Director of human resources jobs in Port Saint Lucie, FL

Job DescriptionDescription: New Horizons is a nonprofit agency seeking a HR Director who is eager to teach, want meaningful work that offers opportunities for growth, and believe that their efforts can make a difference in the lives of the people we serve. Now under new leadership, New Horizons offers competitive pay, amazing benefits, and comprehensive training. Lead HR strategy, workforce planning, and organizational development Oversee recruitment, onboarding, credentialing, and staff training compliance Build a positive culture grounded in accountability, engagement, and communication Serve as a trusted advisor to leadership on employee relations and performance Manage HR policies, benefits, compensation programs, and regulatory compliance Ensure personnel files, training records, and credentialing meet CARF and state requirements Partner with Quality & Compliance teams to support accreditation, surveys, and audits Drive retention initiatives and staff development programs Requirements: Our ideal candidate will have: Bachelor's degree in HR, Business, Healthcare Administration, or related field 7+ years of progressive HR experience (healthcare or behavioral health preferred) Strong knowledge of CARF, OSHA, HIPAA, FMLA, ADA, and employment law Experience managing complex employee relations and leading organizational change Strong communication, coaching, and leadership abilities SHRM-CP/SCP or PHR/SPHR preferred New Horizons champions and welcomes all applicants as Equal Employment Opportunity Employer. Help us continue to grow and expand upon our diversity!

We are working with a very fast paced technology industry client looking for an experienced Human Resources Director to lead and oversee all aspects of their HR operations for their West Palm Beach, Florida office. This role will be critical in shaping and executing strategies that align with organizational goals while ensuring compliance with employment laws and regulations. The ideal candidate will bring extensive expertise in HR management as well as experience with M& A Activities and integration of various business units. There is some flexibility with the work setup to be a Hybrid schedule, but it is NOT a fully remote role. Responsibilities: - Develop and implement comprehensive HR policies and procedures to align with organizational goals. - Ensure compliance with federal, state, and local employment laws and regulations across all HR functions. - Provide strategic advice to executive leadership regarding personnel policies and programs. - Oversee compensation, benefits, employee relations, and organizational development initiatives. - Evaluate and enhance staff development programs to promote growth and organizational effectiveness. - Supervise and mentor the HR team to ensure efficient department operations. - Establish and maintain HR information systems to support personnel data management. - Conduct and analyze exit interviews to identify trends and areas for improvement. - Collaborate with department managers to address HR-related challenges and provide guidance. - Lead diversity, equity, and inclusion initiatives to create a welcoming and equitable workplace environment. Requirements - Minimum of 7 years of progressive experience in human resources management. - Expertise in employee relations, benefits administration, and HR compliance. - Strong knowledge of compensation and benefits structures. - Proven ability to develop and implement HR policies and systems. - Familiarity with federal, state, and local employment legislation. - Excellent leadership and team management skills. - Proficiency in HR information systems and data management. - Strong communication and interpersonal skills to effectively collaborate across all levels of the organization. For immediate consideration, please apply directly to the attention of Megan Peterson. Robert Half is the world's first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles. Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app (https://www.roberthalf.com/us/en/mobile-app) and get 1-tap apply, notifications of AI-matched jobs, and much more. All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information. © 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking "Apply Now," you're agreeing to Robert Half's Terms of Use (https://www.roberthalf.com/us/en/terms) .

OneOncology is positioning community oncologists to drive the future of cancer care through a patient-centric, physician-driven, and technology-powered model to help improve the lives of everyone living with cancer. Our team is bringing together leaders to the market place to help drive OneOncology's mission and vision. Why join us? This is an exciting time to join OneOncology. Our values-driven culture reflects our startup enthusiasm supported by industry leaders in oncology, technology, and finance. We are looking for talented and highly-motivated individuals who demonstrate a natural desire to improve and build new processes that support the meaningful work of community oncologists and the patients they serve. Job Description: The HR Director serves as a strategic partner and is responsible for developing and executing HR strategies that align with the organization's goals. This role focuses on partnering with key leaders and physicians to promote successful deployment of strategic HR guidance including but not limited to employee relations, performance management, HR compliance, policy creation and implementation, employee engagement, and onboarding/offboarding. This position will lead a team of HR Business Partners across Florida. The HR Director must be based out of East or West Florida and near an airport. This role is required to travel across Florida regularly as agreed upon by leadership and the Market CEO to support the practice and HR Business Partners. Responsibilities * Lead and guide HR Business Partners in all aspects of HR. * Provide leadership and guidance to management on human resources matters such as organizational change, performance management, and employee relations. * Serve as a link between management and employees by providing guidance and assisting in ensuring proper compliance in handling questions, interpreting, and administering policies, and helping resolve issues. * Objectively and effectively manage and investigate highly sensitive and complex employee relations issues and provide recommendations for resolution to the leadership team. * Prepare and manage the deployment of training sessions on various topics for managers and employees, such as customer service, new employee and new manager orientation, FMLA, ADA, employee benefits, performance management, and best practices in interviewing and hiring. * Participate in conducting periodic analysis of internal compensation and market data. * Analyze statistical data and reports to identify and determine causes of team member turnover and retention concerns and develop recommendations for improvement of organization's policies and practices. * Develop and provide strategic oversight and guidance for the execution and success of employee engagement initiatives. * Assist with handling workers' compensation, disability, FMLA, and unemployment. Ensure adherence to federal, state, and local employment regulations. * Ensure maintenance of accurate HR records and reporting. * Foster strong collaboration with the talent acquisition team to strategically plan and execute recruitment initiatives for open positions. * Perform additional responsibilities as assigned. Qualifications * Bachelor's degree in Human Resources, Business Administration, or related field required. * Minimum of eight (8) years of progressive human resources experience as a manager/director/leader. * Subject matter expertise knowledge of HR industry practices with demonstrated experience in areas of employee/labor relations, compensation, benefits, recruitment, and talent development. * Workday experience strongly preferred. * Healthcare experience preferred. * Experience with mergers & acquisitions is recommended. * Ability to regularly travel including overnight travel. Knowledge, Competencies & Skills * Excellent leadership, problem-solving, team-building, and decision-making skills. * Readily establishes creditability and always maintains a high level of confidentiality. * Excellent interpersonal, negotiation, and conflict resolution skills. * Excellent verbal and written communication skills. * Strong project management, organizational skills and attention to detail. * Ability to effectively handle shifting priorities and adapt to changing demands in a dynamic environment. * Strong analytical and problem-solving skills. * Ability to act with integrity, professionalism, and confidentiality. * Proficient with Microsoft Office Suite or related software.

Responsibilities Wellington Regional Medical Center Wellington Regional Medical Center is located in Wellington, Florida. It is a 235-bed, acute care hospital, owned by a subsidiary of Universal Health Services, Inc., a highly respected healthcare management organization. Wellington Regional is proud to have provided high quality healthcare services to the residents of Palm Beach County since 1986. As a community hospital, accredited by The Joint Commission, Wellington Regional prides itself on its continued commitment to remain on the forefront of advanced technologies and expand programs and services to meet the needs of the growing community it serves. We promote an environment that fosters compassion, teamwork, innovation, and opportunities for professional growth. Our mission is supported by our commitment to fair and ethical treatment for all. Director of Human Resources Under the direction of the CEO, the Director of Human Resources is responsible for the daily operation of the Wellington Regional Medical Center Human Resource Department including, HR administration, talent acquisition and retention, onboarding, positive employee relations, compensation and benefits administration, performance management and regulatory compliance. Provides HR guidance to facility leadership in the areas of coaching, counseling, disciplining and termination; performance appraisals; benefit and compensation issues; policy interpretation and regulatory compliance. Effectively partners with leadership and employees, driving change, shaping culture, and promoting programs and processes that foster an engaged workforce. Position Requirements: * Oversee the activities of Human Resources (i.e., on-boarding, leave administration, regulatory, maintenance tracking) and additional assigned areas (e.g., Service Excellence/volunteers/Compliance Officer/workers comp/Employee Health). * Engages in thought partnership with executive and leadership team to execute strategic priorities. Coaches and provides feedback to direct reports to ensure consistency of staff supervision. Encourages continuous learning through mentoring, education, and knowledge sharing. Provides recommendations and education to leaders and employees on HR process and legal requirements. * Develops and carries out plans to ensure the technical, professional, and managerial proficiency of staff in accordance with regulatory, professional, licensing standards and UHS professional development program * Develops and directs recruitment strategy, hiring and onboarding processes for the hospital. * Administers and monitors compensation program to maintain internal equity and market competitiveness. * Leads and directs the 90 day and annual performance management process. Provides guidance to facility leadership and managers in the merit planning process. * Provides timely feedback to new HR staff through the 90-day evaluation and ongoing follow up. * Responsible for human resources regulatory compliance (e.g., Joint Commission, unemployment, EEOC, I-9s, etc.). Responsible for ensuring that areas assigned meet TJC regulatory requirement. Responsible for HR file audits and maintenance. * Administers and manages annual Employee Engagement Survey (e.g., implementation, action planning, etc.). Partners with executives and leaders to drive staff participation in the engagement survey, in order to meet or exceed established goals. Oversees and manages the action planning process, working with leaders and managers to develop department action plans. * Demonstrates commitment to employee satisfaction by taking specific steps to create a positive work experience for self and others; actively and effectively "manages up" and communicates successes; demonstrates creativity and consistency in recognizing and rewarding staff. (Measured through staff engagement and turnover.) * Review corrective actions, providing recommendations to leadership on appropriate level of performance management. Responsible for investigating Compliance line incident reports and timely follow up, as assigned. * Assists with or facilitates employee recognition/events (e.g., service recognition, holiday celebration, benefits fairs, etc.). Assists with and attends Town Halls. Assists with or facilitates committees as assigned. To learn more visit Welcome to Wellington Regional Medical Center | Wellington, FL. Benefit Highlights * Challenging and rewarding work environment. * Competitive Compensation & Generous Paid Time Off. * Excellent Medical, Dental, Vision and Prescription Drug Plans. * 401(K) with company match and discounted stock plan. * SoFi Student Loan Refinancing Program. * Career development opportunities within UHS and its 300+ Subsidiaries! More information is available on our Benefits Guest Website: benefits.uhsguest.com. Education Requirements: * Bachelor's degree in human resources or related field from a fully accredited college/university required. Master's degree from a fully accredited college/university preferred. * HR Certification (PHR, SPHR, SHRM-CP or SMRM-SCP) preferred. Experience: * 8-10 years of professional HR experience required. Five or more years of progressive HR leadership or management (Director Level) experience. * Current or previous experience in a healthcare setting (acute, clinics, post acute, rehab). * Thorough knowledge of federal and state, labor and employment laws and regulations such as Fair Labor Standard Act, Civil Rights Act, ADAAA, ERISA. * Knowledge of labor relations and union avoidance tactics. * Thorough knowledge of The Joint Commission and CMS (Medicare) regulations. * Experience managing high volume full cycle recruitment process. * Highly proficient in employee relations, employee engagement and development, education and training, and recognition and retention practices. * Knowledge of compensation practices. * Ability to maintain sensitive employee information as confidential. * Excellent oral and written communication skills. Effective interpersonal skills with ability to manage in an environment with very diverse perspectives and needs. * Demonstrated proficiency with Human Resources Information Systems (e.g., Lawson HRIS, iCIMS ATS, HealthStream LMS, etc.). Knowledge of Microsoft office (Word, Excel, Power Point). About Universal Health Services One of the nation's largest and most respected providers of hospital and healthcare services, Universal Health Services, Inc. (NYSE: UHS) has built an impressive record of achievement and performance, growing since its inception into a Fortune 500 corporation. Headquartered in King of Prussia, PA, UHS has 99,000 employees. Through its subsidiaries, UHS operates 28 acute care hospitals, 331 behavioral health facilities, 60 outpatient and other facilities in 39 U.S. States, Washington, D.C., Puerto Rico and the United Kingdom. Qualifications EEO Statement All UHS subsidiaries are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates. UHS subsidiaries are equal opportunity employers and as such, openly support and fully commit to recruitment, selection, placement, promotion and compensation of individuals without regard to race, color, religion, age, sex (including pregnancy, gender identity, and sexual orientation), genetic information, national origin, disability status, protected veteran status or any other characteristic protected by federal, state or local laws. We believe that diversity and inclusion among our teammates is critical to our success. Avoid and Report Recruitment Scams At UHS and all our subsidiaries, our Human Resources departments and recruiters are here to help prospective candidates by matching skill set and experience with the best possible career path at UHS and our subsidiaries. During the recruitment process, no recruiter or employee will request financial or personal information (e.g., Social Security Number, credit card or bank information, etc.) from you via email. Our recruiters will not email you from a public webmail client like Hotmail, Gmail, Yahoo Mail, etc. If you suspect a fraudulent job posting or job-related email mentioning UHS or its subsidiaries, we encourage you to report such concerns to appropriate law enforcement. We encourage you to refer to legitimate UHS and UHS subsidiary career websites to verify job opportunities and not rely on unsolicited calls from recruiters.

ABOUT THE CLUBGrove XXIII, a private 18-hole golf club (Club) located in Hobe Sound, FL, seeks an experienced Human Resources Director (HR Director) to join a team of 100+ staff. The Club is world-renowned and has quickly established itself as one of the premier golf experiences globally. Situated in the heart of Southeast Florida's golf mecca, the Club prides itself on its member-centric experience, which is made possible by a dedicated team committed to prestige, respect, service excellence, integrity, sustainability, and continuous improvement. The HR Director will be an essential partner in cultivating a safe, welcoming, and productive work environment, enhancing employee development, and advancing operational innovation.POSITION SUMMARYThe Human Resources Director will be a key member of the Club's leadership team, responsible for overseeing and executing all human resource functions. As a one-person department, this position is both strategic and hands-on. It manages day-to-day HR operations while shaping long-term HR policies and practices that support the Club's values, member experience, and employee culture. The position will ensure compliance with all employee-related legal requirements. The Director of Human Resources is a highly visible, strategic partner responsible for championing the Club's people and unique culture across ~150 employees. The ideal candidate is an approachable, bilingual (English/Spanish) leader experienced in tailoring human capital strategies to fit multi-entity elite-level hospitality environments. Leveraging expertise in compliance, communication, and HR technology, this individual actively builds trust and relationships across all levels, fosters cross-departmental collaboration, and supports an exceptional employee and member experience. The Director will work closely with the Club's General Manager, Director of Golf, Chief Financial Officer, department heads, and outside General Counsel to develop and implement operational strategies, while ensuring compliance with all employee-related legal standards and club policies. KEY COMPETENCIES & RESPONSIBILITIESTo be successful in this role, the HR Director will need to demonstrate the competencies that follow; these same areas will be a focus for performance evaluation, ensuring clear expectations and ongoing support:Club Culture Alignment: Demonstrates knowledge of and respect for unique Club values, traditions, and norms. Maintains strict discretion and confidentiality in all HR matters. Creates a workplace atmosphere of psychological safety for all staff. Communication Skills: Communicates HR policies and decisions clearly and appropriately to all staff levels. Adapts communication style when interacting with club leadership, line staff, and crews. Technical & Language Skills: Fluent in English and Spanish, highly competent in HRIS, payroll, and benefits administration for approximately 100+ employees. Presence & Relationship Building: Develops a visible, trusting presence with all departments and employee groups, ensuring consistent support for approximately 100+ staff members. HR Technical Knowledge & Regulatory Compliance: Ensures compliant administration of HR functions-performance, discipline, records, and benefits-with active engagement in HR professional associations. Operational Flexibility: Readily adapts schedule and priorities to deliver HR support during seasonal demand, key events, or in response to unexpected needs. Cross-Departmental Collaboration: Fosters seamless cooperation between HR, operational teams, and partner entities (e.g., Golf, F&B, Maintenance/Facilities). Effectively clarifies roles and ensures support is delivered regardless of reporting lines. Staffing & Talent Management: Designs and launches comprehensive recruitment, onboarding, retention, and succession processes that reflect diversity, equity, and development priorities. Provides support for the development of staff training and development programming. Metrics for Key Competencies & Responsibilities Performance in each area will be evaluated through: Annual Employee Engagement Survey results (including items indexed to each competency) 360-Degree Feedback (from leadership and peers) Successful completion and track record of relevant HR initiatives or projects CANDIDATE PROFILEThe ideal candidate will possess the following qualifications: Exceptional cultural alignment and emotional intelligence: Demonstrates a deep affinity for club history and traditions, coupled with respectful, confidential, and empathetic interpersonal skills. Advanced communication and technical proficiency: Proven ability to design, deliver, and audit bilingual (English/Spanish) communications; technical mastery of HRIS, payroll, and benefit systems. Visible, approachable leadership: Maintains a regular, authentic presence throughout all club departments, including both the clubhouse and grounds. Regulatory mastery and professional engagement: Current on best practices through active SHRM or equivalent membership; maintains strict compliance with all legal and club standards. Operational agility: Displays willingness and flexibility to adjust schedule for key events and peak operational periods. Proven cross-departmental partnership: Demonstrates leadership in cross-unit projects and clarifies role boundaries; is highly rated by department heads for supporting their teams' HR needs. Results in talent acquisition and retention: Tracks and consistently meets or exceeds benchmarks for hire speed, quality, and diversity; develops internal talent and supports advancement from within. Unimpeachable ethical standards: Maintains strict confidentiality and earns trust across all organizational levels. Professional Experience & Credentials At least 8 years of progressive HR experience, including 3-5 years at the management or supervisory level and at least 3 years at the Director level in hospitality, private club, or exclusive service-based industries. Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree preferred. Bilingual fluency in Spanish and English required. PHR or SPHR certification strongly preferred.

Manager Human Resources Family Church Network Position Overview: This position serves as a Manager and Human Resources Business Partner for the Family Church Network, including Palm Beach Christian Academy. Reports To: Director Human Resources Prerequisites Ability to meet all minimum eligibility requirements to be a member of Family Church. Affirm the FCN statements of belief and practices as codified in our organizational bylaws and detailed in the Baptist Faith and Message confessional statement of 2000. Maintain a close and healthy walk with the Lord Jesus Christ. Maintain a high standard of excellence and moral character. Strong written and verbal communication skills. Proven ability to achieve goals and objectives. Proficient with Microsoft Office Suite, expert in Excel. Minimum of ten years' experience in Human Resources administration or related area. Experience in employee data, Human Resource systems, compliance, employee benefits, payroll, time and attendance, performance management, compensation planning, recruiting, hiring, onboarding and learning management. Minimum of a bachelor's degree in a related field or equivalent experience. Master's degree preferred. Experience in project management, business process improvement and change management. Experience in vendor management, including system evaluations, contracts and service level agreements. General Responsibilities Respond to internal and external inquiries and contacts. Manage recruiting, hiring and onboarding for assigned business group. Manage personal and team workflows, including reporting on team performance. Maintain a cooperative spirit, assisting other departments when needed or requested. Effectively communicate with leadership, peers, and general staff. Ability to flex schedule when needed to meet business needs. Demonstrate stewardship of church resources including supplies, equipment, and intellectual property. Attend staff meetings, planning sessions, retreats as required. Specific Responsibilities Manage the workload of Human Resources staff. Provide weekly status of all human resource topics to management. Oversee the recruiting, hiring, and onboarding of staff for assigned business group. Ensure compliance with all local, state, and federal legislation and regulatory requirements, and background checks for potential employees. Manage inquiries, including reporting on the time to completion, accuracy and completeness of responses provided for messages submitted to the Human Resources inbox. Ensure employee data is current and contains the appropriate information. Oversee the performance management process. Manage employee benefit programs, including open enrollment, vendor management and invoicing. Provide leadership and counsel to staff in dealing with concerns of performance, attitude, work-ethics, motivation. Oversee various staff training opportunities, including webinars, live instruction and online instruction. Ensure compliance with the policies and procedures contained in employee handbook, making recommendations for changes as needed. Maintain employee job descriptions, including compensation planning and employee development.

About the Role & Team We have an exciting opportunity for a Manager, HR Business Partner (HRBP) with our Disney Vacation Club's Vero Beach Resort. This person will lead a small team to help drive the various strategies and objectives of this resort to deliver on the Cast and Guest experiences. The individual is responsible for crafting the employee experience, ensuring the company's talent grows in meaningful ways, and making business leaders and HR as successful as possible. In this role, the manager contributes to and leads execution of human resources strategies and tactics to support the needs of the resort. The manager will lead and facilitate all HR services for the client group they support through collaboration with the clients, HR specialty groups and other HR business partners. They will serve as an expert consultant and thought partner to business leaders on all talent matters, including organizational effectiveness, leader effectiveness, organizational design, learning needs/opportunities and conflict resolution. Join us if you're ready for an opportunity of a lifetime with Disney Experiences (DX)! What You Will Do Work with HR, employees and leaders to create a place where employees want to work and can be successful Establish and maintain an intimate understanding of the client organizations and the business, in the interest of building effective and productive working relationships with internal partners and clients, at all levels of the organization. Proactively assess business and organizational performance to recommend and drive action through a consultative, “influence without authority” approach. Coach and guide the Resort General Manager on HR policies and processes, including talent planning, learning and development, and performance management to promote engagement and a culture of continuous growth and development. Plan and lead organization design projects to streamline and implement new structures, roles and/or processes that build speed and efficiency and support rapidly shifting business demands. Assess organizational performance systemically, defining talent gaps and proposing HR solutions that support client strategic objectives. Coach business leaders on key organizational and performance management issues. Plan and facilitate work sessions to develop business strategies (i.e. vision, mission, value, objectives) that help support organizational focus, efficiency, speed, and business results. Create and implement a lifecycle approach to talent management focused on forecasting, staffing, on-boarding, development, performance management, career / succession planning, talent movement and retention, leveraging rigorous people analytics and insights. Collaborate with recruitment, with a strong focus on acquiring and retaining top talent and on building pipeline for future needs. Use understanding of individual and organizational dynamics to facilitate talent movement into and throughout the organization. Develop thoughtful, coordinated approaches to promote diversity and inclusion in talent attraction, development and retention. Assess employee training and development needs based on business strategy to help close gaps between current and future skills. Required Qualifications & Skills Minimum of 5 progressive years' experience as an HR Business Partner in a dynamic environment, with specific experience in strategy development, organizational design, talent management and change management. Experience working with senior executives in an “influence-without-authority” role. Ability to work in and handle ambiguity - dealing with issues that do not always have a process or a system in place. Ability to position self as credible (garners respect, acts with integrity, keeps commitments); proactive (has a point of view, challenges assumptions, takes initiative); and a trusted thought-partner (builds relationships, delivers results). Independent work style, balancing the need for collaboration with minimal direction. Experience and ability to balance business partnering skills with employee advocacy. Possesses both critical thinking capability and hands-on HR business plan implementation experience. Preferred Qualifications MBA or relevant graduate degree preferred. Education Bachelors Degree or equivalent in Business Management, Human Resources Management or related discipline or equivalent work experience. Location Vero Beach, FL Job Posting Segment: People & Culture Job Posting Primary Business: HR Business Partners (HR Diversity & Inclusion) Primary Job Posting Category: HRBP/Generalist Employment Type: Full time Primary City, State, Region, Postal Code: Vero Beach, FL, USA Alternate City, State, Region, Postal Code: Date Posted: 2025-10-10

We are seeking an experienced Human Resources & Benefits Manager with 8+ years of experience in Human Resources/Benefits and 3 years of supervisor experience to join our team in the West Palm Beach, FL corporate office. The Human Resource/Benefits Manager will provide general HR support to the business to include Employee Relations, collaborating with payroll, administering benefits to include annual benefit renewals, and managing open enrollment. Will manage all leaves of absence and communications with associates requesting leave. Will review compensation and benchmarking annually. At WGI, you will find talented, passionate associates providing exceptional service in collaborative, team-driven environments, all while having fun and enjoying the work they do. We work to stay ahead of the curve by investing in the latest tools and technology. As one of the nation's top consulting firms, we consistently strive to promote efficiency, cultivate a culture our associates can proudly embrace, and empower our associates to advance their career growth at WGI, and beyond. WGI is always looking for remarkable individuals to join our team and help us grow in our vision. If you think you are an innovative, self-motivated team-player, and want to shape your community, join our WGI team today! WGI offers a complete Benefits package including: Medical, Dental, Vision, LTD & STD, Life Insurance, 401k with match, PTO, Holidays, HSA with company contribution, Pet insurance, and Employee assistance program. #LI-onsite Responsibilities Supervisory Responsibilities: Oversee the daily workflow of the department to include onboarding and orientation. Provides constructive and timely performance evaluations. Handles discipline and termination of employees in accordance with company policy. Duties/Responsibilities: HR Strategy: Partners with the leadership team to understand and execute the organization's human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Employee Relations: Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodation, investigating allegations of wrongdoing, and terminations. Oversee employee disciplinary meetings, terminations, and investigations. Growth: Collaborate with finance, IT, and executive leadership to support cultural and HRIS integration during mergers, acquisitions, and organizational change. Compensation and Benefits: Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Manage the benefits to include annual renewals, open enrollment, updating HRIS system, and processing life event changes Handles benefit compliance reporting, including year-end 1095 forms Partners with Payroll on managing Health Savings Accounts (HSA's) Guides the Wellness program Manage the FMLA and Disability plans in accordance with all applicable regulatory requirements Partners with Payroll in bi-weekly payroll to ensure changes are accurate Manages/processes workers' compensation cases Compliance and Risk Management: Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance, including OSHA and DOT regulations relevant to field operations. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Annual updates to the Affirmative Action Plan Performs other duties as assigned. Qualifications Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Experience with Ceridian Dayforce is a big plus. Applicants must be currently authorized to work in the U.S. on a full-time basis. We are unable to sponsor or take over the sponsorship of employment visas Education and Experience: Bachelor's degree in Human Resources, Business Administration, or related field required. A minimum of eight years of human resource experience required. A minimum of 3 years of supervisor experience. SHRM-CP or SHRM-SCP highly desired. Physical Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Must be able to access and navigate each department at the organization's facilities. Ability to travel as needed. We can recommend jobs specifically for you! Click here to get started.

NextEra Energy Resources is one of America's largest wholesale electricity generators, harnessing diverse energy sources to power progress. We deliver tailored energy solutions that fuel economic growth, strengthen communities, and help customers achieve their energy goals. Ready to make a lasting impact? Take the next step in your career with us! Position Specific Description Come join our exciting, dynamic team! The Human Resources Operations Investigations Team is looking for a self-motivated, independent HR professional to play a critical role in promoting a fair and respectful workplace culture by conducting thorough and impartial investigations into workplace complaints and conflicts. Your expertise in fact-finding, analysis and resolution will be key in addressing sensitive workplace issues and ensuring compliance with company policies and applicable laws. The ideal candidate would have experience with complex investigations including but not limited to allegations of harassment, discrimination, and policy violations. This job will consult with all levels of leaders and employees across the enterprise. The position will partner with various HR Centers of Excellence, including HR Business Partners, Talent, Compensation, and Employee Engagement. In addition, there are also opportunities to work on cross-functional HR teams and projects supporting both the regulated and unregulated energy industry. Job Overview

Executes human resources programs by providing human resources services, including employee relations, records management, on-boarding, retention, recognition, separations, compensation guidance, EEO compliance, and completing personnel records transactions, exercising a high degree of integrity and confidentiality. Works with business partners to define business strategy and workforce implications Updates job descriptions and salary matrixes, as needed, in collaboration HR staff/leader. Partners with business leaders to support the development of employees through performance conversations, employee relations, HR policies and practices, culture, conflict resolution, and other issues that may impact the work environment. Develops, coaches and supports managements capability to develop and inspire employee growth and learning. Conducts investigations and resolution on employee relations matters and complaints. Works with leaders on organization design and change management initiatives Communicates workforce program information and policies Regularly attends relevant operations staff meetings and is extremely visible on the floor Analyzes business needs and turns them into strategic workforce opportunities Handles and resolves complex employee matters with a risk mitigation focus Coaches leaders on developing leader effectiveness and employee interactions Provides workforce insights using workforce data and analytics Provides business case results for workforce programs (ROI, eNPS, etc.). Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions. o Manages expectations by communicating project status and issues; preparing reports. o Prepare reports by collecting, analyzing, and summarizing data and identifying trends. Proficiency in HRMS and Performance Development software. Responsible for managing movement of employees based on reporting structures. Executes the performance management process and leads the calibration process. Perform other related duties as required.

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

Job DescriptionBenefits: 401(k) 401(k) matching Competitive salary Health insurance Paid time off Vision insurance We are seeking an experienced HR Manager to establish and oversee the human resources function for a growing technology company. This role is both strategic and hands-on, ensuring compliance, fostering culture, and supporting employees as the organization scales. Key Responsibilities HR Leadership Develop and implement HR policies, procedures, and best practices. Partner with leadership on workforce planning and organizational design. Talent Acquisition & Onboarding Manage recruitment and hiring for technical and corporate roles. Design and oversee onboarding programs for new employees. Employee Relations & Engagement Serve as a trusted resource for employees and managers. Build initiatives to support engagement, retention, and culture. Compensation & Benefits Oversee payroll, benefits, and 401k/healthcare administration. Ensure compensation practices remain competitive and fair. Compliance & HR Operations Ensure compliance with federal, state, and local employment laws. Manage HR systems and maintain employee records. Performance & Development Implement performance review processes and development programs. Support leadership and team development. Qualifications Bachelors degree in Human Resources, Business Administration, or related field. 5+ years of progressive HR experience, with at least 2 years in a managerial role. Strong knowledge of HR policies, labor law, and compliance requirements. Experience in a high-growth or startup environment preferred. HR certifications (SHRM-CP, SHRM-SCP, PHR, or SPHR) a plus. What We Offer Opportunity to build HR foundations in a scaling organization. Collaborative environment with strong growth potential. Competitive salary, benefits, and professional development support.

Who We Are We are a community built on care. Our caregivers and supporting staff extend compassion to those in need, helping to improve the health and well-being of those we serve, and provide comfort and healing. Your community is our community. Our Story We started out as a small operation in California. In May 1969, we acquired four hospitals, some additional care facilities and real estate for the future development of hospitals. Over the years, we've grown tremendously in size, scope and capability, building a home in new markets over time, and curating those homes to provide a compassionate environment for those entrusting us with their care. We have a rich history at Tenet. There are so many stories of compassionate care; so many 'firsts' in terms of medical innovation; so many examples of enhancing healthcare delivery and shaping a business that is truly centered around patients and community need. Tenet and our predecessors have enabled us to touch many different elements of healthcare and make a difference in the lives of others. Our Impact Today Today, we are leading health system and services platform that continues to evolve in lockstep with community need. Tenet's operations include three businesses - our hospitals and physicians, USPI and Conifer Health Solutions. Our impact spreads far and deep with 65 hospitals and approximately 510 outpatient centers and additional sites of care. We are differentiated by our top notch medical specialists and service lines that are tailored within each community we serve. The work Conifer is doing will help provide the foundation for better health for clients across the country, through the delivery of healthcare-focused revenue cycle management and value-based care solutions. Together as an enterprise, we work to save lives and can accept nothing less than excellence from ourselves in service of our patients and their families, every day. FUNCTIONAL EXPECTATIONS & REQUIREMENTS: * Consults with business leaders on critical capability and capacity gaps, short- and long-term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies. * Partners with Hospital Operations CHRO and Tenet CoEs leaders to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met. * Partners with external HR groups/societies to stay abreast of key industry trends and best practices. * Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model. ESSENTIAL FUNCTIONS OF THE ROLE: * Acts as a point of contact to the business for all HR related services and solutions. * Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives. * Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor. * Acts as a catalyst to ensure the acquisition, development and performance of leading talent and partners with members of HR service delivery model to ensure sourcing, staffing and onboarding needs are met. * Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards their career goals. * Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short- and long-term business needs. * Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements. * Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement. * Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness. * Builds capability internally and coaches' senior leaders on effective talent, organizational and employee engagement strategies. * Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiative are managed in a predictable and controlled manner ensure overall objectives are achieved. * Leverages external networks to understand market trends, shape organizational strategy and apply leading practices. * Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels. * Other duties as assigned. ORGANIZATIONAL LEADERSHIP - EXPECTATIONS & REQUIREMENTS: Use Astute Judgment * Collaborates with corporate, regional and A-Team members to achieve business results (e.g. HR Leader call, monthly HR regional meetings) and shares best practices and successes with others. * Viewed by and sought after by leaders as an HR advisor and expert with ability to influence decision of others; trusted confidante to CEO (e.g. sought out for personal and professional advice and counsel) * Considers impact of HR decisions on the rest of the organization and therefore communicates across the organization to create awareness and gain support for HR decisions. * Provides leadership in building loyalty, trust and commitment throughout the organization (e.g. leads and participates in employee advocacy and engagement programs, supports EES and creates action plans for improvement, leads recognition efforts for the facility) * Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions (e.g. uses metrics and data sources to support position and listens to all positions and counters/agrees professionally and in a timely manner) * Demonstrates business acumen when managing competing priorities (e.g. presents creative ways to address debate between budget constraints vs. need for additional resources by creating career ladders instead of changing pay practices) Develop Organizational Talent * Participates in workforce planning to ensure an adequate, competent and productive workforce. Create/implement programs supporting the organization's future workforce needs (e.g. provides factual/current market position information, outlines obstacles/challenges and proposed solutions, creates annual long-term strategic workforce plan for facility, includes diversity/inclusion strategies in all aspects of business) * Leads the talent management strategies of the facility including recruitment and retention strategies and development of integrated succession plan ensuring continuity of business operations (e.g. creates development and succession plans for all leaders) * Effectively leads the pre-boarding, onboarding, orientation and assimilation process for new employees (e.g. ensures 30/90-day reviews are conducted) * Leads goal setting and performance review process for facility. Conducts needs assessments and develops training and development programs to ensure goals are attained (e.g. ensures all processes are timely and accurate, development plans are created and followed up on, recommends T and D classes as needed, ensures mandated education is fulfilled without T/O due to timeliness) * Acts as effective coach and mentor to HR staff and leaders/staff outside HR as required. Aligns the Organization * Attends and contributes to the facility business planning process; ensures that the business plan aligns with the "people plan" as described in the HR workforce plan. * Creates, defends and implements creative/innovative cost reduction strategies for the workforce ensuring that employee engagement and recruitment and retentions strategies are not compromised. * Provides global outlook on decisions and aligns with facility business plans when managing competing priorities; delegates to others as required and holds others accountable for results as demonstrated by timely, complete and effective outcomes. * Provides timely responses to corporate and regional leadership ensuring timetables are consistently met (e.g. EAL complaints, Tenet Heroes submissions, TRIPP reports, Edu requirements, etc.) Optimize Execution * Consistent and timely administration and communicating of policies, regulations and legal mandates as stated by effective dates on document/policies, etc. Ensure responsible parties understand changes and any related actions. * Actively participates in and executes acquisitions and divestitures. HR lead for the facility in manpower planning, benefit and compensation transitions, all on-boarding and off-boarding, as well as RIF notifications as required. * Completes and communicates final investigative results of ER/Labor relations or EAL complaints, or reasons for delay in issuing results, within 48 hours of receipt. * Collaborates with compensation and benefits to implement timely and effective compensation and benefit policies and programs (e.g. annual enrollment, new hire and termination requirements, wellness initiatives, etc.) * Collaborates with legal and ethics/compliance departments on matters related to the enforcement of policies and procedures as well as Tenet's "Standards of Conduct"; leads HR in all internal and external audits (e.g. Joint Commission, internal audits, etc.) Drive Organizational Success * Strategically develops and executes creative initiates to increase participation in the annual employee engagement survey; takes the lead in creating and driving facility action plans to completion through focus groups, training and development, etc. * Actively works to improve the delivery and execution of HR programs and processes to increase operational effectiveness and efficiencies. Plans seamless transitions ensuring minimal disruption of workplace. * Understands and articulates HR policy, procedures, and protocols and is able to defend and support organization's position relative to same and confidently communicate changes. * Works with A-Team members to collaborate and deliver cross-functional programs and processes (e.g. cost reduction strategies, quality and volume related incentive programs, etc.) * Leads and is held accountable for the "People Pillar" initiatives for the facility; actively participates in hardwiring and delivering retention strategies for the facility (e.g. leads TRIPP programs including bi-weekly calls as required) MARKET SUMMARY: Good Samaritan Medical Center part of The Palm Beach Health Network Good Samaritan Medical Center (GSMC), is a 333-bed acute care hospital, part of the Palm Beach Health Network, that's provided sophisticated, personalized and emergency medical care to Palm Beach County and the Treasure Coast with over 100 years of experience. GSMC offers advanced orthopedic care, women's care and wellness from breast health to obstetrics, general surgery, emergency services, urology, bariatric surgery, cardiac services, and comprehensive cancer care. Our cancer center is accredited by the Commission on Cancer, anchored by our state-of-the-art Breast Center. We are also accredited by the American College of Surgeons National Accreditation program for Breast Cancer. In addition to general medical services, we offer a range of specialty services, including the following: * Comprehensive Head and Neck Microvascular Surgery * Bariatric and Metabolic Institute * Cancer Care of Palm Beach which offers Gamma Knife Therapy, Intraoperative Radiation Therapy, High Risk Genetics, Chemotherapy and on-site Radiation Therapy * Urological Institute of the Palm Beaches * Palm Beach Center for Orthopedics and Spine Care * The Norma E. & Miles M. Zisson Comprehensive Breast Center of the Palm Beaches * Palm Beach Center for Women's Care Awards and Distinctions include the following: * The Cancer Institute at Good Samaritan Medical Center is accredited by the Commission on Cancer (CoC) of the American College of Surgeons * The Norma E. & Miles M. Zisson Comprehensive Breast Center of the Palm Beaches at Good Samaritan Medical Center is designated by the American College of * Surgeons as a National Accreditation Program for Breast Centers (NAPBC) * Accredited as a Comprehensive Center by the Metabolic and Bariatric Surgery Accreditation and Quality Improvement Program (MBSAQIP), a joint Quality Program of the American College of Surgeons (ACS) and the American Society for Metabolic and Bariatric Surgery (ASMBS) * Healthgrades Five-Star for C-Section Delivery for two years in a row (2022-2023) * Healthgrades Five-Star for Vaginal Delivery for nine years in a row (2014-2023) * Healthgrades Five-Star for Treatment of GI Bleed Medallion (2024) * Healthgrades 2025 Spine Surgery Excellence Award * Healthgrades 2025 Outpatient Orthopedic Excellence Award * Named Among the Top 10% in the Nation for Spine Surgery in 2025 * Five-Star Recipient for Spinal Fusion Surgery in 2025 * Five-Star Recipient for Outpatient Back and Neck Surgery in 2025 * Designated Breast Imaging Center of Excellence by the American College of Radiology (ACR) * Designated Lung Cancer Screening Clinic by the American College of Radiology (ACR) * Recognized as a Center of Excellence for Hidden Scar Breast Cancer Surgery * Recipient of the Healthgrades Labor and Delivery Excellence Award for three years in a row Take some time to look around our website, explore our many services and learn about all our areas of expertise. We hope you discover what drives us and connect with some of the remarkable people that work at Good Sam. And if you need to come to our hospital for any reason, visit this page to learn where to find us: ******************************** About The Palm Beach Health Network The Palm Beach Health Network (PBHN), comprising six hospitals and care centers spanning Palm Beach County, is the largest healthcare network in Palm Beach County. Our hospitals, including Delray Medical Center, Good Samaritan Medical Center, Palm Beach Children's Hospital, Palm Beach Gardens Medical Center, St. Mary's Medical Center, and West Boca Medical Center, along with a large multi-specialty physician group, various ambulatory surgery centers and outpatient diagnostic facilities, is recognized for providing the highest quality healthcare, combining cutting-edge health services with patient-centric care. With the greatest longevity in the community, along with hospitals and care centers that span the entirety of Palm Beach County, more patients trust PBHN than any other in the region. POSITION SUMMARY: The Hospital Chief Human Resources Officer serves the hospital and group leadership team as strategic advisor providing high-quality consultancy on a diverse set of strategic and operational HR issues; representing specific hospital or market needs; ensuring implementation and application of agreed upon HR processes, systems, policies and programs; leads escalation and resolution of employee relation matters; lead HR functional liaison to a specific hospital or market accountable to attract, develop and retain key talent. The Hospital CHRO serves as the key liaison to "broker" the HR service delivery model ensuring appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. He/she is accountable to ensure oversight and governance of group and hospitals HR processes, systems and policies. CANDIDATE EXPERIENCE, ATTRIBUTES AND EDUCATION REQUIREMENTS: * At least 10 years' experience in providing Human Resources services, solutions and leadership in roles of different levels of size, complexity, business model maturity, etc. * Partnering with business leaders to develop, design and implement relevant strategic human resources strategies. * Ability to manage and develop senior HR functional and leadership capability. * Led organization design, restructuring and strategic workforce planning initiatives. * Has successfully led complex and system-wide organizational change that is a result of operating model transformation, business startup, mergers and acquisitions, business consolidation, etc. * Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment and satisfaction. * Highly skilled in executing "generalist" HR core processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, success planning and organizational development. * Diverse background in multiple industries and/or operating units within the same organization. PROFESSIONAL AND PERSONAL KNOWLEDGE, SKILLS AND ABILITY REQUIREMENTS: * Skillful at influencing senior leaders and diverse perspectives towards common goals. * Able to surgically analyze and diagnose business and people performance, organizational climate and culture and use data to create insights that drive higher thinking and outcomes. * Ability to effectively balance enterprise and business specific requirements through high quality HR business partnering, superior consultative skills and knowledge of the business. * Developed, led and implemented organization and functional change management strategies, initiatives and process. * Ability to identify, develop and retain high quality talent balancing multiple engagement and reward levers to deliver overall individual and organization value and capability. * Ability to effectively manage a budget, interpret a P&L, understand key business drivers and has solid cost benefit trade off analysis and planning skills. * Ability to manage multiple priorities and initiatives keeping all in balance and delivering within cost, timing, change impact expectations. * Strong organization planning, critical thinking and prioritization skills. * Ability to inspire and motivate all levels of the HR organization from the frontline to senior HR professionals. * Ability to develop strategy that can be translated into clear, concise and actionable initiatives and action plans. * Demonstrates strong courageous leadership skills in the ability to make balanced, difficult and complex decisions in the face of opposition. Education/Certifications * Bachelor's degree in human resource management or related field required. * Master's degree in human resources or related field (preferred). Compensation * A competitive compensation program will be tailored to the selected candidate. * Base salary will be supplemented by a performance bonus and comprehensive, well-rounded benefits program, which includes relocation assistance. Travel * Limited travel. * Selected candidate will be required to pass a Motor Vehicle Records check. #LI-JK2 Employment practices will not be influenced or affected by an applicant's or employee's race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Tenet will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship. Tenet participates in the E-Verify program. Follow the link below for additional information. E-Verify: ***************************** The employment practices of Tenet Healthcare and its companies comply with all applicable laws and regulations. **********

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.

Good Samaritan Medical Center part of The Palm Beach Health Network Good Samaritan Medical Center (GSMC), is a 333-bed acute care hospital, part of the Palm Beach Health Network, that's provided sophisticated, personalized and emergency medical care to Palm Beach County and the Treasure Coast with over 100 years of experience. GSMC offers advanced orthopedic care, women's care and wellness from breast health to obstetrics, general surgery, emergency services, urology, bariatric surgery, cardiac services, and comprehensive cancer care. Our cancer center is accredited by the Commission on Cancer, anchored by our state-of-the-art Breast Center. We are also accredited by the American College of Surgeons National Accreditation program for Breast Cancer. In addition to general medical services, we offer a range of specialty services, including the following: Comprehensive Head and Neck Microvascular Surgery Bariatric and Metabolic Institute Cancer Care of Palm Beach which offers Gamma Knife Therapy, Intraoperative Radiation Therapy, High Risk Genetics, Chemotherapy and on-site Radiation Therapy Urological Institute of the Palm Beaches Palm Beach Center for Orthopedics and Spine Care The Norma E. & Miles M. Zisson Comprehensive Breast Center of the Palm Beaches Palm Beach Center for Women's Care Awards and Distinctions include the following: The Cancer Institute at Good Samaritan Medical Center is accredited by the Commission on Cancer (CoC) of the American College of Surgeons The Norma E. & Miles M. Zisson Comprehensive Breast Center of the Palm Beaches at Good Samaritan Medical Center is designated by the American College of Surgeons as a National Accreditation Program for Breast Centers (NAPBC) Accredited as a Comprehensive Center by the Metabolic and Bariatric Surgery Accreditation and Quality Improvement Program (MBSAQIP ), a joint Quality Program of the American College of Surgeons (ACS) and the American Society for Metabolic and Bariatric Surgery (ASMBS) Healthgrades Five-Star for C-Section Delivery for two years in a row (2022-2023) Healthgrades Five-Star for Vaginal Delivery for nine years in a row (2014-2023) Healthgrades Five-Star for Treatment of GI Bleed Medallion (2024) Healthgrades 2025 Spine Surgery Excellence Award Healthgrades 2025 Outpatient Orthopedic Excellence Award Named Among the Top 10% in the Nation for Spine Surgery in 2025 Five-Star Recipient for Spinal Fusion Surgery in 2025 Five-Star Recipient for Outpatient Back and Neck Surgery in 2025 Designated Breast Imaging Center of Excellence by the American College of Radiology (ACR) Designated Lung Cancer Screening Clinic by the American College of Radiology (ACR) Recognized as a Center of Excellence for Hidden Scar Breast Cancer Surgery™ Recipient of the Healthgrades Labor and Delivery Excellence Award for three years in a row Take some time to look around our website, explore our many services and learn about all our areas of expertise. We hope you discover what drives us and connect with some of the remarkable people that work at Good Sam. And if you need to come to our hospital for any reason, visit this page to learn where to find us: ******************************** About The Palm Beach Health Network The Palm Beach Health Network (PBHN), comprising six hospitals and care centers spanning Palm Beach County, is the largest healthcare network in Palm Beach County. Our hospitals, including Delray Medical Center, Good Samaritan Medical Center, Palm Beach Children's Hospital, Palm Beach Gardens Medical Center, St. Mary's Medical Center, and West Boca Medical Center, along with a large multi-specialty physician group, various ambulatory surgery centers and outpatient diagnostic facilities, is recognized for providing the highest quality healthcare, combining cutting-edge health services with patient-centric care. With the greatest longevity in the community, along with hospitals and care centers that span the entirety of Palm Beach County, more patients trust PBHN than any other in the region. POSITION SUMMARY: The Hospital Chief Human Resources Officer serves the hospital and group leadership team as strategic advisor providing high-quality consultancy on a diverse set of strategic and operational HR issues; representing specific hospital or market needs; ensuring implementation and application of agreed upon HR processes, systems, policies and programs; leads escalation and resolution of employee relation matters; lead HR functional liaison to a specific hospital or market accountable to attract, develop and retain key talent. The Hospital CHRO serves as the key liaison to “broker” the HR service delivery model ensuring appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. He/she is accountable to ensure oversight and governance of group and hospitals HR processes, systems and policies. CANDIDATE EXPERIENCE, ATTRIBUTES AND EDUCATION REQUIREMENTS: At least 10 years' experience in providing Human Resources services, solutions and leadership in roles of different levels of size, complexity, business model maturity, etc. Partnering with business leaders to develop, design and implement relevant strategic human resources strategies. Ability to manage and develop senior HR functional and leadership capability. Led organization design, restructuring and strategic workforce planning initiatives. Has successfully led complex and system-wide organizational change that is a result of operating model transformation, business startup, mergers and acquisitions, business consolidation, etc. Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment and satisfaction. Highly skilled in executing “generalist” HR core processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, success planning and organizational development. Diverse background in multiple industries and/or operating units within the same organization. PROFESSIONAL AND PERSONAL KNOWLEDGE, SKILLS AND ABILITY REQUIREMENTS: Skillful at influencing senior leaders and diverse perspectives towards common goals. Able to surgically analyze and diagnose business and people performance, organizational climate and culture and use data to create insights that drive higher thinking and outcomes. Ability to effectively balance enterprise and business specific requirements through high quality HR business partnering, superior consultative skills and knowledge of the business. Developed, led and implemented organization and functional change management strategies, initiatives and process. Ability to identify, develop and retain high quality talent balancing multiple engagement and reward levers to deliver overall individual and organization value and capability. Ability to effectively manage a budget, interpret a P&L, understand key business drivers and has solid cost benefit trade off analysis and planning skills. Ability to manage multiple priorities and initiatives keeping all in balance and delivering within cost, timing, change impact expectations. Strong organization planning, critical thinking and prioritization skills. Ability to inspire and motivate all levels of the HR organization from the frontline to senior HR professionals. Ability to develop strategy that can be translated into clear, concise and actionable initiatives and action plans. Demonstrates strong courageous leadership skills in the ability to make balanced, difficult and complex decisions in the face of opposition. Education/Certifications Bachelor's degree in human resource management or related field required. Master's degree in human resources or related field (preferred). Compensation A competitive compensation program will be tailored to the selected candidate. Base salary will be supplemented by a performance bonus and comprehensive, well-rounded benefits program, which includes relocation assistance. Travel Limited travel. Selected candidate will be required to pass a Motor Vehicle Records check. #LI-JK2 FUNCTIONAL EXPECTATIONS & REQUIREMENTS: Consults with business leaders on critical capability and capacity gaps, short- and long-term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies. Partners with Hospital Operations CHRO and Tenet CoEs leaders to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met. Partners with external HR groups/societies to stay abreast of key industry trends and best practices. Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model. ESSENTIAL FUNCTIONS OF THE ROLE: Acts as a point of contact to the business for all HR related services and solutions. Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives. Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor. Acts as a catalyst to ensure the acquisition, development and performance of leading talent and partners with members of HR service delivery model to ensure sourcing, staffing and onboarding needs are met. Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards their career goals. Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short- and long-term business needs. Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements. Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement. Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness. Builds capability internally and coaches' senior leaders on effective talent, organizational and employee engagement strategies. Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiative are managed in a predictable and controlled manner ensure overall objectives are achieved. Leverages external networks to understand market trends, shape organizational strategy and apply leading practices. Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels. Other duties as assigned. ORGANIZATIONAL LEADERSHIP - EXPECTATIONS & REQUIREMENTS: Use Astute Judgment Collaborates with corporate, regional and A-Team members to achieve business results (e.g. HR Leader call, monthly HR regional meetings) and shares best practices and successes with others. Viewed by and sought after by leaders as an HR advisor and expert with ability to influence decision of others; trusted confidante to CEO (e.g. sought out for personal and professional advice and counsel) Considers impact of HR decisions on the rest of the organization and therefore communicates across the organization to create awareness and gain support for HR decisions. Provides leadership in building loyalty, trust and commitment throughout the organization (e.g. leads and participates in employee advocacy and engagement programs, supports EES and creates action plans for improvement, leads recognition efforts for the facility) Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions (e.g. uses metrics and data sources to support position and listens to all positions and counters/agrees professionally and in a timely manner) Demonstrates business acumen when managing competing priorities (e.g. presents creative ways to address debate between budget constraints vs. need for additional resources by creating career ladders instead of changing pay practices) Develop Organizational Talent Participates in workforce planning to ensure an adequate, competent and productive workforce. Create/implement programs supporting the organization's future workforce needs (e.g. provides factual/current market position information, outlines obstacles/challenges and proposed solutions, creates annual long-term strategic workforce plan for facility, includes diversity/inclusion strategies in all aspects of business) Leads the talent management strategies of the facility including recruitment and retention strategies and development of integrated succession plan ensuring continuity of business operations (e.g. creates development and succession plans for all leaders) Effectively leads the pre-boarding, onboarding, orientation and assimilation process for new employees (e.g. ensures 30/90-day reviews are conducted) Leads goal setting and performance review process for facility. Conducts needs assessments and develops training and development programs to ensure goals are attained (e.g. ensures all processes are timely and accurate, development plans are created and followed up on, recommends T and D classes as needed, ensures mandated education is fulfilled without T/O due to timeliness) Acts as effective coach and mentor to HR staff and leaders/staff outside HR as required. Aligns the Organization Attends and contributes to the facility business planning process; ensures that the business plan aligns with the “people plan” as described in the HR workforce plan. Creates, defends and implements creative/innovative cost reduction strategies for the workforce ensuring that employee engagement and recruitment and retentions strategies are not compromised. Provides global outlook on decisions and aligns with facility business plans when managing competing priorities; delegates to others as required and holds others accountable for results as demonstrated by timely, complete and effective outcomes. Provides timely responses to corporate and regional leadership ensuring timetables are consistently met (e.g. EAL complaints, Tenet Heroes submissions, TRIPP reports, Edu requirements, etc.) Optimize Execution Consistent and timely administration and communicating of policies, regulations and legal mandates as stated by effective dates on document/policies, etc. Ensure responsible parties understand changes and any related actions. Actively participates in and executes acquisitions and divestitures. HR lead for the facility in manpower planning, benefit and compensation transitions, all on-boarding and off-boarding, as well as RIF notifications as required. Completes and communicates final investigative results of ER/Labor relations or EAL complaints, or reasons for delay in issuing results, within 48 hours of receipt. Collaborates with compensation and benefits to implement timely and effective compensation and benefit policies and programs (e.g. annual enrollment, new hire and termination requirements, wellness initiatives, etc.) Collaborates with legal and ethics/compliance departments on matters related to the enforcement of policies and procedures as well as Tenet's “Standards of Conduct”; leads HR in all internal and external audits (e.g. Joint Commission, internal audits, etc.) Drive Organizational Success Strategically develops and executes creative initiates to increase participation in the annual employee engagement survey; takes the lead in creating and driving facility action plans to completion through focus groups, training and development, etc. Actively works to improve the delivery and execution of HR programs and processes to increase operational effectiveness and efficiencies. Plans seamless transitions ensuring minimal disruption of workplace. Understands and articulates HR policy, procedures, and protocols and is able to defend and support organization's position relative to same and confidently communicate changes. Works with A-Team members to collaborate and deliver cross-functional programs and processes (e.g. cost reduction strategies, quality and volume related incentive programs, etc.) Leads and is held accountable for the “People Pillar” initiatives for the facility; actively participates in hardwiring and delivering retention strategies for the facility (e.g. leads TRIPP programs including bi-weekly calls as required)

Human Resources Manager STATUS: Salary-Exempt The Human Resources Manager will take a leadership role in the management and control of all human resources functions and will act as a strategic partner to the local and global management teams. ESSENTIAL DUTIES AND RESPONSIBILITIES The essential functions of the job include, but are not limited to, the following: Administers various human resources plans and procedures for all company personnel; assists in development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies and procedures manual. Conducts global recruitment effort for all exempt and nonexempt personnel, students, and temporary employees; conducts new-employee orientations; monitors career path program; Drive organization design, workforce planning, sourcing & staffing. Coordinate the Annual Performance Management Review Process (including salary review) Manage People development (identify competencies gaps, set up development plans) Administers compensation program; monitors performance evaluation program and revises as necessary. Handles employee relations counseling related to performance and correction actions. Participates in administrative staff meetings and attends other meetings and seminars. Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. Maintains Human Resource Information System records and compiles reports from database. Maintains compliance with federal and state regulations concerning employment. Ability to translate business plans and goals into human performance capabilities needed to achieve results Coach & ensure development of the Management team; Demonstrate analytical capabilities and influence management team with data-driven recommendations. Organize communication processes towards employees Implement corporate policies and guidelines locally. A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement Support line management with HR knowledge Other duties as assigned MINIMUM REQUIREMENTS Education & Training Bachelor's Degree in Human Resources or a related field. PHR and/or SHRM certification preferred. Complete Specific on-the-job training towards meeting essential duties and work area performance criteria. Skills/Experience 10+ years of progressive Human Resources experience, preferably employed by a large international, technological and industrial organization used to dealing with fast moving environment, complex matrix organizations and cross-cultural management 5+ years of experience in dealing with an approximate population of 200 employees 2+ years of payroll administration experience is preferred to understand HR Administration and payroll process. 2+ years of experience solving organizational problems on cross-functional teams, with communication skills at an advanced level. 2+ years of experience as a team leader to indirect reports, with successful track record of identifying and promoting the right people on your team to the right places by harnessing and developing individual talents. Anticipates future skill and experience requirements to develop/hire people to fill these needs. 2+ years 0f proven experience managing multiple Projects or Programs, on-time delivery and on budget. 3+ years of experience presenting technical topics to peers, higher management, and customers. Proven track record of EHS leadership by example; including personal responsibility to prevent accidents, reward and encourage proactive safety, participation in risk assessment and EHS initiatives, take actions aligned to proper work conditions including business travel, customer site requirements, and overall employee well-being. Proficient in computer applications relevant to operational management; including SAP, MS Office programs. Ability to travel both domestic and internationally on an as-needed basis Equal Opportunity Employer Veterans/Disabled

Director of Land Acquisitions We are Lennar Lennar is one of the nation's leading homebuilders, dedicated to making an impact and creating an extraordinary experience for their Homeowners, Communities, and Associates by building quality homes and providing exceptional customer service, giving back to the communities in which we work and live in, and fostering a culture of opportunity and growth for our Associates throughout their career. Lennar has been recognized as a Fortune 500 company and consistently ranked among the top homebuilders in the United States. Join a Company that Empowers you to Build your Future The Director of Land Acquisitions is to develop awareness of types of opportunities that fit company's land acquisition strategies and understanding of current market trends in land development and homebuilding. Oversee all Land Acquisition operations for the Division. A career with purpose. A career built on making dreams come true. A career built on building zero defect homes, cost management, and adherence to schedules. Your Responsibilities on the Team Monitor and coordinate potential land acquisitions opportunities. Manage initial review of all potential acquisitions Track all sites under review from initial look to contract. Track contract timelines - Earnest Money requests, end of due diligence and for CIC submittal. (keep Land Tracker and Top 10 list updated) Prepare initial Liaise between sub-contractors, consultants, real estate brokers, governing agencies, utility companies and other individuals and agencies relating to the land acquisition and development department. Network with other builders and developers to maintain market awareness and develop contacts to become a strong competitor in Division's market areas and emerging markets. Develop pipeline reports for each county within the region. Contact and meet with developers and land sellers upon manager's request and regularly update the land pipeline tracking records. Develop broad understanding of the market including the competition, house types/sizes, price points and sales absorption for each county within the target regions. Development/Entitlement budgeting. Compile material needed for any hearings and review boards. Work with attorney in preparation of LOI's, Contracts and Amendments. Liaise with Attorney on all Contracts and Amendments needed by department and ensure that Contracts and Amendments Coordinate Land Acquisitions Contracts with brokers and attorneys. Monitor contract compliance with VP's & outside attorneys. Liaise with attorneys for need of Amendments to keep contracts compliant. Order Earnest Money - Contract Summary and supporting material. Prepare Contract Summaries an narratives to be included in Greenbooks Compile all Due Diligence Reports needed in Greenbooks. Coordinate on any matters related to the needs of the HOA Management companies. Requirements 4-year College Degree in business administration, engineering, accounting, finance or similar program required Minimum 4 years experience in Land Acquisition, preferably with a National Homebuilder, preferably in the Charleston, SC market Computer literacy, including word-processing, spreadsheet analysis, project scheduling and data management software. Knowledge of sales/negotiating principles and real estate. Ability to communicate effectively and concisely, both verbally and in writing. Must exercise initiative and achieve objectives with minimal supervision. Must be detail-oriented and a problem-solver able to deal with complex situations. Valid Driver's License and a good driving record Physical & Office/Site Presence Requirements: Must be able to operate a motor vehicle. Must be able to bend, stoop, reach, lift, walk, move and/or carry equipment in excess of 20 pounds. Must have finger dexterity to operate computer keyboard and calculator. #LI-DT1 #CB #LI-Onsite Life at Lennar At Lennar, we are committed to fostering a supportive and enriching environment for our Associates, offering a comprehensive array of benefits designed to enhance their well-being and professional growth. Our Associates have access to robust health insurance plans, including Medical, Dental, and Vision coverage, ensuring their health needs are well taken care of. Our 401(k) Retirement Plan, complete with a $1 for $1 Company Match up to 5%, helps secure their financial future, while Paid Parental Leave and an Associate Assistance Plan provide essential support during life's critical moments. To further support our Associates, we provide an Education Assistance Program and up to $30,000 in Adoption Assistance, underscoring our commitment to their diverse needs and aspirations. From the moment of hire, they can enjoy up to three weeks of vacation annually, alongside generous Holiday, Sick Leave, and Personal Day policies. Additionally, we offer a New Hire Referral Bonus Program, significant Home Purchase Discounts, and unique opportunities such as the Everyone's Included Day. At Lennar, we believe in investing in our Associates, empowering them to thrive both personally and professionally. Lennar Associates will have access to these benefits as outlined by Lennar's policies and applicable plan terms. Visit Lennartotalrewards.com to view our suite of benefits. Join the fun and follow us on social media to see what's happening at our company, and don't forget to connect with us on Lennar: Overview | LinkedIn for the latest job opportunities. Lennar is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.

HR Business Partner - Strategic Growth Advisor About The River The River is not just a college. We are a nationally recognized, award-winning institution at the forefront of transforming education and opportunity. As the 2019 Aspen Prize for Community College Excellence co-winner, The River has been recognized nationally for innovation, equity, and student success. We are expanding boldly: The Promise Program guarantees tuition-free associate degrees for eligible local high school graduates, breaking down barriers to education and accelerating social mobility. Our partnership with the Edward Via College of Osteopathic Medicine (VCOM) is launching a full medical school pathway at our Pruitt Campus - bringing advanced health education to our region. We are investing in AI, automation, and digital learning ecosystems to disrupt the traditional higher education model and prepare students with skills for tomorrow's workforce. Our rallying cry - “GO FAST. THINK BIG.” - drives everything we do: speed in execution, boldness in vision, and excellence in outcomes. At The River, we are designing the future of learning and work - one that connects academic growth, workforce readiness, and life success. And we know this: student success starts with employee success. Our Transformation Journey At The River, HR is not a back-office function. We are building a strategic, AI-enabled People & Culture function that sets the pace not only for higher education, but for any purpose-driven organization that wants to grow with speed and excellence. This is an invitation to build, not maintain. Together, we are: Professionalizing HR with the systems, processes, and leadership practices of the world's best companies. Embedding AI, automation, and people analytics into every dimension of HR - to make work faster, smarter, and more human. Designing a culture of belonging, performance, and accountability where people thrive, leaders grow, and teams deliver. Creating organizational clarity through workforce design, succession, and leadership enablement. Proving our value with data, dashboards, and ROI - HR at The River is measured by impact, not activity. The HR Business Partner role is central to this journey. You will be a strategic advisor, culture shaper, and execution catalyst, helping leaders translate strategy into workforce design, people practices, and measurable results. About The River & Our Transformation Story At The River (Indian River State College), we are reimagining what higher education can be - for our students, our employees, and our community. As a nationally recognized institution and recipient of the Aspen Prize for Community College Excellence, The River has long been known for academic excellence, access, and impact. But we are not standing still. We are building the future of learning and the future of work, together. That means: Transforming HR into a Future-Ready Engine We are elevating HR from administrative to strategic - making it a growth driver, culture architect, and enabler of student and institutional success. Professionalizing & Scaling We are strengthening our HR systems, processes, and talent to match the best-run organizations in the world, while honoring our mission-driven roots. Designing for the Future of Education We are preparing for what's next: AI-powered solutions, new models of student success, and innovative ways of connecting education to meaningful careers. Driving Cultural Renewal We are embedding leadership principles, creating accountability, and ensuring every employee experiences belonging, growth, and impact. This is not maintenance work - it is transformation work. We are seeking leaders at every level who want to roll up their sleeves, innovate, and execute - leaders who will help us build something bold and lasting. At The River, HR is not only supporting the mission, but leading the way in shaping the future of higher education. Why Join Us Joining The River as an HR Business Partner is more than a career move - it's an opportunity to make history in higher education and people strategy. Here's why this is a uniquely compelling role: Mission with Meaning Every initiative you lead directly impacts student success and community transformation. Your work will ripple far beyond HR - it will shape futures. Leadership Opportunity You will sit at the table with executives, shaping strategic decisions and influencing leaders at scale. This is a role designed for growth, visibility, and impact. Build From Scratch, Build For Scale You'll have the freedom and responsibility to design new programs, systems, and practices. We want builders, not maintainers. Innovation & AI-Powered HR From HRIS modernization to people analytics, you will leverage leading-edge tools to create a smarter, faster, more human HR function. A Culture of Belonging & Excellence We are creating a workplace where employees thrive, leaders are accountable, and innovation is celebrated. You will help shape that culture every day. Career Growth & Successor Development We don't just want you to succeed in this role - we want to prepare you for your next one. This is a launching pad for future HR executives and enterprise leaders. We value the well-being and professional growth of our employees. Our comprehensive benefits package includes: · Health & Wellness: Medical, dental, vision, flexible spending accounts, life insurance, supplemental plans, and access to our Employee Assistance Program (EAP). · Affordable Coverage: PPO/HMO options starting at just $50/month for individual coverage and $180/month for family coverage. · Retirement Security: Participation in the Florida Retirement System (FRS), plus tax-deferred annuities and Roth 403(b) options. · Time for You: Generous paid vacation, personal, and sick leave to support work-life balance. · Perks & Discounts: Reduced rates on services and tickets to local attractions. · Growth & Development: Professional development programs, leadership training, and opportunities to advance your career. At The River, you will not just have a job. You will have a purpose, a platform, and a chance to leave a legacy. Purpose of the Role The HR Business Partner (HRBP) at The River is more than a policy advisor - this is a strategic seat at the table. You will partner with executives, deans, and leaders to design the workforce of the future, embed leadership standards, and accelerate transformation. This role is about: Strategic alignment - ensuring every HR practice directly supports institutional strategy, student success, and our mission to disrupt higher education. Culture shaping - coaching leaders to model behaviors of excellence, inclusivity, and accountability; ensuring our values are lived, not laminated. Leadership enablement - providing leaders with the tools, insights, and frameworks to drive performance, build trust, and deliver results. Change leadership - guiding leaders and teams through transformation with clarity, energy, and resilience. Execution at speed - rolling up your sleeves to turn bold ideas into scalable practices, policies, and programs. The purpose of this role is not just to “support” leaders - it is to help them succeed in leading people, so that The River succeeds in transforming lives. Impact You Will Make As an HRBP at The River, your impact will be visible, measurable, and lasting. You will: Elevate Leadership Impact Coach and advise leaders to strengthen decision-making, communication, and team engagement. Build leadership capability frameworks and embed them into performance, succession, and promotions. Advance Workforce Strategy Partner with leaders to design org structures, workforce plans, and staffing strategies aligned to growth. Enable workforce agility by aligning talent to the highest-priority initiatives and future skill needs. Shape a Culture of Belonging & Performance Activate our values of integrity, respect, service, growth, and community in daily practices. Drive initiatives that strengthen engagement, belonging, and accountability at every level. Accelerate Change & Transformation Translate business priorities into HR strategies that move at the speed of The River. Lead transformation projects across automation, employee experience, and service redesign. Deliver Measurable Business Outcomes Tie people strategy to key results: student outcomes, employee retention, productivity, leadership effectiveness. Use analytics and metrics to demonstrate ROI on leadership programs, engagement strategies, and workforce design. This is a role where your fingerprints will be on the future of The River - on the leaders we grow, the culture we build, and the transformation we achieve together. Key Capabilities & Mindset To thrive as an HR Business Partner at The River, you must bring both strategic capability and a builder's mindset. We are not hiring for “caretakers” of existing systems; we are seeking architects and accelerators who can both imagine and implement the future of HR. You will succeed here if you bring: Strategic Foresight Ability to anticipate workforce, cultural, and leadership needs 2-5 years ahead. Capacity to design people strategies that not only solve today's challenges but also prepare us for tomorrow. Execution Excellence Track record of turning concepts into tangible programs, policies, or systems that work at scale. Comfort with ambiguity, resourcefulness in limited-resource environments, and a drive to deliver results quickly. Influence & Relationship Mastery Ability to build trust with leaders at every level - from frontline supervisors to executives. Skilled at influencing decisions with data, storytelling, and courage to challenge the status quo when necessary. Culture & Values Leadership Deep commitment to fostering equity, inclusion, and belonging as non-negotiable aspects of leadership. Role-model behaviors of integrity, accountability, collaboration, and service. Growth Mindset & Resilience Passion for continuous learning and developing yourself as a future successor. Ability to thrive in a fast-moving, transformative environment - adapting quickly, staying resilient, and energizing others. This is a role for leaders who are builders, not just maintainers - people who wake up inspired by the chance to make HR, leadership, and culture stronger every day. What You Will Build at The River As part of The River's transformation, the HRBP will play a central role in building systems, practices, and mindsets that will outlast this decade. You will: Leadership Playbook Define and embed leadership expectations across all levels of management. Build coaching, feedback, and development systems that prepare leaders for scale and succession. Future-Ready Workforce Architecture Partner with leaders to design org structures that maximize efficiency and agility. Build workforce plans and role architectures that anticipate future skill needs. Employee Experience Framework Design and roll out initiatives that make The River a place where employees feel supported, inspired, and able to do their best work. Create shared service practices and HR support models that are modern, simple, and consistent. Change Leadership Toolkit Build tools and frameworks for leaders to navigate transformation effectively. Train leaders in how to communicate, engage, and execute through change. Data-Driven Insights & Metrics Create dashboards and scorecards that tie people strategies to measurable results. Use analytics to surface opportunities, identify risks, and guide leadership decisions. By building these systems, you will shape the DNA of The River's future workforce and ensure that HR is a driver of both institutional excellence and human impact. Measures of Success Your impact as an HR Business Partner at The River will not be measured by activity alone, but by the tangible difference you create in leadership, culture, and performance. Success in this role will be evidenced by: Leadership Effectiveness Leaders across your assigned division consistently demonstrate stronger capability, accountability, and alignment with The River's values. Leadership development plans and succession pipelines are built, activated, and yielding results within 12-24 months. Culture & Employee Experience Measurable increases in employee engagement, belonging, and retention in your division, supported by visible initiatives you design and execute. Reduced friction in HR processes - employees and leaders report higher satisfaction and speed in accessing HR services. Strategic Partnership & Influence Business leaders see you as a trusted advisor and proactive problem solver, not only a support resource. Your influence leads to stronger organizational design, better decision-making, and people strategies tied directly to outcomes. Operational & Transformation Impact New systems, processes, or programs you help design are adopted broadly, scaled effectively, and deliver measurable efficiency. Clear evidence of your ability to balance strategic vision with hands-on execution - projects move from idea to reality with speed. Data & Results Orientation You use people analytics and workforce data to diagnose issues and guide action, with improvements traceable in metrics such as turnover, promotion readiness, engagement, and performance. You set clear goals for each initiative and track progress, adapting strategies where needed to deliver results. In short: you will be successful if leaders, employees, and peers feel the difference of your impact - in their performance, in their culture, and in their future readiness. Experience & Qualifications We are seeking builders, strategists, and advisors with the following experiences and capabilities: Strategic HR Partnership 5 to 7+ years of progressive HR or people leadership experience, preferably within medium to large organizations with complex structures. Proven ability to partner with senior leaders as a trusted advisor, guiding organizational and workforce decisions. Culture & Employee Experience Demonstrated success in embedding culture, values, and leadership expectations into daily operations. Experience designing initiatives that improve employee engagement, retention, and belonging. Organizational Design & Workforce Planning Background in workforce architecture, role design, and succession planning. Ability to diagnose structural challenges and propose solutions that balance efficiency, agility, and growth. Change Leadership & Execution Experience leading or supporting major transformations - systems, processes, or cultural shifts. Comfort in environments that require building from scratch, with a track record of creating order out of ambiguity. People Analytics & Data Orientation Familiarity with HR metrics, dashboards, and data-driven decision-making. Ability to turn workforce data into actionable insights that shape leadership priorities. Preferred Backgrounds Prior experience in highly respected organizations (e.g., Fortune 500, award-winning workplaces, or industries known for HR excellence). Exposure to technology, manufacturing, services, or other sectors where innovation and people strategy intersect. Education Bachelor's degree in Human Resources, Business, Organizational Development, or related field required. Master's degree preceded or equivalent Mindset & Values Alignment Growth mindset, passion for continuous learning, and resilience to drive change in a fast-paced environment. Commitment to The River's values of service excellence, innovation, inclusion, and accountability. ClassificationStaffSupervisoryNoFLSA ExemptYesEmployment TypeRegularCompensation and Application DeadlinePay range starts at: $55,317.49 . All salary calculations start at the minimum salary and will be based on candidate's education and experience | Open until filled.

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.