Director of human resources jobs in Palm Coast, FL - 747 jobs

Ascendo is seeking experienced Human Resources Managers for an opportunity located in Orlando! Candidates MUST have the following: Bachelors Degree Masters Degree highly desired PHR/SHRM certification highly desired Bilingual in English and Spanish Experience managing all functions and operations of an HR Department Experience working within the Construction Industry highly desired Qualified candidates will be contacted IMMEDIATELY!! APPLY NOW!!

Your new company Our client is a well-established and growing organization in the construction industry, recognized for delivering high-quality projects across commercial and luxury residential sectors. They are urgently looking for an HR Manager or HR Assistant (depending on level) to join their team in Lake Park, FL. Your new role Reporting to the CFO, you will handle HR operations for the corporate office, ensuring smooth processes and compliance. Key responsibilities include processing biweekly payroll (~70 employees) and job cost allocations, benefits administration, workers' compensation management, retirement plan coordination, recruitment and onboarding, and maintaining accurate employee records. This is a full-time, in-office position based in Lake Park, Florida. What you will need to succeed Bachelor's degree in Human Resources, Business Administration, or related field preferred Minimum 2-3 years of HR experience ( construction industry experience is a plus ) Proven experience to process biweekly payroll accurately and on time. Knowledge of payroll systems and job costing preferred Strong understanding of employment law, benefits administration, and HR best practices Ability to maintain confidentiality and attention to detail Proficiency in Microsoft Office (Excel, Word, Outlook) What you will get in return You'll join a growing company with modern offices and a supportive team. In addition to a collaborative environment, you will receive comprehensive training and development to expand your HR expertise and progress into a leadership role. This is a chance to make an immediate impact while building a long-term career in HR management. What you need to do now If you're interested in this role, click 'apply now' to forward an up-to-date copy of your CV, or call us today. If this job isn't quite right for you but you are looking for a new position, please contact us for a confidential discussion on your career.

Stansell is seeking a talented HR Generalist in the Odessa region to join our team! Stansell is a rapidly growing, WBE certified, general contractor specializing in commercial construction services across the Southeast United States. We focus on serving clients in the commercial market with emphasis on the following project types: restaurant dining and quick service food. Responsibilities: Administers with all internal HR related inquiries or requests including short- and long-term disability, FMLA, leaves, PTO and other related questions. May assist with constructive and timely performance evaluations. Conduct check ins with new hires and direct supervisors Initiate annual updates on employee handbook and policies. Oversee all administrative tasks for onboarding, new hire orientation, including entering data into HR information systems and auditing for accuracy and compliance. Partners with internal Recruiter to hire for all positions, ensuring compliance with our Affirmative Action Program. Assist with reference checks and exit interviews Assists HR Manager with employment-related inquiries from employees and supervisors, referring to complex and/or sensitive matters to the appropriate staff. Oversee Health Benefit Open Enrollment, monthly new hire enrollment, and change requests. Work effectively as a team member with other members of staff. Maintains compliance with federal, state, and local employment laws and regulations, and best practices; reviews policies and practices to maintain compliance. Other HR duties as assigned. Exemplify the 4 Pillars of Character, Integrity, Work Ethic , and How We Treat People at Stansell. Qualifications & Requirements: Minimum of 3-5 years of progressive HR experience and a broad HR knowledge Bachelor's degree in human resources and/or SHRM certification. Construction industry a plus. Excellent verbal and written communication skills Meticulous attention to detail, excellent organization and time management skills. Able to multitask and prioritize work. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite. What We Offer: At Stansell Construction, we provide our employees with: Competitive salary. Comprehensive Benefits: Medical, dental, vision, and 401(k) matching, monthly phone allowance, PTO. Short term, long term, accident, critical care, and disability insurance options. Charitable Opportunities: Our charitable committee organizes volunteer events yearly to give back to local communities. Fun Company Events: Team-building activities, social gatherings, and celebrations. Professional Development: Opportunities for training, mentorship, and career advancement. Strong Workplace Culture: A supportive and engaging environment that encourages collaboration, innovation, and continuous improvement. Wellness Program with gym membership. Stansell is an equal opportunity employer and does not discriminate or allow discrimination on the basis of race, color, religion, gender, age, national origin, citizenship, disability, veteran status or any other classification protected by federal, state, or local law.

Job Description Title: Vice President of Human Resources Reports to: Chief People Officer About the Company At BMG Money, our mission is to provide access to affordable and responsible credit for underserved consumers facing unexpected expenses. We all share one vision- Redefining lending through technology, where underserved individuals can thrive financially through forward-thinking, responsible, and innovative financial solutions. Job Summary The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization's HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. Key Responsibilities Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. Researches, develops, and implements competitive compensation, benefits, performance appraisal, talent acquisition, and employee incentive programs. Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Drafts and implements the organization's staffing budget, and the budget for the human resource department. Direct the planning and execution of HR policies ensuring full compliance with US Federal/State laws and Brazilian labor regulations (CLT), mitigating risk across both jurisdictions. Champion a unified company culture that bridges the US and Brazil offices, creating programs that respect local nuances while aligning with corporate values. Oversee recruitment strategies for both regions, managing the complexities of cross-border hiring, visa/sponsorship requirements, and localized compensation benchmarking. Direct the company's administrative functions, supervising office managers and administrative assistants to ensure seamless day-to-day operations in all locations. Establish standard operating procedures (SOPs) for non-technical workflows, procurement of office supplies, travel policies, and vendor management. Serve as the primary point of contact for property management, lease negotiations, and space planning to accommodate growth in both the US and Brazil headquarters. Oversee the maintenance, security, and cleanliness of company buildings, ensuring all facilities meet health and safety standards (OSHA in the US and NR standards in Brazil). Design and maintain a physical work environment that boosts productivity and employee well-being, managing renovations, office layouts, and hybrid-work technology setups. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field required; Master's or law degree highly preferred. At least ten years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred. SHRM-CP or SHRM-SCP strongly preferred. Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Knowledge of Brazilian labor laws a plus

At Chewy, we strive to be the most trusted and convenient online destination for pet parents and our partners - vets and service providers - alike. Our success is measured by the happiness of the people and pets we serve, not simply by the amount of pet supplies we deliver. That's why we continue to think outside the Chewy box to delight, surprise, and thank our loyal pet lovers! Our Opportunity The leader of HR Product Management will be the enterprise product leader for HR transformation. They will establish the way HR functions as a modern product organization. They will drive a unified HR product roadmap that connects people, process, technology, and experience. This leader will partner across HR, Technology, and Business functions to transform how HR operates, delivers programs, and supports employees and leaders. The role will be ultimately responsible for the orchestration of an end-to-end HR ecosystem that is AI-enabled, data-driven, and operationally scalable. What You'll Do Define and lead the HR product vision and enterprise roadmap that unifies all transformation initiatives across the four pillars: HR operating model redesign, COE program alignment, technology, and change leadership. Align all HR Centers of Excellence (e.g., Talent Management, Compensation, Workforce Planning, Engagement) around a unified, transparent roadmap built through a product-driven, experience-first approach-underpinned by a governance model that seamlessly integrates roadmap priorities, technology enablement, and AI capabilities to deliver measurable enterprise outcomes. Champion transformation by embedding generative, predictive, and agentic AI into HR programs, workflows, and employee experiences. Collaborate with the AI Advisory Board and HR Technology to ensure responsible and effective AI integration. Instill a product perspective across HR leadership, helping COEs, HRBPs, and shared-services teams adopt results-focused, data-informed methods to build and deliver programs. Mentor a small, high-impact team of product, analytics, and change professionals as the function matures. Partner with Technology, People Analytics, and Data Science teams to translate business and workforce strategy into scalable solutions that support decision-making and self-service. Partner with the Director of HR Technology to align product and technical roadmaps. Ensure HR Product defines priorities and desired outcomes. The HR digital solutions team manages delivery, technical execution, and KTLO. Together, guide technology investments toward high-value, experience-led outcomes that advance the enterprise HR strategy. Drive measurable impact through product benchmarks such as adoption, engagement, service efficiency, and workforce effectiveness. Establish data-driven governance and a continuous feedback and improvement loop to monitor progress, find opportunities for enhancement, and sustain transformation outcomes over time. Serve as the connective leader across transformation governance, ensuring alignment among HR Strategy, COEs, HR Technology, Change Enablement, and Business Units. What You'll Need 10-15 years of experience in HR transformation, product management, or enterprise program leadership, with 5+ years in a senior or director-level capacity. Proven ability to lead large-scale, multi-pillar transformation programs that integrate strategy, process, and technology. Deep understanding of HR domains such as talent management, compensation, organizational design, workforce planning, and employee experience. Demonstrated success embedding AI and analytics into HR products, programs, and operating models to drive automation, personalization, and strategic decision-making. Skilled in agile product management, roadmap governance, and collaborator alignment across complex, matrixed organizations. Exceptional executive communication skills and the ability to translate technical and operational concepts into strategic narratives. Bachelor's degree required; advanced degree (MBA or related) preferred. Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

Moss is a national privately held construction firm providing innovative solutions resulting in award-winning projects. With regional offices across the United States, Moss focuses on construction management, solar EPC, and design-build. The company's diverse portfolio encompasses a wide range of sectors, including luxury high-rise residential, landmark mixed-use developments, hospitality, K-12 and higher education, justice, solar energy and battery storage, and sports. Moss is ranked by Engineering News-Record as the nation's top solar contractor and one of the top 50 general contractors. Moss prides itself on a strong entrepreneurial culture that honors safety, quality, client engagement, and employee development. Its employees consistently rank Moss as one of the best places to work. POSITION SCOPE AND ORGANIZATIONAL IMPACT Moss' Vice President, HR Operations, is a senior HR leader responsible for designing and leading a centralized HR Operations function that delivers accuracy, efficiency, and care at scale. This leader will oversee HRIS, HR PMO, HR Administration, Team Member Care, and, as the function matures, Total Rewards. This role blends strategic foresight with operational excellence, ensuring that HR processes are streamlined, data-driven, and anchored in Moss values. The VP will partner closely with the CHRO, HR Pods, Solar HR, and business leaders to create an HR experience that is fast, reliable, and people centered. ESSENTIAL JOB DUTIES AND RESPONSIBILITIES Define and execute the HR Operations vision in alignment with CHRO priorities and Moss's values. Act as a trusted advisor to the CHRO and senior leadership on HR systems, processes, compliance, and operations. Ensure HR Operations is a cultural investment, not just a structural one-strengthening Moss's reputation as a Great Place to Work Own HRIS strategy, roadmap, optimization, and integrations (Workday strongly preferred). Ensure data governance, process automation, and self-service capabilities. Deliver analytics and dashboards that drive better decisions on talent, workforce, and rewards Lead the HR PMO to manage cross-functional initiatives with discipline, transparency, and impact. Oversee HR projects such as annual cycles, system upgrades, and policy rollouts. Build organizational capability in project management and change adoption Oversee employee records, compliance documentation, employment verification, and vendor invoicing. Lead leave administration, onboarding/offboarding, and policy administration. Ensure Team Member Care provides responsive, empathetic support, reflecting Moss's value of honoring relationships Design and oversee compensation and benefits programs that are fair, competitive, and compliant. Manage annual merit, bonus, and incentive cycles in partnership with HR Pods. Oversee benefits strategy and vendor partnerships, balancing cost-effectiveness with employee well-being Ensure all HR processes, from payroll interfaces to benefits administration, are compliant, auditable, and risk mitigated. Partner with Legal, Finance, and Payroll to uphold governance and data privacy standards Operational Excellence - HRIS uptime >99%, Enable strategic HR partnership by freeing HR Pods and Solar HR teams to focus on strategy and business alignment Ensure full compliance with audits, regulations, and internal controls, maintaining 100% adherence to risk and governance standards Occasional travel ( Perform other duties as assigned EDUCATION AND WORK EXPERIENCE Bachelor's degree in HR, Business, Information Systems, or related field 10+ years of progressive HR experience; 5+ in HR Operations leadership Proven ownership of HRIS strategy and governance (Workday experience highly preferred) Experience in compensation, benefits, and vendor management Strong project/program management track record Exceptional communicator and stakeholder manager Master's degree (MBA, MSHRM) or advanced technical/business degree Industry experience in construction, renewable energy, or multi-site enterprises Certifications: PMP, SHRM-SCP/SPHR, CCP, or equivalent Technical familiarity with HRIS platforms and analytics tools (Power BI, Tableau, SQL) Strategic & Operational Balance - Sees the big picture while ensuring flawless execution Data-Driven Storyteller - Turns insights into clear, actionable recommendations Culture Carrier - Models Moss's values of honoring relationships, entrepreneurial spirit, and contagious energy Change Agent - Drives transformation with empathy, clarity, and adoption Team Builder - Develops a high-performing team rooted in trust, care, and excellence JOB TITLE: VICE PRESIDENT, HR OPERATIONS JOB LOCATION: FORT LAUDERDALE, FL CLASSIFICATION: FULL TIME - EXEMPT - SALARIED REPORTS TO: CHIEF HUMAN RESOURCES OFFICER (CHRO) Moss is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

At PODS (Portable On Demand Storage), we don't just lead the moving and storage industry we redefined it. Since 1998, we've empowered customers across the U.S. and Canada with flexible, portable solutions that put customers in control of their move. Whether it's a local transition or a cross-country journey, our personalized service makes any experience smoother, smarter, and more human. We're driven by a culture of trust, authenticity, and continuous improvement. Our team is the heartbeat of our success, and together we strive to make each day better than the last. If you're looking for a place where your work matters, your ideas are valued, and your growth is supported- PODS is your next destination. JOB SUMMARY The Director of HR Operations - Corporate & Call Center Operations serves as the HR leader supporting our corporate functions and high-volume Sales and Service Center operations. This role leads a team of HR professionals who deliver strategic and operational HR support across diverse corporate departments and customer-facing Sales and Service Center teams. As a trusted advisor to leaders, this position aligns people strategies with business objectives to enhance performance, employee experience, workforce efficiency, and organizational health. The Director ensures consistent execution, measurement, and communication of HR policies, processes, and programs across corporate and Sales and Service Center environments. This leader drives initiatives related to talent development, workforce planning, employee relations, performance management, and operational readiness. The ideal candidate is data-driven, skilled at leading and developing HRBPs, and highly experienced in supporting both knowledge-based corporate roles and high-volume, schedule-driven call center operations. General Benefits & Other Compensation: Medical, dental, and vision insurance Employer-paid life insurance and disability coverage 401(k) retirement plan with employer match Paid time off (vacation, sick leave, personal days) Paid holidays Parental leave / family leave Bonus eligibility / incentive pay Professional development / training reimbursement Employee assistance program (EAP) Commuter benefits / transit subsidies (if available) Competitive Pay Other fringe benefits (e.g. wellness credits) What You Will Do: Strategic Leadership & Partnership • Serve as the primary strategic HR partner to corporate and Sales & Service Center leaders, aligning HR strategies with functional and operational priorities. • Lead, develop, and coach a team of HR professionals to deliver effective, business-oriented HR support across multiple functions. • Partner with leaders to anticipate workforce needs, organizational gaps, and opportunities for improved performance and engagement. HR Policy, Communication & Compliance • Support the consistent communication and compliance of HR policies and programs across corporate departments and Sales & Service Center teams. • Develop and monitor mechanisms for measuring policy effectiveness, organizational adoption, and areas for improvements or standardization. • Ensure all HR practices comply with federal, state, and local labor laws, especially those applicable to Sales & Service Center environments (e.g., scheduling, breaks, attendance). • Provide clear and effective HR communications, toolkits, and resources to leaders and employees. Talent & Workforce Management • Support talent management efforts, including succession planning and leadership development for both corporate and Sales & Service Center teams. • Support Sales & Service Center workforce planning including staffing models, volume forecasting partnerships, and retention strategies. • Guide HRBPs in delivering performance management coaching and employee development across varying role types-from corporate professionals to hourly Sales & Service Center agents. • Support recruiting strategies in partnership with Talent Acquisition, ensuring the unique hiring needs of corporate and Sales & Service Center functions are met. Employee Relations & Culture • Oversee complex employee relations issues, ensuring fair, consistent, and legally compliant outcomes. • Monitor and address employee sentiment, culture trends, and engagement drivers in fast-paced Sales & Service Center environments and across corporate teams. • Serve as a senior escalation point for HRBPs and leaders on sensitive or high-impact ER issues, investigations, or policy concerns. • Support initiatives that improve retention, reduce absenteeism, and strengthen the overall employee experience. Data, Reporting & Analytics • Leverage HR and operational performance data-including turnover, absenteeism, schedule adherence, productivity, and engagement-to identify trends and recommend solutions. • Develop dashboards and reporting tools tailored to the needs of corporate and Sales & Service Center operations. • Guide HRBPs in using data to influence decision-making and measure the impact of HR initiatives. Cross-Functional Collaboration • Partner with all areas of HR -including Total Rewards, Talent Acquisition, Learning & Development and Internal Communications -to ensure corporate and Sales & Service Center needs into are incorporated into enterprise strategies. • Collaborate closely with Workforce Management teams to ensure HR strategies and staffing plans support service levels, customer experience expectations, and operational performance. • Act as a liaison between corporate support teams, Sales & Service Center leadership, and Corporate HR to drive alignment, clarity, and operational readiness. MANAGEMENT & SUPERVISORY RESPONSIBILTIES • Typically reports to Chief Human Resource Officer. • Job is directly responsible for managing other employees (e.g., hiring/termination and/or pay decisions, performance management) What You Will Need: • Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (SPHR/SHRM-SCP) preferred. • 10+ years of progressive HR experience, including at least 5 years in a leadership role supporting corporate and/or call center environments. • Experience leading and developing HR Business Partners. • Strong expertise in employee relations, HR policy, and compliance. • Proven ability to partner with operational leaders and influence outcomes. • Demonstrated ability to use HR analytics and data insights to drive decisions. • Experience in a service-focused, distributed workforce environment preferred. • Or an equivalent combination of education, training or experience NOTE: This role is onsite at our Clearwater, FL headquarters with a 4/1 schedule; in office Monday-Thursday and remote on Fridays. Assessment Notice: By submitting an application for this position, you acknowledge and consent that you may be asked to complete a personality and/or skills assessment as part of the hiring process. These assessments are used solely as one component of the overall candidate evaluation and will not be the sole basis for any hiring decision. All assessment results will be handled in accordance with applicable laws and our internal selection guidelines. Should you need to request a reasonable accommodation, please submit request to ******************* DISCLAIMER The preceding job description has been designed to indicate the general nature of work performed; the level of knowledge and skills typically required; and usual working conditions of this position. It is not designed to contain, or be interpreted as, a comprehensive listing of all requirements or responsibilities that may be required by employees in this job. Equal Opportunity, Affirmative Action Employer PODS Enterprises, LLC is an Equal Opportunity, Affirmative Action Employer. We will not discriminate unlawfully against qualified applicants or employees with respect to any term or condition of employment based on race, color, national origin, ancestry, sex, sexual orientation, age, religion, physical or mental disability, marital status, place of birth, military service status, or other basis protected by law. No Unsolicited Resumes from Third-Party Recruiters: Please note that as per PODS policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our Inclusive Diversity values. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that PODS will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person, or entity.

Reporting to the Chief Operating Officer, the Vice President of Human Resources and Enterprise Risk Management is a senior executive leadership role responsible for overseeing strategic human capital programs and enterprise risk initiatives. This leader guides a high-performing Human Resources team and a centralized Enterprise Risk Management function to ensure organizational alignment, accountability, and operational excellence. Key responsibilities include: Modernizing HR systems and practices Overseeing workforce development, succession planning, labor relations, and employee engagement initiatives Leading the Enterprise Risk Management function, including risk identification and insurance management Integrating organization-wide safety efforts to enhance risk visibility and mitigation strategies Requirements Proven senior leadership experience in Human Resources and Enterprise Risk Management Strong background in strategic HR management, including workforce planning and labor relations Experience leading enterprise risk functions, including risk assessment and mitigation Ability to lead and develop high-performing teams across multiple disciplines Excellent communication and stakeholder management skills Demonstrated success in driving organizational change and modernization efforts Familiarity with safety programs and regulatory compliance Working Place: Tampa, Florida, United States Company : 2025 June 26th Virtual Fair - Tampa Airport Authority

Department FSU Human Resources - EOCE Responsibilities Florida State University is seeking a strategic and experienced leader to serve as Director of Equal Opportunity & Compliance Engagement (EOCE). This leadership role serves as a champion of integrity, compliance, and organizational accountability. The Director leads efforts to cultivate a campus culture rooted in respect, fairness, accountability, and excellence, reflecting the values of one of the nation's premier research institutions, recognized by Forbes as one of America's Best-In-State Employers for 2025! Reporting to the Associate Vice President for Human Resources and serving on the HR Executive Team, this role ensures FSU's compliance with federal and state regulations while advancing proactive education, policy development, and collaborative engagement. It exemplifies what it means to do meaningful work in service of a vibrant academic mission. * Strategic Compliance Leadership Lead and coordinate university-wide compliance efforts related to equal opportunity and non-discrimination policies, managing Title IX, Title VII, and EOC concerns. Serve as a subject matter expert and strategic advisor to senior leadership. * Education & Outreach Design and deliver training programs that promote awareness, understanding, and compliance with EOCE policies. Foster a culture of continuous learning and respectful engagement across all university populations. * Policy Development & Implementation Develop, revise, and implement organizational policies aligned with federal and state regulations. Ensure consistency, clarity, and accessibility of EOCE-related policies and procedures. * Investigations & Resolution Oversight Oversee the inquiry and complaint process to include intake, investigation and resolution, from students, faculty, and staff related to harassing behavior, retaliation, Title VII, Title IX, and Equal Opportunity policies. Ensure timely, thorough, and impartial processes that uphold organizational integrity. * Data Analysis & Reporting Manage EOCE data systems and reporting requirements. Analyze trends to inform strategic planning and continuous improvement efforts. * Collaboration & University Engagement Partner with campus stakeholders-including HR, Legal, Student Affairs, and Academic Affairs-to align EOCE efforts with broader university goals. Represent FSU in external compliance forums and professional networks. Qualifications Master's degree and five years of experience related to administrative services; or Bachelor's degree and seven years of experience in the same. (Note: higher education may substitute for experience at the equivalent rate.) * Two years in a supervisory or leadership role relevant to this field of work. Helpful This role requires expertise in policy development, regulatory compliance, training facilitation, and strategic planning. The ideal candidate is a collaborative problem solver with strong communication skills, a deep understanding of employment laws and a commitment to cultivating accountable environments. Florida State University is proud to be recognized by Forbes as one of America's Best-In-State Employers for 2025, one of only three universities in Florida to earn this prestigious distinction. This honor reflects FSU's unwavering commitment to employee satisfaction, visionary leadership, and innovative talent strategies. University Information One of the nation's elite research universities, Florida State University preserves, expands, and disseminates knowledge in the sciences, technology, arts, humanities, and professions, while embracing a philosophy of learning strongly rooted in the traditions of the liberal arts and critical thinking. Founded in 1851, Florida State University is the oldest continuous site of higher education in Florida. FSU is a community steeped in tradition that fosters research and encourages creativity. At FSU, there's the excitement of being part of a vibrant academic and professional community, surrounded by people whose ideas are shaping tomorrow's news! Learn more about our university and campuses. Anticipated Salary Range The starting salary for this position is $120,000.00 commensurate with the candidate's education and experience. FSU Total Rewards FSU offers a robust Total Rewards package. Visit our website to learn more about our Compensation, Benefits, Wellness, Recognition, and Employee Development programs. Use our interactive tool to calculate Total Compensation options based on potential salary, benefits and retirement contributions, earned leave, and other employment-related perks. How To Apply If qualified and interested in a specific job opening as advertised, apply to Florida State University at ********************* If you are a current FSU employee, apply via my FSU > Self Service. Applicants are required to complete the online application with all applicable information. Applications must include all work history up to ten years, and education details even if attaching a resume. Considerations This is an A&P position. This position requires successful completion of a criminal history background check. This position is being advertised as open until filled. The hiring committee will be reviewing applications as they are submitted, and qualified candidates should expect to be interviewed as applications are screened. Hiring will be as soon as possible when a candidate is identified. Equal Employment Opportunity FSU is an Equal Employment Opportunity Employer.

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

The Director of Human Resources is responsible for leading and providing day-to-day administration and oversight of site HR operations, leading a team of HR professionals at the distribution centers, driving operational excellence and creating exceptional value for the organization and Arvato employees. YOUR TASKS * Manages human resources operations and creates plans to ensure appropriate support to company strategies around recruiting, selecting, orienting, training, coaching, counseling, planning, monitoring, appraising, and reviewing staff job contributions. * Leads and manages team of site HR managers, establishes HR department accountabilities, sets forth performance goals and including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations in alignment with company policies and in support of the company objectives. * Partner with talent acquisition on the development and execution of a recruiting strategy to support business goals * Lead a performance-based culture for teams by communicating and supporting the execution of consistent policies and programs around performance management, talent assessment, succession planning, and recognition * Responsible for ensuring that all HR policies, procedures, and processes are clearly documented, and disseminated from the facility HR teams to all employees. * Support the sites in measuring and analyzing employee feedback and survey results; initiating corrective actions; minimizing the impact of gaps in employee retention. * Support corporate HR projects implementation by identifying and clarifying issues and priorities; communicating and coordinating requirements to site HR; expediting execution; evaluating milestone accomplishments; evaluating optional courses of action, measuring and communicating results. * Supports management by providing human resources advice, direction and counsel on employee relations, internal investigations, compliance, safety, compensation, benefits, talent acquisition, and workers' compensation issues in alignment with HR leadership and company policy * Complies with federal, state, and local legal requirements by staying up to date in new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. YOUR PROFILE * Bachelor degree in Human Resources, Business Administration, Organizational Psychology, or related area of focus is required. PHR or SHRM CP certifications preferred. * A minimum 7 years of total business experience with 5 years of applicable HR Business Partner experience. * Multi-site experience in supply chain, retail or other similar industries is strongly preferred. * Ability to travel up to 50% of the time depending on business needs. * Knowledge of UKG, Kronos, PeopleNet/Success Factors a plus. * Strong leadership experience managing HR teams and executing HR and talent acquisition strategies. * Computer savvy (MS PowerPoint, Excel, Word, Outlook, Visio), have excellent presentation, verbal, and written skills, and highly detail-oriented. * Strong communication skills and interpersonal effectiveness, including strong relationship building, team building and conflict management experience. * Business knowledge and experience in driving organizational success through quality best practice HR programs and initiatives. * Ability to educate and empower employees through supportive coaching. * Solid knowledge of HR compliance requirements, including applicable laws and regulations. * Knowledge of risk management, liability and Federal Labor Laws. * Ability to work within a larger organization; working closely with HR functions, General Counsel, and other stakeholders. WE OFFER * Medical, Dental, Vision, Life Insurance, and Disability Pay. * 401(k) with company matching up to 6%. * Paid Time Off, including paid holidays. * Flexible Spending Accounts. * Voluntary benefits such as legal and financial assistance, pet insurance, and more. * Employee Assistance Program. * Ongoing employee development opportunities including tuition reimbursement, scholarships, and training. * Commuter benefits. * Employee engagement activities. EOE Protected Veterans/Disability

Position directs and works with human resource employees on recruitment, total compensation, employee relations and training and development. Executes against objectives outlined in the Human Resource Business Plan and delivers services that meet or exceed the needs of employees and enable business success. Ensures compliance with applicable laws and regulations as well as Standard Operating Procedures. CANDIDATE PROFILE Education and Experience • High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area. OR • 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing Legal and Compliance Practices • Ensures terminated employee files are retained for the required length of time. • Ensures compliance on all human resource audits. • Ensures proper documentation of all progressive disciplinary action is kept in employee file. • Ensures compliance with key policies (e.g., Sexual Harassment, Non-Harassment, Non-Discrimination, No Solicitation). • Works with the unemployment services provider to respond to unemployment claims. • Attends unemployment hearings and ensures property is properly represented. • Ensures employees are treated fairly and equitably. • Ensures Guarantee of Fair Treatment policy is consistently followed and proper documentation is maintained on all disciplinary issues. • Ensures employees are treated fairly and equitably and that issues are brought to resolution. • Administers property policies fairly and consistently. • Ensures disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and support the Peer Review Process. Managing Human Resources Communication • Communicates changes to the benefit plans in a timely manner. • Communicates property rules and regulations via an employee handbook. • Coaches managers on progressive discipline process. Managing Staffing and Employee Development Activities • Participates in the interviewing and hiring of Human Resources employee team members. • Ensures performance evaluations and merit increase paperwork are maintained in employee files. • Manages performance appraisal process (e.g., ensures reviews are conducted in a timely manner, increases are processed quickly, and management performance appraisal is completed). Maintaining Employee Relations • Establishes and maintains open, collaborative relationships with employees. • Utilizes an “open door” policy to address employee problems or concerns in a timely manner. • Ensures effective employee communication channels are established and active in departments. • Ensures employees establish and maintain open, collaborative relationships with their team members. • Strives to improve employee retention. • Monitors work environment for signs of union organization. • Solicits employee feedback. • Organizes Spirit to Serve Our Communities events. At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

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

The Global Director of Human Resources provides critical strategic leadership by developing, executing, and managing organization-wide human resources initiatives in the areas of workforce planning, talent management, performance management, training and development, employee relations and engagement. This position serves as a true business partner to provide human capital expertise and leadership to achieve operational excellence. This includes enterprise risk mitigation, organizational culture change initiatives, and continuous improvement activities. Supervisory Responsibilities: * This position has matrixed responsibility for HR teams across the Motion Control Technologies business, within the Hydraulics Segment of Helios Technologies, with local Managing Directors. Direct responsibility for regional Safety Manager. Duties/Responsibilities: * Management and oversight of the Human Resources function to ensure that all programs and initiatives are integrated and effective in supporting the overall mission, goals, and strategy of the Motion Control Technologies business within the Hydraulics Segment. * Directly participate in the planning and decision-making as a member of the Senior Leadership Team, and providing broad leadership and coordination to the business * Serve as internal consultant and strategic advisor to the Senior Leadership Team on people and culture development * Align our talent strategy to be an employer of choice within our industry * Establish a plan of management succession that corresponds to the strategy and objectives of the business * Provide oversight for safety culture and practices within the Motion Control Technologies business. * Provide organizational leadership around culture assessment and development, introducing and managing organizational change and development initiatives * Build a robust recruitment strategy that is aligned with our Core Values and drives towards current and future talent needs * Provides support on compensation and benefits, ensuring regulatory compliance, equity, and competitive salary levels necessary to attract and retain qualified staff in conjunction with the Helios Technologies framework * Directs, with support of Helios' Talent Development Team, the development of training and organizational development programs through staff or external consultants that address personal, professional, and organizational needs of employees and departments, supporting equitable opportunities for continuous learning * Provide coaching/advising of senior leaders on team development and key organizational and management issues by offering a unified approach and corresponding tools for executive and senior leaders to evaluate, design and align their structures to build high-performing teams * Function as Human Resources lead in due diligent practices in support of the M&A initiatives * Responsible for budgeting departmental needs * Other duties as assigned

**Company Information** Headquartered in St. Augustine, FL, with offices and manufacturing facilities all around the globe, Amphenol CIT is one of the world's leading designers and manufacturers of high-performance wire, cable, and medical devices. We provide complete interconnect solutions to industries like Aerospace, Military & Defense Electronics, Space, Medical, Test & Measurement, and Industrial. Our talented team of employees worldwide helps bring movies to your seat on airplanes, deliver mission-critical information from drones to the command office, transfer heart rhythm to paper, route communications from space, connect power to downhill oil drills, and get planes back in the air faster. At Amphenol CIT, we make the amazing possible. Take the next step to become an integral part of our team by applying today and kickstart your journey with us. **SUMMARY** The HR Business Partner is a core member of the St Augustine plant team, providing support and guidance to plant managers and employees. The Business Partner provides support in many different areas, including recruitment and workforce management strategies; benefits; employee relations; and employee onboarding, development, and retention. This position partners with leaders and collaborates with other human resources professionals offering specialized business knowledge, guidance, analyzing metrics, and resolving employee relations issues. The HRBP works to align HR practices and support with business goals. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. **ESSENTIAL JOB FUNCTIONS** + Consults with line management, providing HR guidance when appropriate. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Manages full-cycle recruitment for the plant, including candidate screening, sourcing, and scheduling; tracks metrics, identifies opportunities; makes recommendations for process improvements. Participates in external recruitment activities/job fairs. Coordinates interviews with department leaders and interview team members. May identify the need to engage with external employee agencies. + Supports the development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. + Provides HR policy guidance and interpretation. + Responsible for conducting new hire orientation, to include new hire documentation and education on company policies and practices. Responsible for I-9 Form compliance. + Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). + Partners with HR Manager to analyze trends to develop solutions, programs, and policies. Provides site metrics and reporting as required. + Provides guidance and input on workforce planning and succession planning. + Partners with HR Manager to resolve complex employee relations issues. Conducts effective, thorough, and objective investigations and provides resolutions. + Identifies training needs for sites and individual coaching needs. Provides coaching and feedback to employees and leaders where appropriate. + Partners with EHS to successfully manage the workers' compensation program. + Responds to routine inquiries on benefits, paychecks, and other payroll related matters. + Maintains databases and electronic copies of employee records related to payroll, timekeeping, benefits, medical records, terminations, etc. + Responsible for processing separations of employment. + Other duties as required in support of the department and the company **SUPERVISOR RESPONSIBILITIES** This position does not have any direct supervisory responsibilities but does serve as a coach and mentor for other employees. **QUALIFICATIONS** To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. **EDUCATION and/or EXPERIENCE** + Bachelor's degree in human resources, labor relations, business, or other related field or five (5) years of related experience resolving complex employee relations issues, working knowledge of multiple HR disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, and performance management. + Thorough knowledge of federal and state labor and employment laws. **CERTIFICATES, LICENSES, REGISTRATIONS** SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential a strong plus. **LANGUAGE SKILLS** + Ability to read, write, speak, and understand English. + Proficient written and verbal communication skills. **JOB SKILLS** + Proficient with Microsoft Office Suite (Word, Excel, PowerPoint, Teams, Outlook). + Excellent interpersonal and customer service skills. + Excellent time management skills with a proven ability to meet deadlines. + Excellent organizational skills and attention to detail. + Strong analytical and problem-solving skills. + Ability to convey a positive and professional image to employees and external contacts. + Ability to demonstrate an understanding of key business and mathematical concepts. + Ability to lead the application of Amphenol-CIT policy, procedure and within client groups and contacts. + Ability to speak effectively in front of groups of managers and employees, and influence stakeholders. + Ability to maintain the highly confidential nature of human resources. + Ability to work evenings and weekends as the need arises. **PHYSICAL DEMANDS** While performing the duties of this job, the employee must be able to be stationary for prolonged periods working on a computer. The employee is regularly required to use hands to finger, handle or feel, and talk or hear. The employee frequently is required to reach with hands and arms. The employee is required to stand and walk. The employee must occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. **WORK ENVIRONMENT** The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. _This is an air-conditioned facility with many pieces of equipment that produce heat. The following are potential items encountered: fumes, dust, noise, hazardous/toxic chemicals, moderate noise level. Appropriate training is provided and documented based on job placement that complies with OSHA and EPA regulations._ **ENVIRONMENTAL POLICY** Amphenol-CIT is dedicated to identifying and reducing the environmental impact of its operations, activities, and products. It is our commitment to comply with all applicable laws and other regulatory requirements concerning the environment. We are committed to preventing pollution and continually improving our environmental performance in all our global operations. This will be achieved through a comprehensive Environmental Management System that provides the framework for setting and reviewing environmental objectives and targets of Amphenol-CIT. **PERSONAL PROTECTIVE EQUIPMENT REQUIREMENTS** **-** ASTM F-2412-2005, ANSI Z41-1999, or ANSI Z41-1991 rated safety toe shoes in specific areas. - Clear ANSI Z87.1 safety-rated glasses in specific areas. - Hearing protection, in specific locations. - Ability to compile with JSA in specific areas. **EXPORT COMPLIANCE DISCLAIMER** This position includes access or potential access to ITAR and/or EAR technical data. Therefore, candidates will need to qualify as a US Person which is defined as a US Citizen, or a Permanent Resident (Green Card Holder). **TRAVEL** Up to 10% travel to other sites; travel may be sporadic. Occasionally required to attend job fairs, trade shows, off-site training, and personal development events. AMPHENOL CIT RESERVES THE RIGHT TO MODIFY, INTERPRET, OR APPLY THIS IN ANY WAY THE COMPANY DESIRES. THIS IN NO WAY IMPLIES THAT THESE ARE THE ONLY DUTIES, INCLUDING ESSENTIAL DUTIES, TO BE PERFORMED BY THE EMPLOYEE OCCUPYING THIS POSITION. THIS JOB DESCRIPTION IS NOT AN EMPLOYMENT CONTRACT, IMPLIED OR OTHERWISE. THE EMPLOYMENT RELATIONSHIP REMAINS "AT-WILL." THE AFOREMENTIONED JOB REQUIREMENTS ARE SUBJECT TO CHANGE TO REASONABLY ACCOMMODATE QUALIFIED DISABLED INDIVIDUALS. Amphenol CIT is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. For more information regarding EEOC requirements please visit **************************************************************** ***************************************************************************************************** Due to the nature of our business, the candidate must be able to legally work in the United States; we are unable to provide sponsorship. Position requires candidate to be a U.S. person as defined in ITAR, 22 CFR 120.15 (U.S. Citizenship or Resident Alien Status) and defined by 8 U.S.C. 1101(a) (20). Amphenol CIT participates in the United States Department of Homeland Security E-Verify program. The E-Verify program is a web-based employment eligibility verification system for newly hired employees operated by the U.S. Citizenship and Immigration Services. Any candidate that needs an accommodation or assistance with the application process should contact HR at ******************************** **Job Details** **Pay Type** **Salary**

The Employee Relations Manager will play a strategic role in building positive employee relations by fostering open communication, fairness, and engagement. This position will manage simple to complex employee relations matters focusing on compliance with Company policies, multi-state and federal employment laws, and associated regulations. This role will have a direct hand in the architecture of future people practices and policies aimed at driving a positive, thriving, and high performing environment for our Team Members by providing policy development, training, coaching, and process-improvements. This role requires strong interpersonal and conflict resolution skills, a true passion for people, along with a deep understanding of employment laws and regulations. What you have already achieved: (Requirements) Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Leadership or a related field. Relevant experience may be considered in lieu of. 8+ years progressive, hands-on experience in employee relations, investigations, and compliance roles. Thorough knowledge of multi-state employment-related laws with strong background supporting a non-exempt, geographically dispersed workforce. Exceptional investigative and research skills (including interviewing, documentation, and analysis), sound judgement, and a proactive approach to identifying and mitigating risk. Ability to make recommendations to effectively resolve emotional and complex problems or issues consistent with standards, practices, policies, procedures, regulation or government law. Must have strong conflict resolution and mediation skills. Ability to act with integrity, professionalism, and confidentiality. Excellent written and verbal communication skills and the ability to collaborate effectively with stakeholders across various organizational levels. Demonstrated conceptual, analytical, and problem-solving skills. Excellent time management and organization skills, with the proven ability to juggle and reprioritize based on business demands and priorities. Self-starter with a high sense of initiative and a proven ability to effectively work in ambiguous environments and support continuous organizational improvement. Ability to work autonomously, while remaining aligned with HR strategies and business objectives. Prior experience with HRIS systems with proficiency with Google Drive and ADP Workforce Now a plus. PHR/SPHR is preferred. What you are great at: (Responsibilities) Guide Managers on effective leadership, communication, and people management to prevent issues before they arise. Conduct thorough, impartial investigations into employee complaints, misconduct, and grievances focusing on fair resolution and trust-building. Mediate disputes, guiding the disciplinary processes as appropriate. Ensure investigations are conducted thoroughly, objectively, and in compliance with Company policies and applicable employment laws and that the treatment of Team Members is fair, consistent, respectful and aligned with Company values and policies. Proactively and consistently communicate case status and other updates as required. Facilitate prompt and effective resolution of workplace concerns through leading and managing complex and sensitive workplace investigations. Apply deep expertise to develop and execute recommendations for appropriate employment actions through collaboration with People Operations Team, Legal, and appropriate business leaders, ensuring consistency and fairness. Provide recommendations and assistance on appropriate corrective actions, coaching, discipline, training, or policy changes following investigations. Act as a Performance & Development Partner, coaching managers through fair performance improvement processes and any relevant coaching or disciplinary actions. Maintain thorough, detailed records of all complaints and investigations by documenting investigation processes, key findings, timelines, conclusions, and outcomes. Analyze case notes and prepare comprehensive executive summaries aimed at supporting decision-making and risk mitigation strategies. Train and advise Managers and Team Members on effective employee management, communication, policy application, and legal compliance. Prepare and distribute reporting highlighting key metrics such as case closure rates, turnover trends, risk patterns and exit survey insights with associated recommendations and solutions. Conduct audits and assessments to evaluate potential risk areas and recommend improvements to minimize legal exposure. Assist with annual engagement surveys and pulse surveys, formulating appropriate response and action plans. Establish and manage stay interviews, exit surveys, pulse surveys, and focus groups to gather authentic employee voice. Ensure consistent application of company policies and procedures across all departments. Stay current with federal, state, and local employment laws and regulations to ensure organizational compliance and conduct regular reviews of the employee handbook and related literature. Serve as the primary point of contact for employee questions related to handbook policies. Collaborate with Senior People Operations Leadership and Legal to ensure policies reflect current legal requirements and risk management considerations. Develop job aides and training materials aimed at effective and compliance employee management. Manage performance management systems and structures and find opportunities for expansion and improvement. Work with the Experience team to assist with design and implementation of relevant recognition, wellness, and appreciation programs based on feedback. Manage and deploy HR special projects and initiatives as assigned. What you're motivated by: Making an impact. Whether it's the residents who call our Thriving Communities home, the investors who trust us to be stewards of their capital, or the sponsors we work with to 10x their business, everything we do is about making an impact. Challenges. You see roadblocks as opportunities and are proactive in finding solutions. Growth. We've been named to the Inc. 5000 as one of the Fastest-Growing Private Companies in America for thirteen consecutive years. Who We Are What We Do In One Sentence: We finance the building of Thriving Communities. Our Mission: We are changing the nation through the building of Thriving Communities. We are the leader in funding the building of Thriving Communities centered in safe, attainable housing. Our Purpose: To passionately make an extraordinary impact by transforming lives and building Thriving Communities. Our Big, Hairy, Audacious Goal (BHAG): To positively impact and transform 10 million lives by funding the building of 5,000 Thriving Communities, becoming one of America's 100 largest private companies. Our Culture: We work hard, marching towards ambitious goals driven by a purpose that's bigger than ourselves. We are impact-driven, seeking to make a difference not just on the affordable housing crisis but also in the lives of our employees, investors, and partners. We are disciplined, following our exclusive Elite Execution System to develop personally and professionally. We strive to Live Fully, finding fulfillment in all areas of our lives. Our Core Values: Driven For Greatness: We are driven by the pursuit of knowledge and the paramount importance of a growth mindset, cultivating greatness both personally and professionally. Living Fully: We prioritize living fully with a dedication to achieving optimal health in all aspects of life: faith, family, friends, freedom, fun , fulfillment, fitness, and finance. We are intentional with our time, integrating the 8fs of our life to achieve our goals & God's goals. Grit: We have the endurance and unshakable commitment necessary to achieve our visionary long-term goals. Community: We elevate the greater good over individual interests, magnifying our impact and cultivating thriving relationships with investors, sponsors, residents, and our colleagues. Authenticity: We are true to ourselves and others, steadfast in our beliefs and values. We hold ourselves and others accountable, fostering open dialogue to propel growth. Prepared to Win: We apply discipline to our thoughts and our actions, which leads us to put forth consistent effort and commitment doing the important proactive work despite the urgent priorities we face each day. We plan to win, and are prepared for volatility and challenges. Kingdom Impact: We share God's love and transformative power through our labor, serving everyone in God's likeness. The world will know God more through our work and how we do it. Twenty-Mile March: We march towards clear, well-defined goals and objectives with unwavering focus, constantly evaluating our performance and course correcting as needed. Stewardship: We are guided by our commitments to those who trust us with their capital, their communities, and their careers. Servant Leadership: We lead with high standards & deep devotion. We display as humble confidence as we build deep relationships and trust. We show the way through the forest, empowering growth, accountability, and a founder's mentality, with team members regularly asking “What else can I do to achieve the desired results?” Benefits and Perks: Unlimited PTO, health/dental/vision/life insurance, 401(k) matching, parental leave, adoption services reimbursement/learning/educational incentives, Volunteer Time Off, well-being programs, company events, self improvement/productivity tools, & the incredible feeling of making a difference. Equal Opportunity Employer: DLP is a committed Equal Opportunity Employer. If you are a qualified individual with a disability and require assistance in searching for a position or submitting an application, please contact HR at ***************** . Offers of employment are conditional upon satisfactory completion of pre-employment background verification (including E-Verify ). California applicants can view our California Data Privacy Policy here . #LI-CL1 #LI-Onsite

Chief Human Resources Officer Orlando Health Lakeland Highlands Hospital About Orlando Health Lakeland Highlands Hospital Set to open in 2026, Orlando Health Lakeland Highlands Hospital will be a seven-story, state-of-the-art facility located at the southeast corner of Polk Parkway and Lakeland Highlands Road. The hospital will feature: 302 inpatient beds (more than double the originally announced 136) 30 ICU/progressive care rooms 16 birthing suites with shelled space for a future NICU 48-bed emergency department Full-service imaging, lab, pharmacy, dining, and gift shop This expansion reflects Orlando Health's commitment to meeting the needs of one of Florida's fastest-growing communities with high-quality, outcomes-based care. Position Summary The CHRO provides strategic HR leadership to the Lakeland Highlands Hospital and surrounding regional operations. This role partners with executive and site leadership to attract, develop, and retain top talent while aligning HR strategies with business goals and organizational growth. Key Responsibilities Lead regional people and culture strategy aligned with system-wide goals. Drive team member engagement, retention, and workforce planning initiatives. Oversee talent pipeline, succession planning, and performance management. Serve as a strategic advisor to executive leadership on HR and business strategy. Manage regional HR operations including recruitment, compensation, development, and engagement. Foster strong relationships with site leadership to proactively address business challenges. Lead change management efforts, including assimilation of team members from mergers or expansions. Ensure compliance with HR policies and promote a positive workplace culture. Qualifications Bachelor's degree required; Master's degree preferred. PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. Minimum of 10 years of progressive HR experience, with 7 years in leadership. Healthcare or service industry experience strongly preferred. Proven expertise across HR disciplines including employee relations, recruitment, compensation, benefits, and organizational development. Why Join Orlando Health? Be part of a transformational healthcare initiative in Lakeland. Work alongside engaged leadership and contribute to shaping a new hospital culture. Opportunity to see the impact of your work firsthand in a growing community.

: HR Generalist Location: Daytona Beach, FL, 32114 The HR Generalist is responsible for administering all aspects of HDB human resource policies and functions for HDB owned and managed properties. They assume responsibility for the effective performance of human resource functions within the law and HDB policy, including but not limited to recruiting, interviewing and the on-boarding process; compensation, payroll, and benefits; employee relations, training, and new hire orientation; advising on disciplinary actions, terminations, off-boarding, and resignations; and insuring Agency compliance with all applicable federal, state, and local regulations. They provide recommendations to Senior Management in establishing overall human resource objectives, policies, and plans. They ensure Human Resource activities are conducted in accordance with established HDB policies and procedures. They provide public relations advice and processes outside requests for information. They are responsible for monitoring and reconciling all Employee Benefit Accounts (vision, dental, health, STD/LTD, FSA etc.). They are responsible for maintaining a Records Retention and Destruction Schedule for personnel documents in accordance with the Agency-wide schedule. Essential Duties and Responsibilities: Responsible for the planning, development, and implementation of effective human resource strategies and policies. Assists Senior Management in developing short and long-term objectives, goals, and strategies. Ensures human resource strategies and policies are consistent with established Agency-wide goals. Administers human resource operational plans, policies, and goals which further strategic objectives. Serves on the advisory boards and others as requested. Maintains knowledge of human resource industry trends and employment legislation. Plans, formulates, and updates personnel policies to ensure compliance, including workforce planning. Responsibility for the effective performance of human resource functions. Recommends and manages wage/labor policies based on objective data regarding competition, profitability, business conditions, and the economic environment and HUD guidelines. Administers salary compensation program and wage studies and maintains compensation database. Ensures effective administration of HDB's compensation, benefits, retirement, and incentive programs. Provides recommendations to Senior Management that ensure appropriate service delivery and effective cost management. Processes claims resolution and changes of reporting. Communicates related information to employees. Reviews, reconciles, and maintains accurate records for employee benefits including leave accrual, FSA and HRA accounts, and insurance companies. Is primary contact with benefit providers. Ensures accurate, updated personnel information is provided to Senior Management and to governmental organizations as required. Ensures external document submissions are accurate and timely. Develops and administers an effective and legally compliant recruitment program. Maintains files of recruitment lists and job postings. Processes new hire paperwork and ensures new hire orientation is completed. Oversees job classification and the updating of s. Ensures human resources database is accurate. Works to resolve employee relations issues according to HDB policies and applicable legal requirements. Coordinates and ensures all human resource functions, including recordkeeping, interviewing, hiring, promotions, layoffs, demotions, internal transfers, and terminations, are conducted in accordance with established HACDB policies and applicable legal requirements. Oversees compliance with related federal and state legislation. Coordinator for Workers' Compensation program and drug-free workplace certification. Ensures training programs are consistently implemented. Tracks employee training. Ensures human resource policies are updated and communicated to management and staff. Provides advice and interpretation regarding human resource policies as they relate to individuals and to HDB objectives. Monitors the performance appraisal program and adjusts as necessary. Educates staff on the performance evaluation system. Counsel managers on supervisory concerns including corrective actions and performance appraisals. Implements appropriate disciplinary and grievance procedures and ensures that those policies or procedures do not alter the employment-at-will relationship or constitute a contract or promise that those policies or procedures will be followed in every case. Prepares and files related legal and regulatory reports and documents, as required by law. Assumes responsibility for the accurate and timely performance of payroll functions. Accurately computes, records, and processes payroll data and submits information to the Deputy Director of Finance as scheduled. Provides payroll information regarding merit increases to Department Managers and Senior Management as requested. Ensures payroll functions are performed in accordance with established policies and procedures. Assumes responsibility for maintaining Human Resources departmental policies, procedures, and records. Reviews and makes recommendations of needed revisions to applicable HR policies and procedures. Establishes and maintains a Records Retention and Destruction Schedule for departmental documents. Maintains payroll and leave records in compliance with state and federal regulations. Maintains current I-9 information based on regulatory requirements. Assumes responsibility for establishing and maintaining effective communication, coordination, and working relations with HDB personnel and management. Assists and supports personnel as needed. Attends meetings as required. Ensures employee payroll, benefits, and personnel questions are promptly and courteously resolved. Ensures management is appropriately informed of area activities and of any significant problems. Completes related reports and special assignments accurately and timely. Assumes responsibility for related duties as required or assigned. Stays informed of trends and regulatory changes in the human resource field. Attends seminars and professional conferences, as needed and approved. Ensures work area is clean, secure, well maintained, and files are easily retrievable. Maintains HDB organizational chart and employee directory. Other duties as may be assigned. Required Knowledge, Skills, and Abilities: Knowledge: Thorough knowledge and understanding of human resource laws and regulations, procedures, policies, and employee benefit programs. Thorough knowledge and understanding of compensation and benefits policies and programs, employee relations practices, human capital management, and recruitment techniques. Able to interpret various instructions. Skills: Strong analytical and problem-solving skills. Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Abilities: Ability to communicate orally and in writing with appropriate pauses and emphasis; correct pronunciation (or sign equivalent); and variation in word order using present, perfect, and future tenses. Ability to effectively operate general office equipment and computer programs. Ability to communicate with all levels of management and employees. Ability to maintain confidentiality of information. Ability to make decisions and solve problems while working under pressure. Ability to prioritize and organize effectively. Ability to show judgment and initiative and to accomplish job duties in a timely manner. Ability to perform basic math skills, use decimals to compute ratios and precents, and to draw and interpret graphs. Ability to act with integrity, professionalism, and confidentiality. Education and Experience Required: A two-year college degree (four-year college degree preferred); (1) completion of specialized course of study as PHR (Professional HR), SPHR (Senior Professional HR) or SHRM (Strategic Human Resource Management) CP (Certified Professional), SCP (Senior Certified Professional) and (2) five years of related full-time experience in human resources management. Special Requirements: Proficient with Microsoft Office Suite and/or other HR related software. Proficiency with or the ability to quickly learn the organization's HRIS (Paycor). Supervisory Responsibilities: The Human Resources Generalist does not normally have supervisory responsibilities over other employees. Travel: Local travel between HDB properties and limited travel required for training purposes. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Sedentary work; sitting most of the time. Exerts up to 15-20 lbs. of force occasionally. Bending downward and forward at the waist. Requires full use of lower extremities and back muscles. Extending hand(s) and arm(s) in any direction. Using primarily just the fingers to make small movements such as typing, picking up small objects, or pinching fingers together. Able to hear average or normal conversations and receive ordinary information. Average, ordinary visual acuity necessary to prepare or inspect documents or products or operate machinery. Disclaimer Statement: This is not intended as a complete listing of job duties. The incumbent is responsible for the performance of other related duties as assigned. This job description has been approved on all levels and is not to be interpreted as creating a contract for employment, expressed, or implied between the Housing Daytona Beach and any employee. The Housing Daytona Beach provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender identity or expression, national origin, age, disability, genetics, or veteran status, as well as any other protected class. In addition to federal law requirements, Housing Daytona Beach complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, and transfer, leaves of absence, compensation, and training. Housing Daytona Beach expressly prohibits any form of workplace harassment based on race, color, religion, gender identity or expression, national origin, age, disability, genetics, or veteran status, as well as any other protected class.

The Mission At Christian Care Ministry we believe that Christians can, and should, share in one another's burdens. Through the use of Medi-Share , a healthcare sharing ministry for Christians, we cultivate that belief. The Team Everyone at Christian Care Ministry is in agreement with our Statement of Faith, which outlines our core beliefs. Although we aren't perfect people, we are serving our perfect God to the best of our ability. The Job The Chief Human Resources /Administrative Officer (CAO) is responsible for the management of Christian Care Ministry's Human Resources (HR) team, including staff training and development; the Facilities team; and leads the Spiritual Development team to include the Chapel Committee and oversight of the Chaplain functions. This role develops, implements, and aligns HR, and training and development programs with business objectives, serving as a strategic partner and member of the executive management team while supporting employees in their day-to-day human resources needs. This role also has responsibility over all CCM facilities, ensuring strategic utilization in alignment with strategic objectives of all physical locations. Lastly, in support of maintaining a strong culture, this role oversees the regular production of weekly Chapels/Town Halls and the chaplain functions across Christian Care Ministry. The CAO will be responsible for designing and finalizing policies, contributing to business strategy, developing plans and programs that align with the organization's overall strategic objectives, forecasting talent needs and addressing talent gaps, orchestrating learning skills and career development of the workforce, overseeing employee orientation, education, training, leadership development, employee and labor relations, affirmative action compliance, employee-related policies and procedures, workers compensation administration, wage and salary administration, benefits administration, organization development, and employee assistance; facilities and capacity planning, and lease negotiations in conjunction with the Chief Financial Officer and Chief Legal Officer. The CAO provides strategic leadership by articulating HR and facilities needs and plans to the executive management team and the Board of Directors. Education and/or Experience BS/BA in Business or Human Resources/Relations degree from an accredited college/university required , MBA or MA/MS in human resources or related field strongly preferred 10-15 years of human resources experience, with at least five years of executive HR experience in the Insurance, Finance, Healthcare or related industries required SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification strongly preferred Essential Job Duties & Responsibilities Work effectively to advise and influence the CEO and the executive management team, ensuring buy-in to key decisions, agreement on strategic direction, and alignment of cross-functional resources and activities Bring an analytical approach to continue building Christian Care Ministry, while aligning CCM's people and facilities strategies with broader business objectives Oversee the production of weekly Town Halls and Chapels Provide indirect management oversight to the internally focused role of chaplain(s) Partner with leadership to develop and implement HR strategies that support the goals and objectives of the business. While focusing on critical skills and roles needed for the future, identify top talent, development opportunities, and succession plans Serve as a member and leader within the executive team, providing business insight as well as helping to develop and lead talent strategies, leadership development programs and strategies, and long-term employee career growth initiatives Lead the team that provides strategic HR support for organizational development decisions, employee relations functions, total reward strategies, and talent acquisition Support leadership in developing the workplace culture and driving employee engagement by implementing employee engagement and feedback systems Serve as a change agent, demonstrating the ability to influence, negotiate, and gain buy-in at all levels within the organization Act as coach/consultant to senior leaders on HR-related issues as well as serve as employee advocate Develop and lead the successful implementation of HR programs Measure and report on HR programs compared to relevant benchmarking to ensure that Christian Care Ministry's programs are competitive Evaluate staffing and compensation models and make strategic recommendations regarding current and future organizational talent needs Steward the HR budget and ensure HR and facilities resources and people are aligned to meet business needs Oversee the financial budgeting and staffing levels of the HR and facilities functional teams Lead continuous improvement initiatives across the HR functions Oversee facility management operations Ensure health and safety of organization Contribute to the exercise and expression of Christian Care Ministry's Christian beliefs All other duties as assigned Essential Skills & Abilities Fluency and breadth of experience across the variety of HR disciplines Knowledge and understanding of facilities management principles, along with real estate lease negotiations Excellent interpersonal skills and the ability to effectively communicate at all levels Proven ability to develop strong relationships and partner with internal stakeholders to develop strategies and execute with excellence Self-starter with strong management and leadership skills Demonstrated business acumen Skilled in leading the selection, acquisition, launch, and integration of HR technology platforms to guide operational and strategic initiatives Strong presentation, listening, and speaking skills Proven experience designing and implementing compensation policies Strong metrics and analytics experience Spiritual, Professional, & Ethical Conduct Spiritual Maturity, in full agreement with CCM's Statement of Faith and Conduct & Character statements, with a Christian testimony and lifestyle which includes living a moral life based on the Word of God, submitting to governing authorities, and being an active member of a local church. Conduct, exhibits the fruit of the Spirit: love, joy, peace, patience, kindness, goodness, faithfulness, gentleness and self-control (Gal 5:22-23). Exemplifies biblical standards for spiritual leadership (1 Tim 3:1-12; Titus 1:6-9) Deeply rooted in the Word, able to demonstrate its teachings on an individual level as well as in small group settings, Bible studies, etc. Demonstrates ethical character and good moral judgement, self-control, and truthfulness Not addicted to alcohol or any lifestyles that negatively affect one's judgment A faithful husband/wife, a good manager of his or her own children and own household Free from the love of money / greed, demonstrated by generosity to the church and to others, and by lifestyle Core Competencies/Demonstrable Behaviors Business Insight Interpreting external business content Decoding customer expectations Co-crafting a strategic agenda Balances Stakeholders Earning trust through results Influencing/relating to others Improving through self-awareness Plans and Aligns Building our leadership brand Improving human capital performance through workforce planning and analytics Shaping organizations & communications practices Driving performance Situational Adaptability/Change Champion Ability to implement sustaining change Effective change management skill Adapt approach in real time to match shifting demands Drives Vision and Purpose Ability to cascade vision and purpose that motivates others to action Aligning strategy, culture, practices & behavior Creating a meaningful work environment Supervisory Responsibilities This job has supervisory responsibilities. Oversite of 25+ employees. Incentives & Benefits We work hard to serve our Medi-Share Members, but know we can only do that if we invest in our employees professionally, financially, physically, socially, and spiritually. We purposefully invest in our employees so that our employees can invest in others. For full-time employees working 30 hours or more, some of our benefits include, but are not limited to: • 100% paid Medical for employees/99% for family • Generous employer Health Savings Account (HSA) contributions • Employer-paid Life Insurance (3x salary) and Long-term Disability Insurance • 6 weeks of paid parental leave (for both mom and dad) • Dental - two plans to choose from • Vision • Short-term Disability • Accident, Critical Illness, Hospital Indemnity • 401(k) - up to 4% match on ROTH or Traditional contributions • Generous paid-time off and 11 paid holidays • Wellness plan including Financial, Occupational, Mental/Spiritual, and Physical health incentives up to $50/mo • Employee Assistance Program including no cost, in-person mental health visits and employee discounts • Monetary Anniversary Awards Program • Monetary Birthday Awards