Director of human resources jobs in Pembroke Pines, FL - 195 jobs

Sr. Manager, HR Process Optimization Location: Weston, FL | Employment Type: Full-Time At DHL eCommerce, our people are the heart of everything we do. Every contribution matters, and together, we make DHL the world's #1 logistics company. We're proud to be Certified as a Great Place to Work and recognized as a Top Employer. Our culture thrives on collaboration, innovation, and a shared commitment to creating an environment where everyone can succeed. When you join us, you're not just building a career, you're joining a team that values your growth, well-being, and work-life balance. About the Role As Sr. Manager, HR Process Optimization, you'll lead strategic initiatives that enhance the Employee and Manager Experience throughout the entire employee life cycle. Your mission? To make HR processes smarter, faster, and more impactful-so our people can focus on what they do best. This role is perfect for a forward-thinking leader who loves solving complex challenges, driving change, and shaping the future of HR operations. What You'll Do: Serve as a trusted advisor within the HR Leadership Team (HRLT), identifying opportunities for continuous improvement. Design and implement strategies to optimize HR processes, aligning them with business objectives. Lead end-to-end process improvement projects, from planning to execution and evaluation. Drive change management initiatives to ensure smooth adoption of new systems and processes. Provide data-driven insights to support critical decisions and major HR programs. Partner across departments to connect HR strategies with broader business goals. Oversee special projects, HRLT workshops, and strategic initiatives. Review and enhance the employee life cycle for efficiency, consistency, and an exceptional experience. Innovate with tools like SmartConnect to streamline HR processes. Manage HR Quality Surveys (HRQS) and analyze results for actionable improvements. Support Top Employer and Great Place to Work certifications by driving engagement and continuous improvement. What You Bring: Bachelor's degree in Business, HR Management, Engineering, or related field (Master's preferred). 8-10 years of experience in project management and process optimization. Strong analytical skills with proficiency in tools like Power BI. First Choice or Six Sigma certification preferred. Exceptional communication, leadership, and change management skills. Ability to influence stakeholders and drive cross-functional collaboration. A passion for creating a seamless, positive experience for employees and managers. Why DHL eCommerce? Competitive compensation and benefits. A culture built on respect, collaboration, and growth. Opportunities to make a real impact on the employee experience. Work with a team that values innovation and continuous improvement. 📩 Apply now and be part of something bigger. Join us and help shape the future of HR at DHL eCommerce. Equal Opportunity Employer - Veterans/Disability

Canela Media is the fastest-growing diverse-owned media & entertainment company. This technology-focused & innovation-driven company is based in the United States and Latin America. Canela.TV is it's standalone AVOD platform, with various content verticals across Original Series & Movies, Music, Kids, Sports and News. The company was founded in 2019 and Canela.TV launched in 2020 reaching significant growth and innovation milestones in its first five years of being in business achieving industry-wide recognition. Overview: Canela is excited to announce an opening for a Head of Human Resources to lead the People function across its U.S. and LATAM operations. Reporting directly to the Global President, you'll be responsible for building operational excellence across our U.S. and LATAM operations (based in Mexico), leading all aspects of the people function, from talent acquisition, onboarding, performance management, organizational effectiveness, compliance, people analytics, total rewards, and employee relations. You will partner closely with the senior leadership team to drive talent strategy, strengthen core people programs, and maintain a consistent and high-quality employee experience at every stage. Our ideal candidate combines operational rigor with strong people instincts. You bring structure to start-up organizations, strengthening HR foundations to ensure that people operations run seamlessly and efficiently - enabling the business to perform at its best. Responsibilities: HR Operations & Compliance Oversee all day-to-day HR operations, including talent acquisition, onboarding, HRIS, compensation and benefits administration, compliance, performance management, and employee relations. Maintain HR systems integrity and reporting dashboards for headcount, turnover, engagement, and compliance. Manage annual headcount and budget for the team and partner with the CFO to develop annual strategic priorities for the business and drives results against established priorities. Partner with Legal (internal and external counsel) and Finance to ensure compliance with employment laws, audits, and policy governance across all locations; research and review new legislation to maintain compliance as well as ensure proper employee notices are updated and posted; maintain various employee legal documentation from hire letters, job change letters and departure documentation for all locations. Responsible for global policy creation and revisions as well as annual acknowledgements for the country-specific offices based on cultural and business alignment and to ensure compliance. Partner with the CFO in overseeing payroll, year-end reporting activities, and payroll tax matters Oversee the HR team to ensure accurate benefit and payroll administration related to employee changes, including onboarding & offboarding processes, job changes/ promotions, accurate employee data/record management Responsible for data accuracy and regular audits to ensure alignment with established guidelines. Business Partnership & Talent Management Partner with the Global President and senior leaders to ensure organizational structures, staffing plans, and workforce data align with business objectives and budgets. Deliver insights through HR metrics and analytics to guide decision-making on headcount, retention, and organizational effectiveness. Manage employee relations matters with professionalism, confidentiality, and balanced judgment; support the HR team in responding to employee questions; evolve self-service and materials to proactively address common questions Responsible for developing and driving talent acquisition and management strategies and processes including best practices by market (US & LATAM) to source, recruit and retain top talent Defines KPI's to measure and improve effectiveness of the recruitment process Drives workforce & succession planning processes Support performance management review process - continuously refine performance management strategy to meet the development needs of the growing team; provide analysis to stakeholders on talent performance within their business units Benefits & Compensation Design and execute compensation and benefits plans for U.S. & Mexico, leveraging market insights and analytics to ensure competitiveness and pay equity. Evaluate plans and make data driven recommendations (job analysis & descriptions, market trends, benchmarks, local industry insights and practice improvements). Oversee annual review processes; evaluate promotion recommendations to ensure they are within the appropriate benchmarks and consistent with company policy. Manage programs and initiatives promoting health, work-life balance, and overall well-being. Employee Experience & Culture Ensure that policies and practices are both compliant and reflective of the company's values and culture - setting the tone for a culture of trust and performance. Drive engagement, development, and recognition programs that enhance connection and retention; assess and promote team culture by identifying desired goals and creating programs (including offsites) to drive progress. Team Management Oversee a team of three professionals in Mexico for HR and Office Management Hiring and developing the team on best practices and new capabilities Qualifications: Minimum of 10 years progressive HR experience; at least five years of HR management experience with demonstrated strength in HR operations, compliance, HRIS, employee relations, and HR program design and execution. Bilingual Spanish and English Bachelor's degree in Human Resources, Business, or related field; advanced degree and/or HR certification a plus. Experience in media/entertainment (ideally digital media) including experience working in companies with entities in U.S. and Latin America; understanding of multicultural markets and talent needs. Strong business acumen, with the ability to influence senior leadership and develop strong working relationships with key internal and external stakeholders Outstanding customer service orientation, interpersonal and communication skills. Proven track record of designing and implementing compensation & benefits programs in multi-country environments; strong foundation in U.S. & LATAM compensation & benefit design and administration (job analysis, market trends, benchmarks, local industry insights and practice improvements) Critical thinking capabilities and broad knowledge and enthusiasm for evolving Human Resource trends: ability to understand the business and internal processes to recommend, communicate, and implement new processes, approaches, policies, practices and procedures across all areas to drive continuous improvement while ensuring effectiveness to the overall employee experience. Skilled in HRIS management (Gusto experience preferred), reporting, and data-driven decision-making. A hands-on, results-oriented and highly collaborative people leader who thrives in a fast-paced environment, leads with clarity and empathy, and views HR not as a back-office function, but as a core partner and business enabler. Experience implementing and managing Talent Management programs & initiatives. Experience in full-cycle recruiting with a proven track record of successful recruitment in a fast-paced environment / start-ups. Experience in creating and implementing Learning & Development programs. Experience establishing surveys and other feedback mechanisms to assess effectiveness of programs/process. Compensation Range: $140,000-$160,000 per year (base salary only). Actual base salary within this range will be determined based on skills, experience, and qualifications. Additional compensation includes discretionary bonus opportunities aligned with objectives. The functions listed are not fixed or unique and may vary according to the needs of the company.

Onsite in Miami - 7-4 PM EST Direct Hire Responsibilities: Responsible for the recruitment process by utilizing various recruitment tools and methods to source diverse clients. Review and scan candidates applications, making assessments on best fit for the organization. Conduct initial interviews and coordinate with the hiring manager to extend offer letters and process onboarding. Coordinate and process termination paperwork. Conduct exit interviews and offboarding. Maintaining HRIS system including employees' files and reporting/metrics. Regulate and run the payroll processing cycle, ensuring accuracy, compliance and timely execution. Utilize the payroll processing system proficiently to manage timekeeping, pay calculations, and resolve payroll related inquiries. Assist employees and supervisors with basic interpretations of HR policies and procedures. Assist with benefits open enrollment. Coordinate logistics for employee training sessions. Ensure compliance with FAA DOT Drug and Alcohol regulations (DER) and other labor regulations. Support employee events and meetings by ordering catering or other requirements. Promote HR events and programs to enhance job satisfaction in the workplace. Other HR duties as assigned by supervisor. Qualifications: Bachelor's degree in human resources, Business Administration, or related field. 3-5 years HR experience Proficient in MS Office and HR software Excellent communication skills and interpersonal skills.

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 GVW Group, LLC GVW Group is a dynamic private investment and industrial holding company dedicated since 1993 to growing and starting businesses. We take an entrepreneurial approach to building value for our scalable early-stage, high-growth, and mid-sized operating companies by providing strategic expertise and resources. Along the way, we have expanded globally into diverse industries ranging from manufacturing to technology, distribution, big data, engineering, and energy efficiency. Summary: As Vice President of Human Resources, you will help shape and execute the people strategy across GVW Group and its portfolio of businesses. You'll support the design and implementation of modern HR programs that strengthen organizational performance, culture, engagement, and talent management, balancing strategic foresight with hands-on execution.This is a pivotal role for a dynamic, results-oriented HR leader who can help guide a growing, diverse, and entrepreneurial workforce through continuous transformation. Key Responsibilities: Strategic Leadership & Culture Help shape and execute the people strategy that aligns with GVW's mission, growth goals, and customer-first values. Partner with the Chairman and business leaders to integrate core values into organizational systems, processes, and decisions. Serve as a trusted advisor and thought partner on organizational design, change management, and leadership development. Help establish a culture of accountability, collaboration, and high performance across all levels of the organization. Talent & Organization Development Support strategies for workforce planning, recruitment, and employer branding to attract top-tier, mission-aligned talent. Help design and implement leadership development, mentoring, and succession planning programs that build long-term bench strength. Partner with leaders on performance management, employee engagement, and coaching for results. Collaborate with business leaders to help establish organizational structures that enable operational excellence and customer impact. HR Operations & Compliance Support HR operations, policies, and compliance (FMLA, ADA, FLSA, EEO, ACA, etc.) across multi-state operations. Help establish effective employee relations, investigations, and corrective action processes with fairness, rigor, and speed. Manage and interpret HR systems, analytics, and metrics to provide actionable insights on workforce trends and opportunities. Ensure consistent application of policies and employment practices across all sites and entities. Employee Experience & Engagement Help develop communication strategies that promote transparency, clarity, and alignment. Support the employee lifecycle, from onboarding through offboarding, ensuring every touchpoint reflects GVW's values and purpose. Contribute to training and development programs that foster continuous learning and personal growth. AI, Digital Transformation & Workforce Innovation Help lead the adoption of AI and data-driven tools within HR to enhance decision-making, hiring accuracy, and employee experience. Support the integration of AI-enabled learning, performance, and workforce analytics to improve productivity and engagement. Collaborate with technology and operations leaders to help future-proof the workforce through upskilling and digital readiness. Promote the responsible and ethical use of AI in HR processes, ensuring fairness and transparency. Requirements: Qualifications: Bachelor's degree in Human Resources, Business, or a related field; Master's preferred. 10+ years in progressive HR leadership roles, with at least 5 years in a senior management capacity. Proven success helping lead HR for complex, multi-site organizations-preferably within manufacturing or industrial sectors. Strong understanding of modern HR practices, organizational design, and talent development. Experience using AI, automation, or people analytics to strengthen talent and performance initiatives. SHRM-CP, SHRM-SCP, or similar certification preferred. Excellent interpersonal, coaching, and communication skills. High comfort with ambiguity, speed, and hands-on execution. Skills: You are a creative, collaborative, and decisive HR leader who thrives in a fast-paced, entrepreneurial environment. You have the strategic depth to support people transformation and the operational acumen to execute effectively. Who You Are Character: Integrity, humility, loyalty, and zero tolerance for internal politics. Proactive: You're a self-starter who helps drive meaningful change. Results-Driven: You focus on impact and execution. Enterprising: You think differently, adapt quickly, and thrive in unstructured environments. Collaborative: You build trust and believe in partnership, between employees, leaders, and customers. Globally Minded: You understand complex businesses and diverse workforces. Urgent: You move fast with focus, efficiency, and accountability. Work Environment: Full-time on-site based in our Miami, FL office. Physical Requirements: Capable of wearing task specific personal protective equipment which may include safety shoes, safety glasses, and ear protection. Capable of meeting OSHA standards for manual lifting guidelines: < 50lbs While performing the duties of this job it is required to stand, walk, use hands, and reach with hands or arms for job activity. Ability to stand and/or walk for extended periods. Legal and Compliance Statements At-Will Employment: This does not create a contract of employment, nor does it alter the at-will employment relationship. Employment with the company is voluntary and may be terminated at will by either the employee or the company, with or without cause, and with or without notice. Job Duties Disclaimer: The duties and responsibilities outlined here are representative but not exhaustive of the tasks that the employee may be required to perform. Management reserves the right to modify, add, or remove duties and to assign other tasks as necessary to meet business needs. Equal Employment Opportunity: Autocar is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or any other characteristic protected by law. Compliance with Laws and Policies: The employee must adhere to all federal, state, and local employment laws and regulations, as well as all company policies and procedures. Reasonable Accommodations (ADA Compliance): Autocar complies with the Americans with Disabilities Act (ADA) and provides reasonable accommodations to qualified individuals with disabilities. Employees who require assistance or accommodations should contact Human Resources. Confidentiality and Data Protection: Employees are expected to maintain the confidentiality of sensitive information and comply with company policies regarding data protection and proprietary information, in accordance with applicable laws. Non-Exhaustive List of Duties: This job description is not intended to be an exhaustive list of all responsibilities or qualifications associated with the position.

Replies within 24 hours Human Resources Director The Human Resources (“HR”) Director will lead and oversee all aspects of human resources strategy, operations, compliance, and culture development across the organization. This leader will drive recruitment, training, HR systems, employee relations, performance excellence, compliance, and culture alignment to biblical values and the church's mission. Responsible for cultivating a ministry-focused, high-performance culture, the HR Director ensures the church attracts, develops, and retains exceptional talent who exemplify Christ-centered character and servant leadership. Essential Duties and Responsibilities Build and execute a recruitment strategy to attract spiritually aligned, mission-driven, and high-performing talent. Oversee job descriptions and hiring processes across ministries and departments. Lead onboarding and assimilation processes to ensure cultural integration and clarity of mission and values Ensure compliance with federal, state, and local labor laws and church-specific employment considerations (e.g., housing allowances, clergy classifications). Oversee compensation structure, benefits, payroll coordination, and rewards programs aligned with nonprofit best practices and stewardship principles. Implement and manage HRMS and HR technology, applicant tracking, and data-driven reporting. Conduct periodic market compensation reviews and maintain competitive salary structures within ministry context. Assists with the development of employee policies and procedures and ensures that proper compliance. Oversee risk management practices related to employment and stay aware of regulatory changes affecting ministry organizations. Maintain personnel records, legal documentation, and HR policies and prepares reports as needed. Partner with Pastoral leadership to support spiritual formation initiatives for staff. Lead restorative practices and mediation rooted in grace, truth, and reconciliation as needed. Lead and monitor church-wide performance review initiative, goal setting, and accountability. Oversee professional development, leadership training, and succession planning initiatives. Local, national and international travel may be required Other duties may be assigned Professional Qualifications Exceptional interpersonal & organizational skills Strong analytical and strategic thinking skills Confidentiality, discretion & professional ethics Change management & problem-solving Model strong verbal and written communication skills, fostering clarity, unity, and effective collaboration across all organizational levels. High emotional intelligence & conflict resolution skills Fully bilingual: English and Spanish Education and/or Experience Requirements Bachelor's degree required; Master's in HR, Organizational Leadership, or related field preferred. 7+ years HR leadership experience, preferably in ministry, nonprofit, or corporate environments. PHR or SPHR certification Strong knowledge of employment law, HR compliance, clergy and ministry employment guidelines preferred. Spiritual Qualifications Uncompromised commitment to KJM's vision, values, core beliefs and statement of faith. Agree to be an active participant in King Jesus International Ministry. Be a born-again Christian who conducts affairs in accordance with the Bible and maintains a lifestyle consistent with the Scriptures. Understand that in this role, they are a critical part of KJM's mission to bring the supernatural power of God to this generation, and that part of their responsibilities as a church employee includes being considered a spiritual leader in the church. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. Join Our Team At King Jesus Ministry we use our God-given talents to serve the Kingdom, reach the lost and help people connect to Jesus. We are like-minded, spirit-filled people with one goal: reaching the lost and discipling the nations. When you work for a Ministry you make an eternal difference. Our life and our work are centered on leading people to experience the supernatural power and unconditional love of God. If you have a passion for this vision, you may be the right candidate for this job.

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

Key Responsibilities: - Develop and implement HR strategies and policies that align with the company's goals and objectives - Oversee all aspects of the employee lifecycle, including recruitment, onboarding, performance management, and offboarding - Ensure compliance with all HR laws and regulations onboard the cruise ship - Manage and lead a team of HR professionals, providing guidance and support as needed - Develop and maintain relationships with key stakeholders, including senior management, employees, and external partners - Identify and address employee development needs through training and development programs - Manage and administer employee benefits and compensation programs - Develop and maintain HR metrics and reports to track progress and identify areas for improvement - Handle employee relations issues and provide guidance to managers on employee-related matters - Stay up-to-date on industry trends and best practices in HR to continuously improve processes and policies Requirements: - Bachelor's degree in Human Resources, Business Administration, or a related field - Minimum of 7 years of experience in HR, with at least 3 years in a leadership role - Strong knowledge of HR laws and regulations - Proven experience developing and implementing HR strategies and policies onboard a cruise ship - Excellent communication and interpersonal skills - Ability to build and maintain relationships with stakeholders at all levels - Strong leadership and people management skills - Experience in the cruise industry or hospitality industry is a plus Working Place: Miami, FL, United States

At InBloom Autism Services, we strive to create an inviting environment for children with Autism Spectrum Disorder (ASD) to learn and develop. We employ the most dedicated professionals and give them access to the right resources, training, and support they need to bring their very best to the children and families we work with every single day. The Human Resources Business Partner (HRBP) will operate in a hybrid work model and serve as a strategic business partner responsible for managing the Human Resource function for his/her respective business units. Our HRBPs are close advisors to the leadership team. Successful HRBPs at our organization possess a deep understanding of the business model, diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people. The HRBP provides a broad range of HR services to leaders such as: employee relations, leadership development, policy implementation and interpretation, employment law compliance, employee lifecycle-related initiatives including: change management, organizational development, delivery of HR annual processes (performance management, employee engagement activities and recognition programs) culture, workforce planning, talent growth and development, and coaching. Responsibilities To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Strategic Partnership & Leadership Development Serves as a strategic partner to business leaders, establishing HR business objectives that align with the overall company strategy. Establishes and maintains collaborative, credible, trusting partnerships with individuals across a broad range of groups, both internal and external. Guides and counsels to improve people strategies, talent management, and operations to positively impact operational performance. Strengthens the management capabilities of leadership by providing coaching and development. Provides HR policy guidance and interpretation, and counsels and coaches management on business decisions related to HR issues. Provides accurate, monthly KPI reports to management regarding employee turnover, exit surveys, and retention. Talent Management Responsible for partnering with leaders to ensure we have the right talent in the right roles at the right time. Partner with the talent acquisition team to ensure proactive talent sourcing in order to meet business demands. Collaborate with leaders to develop talent assessments and workforce planning activities to grow talent within the organization. Provide performance management guidance to managers in areas like regular performance reviews, coaching, counseling, career development, succession planning and corrective action. Coordinate annual performance review process and merit increases. Identify and deliver training based on the needs of the Center. Employee Relations Guide, manage, and resolve complex employee relations issues. Work closely with management and team members to improve work relationships, build morale, and increase productivity and retention. Facilitates communication among employees and management by providing guidance and consultation regarding problem solving, dispute resolution, regulatory compliance, litigation avoidance and strives to resolve internal conflict informally through appropriate conflict management and mediation techniques. Possesses strong knowledge of employment law and has a strong understanding of HR risk migration and best practices in a various of HR areas with expertise for compliance in multiple states preferred (currently FL, TX, WI, CT, CO, AZ, MA and growing) Conducts effective, thorough, and objective investigations. Guide leaders on navigating complex leave situations to ensure compliance with FMLA/ADA and facilitate a seamless end to end employee experience. Compliance Develops and maintains compliance, i.e.; government reporting and other required compliance requirements. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees ensuring regulatory compliance Coordinate and ensure regulatory compliance of the HR program, including posting required notifications, generating applicable documentation, and maintenance of employee files. Must be familiar with current employment laws including but not limited to FMLA, ADA, and AA/EEO. Qualifications Bachelor or Masters degree in a related field from an accredited institution SHRM or HRCI Certification is preferred Five (5) years or more experience working as a Human Resources Generalist or Human Resources Business Partner preferably with an emphasis in employee/employer relations and strategic performance management initiatives and strategies. Have a clear, comprehensive understanding of the link between HR initiatives and business strategy. Ability to work collaboratively across internal divisions, functions, and levels. Experience supporting multi-site, multi-state business units. High degree of ethics and the ability to maintain strict confidentiality Exceptional consulting and coaching skills with the ability to influence at all levels of the organization Excellent interpersonal skills including oral and written communication skills and presentation skills Excellent Google Suite, MS Word, Excel and PowerPoint skills are required Ability to organize and execute multiple activities and projects which require close attention to detail Strong analytical and problem-solving skills; ability to analyze data, understand trends, and develop recommendations for action Self-starter with superb attention to detail. Superior organizational skills, integrity, and ability to follow up and complete tasks. Work Environment Noise Level is moderate to loud Physical Demands Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Travel Required None Affirmative Action/EEO statement InBloom Autism Services provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Pay Range USD $70,000.00 - USD $75,000.00 /Yr.

The YMCA of South Florida is seeking to hire a dynamic, collaborative individual as VP of Human Resources, Under the direction of the President & CEO, the Vice President of Human Resources and Risk Management is responsible for the strategic leadership, development and implementation of Human Resources and Risk Management strategies for the YMCA of South Florida policies related to recruitment and hiring, retention, legal compliance, employee benefits, employee relations, employment practices and procedures, employee communications and employee events. The individual in this role oversees the day-to-day operations of the Human Resource and Risk Management Department including contract compliance, assessing levels of risk for the organization, and making recommendations to safeguard the organization. This individual serves as internal consultant to senior management team, supervisors and staff members on issues that affect staff performance and business relationships. Fosters a workplace environment consistent with the values and mission of the Association. Specific responsibilities for this role include the following: Strategic Leadership Collaborates with Senior Management to define the organization's long-term goals; identifies ways to support the goals through talent management. Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. Develops, Plans, implements, and evaluates the Association's human resource and risk management functions and performance. Ensures that the Y is following all federal, state, and local laws related to employment, training, employee benefits, and compensation. Develops, implements, and enforces human resources policies and procedures of the Association by way of systems that will improve the overall operation and effectiveness of the Association. HR Operations Directs and provides leadership to the HR Team responsible for hiring and onboarding new hires. Oversees the day-to-day operations of the recruitment and onboarding processes, which includes supervising a team of four (two HR Representatives in Miami and two based in Ft. Lauderdale office) to ensure new hires are being hired and on boarded in an efficient manner and in compliance with YMCA, State and Local guidelines. Builds and maintains a strong functional team through effective coaching, training, team building and succession planning. Works with HR Team to ensure Volunteers are cleared and on boarded in a timely manner. Creates plan for HR Department to manage peak hiring months, to include hiring temporary staff, if necessary. Partners with Director of Financial Systems Administration and Payroll Management to discover proactive approaches to recruiting and onboarding needs / problems using the YMCA of South Florida's HRIS platform. Reviews daily workflows in UKG ensuring information are accurate and corresponding job descriptions are uploaded and in compliance with YMCA procedures. Risk Management Partners with AVP of Risk Management to develop and implement Risk Management strategies that protect the organization while complying with state and federal laws related to safety and risk management. Partners with AVP of Risk Management in overseeing the management of the handling of lawsuits and acts and liaison with attorneys. Educate and train leadership and staff as to the risk management program, and their respective responsibilities in carrying out the risk management program. Staff Recognition and Retention Implements and leads staff recognition and retention strategies. Coordinates annual Staff Rally's and Holiday events to recognize staff tenure, celebrate successes and CEO organizational vision. This includes organizing logistics of venue, running annual staff anniversary reports and order service awards in recognition of staff tenure. Succession Planning Meets with Senior Leadership to identify internal candidates for future openings. Create development plans for the identified individuals to be able to move into these roles. Meets semiannually to review development plan progress for identified individuals. Staff Development Create training plans supporting organizational staff development at all levels of organization. Ideal Candidate Profile: Dynamic individual with outgoing, energetic, and collaborative personality. Strategic and visionary approach to work. Analytical, organized, driven by attaining results. Comfortable with public speaking. Emotionally mature, able to initiate, conduct and navigate difficult conversations with individuals at all levels. Innate ability to develop and motivate staff by setting examples, coaching, and mentoring them. Please note that only those candidates who possess the following qualifications and skills abilities will be considered. Qualifications, Skills, and Abilities required: Bachelor's degree in human resources preferred or relevant work experience required. SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification, a plus. Minimum of twenty years of Senior Human Resources management experience, or executive level in an organization of similar or larger size, in which the candidate has been responsible for: Functional and strategic aspects of Human Resources and Risk Management. Departmental staff assessment, management, and development of an HR staff of four to ten members. Leadership and organizational development. Minimum of ten years of supervisory experience, leading a department of approximately ten staff members. Minimum of five years' Risk Management experience. Demonstrated capability with building and maintaining effective relationships with all departments and employees in a collaborative environment. Prior experience with multi-site, multi-functional organizations. Detail oriented, logical, and methodological approach to problem solving. Excellent communication skills, both written and verbal. Experience effectively addressing all levels within the organization, including ability to resolve disputes and maintain confidentiality. Demonstrated ability to mentor and develop staff. Excellent interpersonal skills; ability to relate with individuals at all levels. Excellent communication skills, both verbal and written. Excellent computer skills, (Microsoft Word and Excel). Spanish speaking a plus -but not required.

Must Have Technical/Functional Skills Deep expertise in JD Edwards EnterpriseOne HR and Payroll modules, ensuring accurate payroll processing, compliance, and system optimization. * 10+ years of experience in JD Edwards EnterpriseOne HR/Payroll. * Strong understanding of payroll processes, tax rules, and compliance. * Experience with JDE UBE reports, table structures, and data integrity. * Knowledge of time and labor, benefits administration, and employee self-service. Roles & Responsibilities * Implement, configure, and support JD Edwards HR and Payroll modules. * Analyze business requirements and translate them into JDE solutions. * Manage payroll setup, tax configurations, deductions, benefits, and time entry. * Ensure compliance with local labor laws and statutory requirements. * Troubleshoot and resolve payroll-related issues in JDE. * Collaborate with HR, Finance, and IT teams for seamless integration. * Conduct end-user training and prepare documentation. * Participate in upgrades, patches, and system enhancements. Generic Managerial Skills, If any * Experience with JDE Tools Release upgrades. * Familiarity with CNC concepts and system architecture. * Exposure to integration with third-party HR systems. Key Words to search in Resume JD Edwards HR Payroll Consultant Salary Range: $100,000 $140,000 Year TCS Employee Benefits Summary: Discretionary Annual Incentive. Comprehensive Medical Coverage: Medical & Health, Dental & Vision, Disability Planning & Insurance, Pet Insurance Plans. Family Support: Maternal & Parental Leaves. Insurance Options: Auto & Home Insurance, Identity Theft Protection. Convenience & Professional Growth: Commuter Benefits & Certification & amp; Training Reimbursement. Time Off: Vacation, Time Off, Sick Leave & Holidays. Legal & Financial Assistance: Legal Assistance, 401K Plan, Performance Bonus, College Fund, Student Loan Refinancing. #LI-SP1

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

At American Express, our culture is built on a 175-year history of innovation, shared values and Leadership Behaviors, and an unwavering commitment to back our customers, communities, and colleagues. As part of Team Amex, you'll experience this powerful backing with comprehensive support for your holistic well-being and many opportunities to learn new skills, develop as a leader, and grow your career. Here, your voice and ideas matter, your work makes an impact, and together, you will help us define the future of American Express. **How will you make an impact in this role?** The Colleague Experience Group (CEG) has a simple vision: to provide a great colleague experience every day. We obsess over understanding the colleague experience at a deeper level to co-create simple and great ways of working that enable everyone to be and deliver their best. We make a difference in the lives of our people, providing a culture of learning and collaboration, and helping them with what they need to succeed and thrive. We have their backs as they grow their skills, conquer new challenges, or even take time to spend with their family or community. And when they're ready to take on a new career path, we're right there with them, giving them the guidance and momentum into the best future they envision. The Manager, HR Business Partner/Colleague Strategic Partner role will join the Global Servicing (GS) Colleague Strategic Partner (CSP) Team, which supports over 30,000 colleagues who deliver on the promise of the American Express brand to back our customers around the world. The Manager, CSP role will support the Global Servicing organization with colleagues around the globe who make Membership come to life, every day, for American Express customers. The CSP role will focus on talent, performance, change and culture, CEG processes, and partnering with business leaders in the delivery of multiple strategic priorities and projects. **Responsibilities:** + Providing high impact solutions to business challenges using insights, data and analysis and delivering clear presentations to influence outcomes + Engaging actively in organizational effectiveness and change efforts, with strong project management and execution + Coaching leaders and providing developmental feedback, as appropriate + Integrating inclusive leadership behaviors and ensuring a diverse workforce that is representative of our customers and the communities in which we operate + Setting and holding a high bar for performance enabling leaders to manage their talent against these standards + Designing products, processes and tools informed by colleague data and insights. Co-creating with business leaders and CEG colleagues to ensure the solutions meet business needs + Establishing proactive partnerships with CEG colleagues across the various markets and centers of excellence to ensure solutions are connected, and meeting business needs. **Experience:** + Data and Insights: Demonstrated ability to work with large sets of data with accuracy from multiple places to develop insights, make decisions, create solutions, and drive continuous improvement. + Project Management: ability to help organize and coordinate CEG processes and the business across various projects and timelines + Strategic thinking: develop ideas that drive meaningful colleague experiences and competitive advantage + Business acumen: understand our business strategy, plans, and the impact of internal and external factors + Ability and willingness to learn in a fast-paced environment with quality and speed + Knowledge of some CEG disciplines, including colleague labor relations, talent management, organizational effectiveness, compensation, and leadership development + Minimum of 5 years of CEG/HR related, or organizational consulting experience preferred + A global mindset and experiences with different countries and cultures **Qualifications** Salary Range: $89,250.00 to $150,250.00 annually bonus benefits The above represents the expected salary range for this job requisition. Ultimately, in determining your pay, we'll consider your location, experience, and other job-related factors. We back you with benefits that support your holistic well-being so you can be and deliver your best. This means caring for you and your loved ones' physical, financial, and mental health, as well as providing the flexibility you need to thrive personally and professionally: + Competitive base salaries + Bonus incentives + 6% Company Match on retirement savings plan + Free financial coaching and financial well-being support + Comprehensive medical, dental, vision, life insurance, and disability benefits + Flexible working model with hybrid, onsite or virtual arrangements depending on role and business need + 20 weeks paid parental leave for all parents, regardless of gender, offered for pregnancy, adoption or surrogacy + Free access to global on-site wellness centers staffed with nurses and doctors (depending on location) + Free and confidential counseling support through our Healthy Minds program + Career development and training opportunities For a full list of Team Amex benefits, visit our Colleague Benefits Site . American Express is an equal opportunity employer and makes employment decisions without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, disability status, age, or any other status protected by law. American Express will consider for employment all qualified applicants, including those with arrest or conviction records, in accordance with the requirements of applicable state and local laws, including, but not limited to, the California Fair Chance Act, the Los Angeles County Fair Chance Ordinance for Employers, and the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance. For positions covered by federal and/or state banking regulations, American Express will comply with such regulations as it relates to the consideration of applicants with criminal convictions. We back our colleagues with the support they need to thrive, professionally and personally. That's why we have Amex Flex, our enterprise working model that provides greater flexibility to colleagues while ensuring we preserve the important aspects of our unique in-person culture. Depending on role and business needs, colleagues will either work onsite, in a hybrid model (combination of in-office and virtual days) or fully virtually. US Job Seekers - Click to view the " Know Your Rights " poster. If the link does not work, you may access the poster by copying and pasting the following URL in a new browser window: *************************** Employment eligibility to work with American Express in the U.S. is required as the company will not pursue visa sponsorship for these positions. **Job:** Human Resources **Primary Location:** US-New York-New York **Other Locations:** US-Arizona-Phoenix, US-Florida-Sunrise **Schedule** Full-time **Req ID:** 26000136

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

Job Details Job FamilySTAFF- Support StaffGradeCTSalary$15.36 - $18.77 (Depending on Degree Earned) DepartmentAdministrative ServicesReports ToDirectorClosing DateOpen Until Filled FLSA StatusNon-ExemptFirst Review DateDecember 02, 2025 The Part-Time Resource Advisor serves as both an advisor and a case manager for students with disabilities. This individual works with a team of Resource Advisors and Department Specialists to develop initiatives that significantly improve success rates for students with disabilities. This is a temporary grant funded position through June 30, 2026, contingent upon grantor funding and grant extension. What you will be doing * Provides support to students in ways that directly impact program completion and includes careful monitoring of classroom success throughout the semester * Assists students in development of an academic planner * Assists students in development of individual strategies for academic success * Refers students to external agencies for additional resource support (e.g. scholarships), and instructional or technological support when related to program success * Works closely with the Vocational Coordinator of Disability Services to identify employment opportunities for students * Serves as liaison to various disability agencies that provide additional support or training * Takes on instructional responsibilities for ACCESS-sponsored courses and tutorial programs * Performs other duties as assigned What you need to succeed * Bachelor's Degree in Education, Psychology, Social Work, Human Resources, or related field from a regionally accredited institution and one (1) year of related experience * All degrees must be from a regionally accredited institution * Knowledge and understanding of College organization, goals and objectives, and policies and procedures * Possess substantial working knowledge working with students with disabilities * Knowledge of College programs, advisement policies and procedures * Possess excellent interpersonal skills * Ability to work with a large number of people * Ability to manage multiple tasks * Ability to work a flexible schedule to include evening and weekend assignments * Ability to work well with students, faculty and staff Additional Requirements The final candidate is to successfully complete a background screening and reference check process. EQUAL ACCESS/EQUAL OPPORTUNITY Miami Dade College is an equal access/equal opportunity institution which does not discriminate on the basis of sex, race, color, marital status, age, religion, national origin, disability, veteran's status, ethnicity, pregnancy, sexual orientation or genetic information. To obtain more information about the College's equal access and equal opportunity policies, procedures and practices, please contact the College's Civil Rights Compliance Officer: Cindy Lau Evans, Director, Equal Opportunity Programs/ ADA Coordinator/ Title IX Coordinator, at ************** (Voice) or 711 (Relay Service). 11011 SW 104 St., Room 1102-01; Miami, FL 33176. *********************

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

Leads and manages the ships overall Human Resources function on board with an emphasis on core functions such as: employee relations, performance management, conflict resolution, promotions, training and development, transfer, progressive discipline, time and attendance, employee turnover and retention, berthing compliance, and ongoing HR management and administration. Provides assistance and support to all Senior Officers and onboard management when dealing with human resources issues. The HR Director serves as the contact for Compliance and Ethics and is responsible for ensuring procedural compliance with the Code of Conduct, as well as Business Ethics. The HR Director is expected to consult with Human Resources and/or Fleet Personnel on matters for which they feel further direction and guidance is required. This position will also be charged with ensuring that the shipboard HR practices are consistent with fleets HR practices. In order to consistently exceed guest expectations and provide the highest levels of product and services, additional duties and responsibilities may be assigned as needed. Promote organizational effectiveness through advising, implementing, and monitoring issues such as employee relations, conflict/grievance mediation and resolution, performance management, succession planning, career path and tracking, ensure compliance of various Collective Bargaining Agreements, with the goal of consistency in application across the vessel. Responsible for crew well-being, comfort, and engagement by working closely with the Personnel Manager and Training Specialists ensuring preparation and distribution of all pertinent information for all employee benefits, compensation changes, and Human Resources policy implementation, including, but not limited to: cruise comp privileges, nutrition (quantity/quality of food in Crew Messes), general life onboard, uniforms, sign-on/sign-off process, updates to entitlement grid, succession list compliance, internal promotion procedures, leave of absence (compassionate leave, medical, and maternity), retirement, service awards, Vacation Hero Awards Program and other company/morale building programs. Evaluate and ensure that ship specific HR practices are in compliance with all legal, shipboard and company safety requirements. Nurture an international environment that fosters a committed team that continually builds upon service excellence in all areas of ship operations. Attend meetings, training and courses that work to ensure that the Human Resource function strives for international best practices within the stated corporate objectives of Norwegian. Support the Master in communicating company initiatives and strategic objectives to all crewmembers. Acts as the ship's liaison with regards to all contract discrepancies, permanent position changes and all inquiries received by the Fleet Personnel office. Oversees time/attendance and scheduling policies and procedures for all shipboard employees. Performs random audits on time sheets to ensure accuracy, and compliance with MLC 2006 mandates regarding crew work and rest hours. Conducts all Human Resources related investigations, such as: sexual harassment, discrimination, harassment, retaliation claims, and performance management issues. HRD will then present findings and suggested course of action to the Staff Captain who is in charge of discipline onboard. Working Place: Miami, FL, United States