-in-class strategies. · People Leadership: Provide overall leadership on all HR and talent-related matters. Lead and manage a highly impactful and results-oriented HR team. Set enterprise-level service thinking and deep process discipline as a core operating standard for HR and for the rest of the organization. · Total Rewards: Provide leadership on total rewards design that aligns with the growth strategy. Establish appropriate and market-savvy incentives to attract, reward and retain outstanding performers. Align compensation and benefits practices across the organization, delivering a more consistent employee value proposition and align performance and reward expectations. · Corporate Accountability: Maintain awareness on government influences on management, policies, processes and practices, and work to ensure that the Company follows all applicable laws and regulations concerning employment practices, employee health and safety, as well as employee and labor relations. · Communication: Serve as a spokesperson for the company on human resource issues, demonstrating sophistication in dealing with both internal and external stakeholders. Function as both a Company and employee advocate, staying close to the employee base while keeping the best interests of the Company in mind. Requirements The ideal candidate will have the capacity to easily shift between strategy and action. This leader must have proven capability to design and deliver a next-generation people and talent agenda across a fast growing, geographically dispersed portfolio. In addition to a strong foundation in human resources, the CHRO will have a passion for delivering and scaling a highly mission-driven culture that is embedded across each of ICBD's portfolio companies. The successful candidate will possess the following key personal and professional characteristics: · Has experience and is passionate about organizations in a phase of intense growth and transformation. · Has a vision for achieving best-in-class solutions but is also capable of handling fast-paced day-to-day change. · Prior experience with a distributed workforce across multiple organizations or portfolios. · Focused on talent management and building talent practices that align employee performance with purpose. Has been highly successful in delivering talent acquisition and learning and development at scale. · Experience with workforce planning and analytics and can deliver meaningful and actionable insights to the business regarding strategic staffing requirements as well as employee engagement, quality of hire, retention, etc. · Has delivered meaningful advancement with employee experience, employee well-being and engagement. · Experience overseeing the employee lifecycle (onboarding to offboarding); ensuring all systems and services supporting this provide a superior level of employee experience. Education: An undergraduate degree is required, and an advanced degree is preferred. Benefits Special C-Suite Benefits Package 21 paid days off (15 days of PTO, which increases with tenure, plus 6 holidays) 100% paid family health insurance premium 100% premium paid for dental and vision insurance for family Concierge medical doctor for employee 100% premium paid for long-term disability SERP (Supplemental Executive Retirement Plan) for employee Generous 401(k) match Annual C-suite bonus program At ICBD, we believe leadership, innovation, and purpose go hand in hand. Be part of a team where your work drives lasting impact and your career reaches new heights. ICBD participates in the U.S. Department of Homeland Security E-Verify program. Recruiter ID: #LI-TF1

Under the general supervision of a Sergeant and in cooperation with the community, performs a variety of policing and law enforcement activities. Tasks are primarily service oriented and include investigative and enforcement functions, to generally provide for the safety of the public, and to perform essential functions as required. Duties include an element of personal danger, exposure to adverse weather conditions, apprehending criminals, directing traffic, and transporting prisoners. Incumbents perform duties in accordance with Florida Statues and established departmental policies, procedures, and guidelines. The incumbent must be able to act without close supervision and must be able to exercise independent judgement. Work is reviewed through observation, conferences and review of written work product for results obtained and adherence to established policies and procedures. 1. Conducts routine preventative patrol of assigned school premises. a) Patrol school grounds for detection of violators. b) Initiate contacts with both business operators and residents. c) Maintain an open-line of communication with the school community. d) Obtain information and increase knowledge of persons and conditions within an assigned area. 2. Responds to calls for police service; takes action upon observing a circumstance or situation requiring police attention. a) Respond to public disturbances and other incidents and attempt to resolve through counseling and referral. b) Settle disputes among neighbors, juveniles, gangs, etc. c) Handles any and all related complaints from the school community. 3. Provides information and/or assistance to the public. a) Interact with diverse groups of people. b) Answer a wide range of non-police related service calls. c) Inform citizens of available services in the school. d) Coordinate information and resources among other Department employees, public and private agencies, and citizens. e) Provide referrals to City, County, State, Federal, and Private Agencies. 4. Maintains the peace and safety of the school community. a) Quell public disturbances. b) Maintain civil obedience at school functions. c) Work with the community to identify crime, quality of life issues and other concerns. d) Use problem solving skills, creativity, and innovative approaches to design strategies to address these concerns. e) Anticipate crime trends and develop plans to break negative patterns before they become established. 5. Provides for the safe and convenient flow of vehicular and pedestrian traffic. a) Investigate traffic accidents. b) Enforce traffic laws when and where necessary. c) Promote vehicular and pedestrian safety. d) Report unsafe road and travel conditions. 6. Conducts criminal and non-criminal investigations. a) Conduct initial investigations into a variety of crimes. b) Conduct investigations concerning civil disturbances. c) Conduct follow-up investigations of crimes and other incidents. d) Conduct surveillance for suspected or potential criminal activity. 7. Enforces laws and arrests lawbreakers. a) Analyze and interpret legal codes and criminal evidence. b) Enforce laws and arrest lawbreakers. c) Issue Notices to Appear. d) Issue traffic citations. 8. Prepares written reports, forms, and other documents as required. a) Complete standardized departmental forms relating to crimes and occurrences. b) Prepare narrative reports of incidents (supplemental reports, probable cause affidavits, etc.) c) Prepare basic and detailed reports pertaining to departmental business on such forms and in such format as may be required. d) Uses computers for reports, communications, and information retrieval and archiving. 9. Maintains Proficiency and Professionalism. a) Attend work regularly, reliably, and punctually. b) Adhere to Department policies, rules, regulations, SOP's, laws and ordinances. c) Keep Superiors informed. d) Report orally, or in writing, on matters of concern to public safety, the Department, or the City. e) Consistently practice ethical behavior. f) Make recommendations for improvement. g) Participate in training. Must attend all mandated training required by the Police Department and the City. 10. Testify in legal proceedings as a credible witness regarding official duties (civil, administrative, criminal courts and depositions.). 11. Provides support and assistance to other Police Officers, and City, State, County, and Federal employees. a) Stand-by while other City/County/State agencies perform their duties and functions. b) Assist in training and developing other employees. 12. Takes proper safety precautions, anticipates unsafe circumstances, and acts accordingly to prevent accidents. a) Responsible for the safety of self, others, materials and equipment. b) Use all required safety equipment as trained or dictated by policy. c) Practices safe driving techniques. The Requirements Knowledge of federal laws, state statues, and local ordinances. Knowledge of the rules, regulations, policies, and procedures of the Hollywood Police Department. Knowledge of crime prevention techniques. Knowledge of First Responder and CPR techniques. Skill in the operation of motor vehicles under favorable and adverse conditions. Skill in the use of computer hardware and software. Ability to Learn and apply new information. Ability to exercise discretion. Ability to work effectively as an individual and member of a group. Ability to interact and work with others appropriately and effectively in a work place and community of diverse cultures, ages, genders, and socio-economic backgrounds. Ability to understand and follow oral and written instructions. Ability to communicate effectively, verbally, in writing, and interpersonally with superiors, subordinates, and the community. Ability to assert self appropriately. Ability to analyze situations quickly and objectively. Ability to determine proper courses of action within the established framework of law, policies and procedures. Ability to solve problems with innovation and creativity, including alternatives which involve taking risks. Provide effective and efficient services with courtesy, responsiveness, and competence. Ability to maintain composure under emergency situations. Ability to work effectively under stressful conditions. Ability to accept responsibility, acknowledge mistakes, and share successes. Ability to exercise common sense and good judgment. Ability to learn and perform self-defense and control techniques. Ability to demonstrate proficiency in the use of firearms, impact weapons, and chemical agents. Ability to become keenly familiar with the geography of the City and surrounding areas. Ability to work differing school hours, after school hours, and a schedule that meets the needs of the assigned school and the Hollywood Police Department. Ability to work during City declared emergencies. Ability to learn and adapt to changing technologies and practices. Ability to operate required radio equipment. United States Citizen.Minimum 21 years of age.High School Graduate or G.E.D. equivalency.Must be a currently Certified State of Florida Police Officer with (5) years Law Enforcement experience.Must hold or obtain School Resource Officer certification upon completion of a Department sanctioned course.Pass Criminal Justice Basic Abilities Test (CJBAT) with score of 79 and/or pass a competitive civil service exam (Law).Pass Swim TestPass polygraph or computer voice stress analysis examination.Pass psychological screening (Law).Pass an extensive medical evaluation and drug screening.Meet current State training requirements as necessary.Pass an extensive background investigation.Pass drug detection by hair analysis test.Stable work history.Valid driver's license and acceptable driving record.Be of good moral character, have no felony convictions, and committed no incidents of violence.Military discharge must not have been dishonorable.Preferred (2) years School Resource Officer or Juvenile Justice experience, GREAT or DARE certified.Must complete 1 year probationary period. Working Place: Hollywood, Florida, United States Company : Virtual Dec. 18th

We are united in our mission to make a positive impact on healthcare. Join Us! South Florida Business Journal, Best Places to Work 2024 Inc. 5000 Fastest-Growing Private Companies in America 2024 2024 Black Book Awards, ranked #1 EHR in 11 Specialties 2024 Spring Digital Health Awards, “Web-based Digital Health” category for EMA Health Records (Gold) 2024 Stevie American Business Award (Silver), New Product and Service: Health Technology Solution (Klara) Who we are: We Are Modernizing Medicine (WAMM)! We're a team of bright, passionate, and positive problem-solvers on a mission to place doctors and patients at the center of care through an intelligent, specialty-specific cloud platform. Our vision is a world where the software we build increases medical practice success and improves patient outcomes. Founded in 2010 by Daniel Cane and Dr. Michael Sherling, we have grown to over 3400 combined direct and contingent team members serving eleven specialties, and we are just getting started! ModMed's global headquarters is based in Boca Raton, FL, with a growing office in Hyderabad, India, and a robust remote workforce across the US, Chile, and Germany. ModMed is hiring a driven Senior People Business Partner who is a strategic thought leader and dedicated partner to multiple executive leaders and client groups. You will work cross-functionally to drive high performance and achieve results within our high-growth environment. This role is responsible for translating core business strategy into proactive workforce and talent initiatives, leading the customization and execution of programs across organizational design, strategic workforce planning, and development coaching. You will also own end-to-end support of the employee lifecycle and organizational effectiveness efforts, providing data-driven guidance and recommendations to senior leaders and serving as the key link between client needs and the broader People team's strategy Your Role: Serve as a trusted advisor and strategic partner to executive leadership, translating the organization's business needs and objectives into a proactive, cohesive People Strategy. Design and drive organizational effectiveness initiatives (e.g., structure, culture, process), including providing key partnership in organization design and change management efforts to ensure the talent strategy actively supports business outcomes. Embed a strong talent management mindset within leadership, coaching and challenging executives and managers on succession planning, high-potential development, performance management, and building high-performing teams. Lead the integrated talent review and planning cycle for assigned functions, including compensation planning, talent reviews and performance management processes to maintain high performing teams and build strong talent pipelines. Collaborate closely with HR Centers of Excellence (COEs) (e.g., Total Rewards, Talent Acquisition, Learning & Development, Internal Comms) to design, deliver, and operationalize high-impact HR programs tailored to the business unit's needs (e.g., employee engagement surveys, targeted development programs, scalable HR solutions). Conduct ongoing analyses of HR data and metrics (e.g., retention, attrition, engagement, D&I) to identify systemic issues, predict future talent risks, and drive data-informed strategies and meaningful action. Anticipate and resolve complex and high-risk employee relations (ER) issues in partnership with the Employee Relations COE, ensuring fair, consistent application of policy and minimizing organizational risk. Coach and counsel senior leaders on sensitive employee matters, performance issues, and organizational restructuring, ensuring compliance with all relevant labor laws and internal policies. Skills & Requirements: Bachelor's Degree in Human Resources or a related field. Human Resources professional certifications preferred. 10+ years of experience in related field. Demonstrated success and experience as an HR Business Partner working within a complex and high-growth company. Exceptional customer service skills, including the desire to make others successful. Exceptional problem-solving skills with a passion for data integrity, process definition and continuous learning. Results-driven, solutions-oriented, and comfortable in a fast-paced environment with competing priorities. Demonstrated success working through organization design and talent strategy with senior leaders. Strong interpersonal skills with an ability to influence. #LI-KM1 ModMed Benefits Highlight: At ModMed, we believe it's important to offer a competitive benefits package designed to meet the diverse needs of our growing workforce. Eligible Modernizers can enroll in a wide range of benefits: India Meals & Snacks: Enjoy complimentary office lunches & dinners on select days and healthy snacks delivered to your desk, Insurance Coverage: Comprehensive health, accidental, and life insurance plans, including coverage for family members, all at no cost to employees, Allowances: Annual wellness allowance to support your well-being and productivity, Earned, casual, and sick leaves to maintain a healthy work-life balance, Bereavement leave for difficult times and extended medical leave options, Paid parental leaves, including maternity, paternity, adoption, surrogacy, and abortion leave, Celebration leave to make your special day even more memorable, and company-paid holidays to recharge and unwind. United States Comprehensive medical, dental, and vision benefits 401(k): ModMed provides a matching contribution each payday of 50% of your contribution deferred on up to 6% of your compensation. After one year of employment with ModMed, 100% of any matching contribution you receive is yours to keep. Generous Paid Time Off and Paid Parental Leave programs, Company paid Life and Disability benefits, Flexible Spending Account, and Employee Assistance Programs, Company-sponsored Business Resource & Special Interest Groups that provide engaged and supportive communities within ModMed, Professional development opportunities, including tuition reimbursement programs and unlimited access to LinkedIn Learning, Global presence and in-person collaboration opportunities; dog-friendly HQ (US), Hybrid office-based roles and remote availability for some roles, Weekly catered breakfast and lunch, treadmill workstations, Zen, and wellness rooms within our BRIC headquarters. PHISHING SCAM WARNING: ModMed is among several companies recently made aware of a phishing scam involving imposters posing as hiring managers recruiting via email, text and social media. The imposters are creating misleading email accounts, conducting remote "interviews," and making fake job offers in order to collect personal and financial information from unsuspecting individuals. Please be aware that no job offers will be made from ModMed without a formal interview process, and valid communications from our hiring team will come from our employees with a ModMed email address (*************************). Please check senders' email addresses carefully. Additionally, ModMed will not ask you to purchase equipment or supplies as part of your onboarding process. If you are receiving communications as described above, please report them to the FTC website.

Hours: 40 Pay Details: $91,000 - $145,600 USD TD is committed to providing fair and equitable compensation opportunities to all colleagues. Growth opportunities and skill development are defining features of the colleague experience at TD. Our compensation policies and practices have been designed to allow colleagues to progress through the salary range over time as they progress in their role. The base pay actually offered may vary based upon the candidate's skills and experience, job-related knowledge, geographic location, and other specific business and organizational needs. As a candidate, you are encouraged to ask compensation related questions and have an open dialogue with your recruiter who can provide you more specific details for this role. Line of Business: Human Resources Job Description: The Human Resources Manager - US Leave, Time-off and Disability Benefits is responsible for developing and implementing absence policies, ensuring compliance with applicable laws and governance practices, analyzing and communicating program data, and managing vendor relationships. The Specialized Human Resources Manager develops effective policies and programs in a specialized Human Resources unit and acts as a subject matter expert in own area of expertise. Depth & Scope: * Develops proposals / recommendations related to policies and practices within own specialized area * Serves as key contact * Works on a range of complex issues / programs / policies in the day to day management of HR policies / practices * Supports the integration / implementation of HR programs across client groups * Works closely and effectively with assigned HR partners to ensure business needs are met * Understands alignment between own discipline and other specialized areas * Interprets data and assesses the risk associated with policies/programs; escalates as required * May lead a team of Human Resources professionals * Ensures business partners and Human Resources are provided with high quality advice and support * Shares expert knowledge, provide advice and counsel to business management and Human Resources teams * Monitors and communicates the effectiveness of strategies, programs, and practices related to own area of expertise * Ensures programs and practices continue to meet business needs, comply with internal and external requirements, and align with Human Resources priorities * Develops and manages a team of high quality resources through recruitment, training, coaching, and performance management * Provides input to the departments business plan and monitor actual results * Leads and follows-up on action planning to address Employee survey results * Analyzes and interprets information; provide opinions and recommendations, and refer complex issues as appropriate * Ensures integration of other areas of expertise in the development and delivery of programs and policies, as appropriate * Ensures post implementation reviews are conducted; recommend or take action as appropriate Education & Experience: * Bachelor's Degree or progressive work experience in addition to experience below * 7+ Years of related experience * In depth knowledge of a specialized Human Resources function * Strong communication, facilitation and presentation skills * Ability to deal with all levels of management * Strong Customer service orientation and ability to establish strong working relationships with internal and external clients Preferred Qualifications: * Demonstrated subject matter expertise in US absence benefits including leave, time-off and disability programs, and vendor management. * Experience interpreting and complying with legal rules and regulations, mitigating risk, and building and adhering to strong governance, compliance and document management protocols. * Strong aptitude for critical thinking and problem-solving, including demonstrated technical acumen and experience troubleshooting complex issues while navigating multiple stakeholders. * Advanced data analytics, communications, presentation, governance and project management skills. Physical Requirements: Never: 0%; Occasional: 1-33%; Frequent: 34-66%; Continuous: 67-100% * Domestic Travel - Occasional * International Travel - Never * Performing sedentary work - Continuous * Performing multiple tasks - Continuous * Operating standard office equipment - Continuous * Responding quickly to sounds - Occasional * Sitting - Continuous * Standing - Occasional * Walking - Occasional * Moving safely in confined spaces - Occasional * Lifting/Carrying (under 25 lbs.) - Occasional * Lifting/Carrying (over 25 lbs.) - Never * Squatting - Occasional * Bending - Occasional * Kneeling - Never * Crawling - Never * Climbing - Never * Reaching overhead - Never * Reaching forward - Occasional * Pushing - Never * Pulling - Never * Twisting - Never * Concentrating for long periods of time - Continuous * Applying common sense to deal with problems involving standardized situations - Continuous * Reading, writing and comprehending instructions - Continuous * Adding, subtracting, multiplying and dividing - Continuous The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required. The listed or specified responsibilities & duties are considered essential functions for ADA purposes. Who We Are: TD is one of the world's leading global financial institutions and is the fifth largest bank in North America by branches/stores. Every day, we deliver legendary customer experiences to over 27 million households and businesses in Canada, the United States and around the world. More than 95,000 TD colleagues bring their skills, talent, and creativity to the Bank, those we serve, and the economies we support. We are guided by our vision to Be the Better Bank and our purpose to enrich the lives of our customers, communities and colleagues. TD is deeply committed to being a leader in customer experience, that is why we believe that all colleagues, no matter where they work, are customer facing. As we build our business and deliver on our strategy, we are innovating to enhance the customer experience and build capabilities to shape the future of banking. Whether you've got years of banking experience or are just starting your career in financial services, we can help you realize your potential. Through regular leadership and development conversations to mentorship and training programs, we're here to support you towards your goals. As an organization, we keep growing - and so will you. Our Total Rewards Package Our Total Rewards package reflects the investments we make in our colleagues to help them and their families achieve their financial, physical and mental well-being goals. Total Rewards at TD includes base salary and variable compensation/incentive awards (e.g., eligibility for cash and/or equity incentive awards, generally through participation in an incentive plan) and several other key plans such as health and well-being benefits, savings and retirement programs, paid time off (including Vacation PTO, Flex PTO, and Holiday PTO), banking benefits and discounts, career development, and reward and recognition. Learn more Additional Information: We're delighted that you're considering building a career with TD. Through regular development conversations, training programs, and a competitive benefits plan, we're committed to providing the support our colleagues need to thrive both at work and at home. Colleague Development If you're interested in a specific career path or are looking to build certain skills, we want to help you succeed. You'll have regular career, development, and performance conversations with your manager, as well as access to an online learning platform and a variety of mentoring programs to help you unlock future opportunities. Whether you have a passion for helping customers and want to expand your experience, or you want to coach and inspire your colleagues, there are many different career paths within our organization at TD - and we're committed to helping you identify opportunities that support your goals. Training & Onboarding We will provide training and onboarding sessions to ensure that you've got everything you need to succeed in your new role. Interview Process We'll reach out to candidates of interest to schedule an interview. We do our best to communicate outcomes to all applicants by email or phone call. Accommodation TD Bank is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law. If you are an applicant with a disability and need accommodations to complete the application process, please email TD Bank US Workplace Accommodations Program at ***************. Include your full name, best way to reach you and the accommodation needed to assist you with the applicant process.

Job Description It's our people that make Shoes For Crews special! We hire talented people who support our values and provide training and coaching to our crew to meet their career objectives. Our success comes from great team work and exceptional individual effort. We strive to reward collaboration and recognize accomplishments in an environment of mutual support and respect. It's much more than a great place to work, it's where our crew looks forward to Monday, not Friday. What You Will Love About US Great Company Culture-Awarded one of the TOP companies to work for Competitive salary Generous Health Benefit Package (some at NO cost) Prepare for the future-401(k) (with 3% match) Paid vacation, holidays, and sick leave Hybrid and remote schedules Employee recognition platform Employee discounts (Including a FREE pair of shoes Wellness program Robust onboarding program QUPID Committee Engagement Committee Our mission is to keep the workforce safe on the job with comfortable, quality protective footwear solutions-reducing accidents and saving money! Shoes For Crews, LLC (SFC) is a dynamic designer, manufacturer and business-to-business marketer of the most technologically advanced, top-rated slip-resistant footwear for the foodservice, hospitality, industrial, and healthcare workplaces. SFC protects over 3.5 million workers per year in over 120,000 workplaces from slip and fall accidents. For over 30 years, the Company has built its reputation through innovative product development technologies, proprietary manufacturing, and distinct niche marketing. Position Summary: The HR Business Partner provides general support to the organization, Director, People Operations, and SVP, People Operations in all aspects of the HR function. This includes employee relations, payroll administration, benefits, recruitment and compliance and training. Duties & Responsibilities: Payroll/HRIS Duties: Serve as the primary owner of all payroll operations, ensuring timely, accurate processing of biweekly/semimonthly payrolls for all employees. Maintain and audit payroll data including new hires, terminations, rate changes, earnings, deductions, and garnishments. Oversee federal, state, and local payroll tax compliance, including withholdings, employer contributions, quarterly filings, and year-end reporting (W-2s, taxable benefits, etc.). Partner with Finance to reconcile payroll accounts, validate tax payments, and support audits. Monitor changes in payroll laws and employment regulations to ensure ongoing compliance and update internal processes as needed. Act as the main point of contact for employee payroll inquiries, resolving issues with accuracy, confidentiality, and exceptional service. Strategic Partnership Partner with business leaders to understand organizational goals and provide HR guidance that supports overall strategy. Serve as a consultant on talent planning, organizational design, employee engagement, and change management. Use workforce data and insights to recommend solutions that improve team performance and retention. Employee Relations Provide day-to-day support and coaching to managers on performance management, conflict resolution, and policy interpretation. Conduct and document employee relations investigations, ensuring fairness, consistency, and compliance. Promote a positive work environment and proactively identify trends that may impact culture or morale. Talent & Performance Management Support annual performance review cycles, goal setting, and development planning. Partner with leaders to identify high-potential employees and develop succession plans. Collaborate with Talent Acquisition to ensure smooth hiring, onboarding, and internal mobility. HR Operations Manage employee lifecycle changes: onboarding, offboarding, promotions, transfers, and job changes. Ensure HRIS data integrity and provide reporting and analytics as needed. Maintain compliance with federal, state, and local employment laws as well as internal policies. Support benefits, leave of absence processes, and HR program administration. Policy & Compliance Interpret and apply company policies consistently across the organization. Support audit requests, compliance reviews, and process improvements. Recommend updates to HR policies and procedures as business needs evolve. Well organized with good attention to detail and demonstrated ability to handle multiple projects simultaneously Exceptional interpersonal communication and relationship building skills, organizational and customer service skills are required, coupled with a strong sense of urgency toward problem resolution Demonstrated proficiency at an intermediate level of computer skill using MS Excel and Word, PowerPoint Ability to define problems, collect data, establish facts and draw valid conclusions Strong analytical skills for conducting reconciliations and data analysis Bachelor's degree or equivalent experience in Human Resources Previous experience working with HRIS/Payroll systems a must. Preferable knowledge of Paylocity Capacity to work independently and in team settings with concentration on the goal and common good Sound decision making and problem-solving skills. Shoes For Crews North America, LLC is an equal opportunity employer and does not discriminate in hiring or employment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability and veteran status. or any other characteristic protected by applicable law. As a federal contractor, we comply with all applicable federal, state, and local employment laws. We are committed to fair employment practices and ensuring a workplace free from unlawful discrimination and harassment. If you require a reasonable accommodation during the application or hiring process, please contact Talent Acquisition Manager.

We are seeking a dedicated Office Manager/HR Coordinator to support our team. This role involves maintaining an organized office, event planning, and junior-level HR responsibilities. Responsibilities Office Management • Maintain a tidy and organized office environment. • Oversee office logistics including managing expenses related to ordering office items, gifts, travel accommodations, and incoming mail and deliveries. • Plan and distribute birthday and work anniversary cards. • Register visitors, manage access badges, and submit maintenance requests. • Set up and manage conference rooms for events and client meetings. • Order and arrange lunches, refreshments and other food orders for meetings. • Manage phone, voice mail messages, and visitors. • Partner with stakeholders, including office building management and vendors. • Ensure a welcoming office environment that fosters a positive corporate culture. • Other duties as needed to support the team, office operations, or overall business needs. Event Planning • Plan and coordinate annual company events, ensuring all details are handled effectively, and gather feedback to improve future events. • Collaborate with teams to understand events and logistics. HR Coordination • Assist with the hiring process life cycle: from role identification to sourcing candidates, conducting phone screens, scheduling interviews, onboarding new hires, and providing timely feedback to candidates and hiring managers. • Manage tracking of role pipeline metrics to report out to all stakeholders. • Communicate updates with staff and follow up with managers and employees regarding completion on items such as performance reviews, training, and other initiatives. • Update and maintain job descriptions. • Support performance management processes and talent development initiatives. • Assist in developing, communicating, and enforcing company policies and procedures to ensure compliance and understanding among staff. • Support the development and implementation of programs enhancing employee morale, development, and engagement. • Support the HR team with administrative tasks and projects as needed. Qualifications • Bachelor's degree in business administration, human resources, psychology, or a related field preferred. • 2+ years of relevant experience in office management and/or HR support roles preferred. • Strong organizational and administrative skills, with a keen attention to detail and the ability to prioritize tasks in a fast-paced, hybrid environment. • Excellent written and verbal communication skills; professional demeanor with a positive, team-oriented approach. • Proficient in Microsoft Office Suite and other relevant software. • Ability to handle confidential information with integrity. • Experience working with vendors and HR systems; familiarity with performance management and talent development initiatives. • Proactive, resourceful, and capable of working independently. First Coast Accounting, is an equal opportunity/affirmative action employer. Employment selection and related decisions are made without regard to age, race, color, sex, sexual orientation, national origin, religion, genetic information, disability, protected veteran status, gender identity, or other protected classifications. It is First Coast Accounting standard policy not to accept unsolicited referrals or resumes from any source other than directly from candidates. First Coast Accounting expressly reserves the right not to consider unsolicited referrals and/or resumes from vendors including and without limitation, search firms, staffing agencies, fee-based referral services, and recruiting agencies. First Coast Accounting further reserves the right not to pay a fee to a recruiter or agency unless such recruiter or agency has a signed vendor agreement with First Coast Accountings. Any resume or CV submitted to any employee of First Coast Accounting without having a First Coast Accounting vendor agreement in place will be considered the property of First Coast Accounting.

Director of Land Acquisitions We are Lennar Lennar is one of the nation's leading homebuilders, dedicated to making an impact and creating an extraordinary experience for their Homeowners, Communities, and Associates by building quality homes and providing exceptional customer service, giving back to the communities in which we work and live in, and fostering a culture of opportunity and growth for our Associates throughout their career. Lennar has been recognized as a Fortune 500 company and consistently ranked among the top homebuilders in the United States. Join a Company that Empowers you to Build your Future The Director of Land Acquisitions is to develop awareness of types of opportunities that fit company's land acquisition strategies and understanding of current market trends in land development and homebuilding. Oversee all Land Acquisition operations for the Division. A career with purpose. A career built on making dreams come true. A career built on building zero defect homes, cost management, and adherence to schedules. Your Responsibilities on the Team Monitor and coordinate potential land acquisitions opportunities. Manage initial review of all potential acquisitions Track all sites under review from initial look to contract. Track contract timelines - Earnest Money requests, end of due diligence and for CIC submittal. (keep Land Tracker and Top 10 list updated) Prepare initial Liaise between sub-contractors, consultants, real estate brokers, governing agencies, utility companies and other individuals and agencies relating to the land acquisition and development department. Network with other builders and developers to maintain market awareness and develop contacts to become a strong competitor in Division's market areas and emerging markets. Develop pipeline reports for each county within the region. Contact and meet with developers and land sellers upon manager's request and regularly update the land pipeline tracking records. Develop broad understanding of the market including the competition, house types/sizes, price points and sales absorption for each county within the target regions. Development/Entitlement budgeting. Compile material needed for any hearings and review boards. Work with attorney in preparation of LOI's, Contracts and Amendments. Liaise with Attorney on all Contracts and Amendments needed by department and ensure that Contracts and Amendments Coordinate Land Acquisitions Contracts with brokers and attorneys. Monitor contract compliance with VP's & outside attorneys. Liaise with attorneys for need of Amendments to keep contracts compliant. Order Earnest Money - Contract Summary and supporting material. Prepare Contract Summaries an narratives to be included in Greenbooks Compile all Due Diligence Reports needed in Greenbooks. Coordinate on any matters related to the needs of the HOA Management companies. Requirements 4-year College Degree in business administration, engineering, accounting, finance or similar program required Minimum 4 years experience in Land Acquisition, preferably with a National Homebuilder, preferably in the Charleston, SC market Computer literacy, including word-processing, spreadsheet analysis, project scheduling and data management software. Knowledge of sales/negotiating principles and real estate. Ability to communicate effectively and concisely, both verbally and in writing. Must exercise initiative and achieve objectives with minimal supervision. Must be detail-oriented and a problem-solver able to deal with complex situations. Valid Driver's License and a good driving record Physical & Office/Site Presence Requirements: Must be able to operate a motor vehicle. Must be able to bend, stoop, reach, lift, walk, move and/or carry equipment in excess of 20 pounds. Must have finger dexterity to operate computer keyboard and calculator. #LI-DT1 #CB #LI-Onsite Life at Lennar At Lennar, we are committed to fostering a supportive and enriching environment for our Associates, offering a comprehensive array of benefits designed to enhance their well-being and professional growth. Our Associates have access to robust health insurance plans, including Medical, Dental, and Vision coverage, ensuring their health needs are well taken care of. Our 401(k) Retirement Plan, complete with a $1 for $1 Company Match up to 5%, helps secure their financial future, while Paid Parental Leave and an Associate Assistance Plan provide essential support during life's critical moments. To further support our Associates, we provide an Education Assistance Program and up to $30,000 in Adoption Assistance, underscoring our commitment to their diverse needs and aspirations. From the moment of hire, they can enjoy up to three weeks of vacation annually, alongside generous Holiday, Sick Leave, and Personal Day policies. Additionally, we offer a New Hire Referral Bonus Program, significant Home Purchase Discounts, and unique opportunities such as the Everyone's Included Day. At Lennar, we believe in investing in our Associates, empowering them to thrive both personally and professionally. Lennar Associates will have access to these benefits as outlined by Lennar's policies and applicable plan terms. Visit Lennartotalrewards.com to view our suite of benefits. Join the fun and follow us on social media to see what's happening at our company, and don't forget to connect with us on Lennar: Overview | LinkedIn for the latest job opportunities. Lennar is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.