Director of human resources jobs in Lakeland, FL

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 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.

Lead and direct all human resources functions for the organization while overseeing the company's Professional Employer Organization (PEO) services division. Serve as a strategic business partner to executive leadership, driving organizational effectiveness through comprehensive HR strategies that support both internal operations and external client services. Responsible for developing and implementing HR policies, procedures, and programs that enhance employee engagement, ensure regulatory compliance, and deliver exceptional PEO services to client businesses and their employees. Essential Roles and Responsibilities: Strategic HR Leadership Develop and execute comprehensive HR strategies aligned with organizational goals and financial services industry requirements Partner with executive leadership to drive business outcomes through effective people strategies Oversee budget planning and resource allocation for HR operations and PEO services Lead organizational change management initiatives and cultural transformation efforts Provide strategic guidance on workforce planning, organizational design, and succession planning Team Management & Development Direct and mentor the HR Generalist and Director of HR Services teams Establish performance goals, conduct evaluations, and support professional development Foster collaboration between internal HR operations and PEO service delivery Build high-performing teams capable of delivering superior internal and client services Daily and Monthly Responsibilities: Recruitment & Hiring Oversee full-cycle recruitment strategies for internal positions and client organizations Develop talent acquisition frameworks that attract top-tier candidates in financial services Ensure compliance with applicable regulations and industry-specific hiring requirements Partner with leadership on executive search and succession planning initiatives Monitor recruitment metrics and optimize processes for efficiency and effectiveness Compensation & Benefits Design and manage competitive compensation structures for internal staff and PEO clients Conduct market analysis and salary benchmarking to ensure competitive positioning Oversee benefits administration, vendor relationships, and cost management Lead annual compensation reviews and merit increase processes Ensure compliance with FLSA, ERISA, and other compensation and/or benefit-related regulations Employee Relations Provide executive-level guidance on complex employee relations matters Oversee investigation processes for workplace complaints and compliance issues Develop conflict resolution strategies and disciplinary action frameworks Monitor employee satisfaction through surveys, exit interviews, and stay interviews Ensure consistent application of policies across internal operations and client sites Training & Development Create comprehensive learning and development strategies for all employee levels Oversee management development programs and leadership training initiatives Ensure regulatory compliance training for financial services requirements Develop client-facing training programs delivered through PEO services Measure training effectiveness and ROI to optimize program delivery Compliance & Legal Ensure adherence to federal, state, and local employment laws and regulations Maintain expertise in financial services industry regulations and compliance requirements Oversee audit processes for both internal operations and PEO client services Collaborate with legal counsel, when necessary, on employment-related matters and policy development Monitor regulatory changes and implement necessary policy adjustments Performance Management Design and implement performance management systems that drive results Establish clear performance metrics and accountability frameworks Coach executives and managers on performance improvement strategies Oversee annual review processes and performance improvement plans Link performance management to compensation and career development opportunities Company Culture & Well-Being Initiatives Champion organizational culture initiatives that reflect company values Develop employee engagement strategies and wellness programs Create recognition and rewards programs that motivate high performance Monitor culture metrics and implement improvements based on feedback Employee Records & Documentation Management Ensure accurate maintenance of all employee files and documentation Oversee HRIS systems and data integrity for internal and client records Establish document retention policies and compliance procedures Monitor data privacy and security protocols for sensitive employee information Coordinate with IT on system upgrades and data management improvements Termination & Employee Exits Oversee termination procedures and exit interview processes Ensure compliance with final pay, benefits continuation, and legal requirements Develop offboarding procedures that protect company interests and maintain relationships Analyze exit data to identify trends and improvement opportunities Manage reduction-in-force situations with sensitivity and legal compliance PEO Services Oversight Provide guidance to the strategic development and delivery of PEO services to client businesses Ensure service level agreements are met and client satisfaction is maintained Oversee client onboarding, implementation, and ongoing relationship management Monitor PEO service profitability and growth opportunities Stay current with PEO industry trends and competitive landscape Ensure regulatory compliance for all PEO service offerings

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 ********************

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.

OPSWAT, a global leader in IT, OT, and ICS critical infrastructure cybersecurity, delivers an end-to-end platform that gives public and private sector organizations and enterprises the critical advantage needed to protect their complex networks, secure their devices, and ensure compliance. Over the last 20 years our commitment to innovative technology has earned the trust of more than 1,700 organizations, governments, and institutions globally, solidifying our role in protecting the world's critical infrastructure and securing our way of life. The Position The Director, Human Resources - Americas is a critical leadership role reporting directly to our Global Head of HR, Jennifer Erfurth, and serving as a key business partner to our U.S. leadership team. This is not a maintenance role. It is a build, scale, and lead opportunity - perfect for someone who thrives in a high-growth environment and wants to leave a mark on how a global technology company grows, leads, and engages its people. You will lead the HR function for the Americas region, drive strategic people initiatives, and develop programs that strengthen leadership, elevate culture, and enable high performance. If you are passionate about transforming potential into performance and working alongside an executive team that values your voice, this is your stage. This is an in-office position based in our global corporate HQ in Tampa; you will be instrumental in helping us continue creating a collaborative in-office environment with stronger relationships and cultural integration to embody and invigorate OPSWAT's culture. What You Will Be Doing * Serve as a strategic business partner to the Americas leadership team, aligning people strategies with business objectives. * Build and scale core HR programs that enhance organizational health, capability, and engagement. * Lead initiatives around the future of work, leadership development, and workforce planning. * Shape and implement HR policies, practices, and systems that keep pace with OPSWAT's growth. * Partner closely with global HR teams to deliver an exceptional employee experience across the lifecycle. * Coach and develop managers to lead effectively through change and growth. * Use data and analytics to tell a story, influence outcomes, and make informed decisions. * Oversee all aspects of employee relations, ensuring fairness, compliance, and cultural alignment. * Lead, mentor, and grow a talented regional HR team focused on speed, accountability, and impact. What We Need From You * Bachelor's or Master's degree in HR or related field. * 10+ years of HR leadership experience in a fast-paced, global technology environment. * Proven ability to balance strategic thinking with hands-on execution. * Deep knowledge of U.S. employment law, organizational design, talent management, and employee engagement. * Strong business acumen and executive presence - you speak the language of both people and performance. * Demonstrated success building high-performing teams and leading through transformation. * Data-driven mindset with the ability to turn insights into action. * A sense of urgency, humor, and heart - you lead with clarity, empathy, and courage. Why OPSWAT, Why Now You'll be joining an organization that: * Is poised for IPO, with global expansion well underway. * Invests in AI-driven HR, automation, and leadership excellence. * Values transparency, accountability, and continuous learning. * Offers the rare mix of startup agility and enterprise scale. * Operates with a people-first mindset - led by a Global Head of HR who is hands-on, growth-focused, and deeply invested in her leaders' success. If you are ready to grow with a company that is transforming cybersecurity and redefining what great leadership looks like - OPSWAT is where you belong. OPSWAT is an equal opportunity employer. We celebrate diversity and are committed to providing an environment where equal employment opportunities are extended to all employees and applicants, free of discrimination and harassment of any type. All employment decisions are based on individual qualifications, job requirements, and business needs without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other category protected by federal, state, or local laws. Recruiting Agencies: we do not accept unsolicited resumes from third party agencies for any of our open positions. To submit resumes for our jobs, there must be a recruiting contract approved by our legal team and endorsed by both parties. We are currently not accepting additional 3rd party agencies at this time. Apply for This Job

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.

MetroLagoons operates world-class lagoon destinations across Florida, blending resort-style amenities with innovative guest experiences. With multiple properties open and more in development, we are growing rapidly and building a leadership team that can support expansion, drive profitability, and elevate guest and employee experiences Position Summary- We are seeking a dynamic Senior Manager of Human Resources (Sr. Mgr. HR) to join our team. Reporting directly to the VP of Human Resources, this role has direct oversight of all HR functions and supervision of the HR team. While ensuring effective management of day-to-day HR operations, the Sr. Mgr. HR holds primary responsibility for the most critical areas of the function, including: Leading employee relations, including handling grievances and serving as the final point of escalation for complex or sensitive issues. Driving compensation, benefits, and recruitment strategy, ensuring competitiveness, equity, and alignment with organizational goals. Advising on and executing the overall HR strategy to support business growth, culture, and long-term workforce planning. This role is not only operational but also highly strategic-responsible for shaping workplace culture, advising executives, and ensuring HR practices are consistent with business objectives, compliance requirements, and our commitment to a positive, inclusive work environment. Key Responsibilities: Leadership & Oversight (Primary Responsibility) Provide direct supervision and accountability for all HR functions and the HR team. Manage and mentor one salaried HR Manager, ensuring effective execution of daily HR operations (payroll, benefits administration, recordkeeping, onboarding, etc.). Ensure compliance with all federal, state, and local employment laws and regulations. Employee Relations (Primary Responsibility) Serve as the primary and final point of contact for employee concerns and grievances. Lead conflict resolution and provide guidance to managers on complex or sensitive employee relations issues. Champion a positive, inclusive, and supportive workplace culture. Compensation, Benefits & Recruitment Strategy (Primary Responsibility) Develop and oversee total compensation strategy, including salary structure, incentive plans, and benefits competitiveness. Lead workforce planning and recruitment strategy to attract, retain, and develop top talent. Ensure alignment of pay practices with organizational goals and industry benchmarks. Strategic HR Leadership (Primary Responsibility) Partner with senior leadership to set and execute HR strategy aligned with business objectives. Provide HR insights to support organizational change, workforce planning, and culture initiatives. Performance Management Direct and oversee performance appraisal processes to ensure consistency and fairness across departments. Partner with department heads to establish performance goals and accountability measures. Coach managers on employee development and effective performance feedback. Health, Safety & Wellness Oversee workplace safety programs and compliance with reporting requirements. Ensure a safe, compliant, and supportive work environment. Monitor industry best practices and make recommendations to senior leadership. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field required (Master's degree or HR certification preferred) or equivalent combination of education and relevant work experience. 7+ years of progressive HR experience, including at least 3 years in a management or leadership role. Demonstrated expertise in employee relations, compensation strategy, recruitment planning, and HR strategy at the leadership level. Strong knowledge of employment laws, HR best practices, and organizational development. Proven success as a trusted advisor to senior leadership, with the ability to influence decision-making and drive organizational outcomes Workplace Environment: This is an in-office position at the MetroLagoons corporate office based in Tampa, FL. That will include regular travel to our lagoon properties (Wesley Chapel, San Antonio, Wimauma and Fort Myers). BENEFITS: Paid time off, Paid Health Insurance for Full Time employees, Dental and Vision Insurance, Life insurance and 401(k) and Employee discounts at MetroLagoons locations

Overview: The Principal Human Resources Business Partner (HRBP) is a strategic partner who works across the organization to support a wide range of employee relations (ER) matters, including investigating and resolving issues, identifying organizational drivers of ER concerns, and driving improvements around employee performance. This experienced HR professional partners closely with senior and executive leaders as well as front-line managers and supervisors, leveraging deep expertise in ER to address complex workplace challenges. The Principal HRBP also supports the Progressive Discipline process, including corrective actions, performance improvement plans (PIPs), and terminations-to assist the HRBP team in optimizing associate performance. In addition, this role is responsible for ensuring communication to associates aligns with the organization's self-service model and workplace decisions, facilitating clear and consistent messaging across the workforce. Highly organized and adept at thriving in a fast-paced, multi-matrix environment, the Principal HRBP manages the full spectrum of HR and ER tasks with minimal direction. Duties and Responsibilities: Functions as the HRBP lead and subject matter expert for employee relations matters. Investigates employee allegations of violations of Company policy or applicable law. Activities will include interviewing witnesses, gathering, and reviewing relevant documents, analyzing, and synthesizing the information gathered to determine the facts, assessing witness credibility, preparing a concise investigation report, making recommendations to management for remedial action, updating the case tracking system and assisting with reporting and analytics. Partners with the Human Resources and Legal teams, managers, and leaders to address and resolve employee behavioral and performance issues consistent with Company policy. Partners with other HRBPs, managers, and leaders to assist with the creation, delivery and resolutions of coaching and performance and improvement plans. Collects data on workplace issues and incidents and prepares analysis to assist the Human Resources Leadership team's understanding of trends and systemic issues. Partners with HRBPs and business leaders to design and develop training content/materials and plan and conduct training sessions as needed. Leads the process to collect information from exiting employees in order to identify trends and opportunities for improvement. Leverages multiple sources of workforce data and analytics to provide business unit leadership with intelligent insights about their workforce, emerging trends, and best practices. Provides support and advice to department leaders on methods and approaches to resolve employee performance issues and supports employee development efforts, and engages legal advisors as needed. Administers corporate Human Resources policies, programs, and procedures and provides HR guidance and occasional training across the organization in support of corporate policies. Participates in the development and updating of Human Resources programs and procedures to communicate and effectively implement to the organization. Supports the Progressive Discipline process-such as assisting in the prep and review of corrective actions, performance improvement plans (PIPs), and terminations-to assist the HRBP team in optimizing associate performance. Support the Reduction in Force (RIF) process by assisting with preparation activities, ensuring HRBPs are fully equipped to manage workforce changes, and coordinating consistent, clear associate messaging in alignment with organizational guidelines. Analyze trends and metrics to develop in partnership with the HRBP team solutions, programs, and policies; evaluate workforce data to identify patterns and recommend or design workplace models that support organizational goals, drive behavioral change, and strengthen enterprise-wide effectiveness. Partner with HR Compliance to review and update policies based on analysis and workplace trends, ensuring all policies reflect necessary changes, support the desired organizational culture, and maintain full legal and regulatory compliance. Support in partnership with the HRBP team the communication and rollout of updated policies to associates, ensuring messaging is clear, consistent, and aligned with organizational culture, while providing guidance and resources to support understanding and adoption across the workforce. Maintain compliance with Inovalon's policies, procedures, and mission statement. Adhere to all confidentiality and HIPAA requirements as outlined within Inovalon's Operating Policies and Procedures in all ways and at all times concerning any aspect of the data handled or services rendered in the undertaking of the position; and Fulfill those responsibilities and duties that Inovalon may provide to achieve the operational and financial success of the Company. Job Requirements: Minimum of ten (10) years' of progressively responsible and complex HR experience. Expert level understanding of common Human Resources concepts, systems, procedures, and regulations/laws (ADA, FMLA, EEOC, FLSA, etc.). Minimum five (5) years of relevant employee relations experience. Well versed working knowledge of federal and state and local employment laws. Advanced workplace investigations skills. Experience conducting investigations with staff at all levels across an organization. Experience advising, counseling, and making recommendations to management on a broad range of HR related matters. Ability to gather, analyze and synthesize information and data from multiple sources, and summarize investigative findings clearly and concisely in writing. Excellent interpersonal, oral, and written communication skills. Highly organized, detail orientated and results-driven follow-up and follow-through abilities. Exceptional and effective verbal and written and communication skills; must be comfortable handling difficult conversations and able to adapt communications to all levels of the organization. Must be proficient in Microsoft Office, particularly Excel, Word, and PowerPoint. Demonstrate a moderate-to-elevated level of confidence and competence in sourcing, analyzing, and interpreting workforce and HR-related data. Must enjoy a fast-paced and continuously changing environment and be able to handle multiple priorities simultaneously without continuous direction effectively. Must effectively and consistently maintain and operate with the highest levels of confidentiality and discretion. Education: Bachelor's Degree in relevant field required. Formal HR certifications are strongly preferred, specifically PHR/SPHR or SHRM-CP/SHRM-SCP. Formal training aligned to Employee Relations, Employment Law, and Investigations required. Physical Demands and Work Environment: Sedentary work (i.e., sitting for extended periods). Frequently or constantly move objects and repetitive motions. Subject to inside environmental conditions. Travel for this position will include up to 15%, usually for training purposes or in-person meetings in corporate offices.

Human Resources Director Status: Full-Time, Exempt Reports To: Chief Executive Officer (CEO) Salary: $70,000 - $80,000 About Us The Transition House, Inc. is a nonprofit behavioral health organization providing comprehensive services in mental health, substance use treatment, reentry, and housing across multiple states. We believe in empowering people to build brighter, healthier lives through compassion, integrity, and innovation. Position Summary We are seeking a skilled Human Resources Director to lead and coordinate our HR operations across multiple states. The HR Director will oversee compliance, employee relations, talent management, and policy implementation to ensure that our workforce practices reflect our mission and values. This is a hands-on leadership position-not an executive or officer role-but one that is essential to maintaining a strong, compliant, and supportive organizational culture. Key Responsibilities Oversee all HR functions including compliance, employee relations, and benefits administration. Guide leadership and staff on performance management, policy interpretation, and conflict resolution. Lead recruitment and onboarding efforts, ensuring consistency and equity across programs. Supervise and mentor HR team members, fostering professional growth and accountability. Minimum Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 5+ years of progressive HR experience, including 2+ years in a supervisory role. Strong knowledge of employment laws and HR best practices. Excellent organizational, interpersonal, and communication skills. Preferred Qualifications SHRM-CP or PHR certification. Experience in behavioral health, healthcare, or nonprofit settings. Experience supporting multi-state or distributed teams. Core Competencies Compliance & Risk Management Leadership & Employee Relations Strategic Communication Operational Excellence BENEFITS Life insurance Employee discount Referral program Flexible schedule Dental Insurance Vision insurance Paid time off Wellness Days Professional development assistance Health insurance Employee assistance program 401 (k) and more... CULTURE At The Transition House, your mental health is our top priority! We understand that mental well-being is a complex and vital part of life, which is why we're committed to providing our employees with the highest quality of support. Our team works hard to create a culture of collaboration and balance between work and home life. We strive to provide our employees the same supportive hand that we give our clients -we believe that it's important to pour into yourself in order to be the best versions of ourselves and foster a vibrant team dynamic. Take the first step in prioritizing your own mental health; join our team today! AAP/EEO STATEMENT The Transition House is an Equal Opportunity Employer. Inspire does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.”

We Create Products and Brands That People Trust to Clean, Sanitize, and Protect Their Homes and Pools When you join KIK Consumer Products, you're joining a team that cares about the work we do and also about each other. We bring exceptional brands and products to consumers that help them protect the health and wellness of their families and the cleanliness of their homes and pools. We are committed to building a culture of performance driven by accountability, collaboration, and agility that enables timely fact-based decision-making and exceptional execution with unwavering ethics. As one of North America's largest independent manufacturers of consumer products, KIK helps a large portfolio of brands and retailers bring their products to life. Your Role at KIK As the HR Manager you will oversee recruitment, employee relations, safety compliance, and workforce development to support production efficiency and employee well-being. Key responsibilities include managing staffing needs, developing training programs, enforcing safety protocols, and ensuring compliance with labor laws and OSHA standards. The role involves coordinating with production leaders to address performance and retention issues, resolving conflicts, and managing payroll and benefits to maintain competitive compensation. This HR leader is pivotal in fostering a productive and safe work environment that aligns with the organization's operational goals and workforce requirements. What You'll Be Doing Manage the HR function for the entire plant Provide guidance, and best practices, and drives efficiency and effectiveness in all areas of human resources, including recruiting, compensation, talent management (e.g., training, succession planning), analytics, and administrative (e.g., payroll/benefits) programs Provide coaching guidance and counseling to the Plant Manager and others. Carry out plant employee relations and other employee programs, policies, and procedures to ensure compliance with federal, state, local, and business regulations. Partner with plant management to continuously improve site people capabilities, including labor planning, performance management processes, competitive salary processes, analysis, recognition, and rewards programs. Provide advice, guidance, and assistance to all management and supervisory staff on the interpretation and administration of personnel policies and programs. Develop training programs directly with the manufacturing plants to ensure sustained and effective programs exist. Responsible for salary administration, disciplinary processes, and investigations. Consult on legal and procedural compliance issues, employee relations, strategies, and performance management. Thorough knowledge transfer and coaching, assist the client group to acquire skills and knowledge for effectively handling and resolving employees' issues and change management Assist in the rollout of various HR-based programs and initiatives. Manages plant communications to promote employee understanding of business objectives, programs, and policies. What You'll Bring Minimum 5+ years as a Human Resources Manager or Senior Generalist background experience in a manufacturing environment. High school diploma or equivalent required; Bachelor's degree preferred. Professional Certification is a plus. Bilingual in Spanish preferred. In-depth knowledge of labor laws, OSHA regulations, and safety compliance specific to manufacturing. Strong computer skills and proficiency in MS Office applications, along with expertise in HRIS systems, preferably Oracle and Kronos. Able to perform multiple tasks in a fast-paced environment. Goal and results oriented. Proven discretion and sensitivity to confidential information. Proven critical thinking, problem-resolution, and decision-making skills. What You Will Get KIK offers a competitive salary and comprehensive benefits including health, wellness, dental, vision, life, and disability insurance. You can plan for your future with KIK's retirement savings options including employer match. KIK also recognizes the importance of continuing education and offers Education Assistance to our employees to encourage continued personal development and growth. About KIK We create the products and brands that people trust to clean, sanitize, and protect their homes and pools. We are one of North America's largest independent consumer product manufacturers with 16 North American manufacturing facilities. We also operate globally in Canada, Europe, and Australia. We are known for our portfolio of notable brands including Spic and Span and Comet cleaning products, Clorox Pool&Spa™ (under license), BioGuard , and Natural Chemistry pool chemicals. We are also the #1 producer in North America of store-brand (“private label”) bleach and a leading private-label provider of laundry detergent and additives, dishwashing products, general-purpose cleaning, and other home care products. Our global team of over 2,300 employees drives our capabilities in product development, product formulation, strategic sourcing, manufacturing, packaging design, brand marketing, project management, quality assurance, compliance, distribution, and logistics. Our organization is constantly evolving and is driven by a set of “One KIK” values - a dedication to following through on commitments in a customer-focused, profit-motivated way; while never compromising on safety, ethics, or integrity. KIK is an Equal Employment Opportunity / Affirmative Action employer. KIK does not discriminate against qualified applicants or employees based on race, color, age, religion, sex, pregnancy, national origin, ancestry, age, physical or mental disability, veteran status, status in uniformed services, sexual orientation, gender identity, gender expression, marital status, genetic information or any other status protected by law. KIK is also committed to providing reasonable accommodations for applicants and employees with protected disabilities to the extent required by applicable laws. If you require a reasonable accommodation to participate in the job application, or interview process, or to perform the essential functions of the job, please contact Human Resources immediately. Privacy Policy: ************************************************

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.

BGIS is currently seeking a HR Business Partner to join the team in Tampa, FL (Hybrid Schedule). BGIS is a leading provider of integrated real estate management services, including facilities management, project management, energy & sustainability services, strategic workplace consulting, real estate services and capital planning. Its range of solutions, supported by efficient systems, processes, and people, enables it to create and optimize places that work for its clients. The team is dedicated to inspiring better business performance and helping clients focus on their core businesses. The Human Resources Business Partner consults with people leaders to align People & Culture processes and initiatives with the business objectives to help BGIS accomplish key accomplishments through our team members. The role supports specific business units within the BGIS US service lines and also contributes to larger value-added corporate People & Culture strategies. The position collaborates with knowledge experts within the overall People & Culture organization to deliver timely internal services to people leaders and team members in a multi-state environment for consistency in policies and regulatory compliance. The Human Resources Business Partner sets an example for others and coaches' leaders on positively exemplifying BGIS values. Responsibilities: Consulting and Business Partnership Consult and partner with people leaders to ensure fair, compliant, and culturally appropriate work environment for team members promoting engagement and retention. Seek to implement integrated solutions to ensure best practices and leverage global BGIS People & Culture standards. Develop strong trusting relationships to gain support and achieve results. Liaise between People & Culture and specific business units people leaders / team members to improve work related communications, build moral, increase productivity and leverage opportunities for professional growth. Provide guidance on Company policies and share knowledge with leaders on mitigation of risk with team member relations. Ensure organizational conformation with applicable HR related regulations and statutes as well as organizational procedures and policies. Conduct confidential conversations on business unit restructures/realignments, future workforce requirements planning, and succession planning. Present as subject matter expert to variety of audiences promoting learning and development of key skills and competencies. Leverage input of senior People & Culture leaders to envision strategies to address competitive, complex business issues. Participate in business leadership meetings contributing insight to how people operations is impacting the success of obtaining strategic objectives. Partner with talent team to strategically identify workforce planning needs and support attraction of candidates for key roles to meet specific business units. Link people leaders to the services in the People & Culture team for appropriate solutions. Stay updated with new trends and innovations in the field of people operations through professional organizations and maintain knowledge of legislation trends. Contribute to the completion of other key initiatives as assigned. Team Member Relations and Performance Management Respond to concerns shared by team members through research and ensuring appropriate follow up steps are taken by the business and following up with involved parties to communicate resolution. Provide daily performance management guidance to people leaders including training, coaching, counseling, career development, and the progressive discipline process. Analyze trends and metrics with the P&C team to develop timely approaches and solutions. Manage and resolve complex team member relations issues. Conduct effective, thorough and objective investigations. Maintain in depth knowledge of legal requirements in multiple states related to daily management of team members, reducing legal risks and ensuring regulatory compliance. Partner with internal legal and/or external counsel as required. Identify development and talent needs and link people leaders to the services in the People & Culture team for appropriate solutions. Outline potential training needs for work teams and individual executive coaching needs. Negotiate and resolve sensitive and controversial issues. Direct people leaders in the annual review process ensuring goal setting aligned with Company goals and quality feedback provided to team members with interactive conversations. Knowledge & Skills Bachelor's degree in Business Administration, Management, Human Resources or related field or equivalent work experience required. Seven (7) years of experience in human resources, business management, employee development or other applicable team member relations responsibilities is required. Champion of company culture and positive workplace environments. Strong consulting skills, internal client management and business literacy skills required. Excellent professional verbal and written communication skills. Expertise in conflict management and negotiation. Ability to multi-task and quickly pivot to service multiple internal clients and external people related inquiries. Change management ability to navigate communications for various audiences in the process. Strong presenting skills with ability to utilize adult learning methodologies and adapt to various curriculum and audiences. Advanced knowledge of Microsoft Office Suite - Word, Excel, PowerPoint, and Outlook; working knowledge HRMS systems. PHR/SPHR or SHRM-CP/SHRM-SCP credential or ability to obtain certification within one year of employment. Physical Demands and Work Environment To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential job functions, absent undue hardship Cognitive skills required to work in a fast paced environment including ability to maintain focus, communicate clearly and concisely, respond quickly to requests, follow established processes and ability to complete tasks within targeted time frame and recognize techniques to mitigate business risks. Ability and willingness to travel regionally. Current valid driver's license and ability to provide personal transportation for meetings and job visits away from the office with reimbursement. Visit us online at ******************************** for more information. Our company culture includes a robust mix of sound business practices and employee initiatives that promote personal and professional development, work/life balance, health and wellness and community involvement. The Company is an equal opportunity employer. We believe every employee has the right to work in surroundings that are free from all forms of unlawful discrimination. We are committed to providing equal employment opportunity to all employees and applicants without regard to race, color, religion, gender, national origin, age, disability, ancestry, creed, marital status, sexual orientation, or Veteran or military status, genetic information or any other basis prohibited by local, state or federal law in the relevant jurisdiction. This policy applies to all terms and conditions of employment including, but not limited to employment, advancement, assignment, and training. BGIS is committed to strengthening our diversity through recruiting and retaining minority and women professionals from all backgrounds. Our commitment is consistent with our recognition that it is the outstanding people within BGIS who the source of our strength has always been. We recognize that promoting diversity is an integral component of our continuing quest for organizational excellence. This commitment to Equal Employment Opportunity is made equally as a social responsibility and as an economic and business necessity. Anyone with questions or concerns regarding Equal Employment Opportunity should contact their direct supervisor or the Human Resources Department without fear of retaliation of any kind. #LI-JV1

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.

Perform functions to assist with various aspects of Human Resources within assigned properties, including recruitment, associate relations, compensation, benefits administration and compliance, guided by precedent and working within the limits of established policies and procedures. The HR Generalist is a Hybrid position. The Office is in St. Petersburg, Florida. Your Responsibilities: * Serve as Human Resources contact for assigned properties. Respond to associate and management inquiries regarding policies, procedures, and programs. * Ensure compliance with HR related federal, state and local requirements and regulations, including but not limited to, Workers' Compensation, FMLA, I-9s, FLSA, EEO and FCRA . * Provide support with associate relation counseling and related activities. Assist management in the implementation and communication of associate handbooks, policies, procedures and provide interpretation as needed. Participate in the investigation of associate complaints. * Assist with the population and maintenance of the Human Resource Information System. * Partner with HR Corporate to administer functions in the areas of training and associate development, compensation and benefits. Coordinate daily transactions within properties and provide guidance and assistance to associates with research, questions and concerns. Participate in the annual benefits enrollment and performance evaluations processes. * May administer the recruiting process for specified properties. Place advertisements for job openings in approved sites. Receive, acknowledge, review, and file applications. Set interview appointments, and perform background checks and document findings. Maintain electronic application tracking system. * Coordinate the on-boarding process. Complete and maintain necessary documentation and may coordinate and conduct new hire orientation. * Coordinate the termination process including conducting exit interviews and completing necessary documentation. Skills & Responsibilities: * Bachelor's degree in human resources or related field from an accredited college or university, and three to five years of HR experience; or equivalent combination of education and experience. * Conduct business at all times with the highest standards of personal, professional and ethical conduct. * Perform or assist with any operations as required to maintain workflow and to meet schedules. Notify supervisor of unusual equipment or operating problems and the need for additional material and supplies. * May participate in any variety of meetings and work groups to integrate activities, communicate issues, obtain approvals, resolve problems and maintain specified level of knowledge pertaining to new developments, requirements, policies, and regulatory guidelines. * Ensure all safety precautions are followed while performing the work. * Follow all policies and Standard Operating Procedures as instructed by Management. * Perform any range of special projects, tasks and other related duties as assigned. * Visit assigned properties as required Travel: Work involves driving/traveling to properties. What we offer: As a full-time exempt associate, you will be eligible for full comprehensive benefits to include your choice of multiple medical plans, dental, and vision. In addition, you will be eligible for time off benefits, paid holidays, and a 401k with company match. Occasional travel may be required to attend training and other company functions. Disclaimer: The above information on this description has been designed to indicate the general nature and level of work performed by associates within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of associates assigned to this job. This is not an all-inclusive job description; therefore, management has the right to assign or reassign schedules, duties and responsibilities to this job at any time. #LI-TL1 INDHOH

Centerplate is the food and beverage services partner for Tropicana Field, home of Major League Baseball in Tampa Bay. We currently seek an Assistant Human Resources Manager to provide support for Centerplate's HR operations at Tropicana Field. Centerplate and our partner venues have been defining extraordinary experiences through thoughtful hospitality, expertly delivered, for more than 80 years at gathering places across North America and the United Kingdom. As the pioneer and leader in live event hospitality, we are committed to making the time that people spend together more rewarding and more valuable. “Making it better to be there since 1929.” TM Principal Function: The Assistant HR Manager is responsible for attracting and partnering with local 501c3 Non Profit Organizations to offer fundraising opportunities in exchange for providing workers to man Quick Serve food and beverage stations during games and events. The Assistant HR Manager will make themselves highly visible throughout the local community, as they are responsible for employing creative techniques to continually source and recruit new organizations to partner with. Prior to each season, the Assistant HR Manager will build a roster of active Non Profit Organizations. They will work to develop effective and sustainable relationships with group leaders so that these partnerships are retained throughout the season, mutually benefitting both the Company and the group. Under the direction of the Human Resources Manager, the Assistant HR Manager is responsible for the administration and compliance of nonprofit group contracts, scheduling, training, payment, communication and all other matters pertaining to these groups. In addition, will provide coordination efforts, support, guidance, counsel and assistance in the areas of employee relations, benefits, payroll and compensation administration, diversity and ethics, employment law and policy compliance, recruitment, on-boarding, training and workforce management. The Assistant HR Manager will support the HR function by performing other duties within the department, as assigned by the HR Manager, and they will maintain the highest levels of integrity and confidentiality, as they are exposed to sensitive Company and employee information. The Assistant HR Manager will act with some independence to ensure fairness and objectivity for all employees while exemplifying and supporting Centerplate's vision, mission and values. Essential Responsibilities: Maximize Centerplate's revenue and operational excellence through the development and execution of systems, processes and communication related to Centerplate's Non-Profit Organization program. Facilitate paperwork and associated processes for proper documentation of Non-Profit Organization partnerships. Support, leverage and expand the effectiveness and capabilities of unit-level workforce through focus on positive employee experiences, fostering teamwork, building strong team relationships and sharing information to build team awareness. Team with Human Resources Manager in the performance of other HR tasks; Participate in special projects related to the development and implementation of organizational HR business strategies. Facilitate HR systems and processes; Provide advice, counsel, guidance and assistance across all HR disciplines to unit employees. Contribute to the goal of making Centerplate #1 in Event Hospitality and the #1 Employer of Choice through personal commitment and leading by example. Centerplate is the food and beverage services partner for Tropicana Field, home of Major League Baseball in Tampa Bay. We currently seek an Assistant Human Resources Manager to provide support for Centerplate's HR operations at Tropicana Field. Centerplate and our partner venues have been defining extraordinary experiences through thoughtful hospitality, expertly delivered, for more than 80 years at gathering places across North America and the United Kingdom. As the pioneer and leader in live event hospitality, we are committed to making the time that people spend together more rewarding and more valuable. “Making it better to be there since 1929.” TM Principal Function: The Assistant HR Manager is responsible for attracting and partnering with local 501c3 Non Profit Organizations to offer fundraising opportunities in exchange for providing workers to man Quick Serve food and beverage stations during games and events. The Assistant HR Manager will make themselves highly visible throughout the local community, as they are responsible for employing creative techniques to continually source and recruit new organizations to partner with. Prior to each season, the Assistant HR Manager will build a roster of active Non Profit Organizations. They will work to develop effective and sustainable relationships with group leaders so that these partnerships are retained throughout the season, mutually benefitting both the Company and the group. Under the direction of the Human Resources Manager, the Assistant HR Manager is responsible for the administration and compliance of nonprofit group contracts, scheduling, training, payment, communication and all other matters pertaining to these groups. In addition, will provide coordination efforts, support, guidance, counsel and assistance in the areas of employee relations, benefits, payroll and compensation administration, diversity and ethics, employment law and policy compliance, recruitment, on-boarding, training and workforce management. The Assistant HR Manager will support the HR function by performing other duties within the department, as assigned by the HR Manager, and they will maintain the highest levels of integrity and confidentiality, as they are exposed to sensitive Company and employee information. The Assistant HR Manager will act with some independence to ensure fairness and objectivity for all employees while exemplifying and supporting Centerplate's vision, mission and values. Essential Responsibilities: Maximize Centerplate's revenue and operational excellence through the development and execution of systems, processes and communication related to Centerplate's Non-Profit Organization program. Facilitate paperwork and associated processes for proper documentation of Non-Profit Organization partnerships. Support, leverage and expand the effectiveness and capabilities of unit-level workforce through focus on positive employee experiences, fostering teamwork, building strong team relationships and sharing information to build team awareness. Team with Human Resources Manager in the performance of other HR tasks; Participate in special projects related to the development and implementation of organizational HR business strategies. Facilitate HR systems and processes; Provide advice, counsel, guidance and assistance across all HR disciplines to unit employees. Contribute to the goal of making Centerplate #1 in Event Hospitality and the #1 Employer of Choice through personal commitment and leading by example. Qualifications/Skills: Bachelors degree in Human Resources Management or a related field of study and/or appropriate combination of education and experience to ensure on-the-job success. HRCI-PHR or SHRM-CP certification, or willingness to work toward certification. 1-2 years of previous work experience in an HR role, with up to date knowledge of principles and practices of human resources administration. Previous work experience in a fast-paced, complex food and beverage service environment. Polished and professional image. Ability to multi-task and prioritize and work successfully both independently and as part of a team. Excellent customer service skills Exceptional ability to communicate effectively in both verbal and written formats. Keen ability to connect easily with others and create positive positioning within a particular context or subject matter. Technologically savvy, with high proficiency in all Microsoft Office and HRIS programs. Demonstrated success in interfacing with a variety of organizational functions and divisions to accomplish tasks. Other requirements include but are not limited to: Subject to wet floors, temperature extremes and excessive noise; must be able to lift up to 50 pounds in weight; must be able to maneuver in an often tightly-quartered environment. Skills & Requirements Qualifications/Skills: Bachelors degree in Human Resources Management or a related field of study and/or appropriate combination of education and experience to ensure on-the-job success. HRCI-PHR or SHRM-CP certification, or willingness to work toward certification. 1-2 years of previous work experience in an HR role, with up to date knowledge of principles and practices of human resources administration. Previous work experience in a fast-paced, complex food and beverage service environment. Polished and professional image. Ability to multi-task and prioritize and work successfully both independently and as part of a team. Excellent customer service skills Exceptional ability to communicate effectively in both verbal and written formats. Keen ability to connect easily with others and create positive positioning within a particular context or subject matter. Technologically savvy, with high proficiency in all Microsoft Office and HRIS programs. Demonstrated success in interfacing with a variety of organizational functions and divisions to accomplish tasks. Other requirements include but are not limited to: Subject to wet floors, temperature extremes and excessive noise; must be able to lift up to 50 pounds in weight; must be able to maneuver in an often tightly-quartered environment.

Westgate Resorts provides a diverse range of vacation experiences. From sandy beaches on the Atlantic Ocean to snow-covered Utah mountains, families can affordably experience the country's most desirable vacation destinations. A world leader in the timeshare and hospitality industry, Westgate has resorts in Florida, Tennessee, South Carolina, Missouri, Utah, Nevada, and Arizona. Westgate meets every vacation expectation, for every family, for every budget. As we continue growing, we will continue offering the best and most-affordable vacation options out there! Job Description We are seeking a dynamic and experienced Human Resources Manager to join our team in Ocoee, United States. As a key member of our organization, you will be responsible for overseeing the daily operations of the Human Resources Department, fostering a positive workplace culture, and ensuring compliance with employment laws and regulations. * Develop and implement HR strategies aligned with organizational goals * Provide guidance and support to leadership and employees on HR policies and procedures * Manage employee relations, including conflict resolution and performance management * Oversee recruitment, onboarding, and retention initiatives * Ensure compliance with federal, state, and local employment laws and regulations * Coordinate and administer employee benefits, compensation, and leave programs * Lead HR team members, providing mentorship and professional development opportunities * Conduct workplace investigations and recommend appropriate actions * Develop and deliver training programs on various HR topics * Manage the performance evaluation process and support leaders in its implementation * Analyze HR metrics and prepare reports for senior management * Collaborate with department leaders on organizational changes and workforce planning * Stay current on HR trends, best practices, and emerging technologies in talent management Qualifications * Bachelor's degree in Human Resources, Business Administration, or a related field * 5-7 years of progressive experience in Human Resources, including at least 2 years in a leadership role * Comprehensive knowledge of employment law and HR best practices * Strong leadership skills with the ability to mentor and develop team members * Excellent interpersonal and communication skills, with the ability to build trust at all levels * Proven experience in employee relations and conflict resolution * Proficiency in HRIS applications and Microsoft Office suite * Strong analytical and problem-solving skills, with the ability to make data-driven decisions * Highly organized with excellent attention to detail and the ability to manage multiple priorities * Experience with performance management and talent development initiatives * Knowledge of HR metrics and data analysis techniques * Familiarity with HR technology and HRIS systems * Professional HR certification (e.g., SHRM-CP or PHR) preferred * Ability to handle sensitive information with the utmost discretion and professionalism * Adaptability and flexibility in a fast-paced, changing environment Additional Information Why Westgate? * Comprehensive health benefits - medical, dental and vision * Paid Time Off (PTO) - vacation, sick, and personal * Paid Holidays * 401K with generous company match * Get access to your pay as you need it with our Daily Pay benefit * Family benefits including pregnancy, and parental leave and adoption assistance * Wellness Programs * Flexible Spending Accounts * Tuition Assistance * Military Leave * Employee Assistance Program (EAP) * Life, Disability, Accident, Critical Illness & Hospital Insurance * Pet Insurance * Exclusive discounts for Team Member (i.e., hotels, cruise, resorts, restaurants, entertainment, etc.) * Advancement & development opportunities * Community Involvement Programs Westgate Resorts is an Equal Employment Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability status or any other protected status under federal, state or local law. If you have a disability and believe you need a reasonable accommodation in order to complete your application or any part of the recruiting process, please email WGAccommodations@wgresorts.com with the job title and the location of the position for which you are applying. This job posting is intended to provide a general overview of the position and may not include every responsibility, duty, or qualification required. Duties, responsibilities, and activities may change at any time with or without notice.

Unlock Your Potential: Join TEWS and Solve the Talent Equation for Your Career *CONTRACT OPPORTUNITY* Do you genuinely care about others and have a people-first mentality? Human Resources Business Partner Needed IMMEDIATELY! Our client is seeking an experienced HR Business Partner to support a wide range of HR functions, including talent acquisition, total rewards, employee development, and employee relations. Pay: $70k-$90k, depending on experience, certifications and selected HR focus areas Minimum Requirements 5+ years of HR experience (recruiting, total rewards, or employee development). Proficiency with Microsoft Office and ability to learn HRIS systems. Valid Florida Class E Driver's License. What We Are Looking For Strong communication, relationship-building, and problem-solving skills. Sound judgment, confidentiality, and a strong moral compass. Ability to manage multiple priorities with strong organization and time management Key Responsibilities Support day-to-day HR operations: recruiting, onboarding/offboarding, benefits, leave programs, and employee relations. Partner with leaders to implement HR strategies and improve organizational effectiveness. Identify opportunities to enhance employee experience, development, and engagement. Ensure compliance with employment laws and support policy interpretation. Assist with HR projects, data analysis, reporting, training, and process improvements. TEWS has opportunities with leading companies for professionals at all career stages, whether you're a seasoned consultant, recent graduate, or transitioning into a new phase of your career, we are here to help.

Job Title: Office Manager / HR Admin Job Type: Full-Time, Hybrid (4 days in office) Reports To: VP, Human Capital About Us Crete Professionals Alliance is a dynamic and growing company that thrives on fostering an inclusive and innovative workplace. We are looking for a detail-oriented, proactive, and versatile professional to join our team as a Office Manager / HR Admin. This multi-faceted role will involve overseeing office operations, assisting with HR functions, and assisting recruitment efforts for internal roles to ensure we attract top talent and maintain an efficient, productive work environment. Position Overview The Office Manager / HR Admin will be responsible for managing day-to-day office operations, supporting HR administrative functions, and assisting with recruiting efforts. The ideal candidate will be organized, adaptable, and possess strong interpersonal and communication skills to coordinate across various teams and departments. Key Responsibilities Office Management: Oversee the daily operations of the office, ensuring a clean, safe, and efficient work environment. Manage office and kitchen supplies and inventory, and coordinate maintenance or repair services as needed. Organize and maintain office schedules, meetings, and events. Make reservations, coordinate meetings, lunches, and travel Open and distribute mail to the correct recipients Human Resources Administration: Assist with filing and update of employee records, assisting the HR Generalist Team Backup for HR Inbox inquiries Update employee records, run reports, and assist the Human Capital Team Recruiting and Talent Acquisition: Assist Sr. Director, Recruiting with internal resume review, schedule interviews, and ensure a positive candidate experience Procure new hire swag and coordinate with IT when sending equipment Assist with the onboarding process for new HQ employees, including distributing parking passes and key fobs Skills & Qualifications Proven experience in office management, HR administration, and recruiting. Strong organizational and multitasking abilities. Excellent communication skills, both written and verbal. Proficiency with Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) and HR software (e.g., UKG, ADP, BambooHR, etc.). Ability to maintain confidentiality and handle sensitive information with discretion. Entry Level knowledge of employment laws and HR best practices. Self-motivated with the ability to work independently and as part of a team. Ability to thrive in a hybrid work environment and manage responsibilities across remote and in-office settings. Education & Experience 3+ years of experience in office management and HR or recruiting roles. Certification in HR (e.g., SHRM-CP, PHR) is a plus. We are excited to invite talented individuals to join our dynamic team! This position offers competitive pay at $60,000-$75,000, plus offers a performance bonus both commensurate with experience and qualifications. Hourly pay may vary depending on candidate qualifications and location. In addition to a rewarding career, we provide a robust benefits package, including: · Health, Dental, and Vision Insurance (with options for fully paid employee only coverage for health and dental) · Company-Paid Life and Long-Term Disability Insurance · Ancillary Benefits such as supplemental life insurance and short-term disability options · Classic Safe Harbor 401(k) Plan with employer contributions · Opportunities for professional growth, learning, and development including access to Becker and LinkedIn Learning We are committed to fostering a supportive and inclusive workplace where every team member can thrive. Apply today to be part of a company that values its people and their contributions! Crete Professionals Alliance is an equal opportunity employer, considering all applicants for employment regardless of race, color, religion, sex, gender identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, sexual orientation, genetic information, or any other characteristic protected by state of federal law.