Director of human resources jobs in Lakeland, FL - 131 jobs

Shift4 (NYSE: FOUR) is boldly redefining commerce by simplifying complex payments ecosystems across the world. As the leader in commerce-enabling technology, Shift4 powers billions of transactions annually for hundreds of thousands of businesses in virtually every industry. For more information, visit *************** About the Role As the global HR lead for Shift4's Product & Technology division, this role will be responsible for shaping and executing HR strategies that support our high-performing teams across product management, engineering, and technology functions. The ideal candidate is a trusted advisor, strong negotiator, and strategic influencer with experience supporting global tech organizations. Key Responsibilities Strategic HR Leadership Serve as the primary HR leader and advisor to the Chief Product Officer and Technology leadership team, ensuring alignment between business goals and people strategy. Drive organizational design, workforce planning, and talent strategies to support a high-growth, fast-paced environment. Influence and negotiate with senior leadership on HR initiatives, workforce investments, and change management strategies. Work with local Country HR Leaders, HRBPs and COEs globally to execute on people strategy Talent & Leadership Development Design and implement career paths and development frameworks for Product & Technology teams, ensuring clear growth opportunities and skill development. Provide executive coaching to senior leaders, enhancing leadership effectiveness and team dynamics. Drive succession planning, leadership pipeline development, and high-potential programs for key talent. Retention & Engagement Develop strategies to attract, retain, and engage top technical talent in a competitive market. Partner with business leaders to drive culture, engagement, and change management efforts globally. Lead employee listening strategies, leveraging feedback to drive continuous improvement. HR Execution & Global Strategy Partner with COEs to design and deliver compensation, benefits, and workforce strategies tailored for the Product & Technology org. Ensure a consistent, scalable, and global approach to HR while accounting for local market needs. Lead HR transformation initiatives, integrating new tools and processes to support agility and efficiency. What We're Looking For 10+ years of HRBP experience, with at least 5+ years supporting technology organizations. Experience working in fintech, payments, or high-growth tech companies preferred. Proven ability to influence, negotiate, and drive HR strategy at a global level. Strong background in organizational design, leadership coaching, and workforce planning. Ability to thrive in ambiguity, drive change, and execute in a fast-moving environment. Experience leading global HR initiatives across multiple geographies. Strong data-driven approach, with ability to translate insights into action. Why Join Shift4? High-impact role supporting one of the most critical business functions. Opportunity to shape and scale the Product & Technology organization at a leading public fintech company. Direct exposure to C-level leadership and global strategic initiatives. Fast-paced, entrepreneurial culture with a focus on results. If you're an HR leader with deep tech experience, strategic mindset, and a passion for building high-performing teams, we'd love to hear from you! We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.

MISSION STATEMENT: To be a beacon of light by transforming lives in the Vincentian spirit of charity, justice, and mercy through interpersonal connectivity. SUMMARY: The HR Manager is responsible for assisting with daily human resource functions, payroll processing, and working with the CHR in the development of personnel procedures, all recruiting needs, providing administrative backup of HR processes for the agency. This individual will provide a variety of both complex and routine administrative services. ESSENTIAL DUTIES AND RESPONSIBILITIES : (These essential job functions are not to be construed as a complete statement of all duties performed. Employees will be required to perform other job-related duties as required. Nothing in this restricts management's rights to assign or reassign duties and responsibilities to this job at this time) Work with hiring managers to develop/update job descriptions Process all FMLA requests according to the DOL laws governing FMLA Process weekly timecards for bi-weekly payroll utilizing payroll software Oversee all recruiting needs for the agency including posting positions, conducting interviews, verifying references, and updating the Organizational Chart Process to cover reporting of Workers' Compensation Injury and monitor claims and return to work status Process all new employees and all change-of-status forms for payroll processing Process accurate PTO tracking in payroll system Coordinate implementation/maintenance of Human Resource Information Systems (HRIS) Quarterly review of all personnel files according to accreditation standards and agency policy Implementation of the on boarding module of the HRIS system Oversee the scheduling of background screenings and drug screenings for all new applicants Train new staff in benefits and payroll processes in Employee Formation Training Must maintain confidentiality at all times Oversight to the HR Representatives on benefits and payroll questions Assist CHR in implementation of performance management system Assist CHR in administering classification programs, which include classifying and reclassifying positions Assist CHR as requested OTHER RESPONSIBILITIES: Complies with all applicable training requirements Complies with all company safety, personnel and operational policies and procedures Complies with work schedule to ensure effective operations of Agency programs Contributes positively as a member of a productive and cooperative team Performs other duties as necessary to fulfill the Society of St. Vincent de Paul South Pinellas, Inc. Mission REQUIRED KNOWLEDGE, SKILLS AND ABILITIES: (To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities necessary. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.) Able to speak, write and understand English Possess basic computer skills Must be sensitive to and respect cultural diversity amongst clients, staff, and volunteers and able to work with diverse racial, ethnic, and economic groups Flexible work schedule including evenings, nights, weekends, and holidays Ability to set appropriate limits, work under deadlines and multi-task Ability to organize, prioritize, self-motivate, and deliver results Excellent communication and listening skills Possess strong work ethics Successfully pass Law Enforcement background screening Valid Florida driver's license if driving an agency vehicle or a personal vehicle for company business Must have reliable transportation Participate in Agency Performance Quality Improvement (PQI) program and Accreditation/ Reaccreditation process. Mission-driven attitude supplemented with integrity and passion Adherence to the highest ethical standards, personally and professionally A high level of openness and willingness to receive feedback/suggestions from superiors and others, and to learn new skills to improve job performance Evidence of deep alignment with the Society of St. Vincent de Paul South Pinellas, Inc. Mission and Values This position requires a Level 2 background screening through the Florida Background Screening Clearinghouse. For more information on screening requirements, process, and disqualifying offenses, please visit the official Clearinghouse Education and Awareness website. ******************************** ADDITIONAL KNOWLEDGE, SKILLS AND ABILITIES: (To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities necessary. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.) Proficient with Microsoft Office (Outlook, Excel, Word & Access) Knowledge of principles and practices of personnel administration Proficient with fax machine/copier/scanner Professional appearance at all times Use of independent thinking and judgment Ability to multi-task and think quickly Must have an “all hands-on deck” attitude EDUCATION AND EXPERIENCE: (Pending on position and if prior to hire is approved by Chief Executive Officer, a comparable amount of training, education or experience may be substituted for the minimum education qualifications) Bachelor's degree in Human Resource Management or related field or at least two years progressive Human Resources experience Strong interpersonal skills, both oral and written Strong understanding of state and federal requirements and regulations A minimum of 1 - 2 years of payroll processing experience is required Intermediate to advance skillset with Excel spreadsheets GENERAL PHYSICAL DEMANDS: These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job. Reasonable accommodation can be made, if appropriate, to enable people with disabilities to perform the described essential functions of job. Working in an office/site requires prolonged sitting at the computer workstation, standing, bending, reaching, lifting up to 20 lbs. and some driving. Requires manual dexterity sufficient to operate standard office machines such as computers, fax machines, calculators, telephones, and other office equipment. It is also required to regularly sit, speak, and listen, the employee is also required to walk, use hands and fingers to type, operate equipment, and maintain records and notes. Specific vision abilities required include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus. MENTAL DEMANDS: Must handle new and diverse work problems on a daily basis. Personal maturity is an important attribute. Must be able to resolve problems, handle conflict, and make effective decisions under pressure. Must have the ability to listen objectively to people, perceive the real problem and assist in bringing issues to a successful conclusion. Must relate and interact with, volunteers, clients, contractors, visitors, and employees at all levels within the Agency. WORK ENVIRONMENT: Environment will occasionally become noisy due to equipment operations and interactions among clients and staff. There may be the possibility of being exposed to communicable disease, possible exposure to verbal abuse or similar behavior from residents/clients. On an as needed basis, employees may be called upon to work outside of the established work schedule or work odd hours. All information associated with the Agency is confidential. Benefits: Health Insurance Life insurance Dental Insurance Vision insurance Short- and Long-Term Disability 120 hours of PTO accrued biweekly starting at day 1 of employment 13 Paid Holidays to include Employee's birthday and Date of Hire 403(b) with employer match up to 3% The Society of St. Vincent de Paul South Pinellas, Inc. is an Equal Opportunity Employer.

Compensation: $140K - $160K base + bonus, and benefits (salary commensurate with experience) A rapidly growing, multi-location organization in the hospitality sector is seeking a seasoned HR leader to help scale operations and build a strong foundation for growth. The company is known for delivering exceptional customer experiences and is expanding its footprint in the region. The Director of Human Resources will be a key member of the leadership team, responsible for developing and executing HR strategies aligned with business objectives. This role oversees all aspects of HR, including talent acquisition, employee relations, benefits administration, compliance, and organizational development. The ideal candidate is innovative, experienced in scaling HR functions, and passionate about fostering a high-performing culture. Key Responsibilities Strategic Leadership: Develop and implement HR strategies to support organizational growth. Talent Management: Lead recruitment, onboarding, and career development initiatives. Compensation & Benefits: Oversee payroll, manage benefits programs, and implement a 401(k) plan. Employee Relations & Compliance: Ensure compliance with employment regulations and serve as a trusted advisor. Culture & Engagement: Drive programs that enhance employee engagement and retention. Qualifications Bachelor's degree in HR, Business, or related field (Master's preferred). 7+ years of progressive HR experience, ideally in hospitality or similar multi-site, customer-focused industries. Proven ability to scale HR operations for growth. Strong knowledge of employment law, compensation, and HR best practices. Exceptional leadership, communication, and problem-solving skills. At Taylor White, we specialize in Accounting & Finance roles in Tampa Bay and beyond. Our industry knowledge combined with our extensive recruiting experience means we not only know what you're looking for-we know how to find it! For more information, please contact us via our website at ********************

Who We Are Recognized for 30 years of success in guiding insurance companies and their insureds, Traub Lieberman Straus & Shrewsberry's breakthroughs in coverage analyses, complex litigation, commercial and professional dispute resolution, and cyber and technology counseling continue to drive our renowned excellence in the legal profession. As Traub Lieberman grows, we remain dedicated to building relationships and resolving claims in the most effective and efficient manner. Who You Are The Human Resource Director will be responsible for overseeing the day-to-day administrative functions of the law firm. This leadership role ensures smooth operations, enhances efficiency, and supports the firm's attorneys and staff. The Human Resource Director will handle operational, human resources, and IT management tasks while also ensuring compliance with legal regulations and industry standards. The ideal candidate will have strong organizational, communication, and leadership skills, with experience in legal or professional services management. Work on-site: St. Petersburg, FL What You'll Do 1. Operations Management: Oversee the daily operations of the law firm to ensure efficiency and effectiveness. Develop, implement, and manage firm policies, procedures, and practices. Coordinate office space, supplies, and equipment needs. Manage scheduling, office calendars, and general administrative support. 2. Human Resources: Manage the recruitment, hiring, and onboarding process for new staff and attorneys. Oversee employee benefits, payroll, and compensation programs. Serve as the primary point of contact for HR-related issues, including employee relations, conflict resolution, and performance management. Develop and enforce personnel policies and procedures. Ensure compliance with employment laws and regulations. 3. IT and Systems Management: Oversee the firm's IT infrastructure, ensuring all systems are functioning effectively. Work with IT vendors to ensure security, software updates, and support. Ensure the firm utilizes appropriate legal technology, case management software, and document management systems. Train staff on software systems and new technological tools. 4. Compliance and Risk Management: Ensure the firm's operations comply with legal and regulatory requirements. Stay current on industry standards and best practices. Implement and monitor security protocols for confidential client and firm data. Handle risk management strategies and assist in resolving claims or disputes. 5. General Administrative Support: Provide administrative support to attorneys and management team as needed. Manage internal and external communications, including correspondence, meetings, and reports. Assist with firm marketing efforts, including events, social media, and website updates. What You Bring Bachelor's degree in Business Administration, Management, Human Resources, or a related field (MBA or Master's degree preferred). Minimum of 10 years of experience in law firm administration, legal operations, or similar role. Strong knowledge of law firm operations, legal technology, and compliance requirements. Proven leadership skills with the ability to manage and motivate a team. Demonstrated depth of experience in organizational development, change management, employee relations, talent acquisition and succession planning, policy development and HR operations/compliance experience. Excellent organizational, time-management, and problem-solving abilities. Strong communication skills, both written and verbal, ability to effectively interact with all levels of employees. Proficiency with office software (Microsoft Office Suite, Google Workspace, etc.), legal management software, and financial systems. Ability to handle confidential information with discretion and integrity. SHRM Certification preferred. Work Environment: This position is based in the firm's office in St. Petersburg, FL Travel required monthly/quarterly to various offices What We Offer Salary Range: $100k- $150k depending on experience Benefits: Medical, dental, vision, and 401k Competitive paid time off Yearly bonus #IND1

Carlton Fields is seeking a Director of Human Resources for its downtown Tampa office. The Director of Human Resources is responsible for the smooth and profitable operation of the Firm's human resources function. The Director of Human Resources guides and manages the overall provision of human resources services, policies, and programs for the Firm. They will plan, design, develop, and evaluate human resources related initiatives that support organizational strategic goals and takes a leadership role in developing a culture that enables employees to perform in accordance with the Firm's objectives. The Director of Human Resources will report to the Chief Operating Officer. The Director of Human Resources will: Be responsible for recruiting and staffing, compensation and benefits administration, employee orientation, development and training, HR budget preparation, performance management and employee relations, and regulatory compliance with employment and labor law requirements and reporting. Develop organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. Implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, and EEO compliance. Manage human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change. Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances. Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. Support management by providing human resources advice, counsel, and decisions; analyzing information and applications. Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. Comply with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. Enhance department and organization reputation by accepting ownership for accomplishing new and different requests, exploring opportunities to add value to job accomplishments. Qualifications: A minimum of 10 years of broad-based human resources leadership experience with demonstrable results in building, enhancing, and leading all functional areas of human resources, including strategic planning, performance management, employee relations, recruiting, payroll and benefits and compensation administration in a highly sophisticated multi-office, service-oriented, or professional services organization. The Director of Human Resources must demonstrate business acumen and HR expertise, including broad knowledge and experience in employment law, compensation, organizational planning and development, employee relations, and training and development Strong technical HRIS skills, Dayforce preferred. Exceptional oral and written communication skills, high moral and ethical standards, as well as leadership and relationship management skills Demonstrated ability to interact effectively with the firm's senior management team, including evidence of experience in dealing with highly sensitive issues requiring a high level confidentiality Excellent organizational skills Experience in the administration of benefits, payroll, compensation, and other HR programs Must have the ability to identify and analyze complex problems and recommend and implement solutions Excellent interpersonal, leadership, and supervisory skills along with a high degree of emotional intelligence are also required Minimum of a Bachelor's Degree or equivalent in Human Resources, Business, Organization Development. Actual salaries will vary depending upon various factors, including relevant experience and skillset. The salary range listed is just one component of the Carlton Fields total compensation package for employees. Other monetary rewards include annual discretionary bonuses based on performance and profit-sharing contributions based on eligibility and firm profitability. Additionally, Carlton Fields provides a comprehensive suite of benefits to promote health and financial security, including medical, dental, and vision insurance as well as life, accident, and disability insurance plans. The firm also provides the opportunity to participate in 401(k) retirement benefits, commuter benefits, and well-being programs.

Leixir is seeking a hands-on, execution-oriented Director of HR to lead HR operations across its US-based dental labs. This leader will drive HR operational excellence, ensure multi-state compliance, strengthen employee relations, manage benefits and payroll governance, and support managers with consistent HR processes. This role requires someone who is both strategic and deeply operational, with strong experience in multi-state HR, compliance, benefits, investigations, ADP/payroll systems, and daily HR management in a fast-paced, multi-site environment. Objectives of this Role Oversee, refine, and execute employee standards and procedures, improving existing HR systems and processes. Maintain and enhance employee benefits programs, including compensation structures, health insurance, PTO/vacation policies, and other personnel packages. Support recruitment efforts and prepare employees for success through structured orientation and training programs. Ensure legal compliance by monitoring federal and state HR requirements, conducting investigations, and maintaining compliant, audit-ready records. Identify and recommend improvements to HR SOPs, including organizational restructuring opportunities and morale-strengthening initiatives. Daily and Monthly Responsibilities Support departments in developing and delivering HR strategies aligned with business direction. Plan, monitor, and appraise HR activities, organize management-employee conferences, resolve grievances, and coach managers on discipline and performance matters. Maintain up-to-date HR policies and management guidelines by preparing, updating, and recommending new or revised procedures. Build strong relationships with external partners (benefits brokers, payroll providers, legal counsel) to ensure smooth HR operations. Handle confidential and sensitive matters with the highest level of discretion. Key Responsibilities 1. HR Operations & Compliance Leadership Lead end-to-end HR operations across all US entities. Ensure strict compliance with federal, state, and local labor laws across multiple states. Maintain policies aligned with state-specific rules (wage/hour, PTO, meal/rest breaks, safety compliance, employee classification). Conduct HR audits and partner with legal counsel for risk mitigation. 2. Employee Relations, Investigations & Discipline Primary contact for employee relations, performance management, and corrective action. Lead investigations related to harassment, discrimination, misconduct, and policy violations. Standardize disciplinary processes across labs. Train managers on documentation standards and ER best practices. 3. Payroll, Benefits & PTO Governance Oversee payroll governance in partnership with Finance, payroll team based out of India, and ADP or equivalent payroll systems. Ensure accurate payroll inputs (new hires, FMLAs, terminations, bonuses, RIF calculations). Lead annual benefits enrollment with brokers and ensure accurate benefits administration. Manage PTO corrections, reconciliation, and communication. 4. Attendance Management & Workforce Discipline Implement consistent attendance policies across all labs. Ensure enforcement, documentation, and communication of attendance and discipline frameworks. Support lab leaders on absenteeism and scheduling challenges. 5. HR Business Partnering for US Labs Partner with Lab GMs and supervisors on workforce planning, ER issues, and day-to-day HR support. Create consistency across labs in onboarding, policies, documentation, and training. Support lab audits, quality issues, operational escalations, and staffing needs. 6. Support Critical HR Cycles Lead HR components of restructuring, RIF processes, and change management. Ensure documentation, communication protocols, and legal compliance. Support performance reviews, talent discussions, and workforce planning. 7. HR Systems, Reporting & Process Improvement Ensure accuracy and hygiene of HRIS data. Strengthen dashboards for headcount, attrition, PTO, compliance, and hiring. Enhance HR workflows, SOPs, templates, and communication standards. Optimize utilization of ADP / HRIS systems across labs. Required Experience Education & Background Bachelor's degree required. Masters preferred. 8-12+ years of progressive US HR experience, including 3-5 years in an HR Manager/Director role supporting multi-site operations. Experience in healthcare, manufacturing, dental labs, medical devices, or similar environments preferred. Technical Expertise Deep knowledge of multi-state employment laws. Strong experience with ADP Workforce Now or similar HRIS/payroll platforms. Benefits administration, annual enrollment, and payroll coordination experience. Strong ER investigations and disciplinary process expertise. Skills & Leadership Attributes Hands-on, detail-oriented operator. High judgment and excellent documentation discipline. Strong partnership skills with legal, finance, and operations. Ability to coach managers and influence outcomes. Strong communication and professionalism. Thrives in fast-paced environments with competing priorities. Low-ego, high-ownership leadership style. What Success Looks Like HR operations become consistent, compliant, and well-documented across all labs. ER cases resolved promptly with strong manager partnership. Payroll, PTO, and benefits cycles run smoothly and accurately. Attendance and discipline processes standardized and predictable. State laws followed rigorously, reducing legal and HR risk. Lab leaders experience HR as a reliable, responsive strategic partner. HR shifts from reactive to proactive through strong governance and process discipline.

About The Role & Team We are seeking an Associate Director of Human Resources to join our St. Petersburg office and serve as a senior HR leader supporting Webull's growing U.S. workforce. This role sits at the intersection of people strategy, compliance, talent, and execution, and partners closely with business leaders, Legal, Compliance, Finance, and Recruiting. This is a high-impact, hands-on leadership role for an HR professional who is equally comfortable managing complex employee issues, owning immigration and recruiting processes, and building scalable HR programs in a fast-paced, regulated fintech environment. In This Role, You Will Lead complex employee relations matters, including investigations, performance issues, and sensitive terminations. Ensure compliance with federal, state, and local employment laws across a multi-state workforce. Partner closely with Legal and Compliance on employment risk, policy interpretation, and regulatory readiness. Own and manage the U.S. immigration lifecycle, including H-1B, OPT, STEM OPT, TN, and permanent residency cases. Partner with external immigration counsel and internal stakeholders to ensure timely, compliant filings. Advise leaders and employees on immigration timelines, risks, and workforce planning implications. Maintain accurate immigration records and ensure compliance with all reporting and documentation requirements. Partner closely with Recruiting and business leaders on hiring strategy, workforce planning, and headcount approvals. Support full cycle recruiting efforts for key roles as needed, including interview alignment, offer structuring, and decision-making. Ensure a consistent, compliant, and high-quality candidate experience across the hiring process. Advise on compensation, leveling, and internal equity during offer development. Oversee day-to-day HR operations in the St. Petersburg office while ensuring alignment with firm-wide practices. Support benefits administration, leaves of absence, accommodations, and return-to-work planning. Contribute to the design and implementation of scalable HR programs, policies, and processes. The Skills You Bring 6-8+ years of progressive HR experience, including senior HRBP or HR leadership responsibilities. Direct experience managing U.S. employment-based immigration programs. Experience partnering with recruiting teams in high-growth environments. Strong knowledge of U.S. employment law and HR best practices; regulated industry experience strongly preferred. Proven ability to manage sensitive issues with sound judgment, discretion, and empathy. Strong executive presence and ability to influence at all levels of the organization. Highly organized, detail-oriented, and comfortable operating in a fast-paced environment. What Makes You Stand Out You balance people-first thinking with business pragmatism. You bring structure to complexity and clarity to ambiguity. You are comfortable owning critical processes end-to-end (immigration, ER, hiring). You build trust quickly with leaders and employees alike. You value accountability, transparency, and thoughtful decision-making. Why Webull? Webull is more than a fintech company-we're a global community of innovators, collaborators, and trailblazers. Headquartered in St. Petersburg, FL, Webull operates in 15 regions worldwide, serving over 20 million users. At Webull, your ideas matter, your voice is heard, and your work makes a real impact. Investing in our people is a top priority for us, which is why we have a comprehensive benefits package that includes: Comprehensive Health Coverage: 100% paid medical and dental insurance for employees and dependents, vision insurance, and more! Financial Support: 401(k) match, commuter benefits for NY positions, and short-term disability coverage. Work-Life Balance: Generous time off that increases with tenure, paid parental leave, personal days, sick time, volunteer days and company holidays. Wellness & Pet Care: Fitness and wellness benefits, plus pet insurance for your furry friends. Investing in Your Future: We provide tuition reimbursement to help you pursue relevant degrees, certifications, and training that align with your career goals. Dynamic Office Perks: Catered lunches (every Friday), fully stocked kitchens, and monthly happy hours to connect and collaborate. This role is based in our St. Pete office (200 Carillon Pkwy, St. Petersburg, FL) where in-person collaboration fuels growth, mentorship, and innovation. EEOC Statement Webull is an equal opportunity employer. We're committed to building a diverse and inclusive team where all backgrounds, perspectives, and talents are valued.

Webull is a leading digital brokerage platform built on next-generation global infrastructure. Our mission is to empower individual investors with the tools, data, and technology they need to take control of their financial future. From zero-commission trading to advanced analytics and global market access, we are committed to delivering a best-in-class investing experience. As Webull continues to scale its U.S. and global operations, our People function plays a critical role in enabling sustainable growth, strong governance, and an exceptional employee experience. About The Role & Team We are seeking an Associate Director of Human Resources to join our St. Petersburg office and serve as a senior HR leader supporting Webull's growing U.S. workforce. This role sits at the intersection of people strategy, compliance, talent, and execution, and partners closely with business leaders, Legal, Compliance, Finance, and Recruiting. This is a high-impact, hands-on leadership role for an HR professional who is equally comfortable managing complex employee issues, owning immigration and recruiting processes, and building scalable HR programs in a fast-paced, regulated fintech environment. In This Role, You Will * Lead complex employee relations matters, including investigations, performance issues, and sensitive terminations. * Ensure compliance with federal, state, and local employment laws across a multi-state workforce. * Partner closely with Legal and Compliance on employment risk, policy interpretation, and regulatory readiness. * Own and manage the U.S. immigration lifecycle, including H-1B, OPT, STEM OPT, TN, and permanent residency cases. * Partner with external immigration counsel and internal stakeholders to ensure timely, compliant filings. * Advise leaders and employees on immigration timelines, risks, and workforce planning implications. * Maintain accurate immigration records and ensure compliance with all reporting and documentation requirements. * Partner closely with Recruiting and business leaders on hiring strategy, workforce planning, and headcount approvals. * Support full cycle recruiting efforts for key roles as needed, including interview alignment, offer structuring, and decision-making. * Ensure a consistent, compliant, and high-quality candidate experience across the hiring process. * Advise on compensation, leveling, and internal equity during offer development. * Oversee day-to-day HR operations in the St. Petersburg office while ensuring alignment with firm-wide practices. * Support benefits administration, leaves of absence, accommodations, and return-to-work planning. * Contribute to the design and implementation of scalable HR programs, policies, and processes. The Skills You Bring * 6-8+ years of progressive HR experience, including senior HRBP or HR leadership responsibilities. * Direct experience managing U.S. employment-based immigration programs. * Experience partnering with recruiting teams in high-growth environments. * Strong knowledge of U.S. employment law and HR best practices; regulated industry experience strongly preferred. * Proven ability to manage sensitive issues with sound judgment, discretion, and empathy. * Strong executive presence and ability to influence at all levels of the organization. * Highly organized, detail-oriented, and comfortable operating in a fast-paced environment. What Makes You Stand Out * You balance people-first thinking with business pragmatism. * You bring structure to complexity and clarity to ambiguity. * You are comfortable owning critical processes end-to-end (immigration, ER, hiring). * You build trust quickly with leaders and employees alike. * You value accountability, transparency, and thoughtful decision-making. Why Webull? Webull is more than a fintech company-we're a global community of innovators, collaborators, and trailblazers. Headquartered in St. Petersburg, FL, Webull operates in 15 regions worldwide, serving over 20 million users. At Webull, your ideas matter, your voice is heard, and your work makes a real impact. Investing in our people is a top priority for us, which is why we have a comprehensive benefits package that includes: * Comprehensive Health Coverage: 100% paid medical and dental insurance for employees and dependents, vision insurance, and more! * Financial Support: 401(k) match, commuter benefits for NY positions, and short-term disability coverage. * Work-Life Balance: Generous time off that increases with tenure, paid parental leave, personal days, sick time, volunteer days and company holidays. * Wellness & Pet Care: Fitness and wellness benefits, plus pet insurance for your furry friends. * Investing in Your Future: We provide tuition reimbursement to help you pursue relevant degrees, certifications, and training that align with your career goals. * Dynamic Office Perks: Catered lunches (every Friday), fully stocked kitchens, and monthly happy hours to connect and collaborate. This role is based in our St. Pete office (200 Carillon Pkwy, St. Petersburg, FL) where in-person collaboration fuels growth, mentorship, and innovation. EEOC Statement Webull is an equal opportunity employer. We're committed to building a diverse and inclusive team where all backgrounds, perspectives, and talents are valued.

The Head of Human Resources is responsible for the smooth and profitable operation of the Firm's human resources function. The Head of Human Resources guides and manages the overall provision of human resources services, policies, and programs for the Firm. They will plan, design, develop, and evaluate human resources related initiatives that support organizational strategic goals and takes a leadership role in developing a culture that enables employees to perform in accordance with the Firm's objectives. The Head of Human Resources will report to the Chief Operating Officer. The Head of Human Resources will: Be responsible for recruiting and staffing, compensation and benefits administration, employee orientation, development and training, HR budget preparation, performance management and employee relations, and regulatory compliance with employment and labor law requirements and reporting. Develop organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. Implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, and EEO compliance. Manage human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change. Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances. Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. Support management by providing human resources advice, counsel, and decisions; analyzing information and applications. Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. Comply with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. Enhance department and organization reputation by accepting ownership for accomplishing new and different requests, exploring opportunities to add value to job accomplishments. Qualifications A minimum of 10 years of broad-based human resources leadership experience with demonstrable results in building, enhancing, and leading all functional areas of human resources, including strategic planning, performance management, employee relations, recruiting, payroll and benefits and compensation administration in a highly sophisticated multi-office, service-oriented, or professional services organization. The Director of Human Resources must demonstrate business acumen and HR expertise, including broad knowledge and experience in employment law, compensation, organizational planning and development, employee relations, and training and development Strong technical HRIS skills, Dayforce preferred. Exceptional oral and written communication skills, high moral and ethical standards, as well as leadership and relationship management skills Demonstrated ability to interact effectively with the firm's senior management team, including evidence of experience in dealing with highly sensitive issues requiring a high level confidentiality Excellent organizational skills Experience in the administration of benefits, payroll, compensation, and other HR programs Must have the ability to identify and analyze complex problems and recommend and implement solutions Excellent interpersonal, leadership, and supervisory skills along with a high degree of emotional intelligence are also required Minimum of a Bachelor's Degree or equivalent in Human Resources, Business, Organization Development.

We are looking for a dependable and detail-oriented HR Manager to join our corporate team. This position plays a key role in processing payroll, supporting HR operations, facilitating new hire onboarding, and maintaining accurate employee records. This is a full-time, in-office role in a fast-paced and growing organization. What You'll Do Process payroll for W-2 employees and subcontractors accurately and on time. Support the full onboarding process: new hire paperwork, system setup, benefit presentations, and documentation. Maintain and update employee records in Paycor and internal HR systems. Assist with HR compliance, employee file audits, and workers' compensation or liability audit preparation. Provide support for benefits administration and employee eligibility questions. Assist with employee relations items such as check-ins, documentation, and professionalism standards. Ensure accuracy and confidentiality of all HR and payroll records. Provide general administrative and office support to the HR department and leadership team. Job Requirements To be considered for this role, candidates must meet all of the following requirements: Paycor Experience (Required) Proven proficiency using Paycor for payroll, HR administration, and employee management. SHRM Certification (Required) Active SHRM-CP or SHRM-SCP certification. Human Resources & Recruiting Experience Hands-on experience leading or supporting recruiting efforts, HR operations, accounting/finance coordination, and employee benefits administration. QuickBooks Experience (Required) Working knowledge of QuickBooks with the ability to manage and support accounting-related tasks. Minimum of 3 Years of HR Experience Experience across payroll, onboarding, benefits administration, and general HR functions. Additional Skills: Strong communication and organizational abilities Detail-oriented with strong follow-through Able to work in a fast-paced office environment Comfortable handling confidential information Why Join Us? Competitive salary: $110,000-$120,000 Base + Bonus Medical, Dental, Vision 401(k) Paid Time Off (PTO) Paid Holidays Stable, growing company with long-term career opportunity Apply Now If You're Interested In This Opportunity!

Manthey Hospitality is Tampa Bay's premier operator of passenger vessels, with a fleet of 14 vessels ranging from upscale dining cruises to water taxis. The fleet includes Yacht Starship Dining Cruises, Craft, Pirate Water Taxi and Lost Pearl Pirate Adventure Cruises. Join Tampa's fastest growing fleet and be part of creating a sea of memories for our guests and our crew. The Multi-State HR Director is a strategic and hands-on leader responsible for overseeing all human resources functions across multiple states for a rapidly growing organization. This role ensures compliance with all federal and state employment laws, drives HR technology transformation, builds scalable processes, and supports a high-performance, people-focused culture. The HR Director partners closely with leadership to forecast workforce needs, improve operational efficiency, and implement modern HR solutions that support the company's growth. Strategic Leadership & HR Infrastructure Develop and execute an HR strategy aligned with business goals and multi-state operations. Build scalable HR processes for recruitment, onboarding, performance management, and employee relations as the company grows. Lead HR technology initiatives (HRIS improvements, automation, workflow tools, self-service portals). Conduct workforce planning and organizational development strategy sessions with department leads. Review HR metrics and Trends (turnover, time-to-fill, labor costs, PTO trends, etc.) with the Executive Team Identify compliance risks and implement proactive solutions across all operating states. Serve as a trusted advisor to executives and managers on all employee-related matters. Multi-State Compliance & Risk Management Ensure adherence to federal, state, and local laws, including wage and hour, EEO, FMLA, ADA, OSHA, and state-specific leave laws. Maintain updated HR policies and employee handbooks for each state of operation. Oversee investigations related to employee relations, harassment, misconduct, or policy violations. Manage workers' compensation claims across state lines and coordinate with insurance providers. Monitor regulatory changes (state payroll rules, PTO laws, scheduling laws) and implement necessary updates. HR Technology & Process Modernization Evaluate, select, and implement HR technology solutions to improve efficiency (HRIS, ATS, performance systems, onboarding tools). Map and redesign HR workflows to reduce manual work and increase automation. Roll out employee self-service features for onboarding, payroll, benefits, and documentation. Train staff on new systems and create consistent digital processes across all locations. Develop dashboards and reporting tools for workforce metrics, turnover, hiring, and labor costs. Talent Acquisition & Onboarding Oversee full-cycle recruitment for management and key positions across states. Create scalable recruiting processes and set hiring standards for managers. Evaluate recruitment technologies to improve candidate pipelines and speed of hire. Ensure consistent onboarding experience across multiple sites (digital documents, technology setup, orientation). Develop employer branding strategies and partnerships to support multi-state recruiting. Employee Relations & Culture Build strong relationships with employees and managers across locations to promote engagement and communication. Resolve complex employee relations issues and provide coaching to managers. Conduct climate assessments, town halls, and action plans to improve culture. Lead retention strategies, recognition programs, and internal communication initiatives. Support diversity, equity, and inclusion efforts. Compensation, Benefits & Payroll Oversight Oversee compensation structures and ensure multi-state wage compliance. Ensure payroll accuracy across states. Analyze and oversee benefits offerings and recommend enhancements that meet workforce needs. Provide data-driven recommendations on pay equity, salary ranges, bonuses, and workforce cost planning. 7. Training, Performance & Leadership Development Implement performance management processes and technology platforms. Train managers in topics such as coaching, documentation, evaluations, and compliance. Coordinate professional development programs for supervisors and high-potential employees. Oversee compliance training: harassment, safety, EAP, new hire requirements, and state-specific mandates. Daily Operational Tasks Respond to employee and manager HR questions across all states. Review timesheets, payroll changes, and multi-state wage compliance items. Troubleshoot HRIS or onboarding system issues and escalate tech needs. Conduct check-ins with HR team members (assistant, generalist, benefits, payroll). Review pending employee relations situations and provide guidance. Approve job postings, hiring requests, and offer letters. Approve high-level HR actions (hires, terminations, compensation changes) Ensure Drug Testing requirements are being met Daily Leadership & Strategic Tasks Review HR metrics, dashboards, and workflows for improvement opportunities. Meet with executive leadership for updates on staffing, culture, compliance, and productivity Collaborate with executives on workforce planning or operational changes. Work with IT or vendors on ongoing HR tech modernization projects. Review compliance updates for each state and refine policies accordingly. Provide coaching to managers on performance, documentation, and development. Conduct interviews for higher-level roles or positions in critical departments. Daily Culture & Engagement Tasks Maintain open communication with employees across locations. Review feedback from surveys, exit interviews, and onboarding questionnaires. Support recognition initiatives and maintain a positive work environment. Requirements Qualifications Bachelor's degree in HR, Business, or related field; Master's preferred. 7+ years of progressive HR experience with at least 3 years in multi-state oversight. Experience managing HR in a scaling or high-growth organization. Strong knowledge of federal and state employment laws. Proven experience implementing or upgrading HR technology systems. Excellent leadership, communication, and project management skills. PHR/SPHR or SHRM-CP/SCP certification preferred. Benefits 401(k) & Matching Health Insurance plus vision, dental, life, accident, disability, hospital, critical illness, identity, pet, legal, and more. Paid Time Off (PTO) Professional development assistance Subsidized Parking Complimentary passes and discounts to Manthey Hospitality brands M-F primary schedule, nights, weekends, and holidays as needed. Salary Description 100,000 - 120,000

We are seeking a strategic and hands-on HR Director to lead all human resources functions across multiple states for a rapidly expanding hospitality organization. This role is ideal for a leader who excels in building scalable HR infrastructure, ensuring multi-state compliance, elevating HR technology, and fostering a high-performance, people-centered culture. The HR Director will partner closely with executives and operational leaders to forecast workforce needs, modernize HR systems, reduce risk, and implement sustainable HR solutions that support rapid growth. Key Responsibilities Strategic Leadership & HR Infrastructure Develop and execute a multi-state HR strategy aligned with business goals. Build scalable processes for recruitment, onboarding, performance management, and employee relations. Lead HR technology improvements (HRIS upgrades, automation, digital workflows). Conduct workforce planning and organizational development sessions with department heads. Present HR metrics and trends (turnover, hiring speed, labor costs, PTO usage) to the Executive Team. Identify compliance risks and implement proactive solutions across all states. Act as a trusted advisor to executives and managers on people-related matters. Multi-State Compliance & Risk Management Ensure adherence to federal, state, and local employment regulations (wage & hour, EEO, FMLA, ADA, OSHA, state leave laws). Maintain updated employee handbooks and policies for each operating state. Lead investigations into employee relations, harassment, or misconduct issues. Oversee multi-state workers' compensation claims and collaborate with insurance partners. Monitor regulatory changes and implement policy updates as needed. HR Technology & Process Modernization Evaluate, implement, and optimize HR technology solutions (HRIS, ATS, performance and onboarding platforms). Map and redesign workflows to reduce manual processing and increase automation. Launch employee self-service tools for onboarding, payroll, benefits, and documentation. Train managers and staff on new systems and ensure consistent digital processes across all properties. Develop dashboards and reporting tools for turnover, hiring, labor costs, and workforce analytics. Talent Acquisition & Onboarding Oversee full-cycle recruitment for leadership and key positions across multiple states. Establish scalable hiring processes and consistent standards for managers. Evaluate recruiting technologies to increase candidate flow and speed of hire. Ensure a consistent, high-quality onboarding experience company-wide. Develop employer brand initiatives and external partnerships to support multi-state hiring. Employee Relations & Culture Build strong relationships with employees and leaders across all locations. Resolve complex employee relations issues and provide coaching to managers. Conduct climate assessments, town halls, and culture-improvement initiatives. Lead retention strategies, recognition programs, and internal communications. Support diversity, equity, and inclusion efforts. Compensation, Benefits & Payroll Oversight Oversee compensation structures and ensure compliance with multi-state wage regulations. Ensure payroll accuracy and alignment with state-specific requirements. Analyze benefits utilization and recommend enhancements. Provide guidance on pay equity, labor cost planning, and salary structures. Training, Performance & Leadership Development Implement and manage performance management tools and processes. Train managers on coaching, documentation, evaluations, and compliance. Coordinate development programs for supervisors and high-potential employees. Oversee compliance training such as harassment prevention, safety, and state-specific requirements. Daily Responsibilities Operational Respond to HR inquiries from employees and managers across states. Review timesheets, payroll changes, and wage compliance matters. Troubleshoot HRIS and onboarding issues and escalate as needed. Conduct check-ins with HR team members (assistant, generalist, benefits, payroll). Review employee relations matters and provide guidance. Approve postings, hiring requests, terminations, and compensation changes. Ensure drug-testing requirements are met. Leadership & Strategy Review HR metrics, dashboards, and workflow performance. Meet with executive leadership regarding staffing, culture, and compliance. Collaborate on workforce planning and organizational changes. Work with IT or vendors on HR tech modernization projects. Review compliance updates and revise policies accordingly. Conduct interviews for higher-level or critical roles. Culture & Engagement Maintain open communication across locations. Review feedback from surveys, exit interviews, and onboarding data. Support recognition initiatives and ongoing engagement efforts. Qualifications Bachelor's degree in HR, Business, or related field (Master's preferred). 7+ years of progressive HR experience, including at least 3 years with multi-state oversight. Experience supporting high-growth or scaling organizations. Strong knowledge of federal and state employment laws. Proven success implementing or upgrading HR technologies. Excellent leadership, communication, and project management skills. PHR/SPHR or SHRM-CP/SCP preferred.

Job Description The Human Resources Director will be a pivotal leader in shaping and scaling the company's human resources function. This role is ideal for a proactive and hands-on professional who thrives in a growth-oriented environment and is eager to build and implement foundational HR programs. The Director will be responsible for defining and reinforcing company culture, establishing employee development programs, and managing all aspects of human resources for a growing team. Products Tenex Health TX, Seg-WAY ligament release systems, mi-eye 3 Minimum Requirements Experience: Similar experience at a Director level within a similar-sized business (75-150 employees). Industry Preference: Manufacturing, Med Device, or Med Tech experience is a plus, but not critical. Strong people management skills are paramount. Certifications: SHRM certification is strongly preferred and may be a requirement for a true Director-level candidate. Skills: Assertive and proactive leadership style, Ability to "roll up their sleeves" and handle both strategic and "nuts and bolts" HR tasks, Strong communication and interpersonal skills, Adept at building and fostering a positive work environment. Job Requirements Strategic HR Leadership: Define and reinforce company culture, mission, and values across the organization. Employee Development: Design and implement comprehensive employee development programs from the ground up. Team Building: Build and lead a supporting HR team as the company scales. Operational HR: Manage day-to-day HR operations, including but not limited to payroll oversight, benefits management, and employee relations. Risk Mitigation: Address and mitigate HR-related risks, particularly concerning California employment laws. Best Practices: Introduce and integrate HR best practices to ensure long-term, intentional programs. Relocation/M&A (Preferred): Provide expertise and guidance in potential plant relocation efforts or merger and acquisition activities. Compensation Information Base: $150-200k Location Territory Parameters: Commutable distance to the Lake Forest office, with a flexible schedule allowing for a heavier on-site presence (3 days/week currently, though not strictly enforced).

About Our Client Our client is Tampa-Bay area-based multi-location organization with a strong, established company culture. The role is hybrid and requires some travel to their office locations. What You'll Do In the role of Human Resources Director, you'll lead all strategic and tactical aspects of the HR function to create a meaningful employee experience. This role requires an experienced HR professional who can manage payroll operations, oversee employee relations, navigate complex leave management, and provide coaching to leaders and staff while ensuring compliance with employment regulations. Day-to-Day Responsibilities Oversee end-to-end payroll processing for all locations, ensuring accuracy, compliance, and timely resolution of payroll issues Serve as primary contact for employee relations matters including conflicts, coaching and support, investigations, and disciplinary processes Provide coaching and guidance to managers on performance management, conflict resolution, and leadership development Oversee recruitment, onboarding, and retention strategies across all locations Lead employee benefits programs, open enrollment, and serve as liaison with benefits vendors Administer all leave programs including FMLA, ADA accommodations, workers' compensation, and state-specific leave laws Ensure compliance with employment laws and maintain employment files, policies, and employee handbook Complete analysis of workforce metrics and develop HR strategies to support organization's overall strategy and goals Support M&A activities for newly acquired and integrated organizations and team members Design and implement performance evaluation systems and support performance improvement initiatives What We're Looking For Must-Haves: Bachelor's degree in Human Resources, Business Administration, or related field Minimum 7 years of progressive HR experience, with at least 3 years in a leadership role Proven hands-on experience managing payroll operations Extensive knowledge of employment law, leave management (FMLA, ADA, workers' comp), and HR compliance Demonstrated expertise in employee relations, investigations, and conflict resolution Experience with mergers, acquisitions, and organization integration Experience coaching managers and conducting leadership development Proficiency with HRIS, payroll systems, and applicant tracking systems Excellent communication, interpersonal, and problem-solving skills Ability to handle sensitive and confidential information with discretion Valid driver's license and ability to travel between locations as needed Nice-to-Haves: Master's degree in Human Resources or related field PHR, SPHR, or SHRM-CP/SHRM-SCP certification Experience in a multi-unit or multi-site organization

Reports To: Chief Communications & People Officer Exempt / 35 Hours per week The Director of Human Resources supports the Chief Communications & People Officer to plan, manage, and coordinate activities to maximize the strategic use of human resources at University Area CDC and maintain functions such as employee compensation & benefits, recruitment & staffing, personnel policies, performance evaluation, and regulatory compliance. The position also manages staff growth & development, including the creation of training plans, implementation of training for new and existing staff, and tracking/compliance of staff trainings. ESSENTIAL DUTIES AND RESPONSIBILITIES Core duties and responsibilities include the following and other duties may be assigned. Develop and monitor overall HR strategies, systems, tactics and procedures across the organization. Coordinate with Finance Department on benefits program, including managing open enrollment and ACA compliance and reporting. Utilize the organization's HCM system to its full potential by entering and monitoring employee information and communications. Explain company personnel policies, benefits, and procedures to employees and job applicants. Examine employee files to answer inquiries and provide information for personnel actions. Answer questions regarding evaluations, eligibility, salaries, benefits, and other pertinent information. Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns. Manage recruiting/application process across organization, including job posting, pre-selection, interview questions, job offers, background check, reference calls, drug testing, job specific questionnaires, etc. Administer new hire on-boarding process: complete new hire package and coordinate new hire orientation. Administer screenings for organizational and programmatic contractors and interns. Manage University Area CDC employee trainings, including the creation of annual training plans, implementation of training plans, coordination of outsourced trainings and tracking of annual employee trainings. Manage Paylocity learning module, UACDC's learning management system (LMS). Occasionally lead pre-determined, organization-wide trainings for employees. Maintain and regularly update the Employee Handbook, HR Policy Manual, and all legally required workplace notices to ensure compliance with current laws, regulations, and company standards. Attend manager meetings as needed to ensure continuity of HR related practices and policies, and develop/facilitate trainings. Create and maintain employee records following legal guidelines and HR best practices. Conduct off-boarding/exit interview surveys and prepare related letters/correspondence. Assist in developing initiatives to promote employee engagement. Manage and maintain compliance for leave of absences to include tracking and monitoring of FMLA. Administer worker's compensation process and safety trainings. Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action plan and laws, such as the Americans with Disabilities Act (ADA) and Federal contracting employment laws. Provide oversight and management of Drug Free Workplace program including pre-employment referrals and accident follow up. Conduct compensation reviews and maintain pay plan. ACCOUNTABILITY Employee Relations, Employee Motivation, Employment File Maintenance, Labor Law Compliance. SUPERVISORY RESPONSIBILITIES This job has no supervisory responsibilities. COMPETENCIES To perform the job successfully, an individual should demonstrate the following competencies: Presentation Skills Excellent analytical and presentation skills including demonstrated ability to handle many assignments simultaneously. Motivation & Initiative Sub competencies: Ethical, Professional, and Persuasive - Shows commitment to the company and employees; Assertive-takes a lead role; Creates new ideas; Exhibits self-confidence; is achievement oriented; Ability to be persuasive and an effective negotiator. Administrative Skills Sub competencies: Detail Orientation, Planning & Organizing - Possesses ability to organize, plan and follow-through on multiple tasks, recognizes and attends to important details with accuracy and efficiency, effectively prioritizes work, establishes clear goals, tasks and plans, anticipates potential problems and analyzes alternative solutions. Interpersonal Style Sub competencies: Interpersonal Skills, Communication, and Teamwork - Relates to people in an open, honest, sincere manner. Treats people with respect. Develops effective working relationships and is friendly and approachable. Listens attentively to others. Communicates ideas clearly and communicates appropriately with supervisor, co-workers and direct reports. Self-Management Sub competencies: Adaptability, Reliable, Dependable, Self Sufficient, and Composure - Adapts readily to change. Works effectively under stress. Needs minimal supervision and is comfortable working in a fast-paced environment. Is reliable, dependable and results oriented. Maintains productivity & composure under pressure. Views problems as opportunities to create new solutions. Thinking & Problem Solving Sub competencies: Problem Solving, Judgment & Decision Making - Diagnoses problems efficiently and gathers sufficient input before making decision or plans. Makes timely decisions. Quickly determines source of problem, identifies information needed to solve problem and analyzes alternative solutions. Customer Focus / Orientation Sub competencies: Customer Orientation Sensitive & Responsive to Internal and External Customer Needs - Demonstrates skills in customer service and satisfaction, maintains a positive attitude, willing to listen to customer problems & seeks solutions, stays in tune with changing needs of customers. BUSINESS RELATED CONTACTS All employees at all levels from UACDC, various area leaders and functional experts, as well as third party vendors/contacts servicing all areas of UACDC employment management. Requirements QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION AND/OR EXPERIENCE Bachelor's Degree in human resources or related field, HR Certification (SHRM or HRCI), a minimum of 6 years work experience in human resources (or equivalent education and experience), and extensive knowledge of the Paylocity HCM platform. Non-profit experience is a plus. General skillsets include excellent computer competencies including all MS Office applications (Word, Excel, Outlook, PowerPoint), the ability to multi-task, strong problem-solving capabilities, organizational and collaboration skills, strong proof reading abilities, quality control skills, and proficient time management skills. Key areas of expertise include, but are not limited to: · Employment & labor law compliance · Talent acquisition and workforce planning · Employee relations and engagement · Compensation and benefits strategy · Organizational development and change management · HR technology and analytics · Strategic planning aligned with organizational goals LANGUAGE SKILLS Ability to read, comprehend and write simple instructions, short correspondence, and memos. Ability to effectively present information in one-on-one and small group situations to customers, clients, and employees of the organization. Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports and business correspondence. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. MATHEMATICAL SKILLS Ability to apply mathematical concepts REASONING ABILITY Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. COMPUTER SKILLS To perform this job successfully, an individual should have knowledge of Internet software; Spreadsheet Word Processing and multi-media presentation software. CERTIFICATION, LICENSES, REGISTRATIONS CPR (Cardiopulmonary Resuscitation) First Aid Training AED (Automated External Defibrillator) OTHER QUALIFICATIONS Must have access to reliable transportation. 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. While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee is occasionally required to stand and walk. The employee must regularly lift and/or move up to 10 pounds, frequently lift and/or move up to 25 pounds and occasionally lift and/or move from 50 pounds up to 80 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision and depth perception. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate. Disclaimer: s are not meant to be all-inclusive and the job itself is subject to change. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time due to reasonable accommodation or other reasons. University Area CDC does not discriminate applicants or employees for terms of employment on the basis of race, color, religion, sex (including pregnancy, and sexual orientation), national origin, age, disability, or genetic information. University Area CDC is a drug-free workplace. Salary Description $80,000 to $84,000 annually

Job Title Corporate HR & Talent Manager About Us: Anchor Glass Container Corporation, headquartered in Tampa, Florida, is a leading North American manufacturer of premium glass containers with five, strategically located production facilities throughout the US. Founded in 1983, Anchor serves many of the most iconic and recognizable consumer packaging brands in the beer, beverage, spirits and food industries. Anchor Glass Container Corporation strives to exceed customer expectations through unrelenting attention to detail. What we do goes beyond glass making. We find incredible meaning in all the small things that create enriching experiences for customers and consumers alike. Everything we do - creating, customizing, shipping, collaborating - we do with the customer's best interests in mind. Each solution is the result of a thousand-and-one details coming together in brilliant succession, thanks to our team of experts that do whatever it takes to make life easier and more enjoyable for our customers. With over 2,000 US-based team members, Anchor Glass has the size and scale to service all of your glass packaging needs, without the complexity and bureaucracy associated with larger suppliers. Excellence is in the details! Anchor Glass in an Equal Opportunity Employer Job Summary Provides support to Plant Human Resources team, may include talent acquisition, onboarding, employee relations, labor relations, employee engagement (including managing Anchor in Action), and immigration. Manages Corporate employee full-life cycle process and fosters a positive-culture which includes chairing Anchor in Action for Tampa. Facilitate and lead or administer corporation programs, policies, procedures and other One Anchor Initiatives. Monitors compliance with federal and state laws and regulations. Relies on experience and judgment to plan and accomplish goals. A wide degree of creativity and latitude is expected. MAIN POSITION RESPONSIBILITIES: * Collaborate with management to understand hiring requirements and expectations to meet hiring objectives for Tampa * Research and build applicant sources using a variety of outlets, such as job postings, job search engines, referrals, social media, and internet sites among others * Screen, interview, and determine candidate qualifications specific to related requirements and job openings * Facilitate recruitment process with candidates, hiring managers, and interview panels for Corporate Roles * Assist Sr. Talent Acquisition Specialist to track and report key recruiting metrics to leadership * Assist Sr. Talent Acquisition Specialist with management of external recruiters and recruiting costs * Lead evaluation of pre-hire assessment tools by partnering with field HR and other functional area leads and facilitate integration within HCM ensuring consistent process and appropriate use. * Manage HireRight platform for access and integration. * Serve as subject matter expert for Recruiting Module Talent Development: * Manage the employee goal setting & performance management process * Manage Development Plans with Managers and Employees based in Tampa * Facilitate required learning for Tampa based employees with Organizational Development Manager Employee Relations and Engagement: * Manage Employee Engagement Survey bi-annual process and measure and implement employee engagement initiatives for Tampa * Manage Anchor in Action Program for Tampa office * Manage the Human Resource function for employees assigned to Tampa * Administers Human Resources policies and procedures for Tampa * Leads employee investigations for Tampa and assists with Ethics Point Hotline Management * Facilitates Get Anchored Onboarding Process for Tampa employees and partners with field HR to ensure Tampa employees based at a plant location receive excellent onboarding experience * Responsible for processing appropriate employee actions in Workday to ensure full-cycle employee relations, promotions, job changes, retention bonuses, terminations, etc. * Responsible for coordinating immigration process with external counsel and Director, Labor, Talent, and Corporate for H1B, PERM, and other Visa types, including maintaining required files, recruitment notices, and communications with employees and managers * Develops and maintains affirmative action program; files EEO-1 report annually; maintains other records, reports, and logs to conform to EEO regulations. Assists facilities with compliance. * Serves as Subject Matter Expert for HCM module of Workday EMPLOYEE QUALIFICATIONS: BS/BA required in Human Resources or other related area with minimum 2 to 5 years' experience. Proficient in Microsoft office including Word, Excel, Power Point. Must be able to communicate effectively with various levels of management within the company and externally. Familiar with a variety of human resource concepts, practices and procedures. Must be able to maintain strict confidentiality of sensitive employee information.

Location: Tampa, FL (Hybrid/On -site) • Schedule: Full -time • Dept: Primary Care / Clinical Operations About the role Lead the people strategy for a growing health care organization. You'll partner with senior leaders to shape workforce planning, engagement, performance, and change initiatives-translating business goals into scalable HR programs. What you'll do Serve as the primary HR contact for leaders and employees. Lead change management and org communications for process/policy updates. Coach leaders on performance, org design, and talent development. Identify gaps/risks; implement best practices and corrective actions. Own core HR cycles (performance, compensation, talent reviews). Leverage Workday and analytics to inform decisions and track outcomes. Ensure compliance with company policies and healthcare/PHI standards. Must -haves 2+ years HRBP/Generalist/HR Management experience. Excellent written/verbal communication; executive presence and stakeholder influence. Proficiency in Microsoft Office (Outlook, Excel, PowerPoint, Access); SharePoint; Workday. Ability to prioritize multiple deadlines and operate with minimal direction. Passion for improving consumer/patient experiences. MediClear (or equivalent HIPAA credential) required Nice to have SHRM -CP/SHRM -SCP, PHR/SPHR or similar certification. Bachelors Degree in human resources. Experience supporting clinical/healthcare operations. What you'll get Day -1 health benefits; well -being programs. 401(k) with company match; annual incentive plan. Generous PTO. Tuition/loan/certification support and clear growth pathways.

HR Manager Company Overview: We are a leading manufacturing company dedicated to producing high-quality products in the beverage industry. With a strong commitment to excellence, innovation, and employee satisfaction, we strive to maintain a positive and productive work environment. As we continue to grow and expand our operations, we are seeking a skilled and experienced HR Manager to join our team and oversee HR functions within our manufacturing plant. Position Overview: Reporting to the Plant Manager, the HR Manager will be responsible for managing all aspects of human resources within the manufacturing plant. The ideal candidate will have previous experience working in a manufacturing environment, a comprehensive understanding of HR policies and procedures, and the ability to effectively communicate and collaborate with employees at all levels. Key Responsibilities: Develop and implement HR policies and procedures in alignment with company objectives and industry best practices. Manage employee relations, including conflict resolution, disciplinary actions, and performance management processes. Coordinate training and development initiatives to enhance employee skills and knowledge, with a focus on safety training and compliance. Administer employee benefits programs, including health insurance, retirement plans, and leave management, ensuring compliance with applicable regulations. Conduct regular reviews of HR metrics and key performance indicators (KPIs) to assess HR effectiveness and identify areas for improvement. Collaborate with management and department supervisors to address staffing needs, workforce planning, and talent management strategies. Ensure compliance with all federal, state, and local employment laws and regulations, including OSHA and other safety standards. Serve as a trusted advisor and resource for employees regarding HR policies, procedures, and workplace issues. Qualifications: Bachelor's degree in human resources, business administration, or related field; HR certification (e.g., PHR, SPHR) preferred. Minimum of 3 years of experience in HR management, with specific experience working in a manufacturing environment. Thorough understanding of HR principles, practices, and regulations, with a focus on employee relations, recruitment, and compliance. Excellent communication and interpersonal skills, with the ability to build rapport and collaborate with employees at all levels of the organization. Strong problem-solving and conflict resolution abilities, with a proactive approach to addressing workplace issues. Demonstrated leadership skills, with the ability to effectively manage a team and drive HR initiatives forward. Proficiency in HRIS and other HR software applications, with the ability to generate reports and analyze data to inform decision-making. Knowledge of safety regulations and practices relevant to manufacturing environments, with a commitment to promoting a culture of safety. Ability to multitask and prioritize workload in a fast-paced, dynamic work environment. Flexibility to adapt to changing business needs and priorities. Joining our company offers an exciting opportunity to play a key role in supporting our manufacturing operations and fostering a positive workplace culture. If you are a dedicated HR professional with experience in manufacturing environments, we invite you to apply and contribute to our success.

We are seeking a strategic and hands-on HR Director to lead all human resources functions across multiple states for a rapidly expanding hospitality organization. This role is ideal for a leader who excels in building scalable HR infrastructure, ensuring multi-state compliance, elevating HR technology, and fostering a high-performance, people-centered culture. The HR Director will partner closely with executives and operational leaders to forecast workforce needs, modernize HR systems, reduce risk, and implement sustainable HR solutions that support rapid growth. Key Responsibilities Strategic Leadership & HR Infrastructure Develop and execute a multi-state HR strategy aligned with business goals. Build scalable processes for recruitment, onboarding, performance management, and employee relations. Lead HR technology improvements (HRIS upgrades, automation, digital workflows). Conduct workforce planning and organizational development sessions with department heads. Present HR metrics and trends (turnover, hiring speed, labor costs, PTO usage) to the Executive Team. Identify compliance risks and implement proactive solutions across all states. Act as a trusted advisor to executives and managers on people-related matters. Multi-State Compliance & Risk Management Ensure adherence to federal, state, and local employment regulations (wage & hour, EEO, FMLA, ADA, OSHA, state leave laws). Maintain updated employee handbooks and policies for each operating state. Lead investigations into employee relations, harassment, or misconduct issues. Oversee multi-state workers compensation claims and collaborate with insurance partners. Monitor regulatory changes and implement policy updates as needed. HR Technology & Process Modernization Evaluate, implement, and optimize HR technology solutions (HRIS, ATS, performance and onboarding platforms). Map and redesign workflows to reduce manual processing and increase automation. Launch employee self-service tools for onboarding, payroll, benefits, and documentation. Train managers and staff on new systems and ensure consistent digital processes across all properties. Develop dashboards and reporting tools for turnover, hiring, labor costs, and workforce analytics. Talent Acquisition & Onboarding Oversee full-cycle recruitment for leadership and key positions across multiple states. Establish scalable hiring processes and consistent standards for managers. Evaluate recruiting technologies to increase candidate flow and speed of hire. Ensure a consistent, high-quality onboarding experience company-wide. Develop employer brand initiatives and external partnerships to support multi-state hiring. Employee Relations & Culture Build strong relationships with employees and leaders across all locations. Resolve complex employee relations issues and provide coaching to managers. Conduct climate assessments, town halls, and culture-improvement initiatives. Lead retention strategies, recognition programs, and internal communications. Support diversity, equity, and inclusion efforts. Compensation, Benefits & Payroll Oversight Oversee compensation structures and ensure compliance with multi-state wage regulations. Ensure payroll accuracy and alignment with state-specific requirements. Analyze benefits utilization and recommend enhancements. Provide guidance on pay equity, labor cost planning, and salary structures. Training, Performance & Leadership Development Implement and manage performance management tools and processes. Train managers on coaching, documentation, evaluations, and compliance. Coordinate development programs for supervisors and high-potential employees. Oversee compliance training such as harassment prevention, safety, and state-specific requirements. Daily Responsibilities Operational Respond to HR inquiries from employees and managers across states. Review timesheets, payroll changes, and wage compliance matters. Troubleshoot HRIS and onboarding issues and escalate as needed. Conduct check-ins with HR team members (assistant, generalist, benefits, payroll). Review employee relations matters and provide guidance. Approve postings, hiring requests, terminations, and compensation changes. Ensure drug-testing requirements are met. Leadership & Strategy Review HR metrics, dashboards, and workflow performance. Meet with executive leadership regarding staffing, culture, and compliance. Collaborate on workforce planning and organizational changes. Work with IT or vendors on HR tech modernization projects. Review compliance updates and revise policies accordingly. Conduct interviews for higher-level or critical roles. Culture & Engagement Maintain open communication across locations. Review feedback from surveys, exit interviews, and onboarding data. Support recognition initiatives and ongoing engagement efforts. Qualifications Bachelors degree in HR, Business, or related field (Masters preferred). 7+ years of progressive HR experience, including at least 3 years with multi-state oversight. Experience supporting high-growth or scaling organizations. Strong knowledge of federal and state employment laws. Proven success implementing or upgrading HR technologies. Excellent leadership, communication, and project management skills. PHR/SPHR or SHRM-CP/SCP preferred.