Director of human resources jobs in Tampa, FL - 124 jobs

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

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

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

About Us When you work at Chugach Government Solutions (CGS), you join a proud legacy of supporting missions while sustaining culture. The federal division of Chugach Alaska Corporation, CGS has been supporting critical missions as a government contractor for over 25 years. Our focus is to support facility maintenance, IT/technical services, construction and education. We are proud to have built, and continue to foster, an incredibly talented team spanning across the globe in hundreds of different fields - each team member proud to serve our country with first-class business services, while also making a difference for our Chugach shareholders. At CGS, empowering employees is a part of our core, and that focus is one of the ways we build and foster high-performing teams. We empower our employees through competitive compensation and benefits package, professional growth opportunities, truthful communication, and more! If you are looking for an opportunity to serve something bigger than yourself; if you want your day job to be one that creates meaningful value; if you are looking for an environment that highly values employees and respects individual differences - then Chugach Government Solutions may be the right fit for you! Job Overview Human Resource Manager: Responsible for overall personnel procedure development and implementation. Assures all matters of personnel policy and procedure dealing with employees meet current acceptable practices, and are within the guidelines of the SCA and Collective Bargaining Agreement (CBA) and/or within Federal and State rules and regulations. Responsible for the oversight and administration of Human Resources Management program including labor relations, employee relations, recruiting, hiring, compensation and benefits, affirmative action and EEO compliance, conducts training, drug/alcohol testing, personnel certification fulfillment and worker's compensation compliance. AFSO: Performs as the Assistant Facility Security Officer (FSO) as appointed by the Corporate FSO. Technical advisor to the Project Manager for all security requirements as required by the contractual requirements and as mandated by the NISPOM. Responsibilities Essential Duties & Job Duties: Human Resources: * Introduces and implements new personnel programs, policies and procedures and oversees existing ones to ensure an efficient, effective, and consistent implementation throughout the project. Acts as resource for employees regarding CBA, and/or personnel policies and procedures. * Develops and administers established recruitment procedures including job posting, notification to outside agencies, screening applicants, observing the interview and background/reference checks. Ensures all hiring procedures are in compliance with the CBA, Company and Federal and/or State laws. * Provides an orientation program for all new employees. * Overall responsibility for all personnel files including processing personnel actions (new hires, change in pay status, terminations, etc.). Ensures files are maintained according to policy and federal and state regulations. * Coordinates union, SCA (if applicable) and staff employee benefit programs by working closely with corporate office and third-party administrator(s). * Responds to official requests for information regarding legal issues from corporate office, Union, unemployment insurance claims, Short Term Disability, etc. * Initiate and maintain worker's compensation claims and compliance; works closely employee, industrial insurance company and with the site Safety Officer regarding industrial injuries. * Provides effective advice and counseling to management and employees in all matters involving employee relations including benefits, rates of pay, job classifications, enforcement, and interpretation of the CBA; placement problems; retention or release of probationary employees; transfers, demotions, and dismissals of permanent employees. * Conducts harassment investigations and works closely with the union and corporate, ensuring compliance with CBA, corporate policy, and State/Federal laws. * Chair "Hire Review Board" and "Disciplinary Review Board" ensuring compliance for hiring and disciplinary practices. * Maintains a system of s for all positions in the company. Update s as needed, conduct job studies, compose and negotiate new job descriptions and wages with the local union. * Provides for the administration of established wage and salary policies assuring compliance with CBA, state and/or federal regulations affecting classifications of pay of employees. Research and provide wage analysis for CBA negotiations. Submits requests for wage conformances or new classifications as necessary. * Administer and maintain CAC cards and/or RAPIDGate credentials for all employees. Work with Base Security to vet employees and visitors for temporary passes in order to gain Base access. * Conduct bi-annual and annual Compliance Training, e.g., FMLA, Security, Harassment, Ethics, etc. * Maintain employee certification program and ensure contractual compliance. * Implements and manages the Company's Affirmative Action plans. Assures compliance with all requirements of Executive Order 11246. Implements and monitors the Equal Employment Opportunity (EEO) plan including preparation of reports as required. * Ensure compliance with safety regulations to provide a safe and healthful work environment for Chugach employees and subcontractors. * Responsible for compliance with all environmental laws, and directives as applicable to the environmental work performed by Chugach and subcontracted personnel. * Performs other related work as assigned. AFSO: * Shall provide employees with training required by DoDM5200.01_16-1404, Volumes 1-3, DOD Information Security Program; and DoDM5220.22V2_AFMAN16VA-1406, National Industrial Security Program: Industrial Security Procedures for Government Activities. * Shall provide initial and follow-on training to contractor personnel who work in AF controlled or restricted areas. * Maintains a current listing of employees to provide to CO upon request. Updated listings shall be provided when an employee status or information changes. * Submits an up-to-date Visit Require utilizing DISS to all appropriate security agencies listing all contract personnel who require access to classified materials or areas on MAFB. * Conduct monthly clearance review for periodic clearance updates. * Provides current/updated list of all employees to Service Contracts Manager and Contracting Officer (CO), as part of contractual requirement. * Performs other related work as assigned. Job Requirements Mandatory: * Bachelor's Degree in Human Resources or related field. * Minimum five (5) years' experience working in Human Resources. * Extensive knowledge of wage and salary administration programs, labor relations, employee relations, benefits administration, and current employment law issues. * Be tactful and cooperative in dealing with others and must be discriminate in handling confidential matters. * Working knowledge of Collective Bargaining Agreement, Services Contract and Davis Bacon Act. * Knowledge of payroll and accounting systems. * Computer experience with database programs and extensive knowledge operating MS Office programs, including Excel, Word, Outlook, and PowerPoint. * Must possess excellent written and verbal communication skills. * Working knowledge of military and Department of Defense directives to comply with security requirements. * Capable of obtaining and maintaining a Secret Security Clearance. * Valid state Driver's License with acceptable driving record pertinent to the position. * Ability to successfully pass any background checks and/or drug testing required on the contract. * U.S. Citizenship. * Ability to obtain access to U.S. Government Installations through the Defense Biometric Identification System (DBIDS). REASONABLE ACCOMMODATION CGS will provide reasonable accommodations, according to applicable state and federal laws, to all qualified individuals with physical or mental disabilities. In compliance with the ADA Amendments Act (ADAAA), if you have a disability and would like to request an accommodation in order to apply for a position with Chugach Government Solutions or any if its subsidiaries, please email ******************. Equal Employment Opportunity: Chugach is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, gender, sexual orientation, gender identity or expression, age, pregnancy, disability, genetic factors, protected veteran status or other characteristics protected by law.

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

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

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

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

About Our Client Our client is Tampa-Bay area-based multi-location organization with a strong, established company culture. The role is hybrid and requires some travel to their office locations. What You'll Do In the role of Human Resources Director, you'll lead all strategic and tactical aspects of the HR function to create a meaningful employee experience. This role requires an experienced HR professional who can manage payroll operations, oversee employee relations, navigate complex leave management, and provide coaching to leaders and staff while ensuring compliance with employment regulations. Day-to-Day Responsibilities Oversee end-to-end payroll processing for all locations, ensuring accuracy, compliance, and timely resolution of payroll issues Serve as primary contact for employee relations matters including conflicts, coaching and support, investigations, and disciplinary processes Provide coaching and guidance to managers on performance management, conflict resolution, and leadership development Oversee recruitment, onboarding, and retention strategies across all locations Lead employee benefits programs, open enrollment, and serve as liaison with benefits vendors Administer all leave programs including FMLA, ADA accommodations, workers' compensation, and state-specific leave laws Ensure compliance with employment laws and maintain employment files, policies, and employee handbook Complete analysis of workforce metrics and develop HR strategies to support organization's overall strategy and goals Support M&A activities for newly acquired and integrated organizations and team members Design and implement performance evaluation systems and support performance improvement initiatives What We're Looking For Must-Haves: Bachelor's degree in Human Resources, Business Administration, or related field Minimum 7 years of progressive HR experience, with at least 3 years in a leadership role Proven hands-on experience managing payroll operations Extensive knowledge of employment law, leave management (FMLA, ADA, workers' comp), and HR compliance Demonstrated expertise in employee relations, investigations, and conflict resolution Experience with mergers, acquisitions, and organization integration Experience coaching managers and conducting leadership development Proficiency with HRIS, payroll systems, and applicant tracking systems Excellent communication, interpersonal, and problem-solving skills Ability to handle sensitive and confidential information with discretion Valid driver's license and ability to travel between locations as needed Nice-to-Haves: Master's degree in Human Resources or related field PHR, SPHR, or SHRM-CP/SHRM-SCP certification Experience in a multi-unit or multi-site organization #LI-MW1

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

Summary/Objective The Director of Human Resources is responsible for developing and executing human resource strategy in support of the overall business initiatives and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. This position leads and develops Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, safety, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. This role will be a combination of strategic leadership and hands-on execution. The Director should be energetic, forward-thinking, and a strategic visionary possessing the necessary experience and knowledge in human resources administration to promote and further the company's core values. The Director of Human Resources will be responsible for confidential and time sensitive material and must be familiar with a variety of human resources and legal concepts, practices, and procedures. This position will be responsible for all Precision Build Companies subsidiaries and certain affiliates. The Director of Human Resources will report to the CFO and work closely with all departments within the company. Essential Functions Develop and implement strategies for talent acquisition, retention, development, and succession planning to align with organizational goals. Plans, organizes and controls the activities and actions of the HR Department, develops and administers human resources plans and procedures. Directly manages two or more employees Ensure compliance with labor laws, regulations, and internal policies while establishing frameworks for employee relations, performance management, and compensation. Drive the selection, implementation, and optimization of Human Resources Information Systems (HRIS) to streamline HR processes, improve data accuracy, and enable strategic decision-making. Lead the design, implementation, and management of competitive employee benefit programs, including health insurance, retirement plans, wellness initiatives, and other offerings that attract and retain top talent. Ensures accurate maintenance, confidentiality, and retention of personnel records in accordance with legal and company requirements. Assists with organization development, coordinates management training in interviewing, hiring, terminations, promotions, performance review, safety, and other required training. Develops and implements compensation strategies and structures that align with company goals. Involved in personnel issues and responsible for advising management in appropriate resolution of employee relations issues. Lead HR integration for acquisitions, including harmonization of benefits, policies, compensation structures, and culture. Support due diligence efforts related to human capital, benefits, labor risk, and compliance. Performs other duties as assigned Required Competencies Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Ability to exercise sound judgment and discretion in sensitive and confidential matters. Work Environment Professional office environment. This position requires competency in using standard office equipment and software such as Microsoft Word and Excel. Familiarity with payroll and other HRIS systems required. Classification/Expected Hours of Employment This position is a full-time position and is exempt from minimum wage and overtime pay requirements under federal and all applicable state or local laws. There will be travel needed to build relationships with teams and outside stakeholders. Required Education and Experience A BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred. A minimum of 10 years of HR experience Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development. Knowledge of human resources practices, policies, and regulations. Intermediate computer and software skills required. Proficiency in Microsoft Excel, PowerPoint, and Word Experience with union labor relations (preferred) Disclaimer This job description is not intended to be a comprehensive list of the duties and responsibilities of the position, and the duties and responsibilities may change without notice. The Company is an Equal Opportunity Employer and complies with all applicable federal, state, and local employment laws. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.

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

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

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

Salary: $60,000 to $65,000 This is a professional and strategic job responsible for aligning organizational objectives with employees and management in designated functions or departments. The Human Resources Benefits & Retirement Partner (HRP) serves as a consultant to management on benefits and retirement related issues. The incumbent in this job will act as an employee champion, organization advocate and a change agent. The HRP assesses and anticipates Benefits & Retirement related needs in the organization or within specific business units and proactively works with the departments to develop integrated solutions. The HRP has a wide range of HR knowledge to formulate the appropriate partnerships across Benefits & Retirement and other HR functions to deliver value-added global solutions to management. The HRP has excellent data collection, reconciliation and analytical skills. The HRP maintains an effective level of business literacy about the department's and the Benefits & Retirement unit's objectives, financial position, its strategic plans, and its culture. This position does not have direct reports but it does serve as a mentor, coach and lead to the Benefits and Retirement Team. Duties and Responsibilities Note: The following duties are illustrative and not exhaustive. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Depending on assigned area of responsibility, incumbents in the position may perform one or more of the activities described below. * Builds relationships with departments with a mutual focus of achieving the department's business objectives. Utilize professional consulting skills to diagnose systemic problems and make recommended solutions which are adopted in the resolution of the problem or issue. Works with departments to proactively provide recommendations in all aspects of benefits and retirement, Total Rewards and Talent Solutions to facilitate the achievement of their business objectives. * Identifies and collects metrics of benefits and retirement data to analyze trends and, working in partnership with other HR functions, collaborates to develop programs, procedures or solutions to improve department effectiveness. * Acts as the subject matter expert within Benefits & Retirement functions and understands cause and effect implications of each situation into other HR areas. Works in cross-functional collaboration to provide departments with proactive and comprehensive recommendations to effectively address complex issues and use the value of the County's Benefits & Retirement to address subjects such as, but not limited to, low occupancy rates (high turn-over/absenteeism), lack of employee engagement, an overall communication strategy, organizational continuity planning and targeted benefits and retirement education. * Monitors the operations of the Benefits & Retirement unit through quality assurance/control measures and effectiveness of outcomes. Mentors, coach, counsel, develops, and provides guidance to team members within the unit. Meets as a Partner group to monitor the achievement of department goals, identify gaps and implement solutions. * Works closely with management and employees to strategically assess situations using projection techniques and proactively assembles project teams to find the most effective and expedient way to improve work relationships, build morale, and increase productivity and retention. * Obtains supporting documentation and develops key analytical research to heighten the levels of persuasion in accomplishing goals in collaboration with Department partners. * Serves as a change agent when critical reorganizations or process changes occur to ensure a smooth transition. * Develop, prepare and conduct visual and oral educational sessions for internal and external departments on Benefits and Retirement. * Effectively communicate to employees and leaders at all levels to convey critical messages that will enhance relationships and resolve confusion and/or conflicts. * Other duties as assigned. Job Specifications * Critical Thinking: Beyond stating the obvious. Ability to analyze and engage in reflective evaluation of a facts; Understand logical connections between ideas, functions and situations; Translating facts into breakthrough strategies that show a clear connections between long-term objectives and action. * Managing Complexity: Business methodology that deals with the analysis of the intricate behavior, culture and politics pertaining to all business processes. Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems; Asks the right questions to accurately analyze situations; Acquires data from multiple and diverse sources when solving problems; Uncovers root causes to difficult problems; Evaluates pros and cons, risks and benefits of different solution options. * Communicating Effectively: Two-way process of mutual understanding. Effectively communicating both orally and in writing with audiences at every level to provide clear understanding of the actions necessary or connection to objectives; Deciphering verbal and written communications to determine the root cause and/or understanding of the underlining objectives that must be accomplished. * Business Insight: Applying knowledge of business to advance the organization's goals. Knows how the businesses work and how they make money to leverage effective strategy execution; Keeps up with current and possible future policies, practices, and trends in the organization, with the competition, and in the marketplace in which we compete; uses knowledge of business drivers and how strategies and tactics play out in the Organization guide actions. * Global Perspective: Taking a broad view when approaching issues, using a global lens. Looks toward the broadest possible view of an issue or challenge; Thinks and talks in global terms; understands the position of the organization within a global context; knows the impact of global trends on the organization * Persuasion: Using compelling facts to gain the support and commitment of others. The process of changing a person's attitude, ideas or behaviors; Convincing others to take action; Negotiating skillfully in tough situations; and wining concessions without damaging relationship. * Consulting Skills: Providing professional and objective advice to guide businesses in strategy, structure, management, operations of the business in pursuit of long-term objectives. The ability to provide expert advice in a particular field to the business working in a professional or technical field. Provides the Businesses with an outside, expert opinion regarding decisions affecting the process of the business or objective. Working Conditions and Physical Demands * The work is performed in normal office environment, and involves mostly sitting at a desk, and occasionally standing during presentations or special events. Occasionally requires travel, excluding overnight stays. May require an evening meeting and/or event attendance. * Occasionally intermittently sitting, standing, bending or stooping. Occasionally requires light lifting or carrying 25 lbs. or less. Normal office situation for seeing and hearing. Occasionally drives a vehicle. Work Category * Sedentary work - Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the employee sits most of the time, the job is rated for light work. Minimum Qualifications Required * Graduation from an accredited four-year degree granting college or university in Human Resources Management, Business Administration/ Management, Public Administration, Social Sciences or in any Behavioral Sciences. * Five years of management, supervision, or high-level project management with experience in Benefits and Retirement functions of Human Resources OR An equivalent combination of education (not less than possession of a high school diploma/GED), training and experience that would reasonably be expected to provide the job-related competencies noted above. * PHR/SPHR or a similarly recognized certification in Human Resource Management is desired, but not required * CEBS or a similarly recognized certification is desired, but not required Emergency Management Responsibilities In the event of an emergency or disaster, an employee may be required to respond promptly to duties and responsibilities as assigned by the employee's department, the County's Office of Emergency Management, or County Administration. Such assignments may be for before, during or after the emergency/disaster. Additional Job Requirements A department, depending on the nature of its mission and operations, may require that employees in all or certain positions in this job classification: * Maintain the ability to pass the background checks required for the position. These background checks may include but are not limited to: * Criminal History Background Check using Florida Department of Law Enforcement (FDLE) Criminal Justice Information Services (CJIS) * Level 1 and Level 2 Background screening (Ch. 435 Florida Statutes) * Child Abuse, Abandonment and Neglect Record Check using the State Automated Child Welfare Information System (SACWIS) * Sex Offender and Sexual Predator record check using the list maintained by the Florida Department of Law Enforcement (FDLE) * Possess the necessary job-related license(s) or certification(s) that may include possession of a Florida Driver License (Class E).

Job DescriptionCompany: Harmony United Psychiatric Care Job Title: Director of Clinical Services / Full-Time Employment / Clearwater About Us Harmony United Psychiatric Care is part of Harmony United Healthcare LLC. We are a network of outpatient mental health clinics. We provide comprehensive, full-service outpatient mental health services in Florida through in-person and virtual visits through a secure online telehealth platform. Our services include Psychiatric/Psychological Evaluations, Medication Management, Psychotherapy & Counseling, and Neuropsychological Testing Services. Our team of mental health professionals includes psychiatrists, clinical psychologists/neuropsychologists, board-certified psychiatric nurse practitioners, certified physician assistants, and licensed therapists. We care for adults, adolescents, and children aged five and above. Each patient is treated with compassion and respect at Harmony United Psychiatric Care. We strive to provide the best treatment possible through individualized care for patients' needs. Position Overview: The Director of Clinical Services is responsible for overseeing the quality and effectiveness of clinical services through the management of clinical policy development, programming, quality improvement initiatives, and staff competency assessments. This role focuses on creating and enhancing clinical programming that meets organizational goals, and patient needs while driving strategic initiatives and new service offerings to support company growth. The Director of Clinical Services collaborates closely with quality assurance, office management, and other departments to ensure the seamless functioning and delivery of clinical services. Additionally, the role involves providing direct patient care and supervising interns or fellows for up to 20 hours per week. Qualifications: Candidate must have a master's degree in psychology or counselling or social work that includes coursework for licensure by the Florida Department of Health Professions as a Licensed Mental Health Counselor / Licensed Clinical Social Worker / Licensed Marriage and Family Therapist. Candidates with Doctorate Degree in Clinical Psychology (Ph.D. or Psy.D.) will be preferred. Candidates must have a valid Florida License as a Clinical Psychologist / LCSW / LMFT / LMHC. At least 5 years of experience as a Manager or Director of Clinical Services for an outpatient mental health facility. Leadership experience with the ability to motivate and inspire a team to achieve goals. Responsibilities: Oversee the overall quality and effectiveness of clinical services by managing clinical policy development, programming, quality improvement initiatives, and staff competency assessments. Create, develop, and enhance clinical programming to meet organizational goals and patient needs. Develop, plan, and implement strategic initiatives and new service offerings to support company growth and sustainability. Collaborate closely with quality assurance, office management, and other departments to ensure seamless functioning, development, and delivery of clinical services. Provide direct patient care and supervise interns or fellows for up to 20 hours per week, offering guidance and support as needed. Compensation Package Excellent base compensation Quarterly performance bonus Benefits Health, vision, dental insurance Retirement Benefit: 401K Plan (Retirement): We will match your own 401K plan contribution to Up to 4% match of your annual compensation Paid Time Off Paid Holidays CME related expense reimbursement Group malpractice insurance Work Schedule Four 10hr shifts per week (Monday - Thursday) Offices open Monday-Thursday E-Verify Statement: HUPC participates in E-Verify. We will provide the Social Security Administration, and if necessary, the Department of Homeland Security, with information from each new employee's Form I-9 to confirm work authorization. Please note that we do not use this information to pre-screen job applicants. E-Verify Notice E-Verify Notice (Spanish) Right to Work Notice Right to Work Notice (Spanish) Drug-free policy: Harmony United Psychiatric Care enforces a comprehensive drug-free workplace policy to ensure the safety and security of our employees and visitors. We prohibit the use of illegal drugs and the unauthorized use of controlled substances on company premises or during work hours. To ensure compliance, we conduct pre-employment drug screening and random drug testing for current employees. Violations of this policy will lead to disciplinary action, including termination of employment. By applying for a job with us, candidates acknowledge their understanding of these terms and willingness to abide by our drug policy. Powered by JazzHR LHCv2qMMUU

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

Leixir is seeking a hands-on, execution-oriented Director of HR to lead HR operations across its US-based dental labs. This leader will drive HR operational excellence, ensure multi-state compliance, strengthen employee relations, manage benefits and payroll governance, and support managers with consistent HR processes. This role requires someone who is both strategic and deeply operational, with strong experience in multi-state HR, compliance, benefits, investigations, ADP/payroll systems, and daily HR management in a fast-paced, multi-site environment. Objectives of this Role Oversee, refine, and execute employee standards and procedures, improving existing HR systems and processes. Maintain and enhance employee benefits programs, including compensation structures, health insurance, PTO/vacation policies, and other personnel packages. Support recruitment efforts and prepare employees for success through structured orientation and training programs. Ensure legal compliance by monitoring federal and state HR requirements, conducting investigations, and maintaining compliant, audit-ready records. Identify and recommend improvements to HR SOPs, including organizational restructuring opportunities and morale-strengthening initiatives. Daily and Monthly Responsibilities Support departments in developing and delivering HR strategies aligned with business direction. Plan, monitor, and appraise HR activities, organize management-employee conferences, resolve grievances, and coach managers on discipline and performance matters. Maintain up-to-date HR policies and management guidelines by preparing, updating, and recommending new or revised procedures. Build strong relationships with external partners (benefits brokers, payroll providers, legal counsel) to ensure smooth HR operations. Handle confidential and sensitive matters with the highest level of discretion. Key Responsibilities1. HR Operations & Compliance Leadership Lead end-to-end HR operations across all US entities. Ensure strict compliance with federal, state, and local labor laws across multiple states. Maintain policies aligned with state-specific rules (wage/hour, PTO, meal/rest breaks, safety compliance, employee classification). Conduct HR audits and partner with legal counsel for risk mitigation. 2. Employee Relations, Investigations & Discipline Primary contact for employee relations, performance management, and corrective action. Lead investigations related to harassment, discrimination, misconduct, and policy violations. Standardize disciplinary processes across labs. Train managers on documentation standards and ER best practices. 3. Payroll, Benefits & PTO Governance Oversee payroll governance in partnership with Finance, payroll team based out of India, and ADP or equivalent payroll systems. Ensure accurate payroll inputs (new hires, FMLAs, terminations, bonuses, RIF calculations). Lead annual benefits enrollment with brokers and ensure accurate benefits administration. Manage PTO corrections, reconciliation, and communication. 4. Attendance Management & Workforce Discipline Implement consistent attendance policies across all labs. Ensure enforcement, documentation, and communication of attendance and discipline frameworks. Support lab leaders on absenteeism and scheduling challenges. 5. HR Business Partnering for US Labs Partner with Lab GMs and supervisors on workforce planning, ER issues, and day-to-day HR support. Create consistency across labs in onboarding, policies, documentation, and training. Support lab audits, quality issues, operational escalations, and staffing needs. 6. Support Critical HR Cycles Lead HR components of restructuring, RIF processes, and change management. Ensure documentation, communication protocols, and legal compliance. Support performance reviews, talent discussions, and workforce planning. 7. HR Systems, Reporting & Process Improvement Ensure accuracy and hygiene of HRIS data. Strengthen dashboards for headcount, attrition, PTO, compliance, and hiring. Enhance HR workflows, SOPs, templates, and communication standards. Optimize utilization of ADP / HRIS systems across labs. Required ExperienceEducation & Background Bachelor's degree required. Masters preferred. 8-12+ years of progressive US HR experience, including 3-5 years in an HR Manager/Director role supporting multi-site operations. Experience in healthcare, manufacturing, dental labs, medical devices, or similar environments preferred. Technical Expertise Deep knowledge of multi-state employment laws. Strong experience with ADP Workforce Now or similar HRIS/payroll platforms. Benefits administration, annual enrollment, and payroll coordination experience. Strong ER investigations and disciplinary process expertise. Skills & Leadership Attributes Hands-on, detail-oriented operator. High judgment and excellent documentation discipline. Strong partnership skills with legal, finance, and operations. Ability to coach managers and influence outcomes. Strong communication and professionalism. Thrives in fast-paced environments with competing priorities. Low-ego, high-ownership leadership style. What Success Looks Like HR operations become consistent, compliant, and well-documented across all labs. ER cases resolved promptly with strong manager partnership. Payroll, PTO, and benefits cycles run smoothly and accurately. Attendance and discipline processes standardized and predictable. State laws followed rigorously, reducing legal and HR risk. Lab leaders experience HR as a reliable, responsive strategic partner. HR shifts from reactive to proactive through strong governance and process discipline.

Summary/Objective The Director of Human Resources is responsible for developing and executing human resource strategy in support of the overall business initiatives and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. This position leads and develops Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, safety, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. This role will be a combination of strategic leadership and hands-on execution. The Director should be energetic, forward-thinking, and a strategic visionary possessing the necessary experience and knowledge in human resources administration to promote and further the company's core values. The Director of Human Resources will be responsible for confidential and time sensitive material and must be familiar with a variety of human resources and legal concepts, practices, and procedures. This position will be responsible for all Precision Build Companies subsidiaries and certain affiliates. The Director of Human Resources will report to the CFO and work closely with all departments within the company. Essential Functions Develop and implement strategies for talent acquisition, retention, development, and succession planning to align with organizational goals. Plans, organizes and controls the activities and actions of the HR Department, develops and administers human resources plans and procedures. Directly manages two or more employees Ensure compliance with labor laws, regulations, and internal policies while establishing frameworks for employee relations, performance management, and compensation. Drive the selection, implementation, and optimization of Human Resources Information Systems (HRIS) to streamline HR processes, improve data accuracy, and enable strategic decision-making. Lead the design, implementation, and management of competitive employee benefit programs, including health insurance, retirement plans, wellness initiatives, and other offerings that attract and retain top talent. Ensures accurate maintenance, confidentiality, and retention of personnel records in accordance with legal and company requirements. Assists with organization development, coordinates management training in interviewing, hiring, terminations, promotions, performance review, safety, and other required training. Develops and implements compensation strategies and structures that align with company goals. Involved in personnel issues and responsible for advising management in appropriate resolution of employee relations issues. Lead HR integration for acquisitions, including harmonization of benefits, policies, compensation structures, and culture. Support due diligence efforts related to human capital, benefits, labor risk, and compliance. Performs other duties as assigned Required Competencies Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Ability to exercise sound judgment and discretion in sensitive and confidential matters. Work Environment Professional office environment. This position requires competency in using standard office equipment and software such as Microsoft Word and Excel. Familiarity with payroll and other HRIS systems required. Classification/Expected Hours of Employment This position is a full-time position and is exempt from minimum wage and overtime pay requirements under federal and all applicable state or local laws. There will be travel needed to build relationships with teams and outside stakeholders. Required Education and Experience A BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred. A minimum of 10 years of HR experience Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development. Knowledge of human resources practices, policies, and regulations. Intermediate computer and software skills required. Proficiency in Microsoft Excel, PowerPoint, and Word Experience with union labor relations (preferred) Disclaimer This job description is not intended to be a comprehensive list of the duties and responsibilities of the position, and the duties and responsibilities may change without notice. The Company is an Equal Opportunity Employer and complies with all applicable federal, state, and local employment laws. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. Powered by JazzHR bU93qeMQvy