Director of human resources jobs in Jupiter, FL - 51 jobs

The Vice President of Human Resources (VP, HR) is a key member of the Executive Leadership Team and serves as the organization's senior leader for workforce strategy and organizational effectiveness. This role provides enterprise-wide leadership for all people-related functions, ensuring that workforce strategy, culture, and talent practices are fully aligned with Treasure Coast Hospice's mission, values, regulatory requirements, and long-term strategic goals. The VP, HR partners closely with the CEO and the Leadership Team to design and execute strategies related to workforce planning, talent acquisition and retention, leadership development, compensation and benefits, employee relations, and organizational effectiveness. The role ensures compliance with all applicable federal, state, and local employment laws and fosters a culture of engagement, accountability, and continuous improvement. KEY RESPONSIBILITIES Strategic Leadership & Executive Partnership Serve as the principal advisor to the CEO and Executive Team on all workforce strategy, organizational development, and people leadership matters. Develop and execute a comprehensive workforce strategy aligned with organizational growth, quality outcomes, compliance requirements, and financial sustainability. Provide executive-level consultation and coaching to leaders on employee relations, leadership effectiveness, change management, and organizational culture. Participate in enterprise strategic planning, ensuring workforce implications are incorporated into growth, restructuring, and integration initiatives. Talent Acquisition, Retention & Development Design and oversee recruiting and retention strategies that attract, develop, and retain high-performing talent across clinical, operational, and leadership roles. Lead succession planning and leadership development initiatives to ensure continuity and bench strength for critical positions. Champion employee engagement strategies that support retention, performance, and alignment with organizational values and behaviors. Compensation, Benefits & Workforce Analytics Evaluate, design, and recommend competitive and fiscally responsible compensation and benefits programs aligned with market trends and organizational goals. Leverage workforce data and analytics to inform decisions related to staffing models, turnover, productivity, and employee engagement. Employee Relations & Culture Promote and sustain a culture of integrity, respect, accountability, inclusion, and psychological safety. Provide oversight and guidance on complex employee relations matters, investigations, and conflict resolution. Ensure consistent, fair, and legally compliant application of HR policies and employment practices across the organization. Compliance, Risk & Governance Ensure organizational compliance with all federal, state, and local employment laws and regulations. Maintain current knowledge of employment law, healthcare workforce trends, and regulatory standards. Partner with legal counsel on complex employment-related matters. Serve as an active member of the organization's Compliance Committee and support the corporate compliance program. Monitor and respond to internal and external audits related to human resources and workforce practices. Operational Oversight Provide leadership and direction to the Human Resources department, including talent acquisition, HR operations, benefits administration, training, and engagement. Develop, implement, and maintain HR policies, procedures, and systems that support operational excellence and regulatory compliance. Oversee HRIS functionality and optimization; experience with ADP preferred. QUALIFICATIONS Master's degree preferred in Human Resources, Healthcare Administration, Organizational Leadership, or a related field. Minimum of ten (10) years of progressive human resources leadership experience, including senior or executive-level responsibility. Demonstrated success leading organizations through growth, change, or complex workforce challenges. Strong executive communication, consultation, and conflict-resolution skills. SHRM-SCP or SPHR required. Proficiency with Microsoft Office Suite and Human Resources Information Systems (HRIS); ADP preferred. CORE COMPETENCIES Business Acumen Strategic Leadership & Navigation Ethical Practice Communication & Consultation Critical Evaluation & Decision-Making Relationship Management Cultural Awareness & Inclusion Human Resources Expertise MEASURES OF SUCCESS Workforce stability, engagement, and retention trends Leadership development and succession readiness Compliance and audit outcomes Effectiveness of recruiting and onboarding processes Alignment of workforce strategy with organizational goals and growth OSHA CATEGORY This position is classified as Category I (minimal exposure to blood and body fluids) and Category III. WORKING CONDITIONS This is a primarily sedentary executive role requiring extensive computer use, data analysis, and reading. The position may include standing, walking, lifting up to 50 pounds, and participation in emergency or disaster response activities as required.

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.

DIRECTOR, HUMAN RESOURCES & RISK MANAGEMENT Deadline:Open Until Filled This position provides Human Resource (HR) leadership to the Village, to include HR planning, recruitment, selection and orientation, performance management, employee relations, compensation, benefits, training and development, while maintaining up-to-date policies and procedures to support these functions. This position is also responsible for managing the Villages risk management portfolio including automobile, workers compensation, property and casualty insurance. DUTIES AND RESPONSIBILITIES Develops and implements human resources policies, procedures, programs and long-term human resources strategic plans. Prepares and manages the HR department and the risk management budgets. Manages the Villages recruitment, selection and onboarding process. Manages the Villages employee relations programs Provides human resources management advice and consultation services to Village employees and directors. Selects, trains, supervises, disciplines, and evaluates department staff. Investigates and resolves employee, applicant and other complaints and administers the grievance procedures. Collaborates with Village attorneys in developing litigation strategy to facilitate Village response to lawsuits, EEOC complaints and liability claims, and participates in dispute resolution, mediation, and other legal proceedings. Assists the Village Manager with collective bargaining strategies and participates in contract negotiations. Administers and analyzes the Villages HRIS system to include managing databases, software and systems to monitor performance and resolve issues. Arranges and/or conducts training, makes presentations to employees, elected officials, managers, and the public as required. Works with Broker to negotiate and administer vendor contracts for the Villages insurance portfolio, including automobile, property & casualty, and workers compensation. Co-chairs the Safety Committee and assists with the development and implementation of policies, procedures and internal controls related to compliance with health and safety rules and regulations. QUALIFICATION AND EXPERIENCE Education and Experience Bachelors degree in HR Management or related field (Masters degree preferred) HRCI-SPHR (Senior Professional HR) or SHRM-SCP (Senior Certified Professional) certificate highly desirable Seven (7) years of progressively responsible HR experience, to include collective bargaining, recruitment and selection, compensation, benefits administration, organizational development, labor/employee relations, and risk management, including five (5) years of supervisory/management experience (Government experience preferred). Necessary Knowledge Skills and Abilities Advanced knowledge of contemporary human resources management theory, principles, and practices. Sound knowledge of federal, state and local employment law and regulations affecting the field of Human Resource Management Sound knowledge of risk management methods, techniques, policies and procedures. Demonstrated experience in budget preparation and administration. Demonstrated experience in developing and implementing policies and procedures. Capable of thinking strategically and designing multiple ways to accomplish goals; a solutions provider with analytical troubleshooting and decision-making skills. Proven record of accomplishment in Training and Development initiatives including designing, producing and implementing programs; excellent presentation skills. Demonstrated leadership skills, well-honed conflict resolution skills and demonstrated strength in developing relationships built on trust and integrity. Sound knowledge of compensation strategies and best practices. Strong program and project management skills; Effective in establishing priorities aligned with organizations goals, monitoring, and modifying as appropriate. Proven skills in collaborating successfully with diverse individuals and groups; strong oral and written communication skills and facilitation and collaboration competence. Basic knowledge of qualitative and quantitative data collection methods Proven ability to maintain a high degree of confidentiality Licensing and Certification National Incident Management System (NIMS) Certification in accordance with Village policy. WORK ENVIRONMENT Works in an office; required to occasionally visit off-site locations Occasional need to lift, carry, push and/or pull objects weighing up to 25 pounds Performs tasks involving extended periods of time at a keyboard or workstation The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and the requirements of the job change. Requirements are representative of minimum levels of knowledge, skills, or abilities.

In support of the university's mission and objectives, the Human Resources Business Partner (HRBP) serves as the human resources consultant for assigned service areas. This role involves advising supervisors and employees on a wide range of HR functions including talent acquisition, total rewards, training and development, performance management, employee relations, and organizational development. Talent Acquisition and Retention * Manages the recruitment process, partnering with supervisors, managers, to anticipate staffing needs and hire top talent. * Leads the creation, posting, and updating of position descriptions in the Applicant Tracking System (ATS). * Partners with hiring managers to manage the ATS workflow throughout the candidate lifecycle, including conducting applicant screenings with selected candidates. * Supports effective and efficient selection of qualified candidates who are aligned with the institution's mission, vision, and values. * Responsible for pre-boarding, including offer letters, background checks, etc., to ensure a successful transition into new employee onboarding. * Collaborates with supervisors on workforce retention strategies and succession planning initiatives. Performance Management and Employee Relations * Provides support in complex employee relations and performance issues, through effective, thorough, and objective analysis using appropriate mediation or other techniques, in consultation with HR leadership. * Partners with supervisors and employees to improve work relationships and enhance overall effectiveness and retention. * Advises on best practices related to HR policies and practices, ensuring alignment with the university's values. * Provides guidance on organizational development issues, including but not limited to, department restructures. Compliance and Best Practices * Ensures adherence to federal, state, and university policies and regulations regarding HR matters. * Develops partnerships with assigned areas to deliver value-added service to supervisors and employees that reflect university objectives and values. * Maintains an effective level of business literacy about assigned service areas, its midrange plans, and its culture. * Maintains a confidentiality and follows best practices in managing sensitive employee data. Training and Development * Consults with supervisors in identifying training and coaching needs for employees and teams. * In collaboration with the HR team, develops HR-related training sessions as needed or requested. * Leads training sessions either virtually or in-person according to departmental needs. Total Rewards * Partners with HR leadership to develop and maintain competitive compensation ranges for newly posted positions. * Partners with supervisors and HR leadership to address compensation concerns, promotion requests, and to create business cases for career progression models related to compensation and career development. * Partners with the HR team to complete employee compensation surveys as requested.

NuCO2 is the nation's leading provider of certified beverage grade carbon dioxide and draught beer grade nitrogen, providing continuous service to more than 150,000 customer locations and carbonating millions of beverages every day. With nearly 1,200 employees in over 150 locations across the United States, we believe using the finest ingredients is essential to serving the best beverages. Safety is our top priority and NuCO2 is defined by it. We provide a best-in-class safety program, and our safety equipment complies with national and international safety standards. Summary: You will be a strategic partner providing HR support across the organization, working closely with NuCO2's leadership team. This includes employee relations, compensation & benefits, learning & development, project management, data analytics & presentation development, among other assigned activities. Successful candidates should possess excellent interpersonal skills, attention to detail, strong written and verbal communication skills, problem-solving skills, and analytical capabilities. You must also demonstrate judgment and discretion when dealing with sensitive and confidential information. This position will report to the Vice President of Human Resources and will be on-site at NuCO2's corporate headquarters in Stuart, FL. Responsibilities: * Provide HR support to employees across multiple business units across the US, offering guidance with NuCO2 policies and procedures, in addition to guidance with state and federal laws, policies, and practices * Partner with stakeholders, including NuCO2's Executive Team, to drive projects in the areas of employee relations, compensation & benefits, learning & development, recruiting & onboarding, and employee engagement, among others * Provide coaching and guidance to NuCO2's leadership team to resolve employee relations issues and use discretion and judgment to advise on decisions relating to employees * Organize and execute investigations, taking statements and partnering with corporate counsel and internal investigations team as needed * Assist managers with appropriate disciplinary action when necessary for safety and policy violations, and performance gaps including, verbal & written warnings, performance improvement plans and terminations * Partner with HR leadership, legal, and NuCO2 Executive Team to create new policies and procedures, and lead implementation into the organization * Ensure accurate recordkeeping for personnel files is maintained, ensuring consistency, accuracy, and compliance * Coordinate performance, salary administration, succession planning, talent management and diversity programs and processes * Partner with NuCO2 leadership to identify training & development gaps, align needs, develop and execute programs * Clarify project objectives, develop and organize information, set project timelines, and drive to successful implementation * Foster continuous improvement by analyzing data and processes, monitoring effectiveness, and identifying actions to reduce complexity and/or enhance operational performance * Ensure legal and regulatory compliance, including equal employment opportunity/affirmative action, wage and hour, and work authorization practices are followed * Assist with unemployment claims and EEOC complaints as needed * Assist with the administration of FMLA and LOA requests * Cross train and support other Human Resources functions as needed Qualifications: * A minimum of 5 years of progressive HR Business Partner experience * Bachelor's degree in human resources, business, or related field preferred * Extensive employee relations experience managing complex situations including conducting formal investigations, partnering with legal, implementing progressive discipline, and resolving conflicts while adhering to state and federal laws and policies * Experience in the administration of Human Resources programs including compensation and benefits, learning and development, communications, policy and procedure development and other Human Resources programs * Demonstrated presentation skills and experience partnering with senior leadership to develop programs to support employee attraction, retention and engagement * Experience working independently and managing multiple projects and priorities * Knowledgeable with Workers' Compensation, FMLA, and LOA laws and best practices * Proficient with Microsoft Office applications (Word, Excel, and PowerPoint) * Experience gathering and interpreting data, writing reports and creating a communications plan to drive results * Must be able to function well in a fast-paced team environment with the ability to work independently with little supervision * Ability to travel up to 10% of the time (as required) * Experience writing and implementing policies, procedures, or employee handbooks is preferred * Experience with learning and development platforms such as LinkedIn Learning is preferred * Lean Six Sigma certification preferred * UltiPro Payroll and Cognos Business Intelligence experience preferred * PHR, SHRM-CP or similar certification preferred NuCO2 provides competitive pay and an exceptional benefits package, including health, dental, disability, and life insurance; paid holidays and vacation; a 401(k) retirement plan; employee discounts; and opportunities for educational and professional development. Additional compensation may vary depending on the position and organizational level. Build your future with us while making an impact every day! All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, protected veteran status, pregnancy, sexual orientation, gender identity or expression, or any other reason prohibited by applicable law.

Marshalls At TJX Companies, every day brings new opportunities for growth, exploration, and achievement. You'll be part of our vibrant team that embraces diversity, fosters collaboration, and prioritizes your development. Whether you're working in our four global Home Offices, Distribution Centers or Retail Stores-TJ Maxx, Marshalls, Homegoods, Homesense, Sierra, Winners, and TK Maxx, you'll find abundant opportunities to learn, thrive, and make an impact. Come join our TJX family-a Fortune 100 company and the world's leading off-price retailer. : The Opportunity: Contribute To The Growth Of Your Career. Under the direction of the Manager of Human Resources, ensures appropriate support and direction is given to all Associates in the areas of Associate Relations (AR), Talent Acquisition, Talent Management, HR Operations and Systems. Oversees the adherence to Company policies and procedures. Fields and handles AR questions/issues for resolution. Responds to all inquiries promptly and thoroughly while maintaining a high level of confidentiality. Develops appropriate recruitment strategies to meet the current and projected needs of the organizations. Facilitates the internal transfer/promotion process for exempt associates. Coaches, consults, and influences business partners on business strategies Talent Acquisition Works with District Managers to evaluate internal candidates for promotion to open positions Maintains an awareness of internal candidate availability and external market conditions to counsel leaders accordingly Recommends ROP to be approved by Regional HR Manager Ensures stores understand the hourly recruitment process Strategizes with leaders "hard to hire" markets Talent Management Coach, consult, and influence leaders on talent management strategies to build an organization deep in talent Coaches leaders on talent calibrations Influences business leaders to imbed TJX leadership competencies and cultural factors in everyday conversation Consults business leaders to execute talent management process including on boarding, assessments, strategic stretch assignments and IDP's Associate Relations Partners with leaders to investigate and resolve AR questions/issues within the Region Responds to all inquiries promptly and thoroughly while maintaining a high level of confidentiality Follows up with Associates to ensure that issues are resolved and questions answered satisfactorily Documents action taken in Service Center and files supporting documentation Refers complex AR issue to Regional HR Manager Conducts and presents AR training classes, e.g. Corrective Action, Harassment Free, and Power of Choice Acts as a Rapid Response team member to support our Power of Choice philosophy Identifies issues/trends by monitoring and compiling data from Service Center Reports and partners on strategy to increase positive Associate relations and decrease negative attrition Ensures all aspects of the HomeGoods/TJX culture is preserved, e.g. open door, harassment/discrimination free and mutual respect New Stores Works with District Managers to secure locations for Mass Hire events Partners with leaders and Talent Acquisition to ensure applicant flow through effective advertising Analyzes headcounts and anticipates future needs to develop hiring strategies to drive profitable sales Provides New Store management with information on interview and selection, job descriptions and mass hire practices Ensures lay-off procedures are followed in the event of a reduction in force after grand opening HR Operations Ensures Oracle, AR and Recruitment records are maintained for the Region Works with Store/District Management and District Secretaries to troubleshoot/correct issues within Oracle records or workflow Tracks Recruitment and AR metrics for Region, analyzes data, identifies trends and reports them to Home Office Who We Are Looking For: You. 2-4 years' experience in an HR function preferably in a Generalist capacity Bachelor's Degree in Human Resources, Psychology or related experience preferred Superior communication skills, writing and verbal Strong interpersonal skills (verbal, listening) while providing effective communication Investigative, interviewing and conflict management skills Proven ability to stay organized and prioritize workload, with limited supervision Knowledge of state and federal labor laws Ability to remain objective and calm under any circumstance and demonstrates strong emotional intelligence Ability to develop relationships across all levels of an organization Facilitation/Presentation skills Data analysis and compilation Strong planning/influencing and problem solving skills Demonstrates critical and strategic thinking Effective coaching and consulting skills Benefits include Associate discount; 401(k) match; medical/dental/vision; HSA; health care FSA; life insurance; short/long-term disability; paid holidays/vacation /sick/bereavement/parental leave; EAP; incentive programs; auto/home insurance discounts; scholarship program; adoption/surrogacy assistance; smoking cessation; child care/cell phone discounts; pet/legal insurance; credit union; referral bonuses. All benefits are subject to applicable plan or program terms (including eligibility terms) and may change from time to time. Contact your TJX representative for more information. In addition to our open door policy and supportive work environment, we also strive to provide a competitive salary and benefits package. TJX considers all applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, marital or military status, or based on any individual's status in any group or class protected by applicable federal, state, or local law. TJX also provides reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local law. Address: Location: USA Marshalls Region 23 South EastThis position has a starting salary range of $92,900.00 to $118,500.00 per year. Actual starting pay is determined by a number of factors, including relevant skills, qualifications, and experience. This position is eligible for an annual incentive as well as long-term incentives.

Job Description Join our dynamic team at Quadrant Health Group in Boca Raton, FL! Quadrant Health Group is a rapidly growing behavioral health organization with multiple locations across the U.S. We are seeking a highly skilled Human Resources Manager to join our HR & Payroll Department. You will work directly with and report to the HR/Payroll Director and be part of a collaborative team of HR professionals supporting over 300 employees across multiple states. The ideal candidate will be proficient in ADP Workforce Now and possess a strong understanding of HR best practices. This role will involve a variety of administrative and coordination tasks, contributing to the smooth operation of our HR functions. What You'll Do: Major Tasks, Duties and Responsibilities: Serve as a trusted HR partner, supporting and reporting directly to the HR/Payroll Director in all aspects of HR strategy and operations. Collaborate with the HR/Payroll Director and team members to deliver efficient HR and payroll processes across CA, TX, NJ, FL, and upcoming locations. Assist with the recruitment process, including posting job openings, scheduling interviews, and conducting background checks. Maintain accurate employee records within ADP Workforce Now, including new hires, terminations, and changes in status. Administer and optimize ADP Workforce Now for HR, Payroll, and Time & Attendance - including reporting, troubleshooting, and process improvement. Oversee I-9 compliance, including timely verification and audits, ensuring adherence to federal requirements. Administer FMLA and other leave programs (multi-state) accurately, tracking eligibility, documentation, and employee communications. Support benefit administration, open enrollment, and employee communication efforts. Ensure compliance with federal, state, and local employment laws and support audits (CARF, JCAHO, DOL, etc.). Assist in developing HR policies, procedures, and employee training programs. Partner with leadership to improve employee engagement and retention. What You'll Bring: Skills, Knowledge and Competencies: Proficiency in ADP Workforce Now is required. Strong knowledge of HR principles and practices. Excellent organizational and time management skills. Strong attention to detail and accuracy. Excellent communication and interpersonal skills. Ability to maintain confidentiality and handle sensitive information. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook). SHRM-CP or SHRM-SCP preferred (or PHR/SPHR equivalent). Proven ability to manage multi-state HR compliance. Qualifications: Bachelor's degree in Human Resources, Business, or related field. Minimum of 3 years of experience in an HR support role. Why Join Quadrant Health Group? Competitive salary commensurate with experience. Comprehensive benefits package, including medical, dental, and vision insurance. Paid time off, sick time and holidays. Opportunities for professional development and growth. A supportive and collaborative work environment. A chance to make a meaningful impact on the lives of our clients. About Quadrant Health Group: At Quadrant Health Group, we believe in fostering a culture of compassion, innovation, and excellence. We are dedicated to empowering individuals to achieve their optimal health and well-being. Our team is comprised of highly skilled professionals who are passionate about making a difference in the lives of those we serve. Join us and be part of a team that values your contributions and supports your professional growth.

Are you the steady hand that restores order when an office feels stretched thin, able to read situations clearly and act without creating unnecessary noise? Can you balance high-volume recruiting, sensitive employee relations, and compliance demands while keeping both leadership and staff grounded and supported? Do you know how to calm fires instead of fuel them, building trust through sound judgment, strong boundaries, and reliable follow-through? Final question: When faced with a challenge, do you get excited or run away? ** IMPORTANT: TO APPLY ** If you have any questions, please email **************** only. Please do not reach out through our website's contact information (telephone, email, or web chat) or via direct messaging on any social media platform. To Apply: Submit your application by clicking the "Apply" button and applying on the Crisp Recruit page that opens. **RECRUITERS DO NOT CONTACT** Kogan & DiSalvo is one of Florida's top personal injury firms, known for strong advocacy, rapid growth, and a culture that values integrity, accountability, and teamwork. Over the last four years, the firm has grown from 25-30 employees to nearly 100 across multiple Florida offices, with plans for expansion. The firm operates with clear expectations, a strong commitment to client service, and a deep respect for culture. The team is tight-knit, fast-paced, and unified by a shared desire to do meaningful work that helps people rebuild their lives. Kogan & DiSalvo is seeking a Director of HR who can fully own the HR function, support continued expansion, strengthen culture, and bring calm, clarity, and structure to a busy and growing organization. This is a hands-on leadership role, not a big-team oversight position. You'll manage all core HR operations while supervising one HR Assistant, a long-tenured paralegal who is new to HR. The firm is looking for a seasoned HR professional who brings humility, steady confidence, and a genuine love for HR, someone who strengthens culture, respects boundaries, and delivers excellence within their core role. What you'll do: HR Operations Manage employee relations with professionalism, discretion, and sound judgment Lead investigations, grievances, and conflict resolution Oversee disciplinary processes and ensure consistent policy enforcement Maintain state and federal compliance, including as the firm expands into new jurisdictions Update and refine the employee handbook annually Reduce noise, simplify issues, and prevent unnecessary escalations Recruiting Lead all hiring efforts for the firm Receptionists, Intake Specialists, Paralegals, PI support roles Manage postings, screening, interview coordination, structured interview flows, documentation, and offer letters Partner with leadership to maintain quality hiring pipelines for rapid growth Benefits Management Oversee benefits enrollment, renewals, and removals Manage open enrollment and work closely with the firm's broker Ensure accuracy and timely completion of all benefit-related tasks Support the transition from ADP to Paylocity beginning Jan 1 Payroll Oversight HR Assistant will execute most payroll tasks Director ensures accuracy, compliance, and proper documentation Maintain payroll policies and audit processes Onboarding + Training Run onboarding for all new hires Ensure paperwork, systems access, and workflows are handled seamlessly Coordinate with managers to execute training plans Build training materials, SOPs, and HR infrastructure over time Maintain referral programs and internal HR systems Culture Leadership Serve as the visible culture champion across offices Coordinate internal events, celebrations, and team-building Lead beach cleanups, office gatherings, and morale-boosting initiatives Coach managers on effective communication Reinforce a professional, respectful, and drama-free environment Travel Primary office: Boca Raton or Boynton Beach Travel to other Florida offices 5x per month (typically 1 hour each way) Travel to St. Pete/Tampa every 2-3 months (usually 1 overnight) What we're looking for: Experience: 7-10+ years in HR, with broad generalist capabilities and hands-on execution Certifications: SHRM-CP or SHRM-SCP preferred Recruiting Strength: Proven ability to hire for high-volume administrative and legal support roles Detail-Driven: Produces accurate work, spots errors quickly, and maintains high standards Humble + Professional: Learns the business, respects the chain of command, and supports leadership without ego Culture-Focused: Understands how to lift morale, protect culture, and maintain boundaries Hands-On: Comfortable rolling up their sleeves, not removed or “too corporate” Tech-Savvy: Familiarity with Paylocity is a plus Adaptable: Thrives in a growing, evolving firm Why you should work here: High-Impact Role: You'll shape culture, support statewide expansion, and build HR infrastructure that scales into future additional offices. Visible Leadership: Work directly with firm leadership and play a vital supportive role in operational stability. Growth Within HR: This role is hands-on, but the HR function will expand as the firm scales, creating room for future development. Meaningful Culture Work: Lead initiatives that strengthen morale, unify the firm, and create a workplace people are proud to be part of. Compensation & Benefits Competitive salary range Comprehensive health, dental, and vision coverage Paid time off and paid holidays 401(k) and additional firm benefits Kogan & DiSalvo offers the rare mix of meaningful work, strong leadership, and the energy of a firm that's just getting started. With rapid expansion underway, the Director of HR will play a key stabilizing role in supporting the team, shaping culture, and keeping the firm aligned as it grows across Florida and beyond. If you're an experienced, grounded, trustworthy HR professional who loves building systems, supporting people, and keeping a firm running smoothly, we'd love to meet you.

JOB TITLE: Human Resources Manager This is a full time position with excellent benefits including a full package of health benefits, paid time off, and company contributions to 401k once qualified. The ideal candidate would have experience in a theme or water park HR or Operations department. JOB SUMMARY: Oversees daily operation of the Rapids Water Park HR department SPECIFIC DUTIES AND RESPONSIBILITIES: -Responsible for the recruitment of seasonal and full time team members -Review incoming applications, allocate applicants to appropriate departments, and contact applicants for interviews -Coordinate department interviews -Coordinate, attend, and seek out recruiting visits and events at locations -Coordinate recruitment social media post and seek out new employment targets -Conduct data entry into HR Database and payroll systems -Respond to unemployment claims and attend hearings as necessary -Assist in developing and conducting general orientation and supervisor trainings -Conduct Interviewer and Recruiter training -Assist in preparing weekly staffing reports -Respond to team member complaints and conduct internal investigations -Plan and coordinate retention activities including parties, and award dinners -Supervise and assist in onboarding of seasonal staff -Develop and maintain good working relationships with department managers -Manage Human Resources budget -Manage Uniform Inventory -Other duties as assigned REQUIREMENTS AND OTHER QUALIFICATIONS: -Must possess excellent oral and written English language and grammar skills. -At least one year recruiting experience and theme or water park experience preferred. -Must possess excellent verbal, written and telephone communication skills. -Must be goal oriented and possess strong attention to detail, positive attitude, creative thinking, and problem-solving skills. -Ability to organize and manage multiple priorities. -Must have the ability to make recommendations to effectively resolve issues and to effect continual improvements by using judgment that is consistent with standards, practices, policies, procedures, regulation or government law. -Advanced computer proficiency; previous experience with Paycor and/ or HRIS systems a plus -Ability to work a flexible schedule, including nights, weekends, holidays and overtime. -Professional appearance and demeanor essential. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. -Must be able to sit and/stand/or walk for long periods of time throughout the day -Must be able to work outdoors in the park at various times throughout the year -Requires manual and bi-manual dexterity, fine and gross motor skills, eye/hand coordination, near vision, hearing and speech -Requires occasional kneeling and bending -Requires occasional walking, reaching above shoulder, pushing and pulling -Requires frequent lifts and carries up to 20 pounds -Requires occasional lifts and carries up to 50 pounds -Requires occasional carries up to 100 pounds with the assistance of a two-wheel hand truck

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.

Job Description The Director of Human Resources is responsible for overseeing all human resources functions at the Brazilian Court Hotel, ensuring compliance, consistency, and a positive employee experience aligned with the hotel's luxury boutique culture. This role also serves as the General Manager's Executive Assistant, providing high-level administrative, organizational, and coordination support. The position requires discretion, strong judgment, exceptional organizational skills, and the ability to balance people-focused leadership with executive-level support. Human Resources Leadership Responsibilities Lead and manage all human resources functions including recruitment, onboarding, training, employee relations, performance management, and separations. Ensure compliance with all federal, state, and local employment laws and regulations. Develop, implement, and maintain HR policies, procedures, and employee handbook standards. Serve as a trusted advisor to the General Manager and leadership team on employee relations, disciplinary actions, investigations, and performance issues. Oversee benefits administration, workers' compensation, leaves of absence, and unemployment claims. Manage payroll coordination, timekeeping systems, and ADP data accuracy in partnership with accounting. Lead employee engagement initiatives, recognition programs, and culture-building efforts. Support training programs, including compliance training, leadership development, and service culture initiatives. Maintain accurate and confidential employee records. Partner with department heads to forecast staffing needs and support workforce planning. Oversee recruitment efforts including job postings, screening, interviews, and hiring recommendations. Coordinate onboarding and orientation programs for new hires. Track and report HR metrics such as turnover, staffing levels, and training completion. Support audits, inspections, and owner requests related to HR compliance and documentation. Manage HR-related vendor relationships and contracts. Champion a respectful, inclusive, and professional workplace culture. Handle employee concerns and complaints promptly, fairly, and confidentially. Support leadership in maintaining consistent standards of accountability and performance. Reinforce the Brazilian Court Hotel's values, service philosophy, and brand standards. Other duties as assigned Executive Assistant Responsibilities (General Manager Support) Provide direct administrative support to the General Manager with professionalism and discretion. Manage the General Manager's calendar, schedule meetings, and coordinate appointments. Track deadlines, action items, and follow-up on key initiatives and projects. Attend meetings as requested; take accurate notes and distribute summaries and action items. Maintain organized digital and physical filing systems for confidential documents. Assist with special projects, audits, inspections, and other related requests. Hotel liaison for hotel unit owners requests and reservations. Qualifications & Experience Minimum of 2 years of human resources leadership experience, preferably in hospitality or a luxury boutique hotel environment. Prior experience supporting senior leadership duties strongly preferred. Strong working knowledge of employment law and HR best practices. Exceptional organizational, time management, and multitasking skills. Excellent written and verbal communication skills. High level of discretion and professionalism when handling confidential information. Proficiency in Microsoft Office and HR/payroll systems. Approachable, fair, and solutions-oriented leadership style. Ability to manage sensitive situations with sound judgment and professionalism. Strong attention to detail and follow-through. Ability to work independently while supporting executive priorities.

Job Description Since 1991, Spring Footwear has made a difference in the lives of consumers who have depended on our brands to deliver comfort and style. Product innovation, quality, value and flexibility are the cornerstones that contribute to our success. This all leads to our mission: “To develop successful partnerships by creating and delivering the best quality, value, product and service every day!” Job Summary: The HR Manager is a key role that reports directly to the COO. Incumbent responsible for overseeing the daily operations of the HR department including but not limited to talent acquisition and development, performance management, employee relations and grievances, policy development and compliance and employee engagement. This is an onsite position headquartered in Pompano Beach, Fl. Essential Job Functions Manage full talent acquisition life cycle from hiring to development. Partners with leaders in forecasting and developing talent pipeline to meet hiring needs including social media, networking events, mentorship programs and community outreach events. Drives employee-centric activities to improve employee engagement Guides managers through performance management situations as it relates to developing and communicating performance improvement plans. Partners with hiring managers to ensure compliance with all federal/state laws and regulations, including affirmative action plan compliance. Assists senior management develop, implement, and interpret policies, procedures, and processes and evaluate their effectiveness. Conducts yearly assessment for benefits and PEO partners and/or health plans for viability and cost effectiveness Drives employee-centric activities to improve employee engagement. Assists in the development and implementation of personnel policies and procedures. Manages the full-cycle recruiting process (candidate sourcing, screening, qualifying, interviewing, offers, and follow up) for the direct hire of qualified candidates. Manages the onboarding of all new hires across the US. Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions). Collaborates with management and employees to improve work relationships, build morale, and increase productivity and retention. Oversees biweekly payroll. Facilitates annual performance process and merit increases cycle. Maintains compliance with federal and state regulations concerning employment. Performs other related duties as required and assigned. Knowledge, Skills, and Qualifications: 5+ yrs demonstrated of human resource management experience required. BA/BS degree Human Resources, Business Administration or related field required. Active PHR/SPHR SHRM-CP/SCP certification highly desired. Knowledge of state and federal employment law including HR technical knowledge of EEO, AA, FMLA, ADA, unemployment, and worker's compensation. Ability to act with integrity, professionalism, and confidentiality. Excellent interpersonal, negotiation and conflict resolution skills. Proficient in Microsoft Suite Word, Excel, HRIS CoAdvantage or similar systems. Excellent problem-solving skills, research skills, with demonstrated critical thinking ability. Proven ability to work independently or in a team setting. Superb communication skills, organizational and analytical skills. We offer: Competitive wages and benefits Company paid Holidays and Vacation Profit sharing program Advancement opportunities PLEASE NOTE: THIS IS AN ONSITE POSITION. NO REMOTE OR HYBRID BEING OFFERED AT THIS TIME. PRINCIPALS ONLY-NO THIRD PARTIES INQUIRIES PLEASE. THANK YOU! We encourage qualified candidates to apply and join our growing team! Spring Footwear Corp. is an EEO employer, all employment is contingent upon a successful drug and background screening, as applicable to the job specifications. We administer the Florida Drug Free Workplace program, and as such, employees may be subject to reasonable suspicion drug tests, as ascribed by the Florida law.

MDVIP: Transforming Primary Care, One Patient at a Time MDVIP is a national leader in personalized healthcare, empowering over 425,000 members to achieve their health and wellness goals through a network of more than 1,400 concierge primary care physicians. Our program emphasizes preventive medicine, offering comprehensive screenings, advanced diagnostics, and individualized wellness plans. Recognized as a Great Place to Work since 2018, MDVIP is committed to excellence in patient care and employee satisfaction. Position Summary Join MDVIP as a Principal HR Business Partner, a senior-level role that shapes the future of our people strategy and organizational health. Reporting directly to the CHRO, you'll serve as a trusted advisor to senior leaders, driving alignment between business priorities and HR solutions that elevate performance, engagement, and culture. This role blends strategic influence with hands-on leadership, owning critical areas such as Employee Relations, Onboarding Experience, and Manager Capability Building. You'll lead initiatives that strengthen leadership effectiveness, embed company values, and enable a high-performance culture. If you thrive in dynamic environments, excel at building trust with executives, and are passionate about influencing executive stakeholders while driving high-performing organizations through organizational design, manager development, and operational excellence, this is your opportunity to make a lasting impact. Key Responsibilities * Serve as a strategic advisor to senior leaders, aligning workforce strategies with business priorities to drive performance, engagement, and organizational health. * Lead Employee Relations initiatives, ensuring fair, consistent, and legally sound practices while proactively reducing issues through manager capability building. * Own and optimize the onboarding experience, accelerating time-to-productivity and reinforcing culture and performance standards for new hires and managers. * Design and deliver manager development programs, coaching leaders to build confidence, accountability, and leadership effectiveness across the organization. Key Competencies * Strategic Influence: Ability to shape workforce strategies and advise senior leaders on organizational design and leadership effectiveness. * Employee Relations Expertise: Deep knowledge of ER practices, risk mitigation, and employment law with a proactive approach to issue prevention. * Leadership Coaching: Skilled in building manager capability through coaching, feedback, and targeted development programs. * Change Leadership: Proven ability to lead and support organizational change initiatives while reinforcing culture and values. * Data-Driven Decision Making: Competence in analyzing HR and ER data to identify trends, inform strategy, and measure impact. * Collaboration & Communication: Exceptional ability to partner across HR functions and communicate effectively with executives and managers. * Proven ability to advise and influence senior leaders on organizational design, workforce strategy, and leadership effectiveness. * Demonstrated success in building manager capability, coaching leaders, and implementing development programs. Minimum Qualifications * Seven (7) years of progressive HR experience, including senior HR Business Partner roles with strategic impact. * Expertise in Employee Relations, including investigations, performance management, and risk mitigation. * Strong knowledge of employment law and compliance requirements to ensure legally sound HR practices. * Experience leading onboarding programs and driving early tenure success metrics such as time-to-productivity and retention. Preferred Qualifications * Master's degree in Human Resources, Organizational Development, or related field. * Experience in healthcare, membership-based, or service-driven organizations. * Proven success leading HR initiatives during periods of organizational growth or transformation. * Certification such as SPHR, SHRM-SCP, or equivalent senior-level HR credential. * Familiarity with HR analytics tools and ability to leverage data for strategic decision-making. * Track record of influencing executive leadership and driving cultural alignment across diverse teams. Why Join MDVIP? * Be part of a mission-driven organization leading innovation in personalized healthcare. * Drive transformation and growth in a dynamic, fast-paced environment. * Competitive Compensation: Attractive base salary complemented by performance-based incentives. * Comprehensive Benefits: Health, dental, vision insurance, and retirement plans. * Professional Development: Access to ongoing training and leadership development programs. * Positive Work Environment: Consistently recognized as a Great Place to Work, fostering a culture of collaboration and excellence. MDVIP is an Equal Opportunity Employer and is committed to fostering an inclusive and diverse workplace. We welcome applicants of all backgrounds and do not discriminate based on race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other protected status. We believe that diversity and inclusion drive innovation and strengthen our company culture. If you require accommodations during the application or interview process, please let us know, and we will be happy to assist. Responsibilities - Serve as a strategic advisor to senior leaders, aligning workforce strategies with business priorities to drive performance, engagement, and organizational health. - Lead Employee Relations initiatives, ensuring fair, consistent, and legally sound practices while proactively reducing issues through manager capability building. - Own and optimize the onboarding experience, accelerating time-to-productivity and reinforcing culture and performance standards for new hires and managers. - Design and deliver manager development programs, coaching leaders to build confidence, accountability, and leadership effectiveness across the organization.

MDVIP: Transforming Primary Care, One Patient at a Time MDVIP is a national leader in personalized healthcare, empowering over 425,000 members to achieve their health and wellness goals through a network of more than 1,400 concierge primary care physicians. Our program emphasizes preventive medicine, offering comprehensive screenings, advanced diagnostics, and individualized wellness plans. Recognized as a Great Place to Work since 2018, MDVIP is committed to excellence in patient care and employee satisfaction. Position Summary Join MDVIP as a Principal HR Business Partner, a senior-level role that shapes the future of our people strategy and organizational health. Reporting directly to the CHRO, you'll serve as a trusted advisor to senior leaders, driving alignment between business priorities and HR solutions that elevate performance, engagement, and culture. This role blends strategic influence with hands-on leadership, owning critical areas such as Employee Relations, Onboarding Experience, and Manager Capability Building. You'll lead initiatives that strengthen leadership effectiveness, embed company values, and enable a high-performance culture. If you thrive in dynamic environments, excel at building trust with executives, and are passionate about influencing executive stakeholders while driving high-performing organizations through organizational design, manager development, and operational excellence, this is your opportunity to make a lasting impact. Key Responsibilities Serve as a strategic advisor to senior leaders, aligning workforce strategies with business priorities to drive performance, engagement, and organizational health. Lead Employee Relations initiatives, ensuring fair, consistent, and legally sound practices while proactively reducing issues through manager capability building. Own and optimize the onboarding experience, accelerating time-to-productivity and reinforcing culture and performance standards for new hires and managers. Design and deliver manager development programs, coaching leaders to build confidence, accountability, and leadership effectiveness across the organization. Key Competencies Strategic Influence: Ability to shape workforce strategies and advise senior leaders on organizational design and leadership effectiveness. Employee Relations Expertise: Deep knowledge of ER practices, risk mitigation, and employment law with a proactive approach to issue prevention. Leadership Coaching: Skilled in building manager capability through coaching, feedback, and targeted development programs. Change Leadership: Proven ability to lead and support organizational change initiatives while reinforcing culture and values. Data-Driven Decision Making: Competence in analyzing HR and ER data to identify trends, inform strategy, and measure impact. Collaboration & Communication: Exceptional ability to partner across HR functions and communicate effectively with executives and managers. Proven ability to advise and influence senior leaders on organizational design, workforce strategy, and leadership effectiveness. Demonstrated success in building manager capability, coaching leaders, and implementing development programs. Minimum Qualifications Seven (7) years of progressive HR experience, including senior HR Business Partner roles with strategic impact. Expertise in Employee Relations, including investigations, performance management, and risk mitigation. Strong knowledge of employment law and compliance requirements to ensure legally sound HR practices. Experience leading onboarding programs and driving early tenure success metrics such as time-to-productivity and retention. Preferred Qualifications Master's degree in Human Resources, Organizational Development, or related field. Experience in healthcare, membership-based, or service-driven organizations. Proven success leading HR initiatives during periods of organizational growth or transformation. Certification such as SPHR, SHRM-SCP, or equivalent senior-level HR credential. Familiarity with HR analytics tools and ability to leverage data for strategic decision-making. Track record of influencing executive leadership and driving cultural alignment across diverse teams. Why Join MDVIP? Be part of a mission-driven organization leading innovation in personalized healthcare. Drive transformation and growth in a dynamic, fast-paced environment. Competitive Compensation: Attractive base salary complemented by performance-based incentives. Comprehensive Benefits: Health, dental, vision insurance, and retirement plans. Professional Development: Access to ongoing training and leadership development programs. Positive Work Environment: Consistently recognized as a Great Place to Work , fostering a culture of collaboration and excellence. MDVIP is an Equal Opportunity Employer and is committed to fostering an inclusive and diverse workplace. We welcome applicants of all backgrounds and do not discriminate based on race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other protected status. We believe that diversity and inclusion drive innovation and strengthen our company culture. If you require accommodations during the application or interview process, please let us know, and we will be happy to assist.

It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today - ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500 . Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone. We are seeking a solution-oriented, results-driven Director of Employer Partners and Engagement to join our RiseUp with ServiceNow team. In this role, you will champion an AI-first approach in talent engagement and strategic workforce advancement initiatives, focused on creating employment opportunities for RiseUp job-ready talent. You will engage with ServiceNow customers and partners - and our respective sales and partner teams -- to promote hiring from our talent pool. Additionally, you are responsible for building and executing a strategy that delivers efficient recruitment, trust, and collaboration with cross-functional partners (Sales, Talent Acquisition, Partner Ecosystem), optimizes talent matching among these partners, and serves as a thought leader in workforce innovation through data-driven methods. Success means placements - getting our RiseUp alumni into jobs. To do this effectively, you'll need to: + **Work alongside our sales organization** to identify hiring opportunities at customer and partner accounts. You should be comfortable in sales conversations and know how to position RiseUp talent as a solution to workforce challenges. + **Understand the ServiceNow talent landscape.** You need to know what roles exist (developers, administrators, consultants, etc.), what skills they require, and how our graduates fit into these organizations. + **Build effective relationships with hiring decision-makers** at C-level and senior leadership, understanding their business priorities and how talent strategy connects to them. + **Create an annual partnership plan** that drives measurable hiring outcomes, using data on hiring trends and employer needs to focus your efforts where they'll have the most impact. + **Collaborate with internal stakeholders** to understand what employers need and feed that intelligence back into program operations. **Responsibilities:** + **Drive employer partnerships that result in job placements.** Work with Sales and Partner teams to identify ServiceNow customers and partners who need talent, position RiseUp in their conversations, and build relationships with hiring decision-makers. Understand their business challenges and hiring needs, match them with qualified graduates, and create recruitment pathways including employer-led cohorts that pipeline trained talent directly to jobs. + **Develop and execute a data-driven employer partnership strategy.** Research what ServiceNow roles are in demand (by geography, skill set, and organization type), understand the challenges employers face in filling them, and use this analysis to build an annual plan - flexible to evolving market needs - with measurable placement goals focused on high-impact opportunities. + **Provide labor market intelligence to inform program decisions.** Analyze regional hiring demand and workforce trends to recommend where RiseUp should prioritize training investments, ensuring we're building talent pipelines in locations where both job opportunities and underserved communities align. This includes becoming an expert in the full ServiceNow Training catalog and product portfolio in order to provide recommendations for new or expanded trainings based on employer requirements. + **Build effective relationships with key stakeholders** including hiring managers, HR leaders, and C-level executives to understand their talent acquisition challenges and position RiseUp as a solution. + **Serve as the bridge between employers and the RiseUp program.** Share employer feedback with program leadership to inform curriculum and training priorities, ensuring our graduates have the skills the market demands. Effective collaboration and solutions-driven partnership with the RiseUp Program Operations is a must. + **Track and report on partnership outcomes,** including placement rates, employer satisfaction, time-to-hire metrics, and the health of your employer pipeline. + **Market the value of RiseUp talent** to customers and partners through targeted engagement, events, and materials that demonstrate the quality and readiness of our graduates. + **Lead and develop a high-performing team.** Oversee a team who executes the employer partnership strategy with adaptability and a solutions-oriented mindset, delivering measurable placement outcomes. Serve as a trusted, key liaison between your team and GWIC Leadership, connecting the dots between employer partnership work and broader Global People and GWIC priorities and strategies. + Bachelor's degree in Business Administration, Technology, Human Resources, or related field preferred. + 15+ years in Consulting, Sales Enablement, Strategy, Go-to-Market, Talent Acquisition, HR, or related fields. Experience in the ServiceNow ecosystem strongly preferred. + Experience building partnerships across multiple stakeholder groups: C-level executives and HR leaders at employer organizations, internal Sales and Partner teams, and hiring managers. Strong understanding of ServiceNow roles and career pathways, with ability to position talent solutions effectively in customer conversations. + Strong analytical skills with experience using workforce data, hiring trends, and labor market intelligence to drive strategy and decision-making. + Experience managing and developing teams, with ability to coach others through ambiguity and build high-performing, solutions-oriented cultures. Growth mindset with openness to feedback and continuous learning. + Exceptional organizational, time management, and problem-solving skills, with ability to seamlessly manage multiple projects and priorities simultaneously that solve employer challenges and deliver effective talent solutions. + Excellent communication skills including presentations, written materials, and executive-level engagement. + Familiarity with talent acquisition strategies and best practices. + Passion for workforce innovation where everybody has access to opportunity. **Work Personas** We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here (************************************************************************************************************************************* . To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service. **Equal Opportunity Employer** ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements. **Accommodations** We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact ***************************** for assistance. **Export Control Regulations** For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities. From Fortune. ©2025 Fortune Media IP Limited. All rights reserved. Used under license.

Its 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 Its much more than a great place to work its 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 401k 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 CommitteeEngagement CommitteeOur mission is to keep the workforce safe on the job with comfortable quality protective footwear solutionsreducing 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 35 million workers per year in over 120000 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 PayrollHRIS Duties Serve as the primary owner of all payroll operations ensuring timely accurate processing of biweeklysemimonthly 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 PowerPointAbility to define problems collect data establish facts and draw valid conclusions Strong analytical skills for conducting reconciliations and data analysis Bachelors degree or equivalent experience in Human ResourcesPrevious experience working with HRISPayroll systems a must Preferable knowledge of PaylocityCapacity 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

Job Description NuCO2 is the nation's leading provider of certified beverage grade carbon dioxide and draught beer grade nitrogen, providing continuous service to more than 150,000 customer locations and carbonating millions of beverages every day. With nearly 1,200 employees in over 150 locations across the United States, we believe using the finest ingredients is essential to serving the best beverages. Safety is our top priority and NuCO2 is defined by it. We provide a best-in-class safety program, and our safety equipment complies with national and international safety standards. Summary: You will be a strategic partner providing HR support across the organization, working closely with NuCO2's leadership team. This includes employee relations, compensation & benefits, learning & development, project management, data analytics & presentation development, among other assigned activities. Successful candidates should possess excellent interpersonal skills, attention to detail, strong written and verbal communication skills, problem-solving skills, and analytical capabilities. You must also demonstrate judgment and discretion when dealing with sensitive and confidential information. This position will report to the Vice President of Human Resources and will be on-site at NuCO2's corporate headquarters in Stuart, FL. Responsibilities: Provide HR support to employees across multiple business units across the US, offering guidance with NuCO2 policies and procedures, in addition to guidance with state and federal laws, policies, and practices Partner with stakeholders, including NuCO2's Executive Team, to drive projects in the areas of employee relations, compensation & benefits, learning & development, recruiting & onboarding, and employee engagement, among others Provide coaching and guidance to NuCO2's leadership team to resolve employee relations issues and use discretion and judgment to advise on decisions relating to employees Organize and execute investigations, taking statements and partnering with corporate counsel and internal investigations team as needed Assist managers with appropriate disciplinary action when necessary for safety and policy violations, and performance gaps including, verbal & written warnings, performance improvement plans and terminations Partner with HR leadership, legal, and NuCO2 Executive Team to create new policies and procedures, and lead implementation into the organization Ensure accurate recordkeeping for personnel files is maintained, ensuring consistency, accuracy, and compliance Coordinate performance, salary administration, succession planning, talent management and diversity programs and processes Partner with NuCO2 leadership to identify training & development gaps, align needs, develop and execute programs Clarify project objectives, develop and organize information, set project timelines, and drive to successful implementation Foster continuous improvement by analyzing data and processes, monitoring effectiveness, and identifying actions to reduce complexity and/or enhance operational performance Ensure legal and regulatory compliance, including equal employment opportunity/affirmative action, wage and hour, and work authorization practices are followed Assist with unemployment claims and EEOC complaints as needed Assist with the administration of FMLA and LOA requests Cross train and support other Human Resources functions as needed Qualifications: A minimum of 5 years of progressive HR Business Partner experience Bachelor's degree in human resources, business, or related field preferred Extensive employee relations experience managing complex situations including conducting formal investigations, partnering with legal, implementing progressive discipline, and resolving conflicts while adhering to state and federal laws and policies Experience in the administration of Human Resources programs including compensation and benefits, learning and development, communications, policy and procedure development and other Human Resources programs Demonstrated presentation skills and experience partnering with senior leadership to develop programs to support employee attraction, retention and engagement Experience working independently and managing multiple projects and priorities Knowledgeable with Workers' Compensation, FMLA, and LOA laws and best practices Proficient with Microsoft Office applications (Word, Excel, and PowerPoint) Experience gathering and interpreting data, writing reports and creating a communications plan to drive results Must be able to function well in a fast-paced team environment with the ability to work independently with little supervision Ability to travel up to 10% of the time (as required) Experience writing and implementing policies, procedures, or employee handbooks is preferred Experience with learning and development platforms such as LinkedIn Learning is preferred Lean Six Sigma certification preferred UltiPro Payroll and Cognos Business Intelligence experience preferred PHR, SHRM-CP or similar certification preferred NuCO2 provides competitive pay and an exceptional benefits package, including health, dental, disability, and life insurance; paid holidays and vacation; a 401(k) retirement plan; employee discounts; and opportunities for educational and professional development. Additional compensation may vary depending on the position and organizational level. Build your future with us while making an impact every day! All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, protected veteran status, pregnancy, sexual orientation, gender identity or expression, or any other reason prohibited by applicable law.

It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today - ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500. Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone. Job Description We are seeking a solution-oriented, results-driven Director of Employer Partners and Engagement to join our RiseUp with ServiceNow team. In this role, you will champion an AI-first approach in talent engagement and strategic workforce advancement initiatives, focused on creating employment opportunities for RiseUp job-ready talent. You will engage with ServiceNow customers and partners - and our respective sales and partner teams -- to promote hiring from our talent pool. Additionally, you are responsible for building and executing a strategy that delivers efficient recruitment, trust, and collaboration with cross-functional partners (Sales, Talent Acquisition, Partner Ecosystem), optimizes talent matching among these partners, and serves as a thought leader in workforce innovation through data-driven methods. Success means placements - getting our RiseUp alumni into jobs. To do this effectively, you'll need to: * Work alongside our sales organization to identify hiring opportunities at customer and partner accounts. You should be comfortable in sales conversations and know how to position RiseUp talent as a solution to workforce challenges. * Understand the ServiceNow talent landscape. You need to know what roles exist (developers, administrators, consultants, etc.), what skills they require, and how our graduates fit into these organizations. * Build effective relationships with hiring decision-makers at C-level and senior leadership, understanding their business priorities and how talent strategy connects to them. * Create an annual partnership plan that drives measurable hiring outcomes, using data on hiring trends and employer needs to focus your efforts where they'll have the most impact. * Collaborate with internal stakeholders to understand what employers need and feed that intelligence back into program operations. Responsibilities: * Drive employer partnerships that result in job placements. Work with Sales and Partner teams to identify ServiceNow customers and partners who need talent, position RiseUp in their conversations, and build relationships with hiring decision-makers. Understand their business challenges and hiring needs, match them with qualified graduates, and create recruitment pathways including employer-led cohorts that pipeline trained talent directly to jobs. * Develop and execute a data-driven employer partnership strategy. Research what ServiceNow roles are in demand (by geography, skill set, and organization type), understand the challenges employers face in filling them, and use this analysis to build an annual plan - flexible to evolving market needs - with measurable placement goals focused on high-impact opportunities. * Provide labor market intelligence to inform program decisions. Analyze regional hiring demand and workforce trends to recommend where RiseUp should prioritize training investments, ensuring we're building talent pipelines in locations where both job opportunities and underserved communities align. This includes becoming an expert in the full ServiceNow Training catalog and product portfolio in order to provide recommendations for new or expanded trainings based on employer requirements. * Build effective relationships with key stakeholders including hiring managers, HR leaders, and C-level executives to understand their talent acquisition challenges and position RiseUp as a solution. * Serve as the bridge between employers and the RiseUp program. Share employer feedback with program leadership to inform curriculum and training priorities, ensuring our graduates have the skills the market demands. Effective collaboration and solutions-driven partnership with the RiseUp Program Operations is a must. * Track and report on partnership outcomes, including placement rates, employer satisfaction, time-to-hire metrics, and the health of your employer pipeline. * Market the value of RiseUp talent to customers and partners through targeted engagement, events, and materials that demonstrate the quality and readiness of our graduates. * Lead and develop a high-performing team. Oversee a team who executes the employer partnership strategy with adaptability and a solutions-oriented mindset, delivering measurable placement outcomes. Serve as a trusted, key liaison between your team and GWIC Leadership, connecting the dots between employer partnership work and broader Global People and GWIC priorities and strategies. Qualifications * Bachelor's degree in Business Administration, Technology, Human Resources, or related field preferred. * 15+ years in Consulting, Sales Enablement, Strategy, Go-to-Market, Talent Acquisition, HR, or related fields. Experience in the ServiceNow ecosystem strongly preferred. * Experience building partnerships across multiple stakeholder groups: C-level executives and HR leaders at employer organizations, internal Sales and Partner teams, and hiring managers. Strong understanding of ServiceNow roles and career pathways, with ability to position talent solutions effectively in customer conversations. * Strong analytical skills with experience using workforce data, hiring trends, and labor market intelligence to drive strategy and decision-making. * Experience managing and developing teams, with ability to coach others through ambiguity and build high-performing, solutions-oriented cultures. Growth mindset with openness to feedback and continuous learning. * Exceptional organizational, time management, and problem-solving skills, with ability to seamlessly manage multiple projects and priorities simultaneously that solve employer challenges and deliver effective talent solutions. * Excellent communication skills including presentations, written materials, and executive-level engagement. * Familiarity with talent acquisition strategies and best practices. * Passion for workforce innovation where everybody has access to opportunity. Additional Information Work Personas We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here. To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service. Equal Opportunity Employer ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements. Accommodations We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact ***************************** for assistance. Export Control Regulations For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities. From Fortune. 2025 Fortune Media IP Limited. All rights reserved. Used under license.

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.