Director of human resources jobs in The Hammocks, FL - 170 jobs

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

Internal Corporate Recruiter / Talent Acquisition Director Company: Palm Health Resources About Us: Palm Health Resources is a premier healthcare recruitment and staffing firm specializing in connecting top-tier medical professionals with healthcare organizations nationwide. We pride ourselves on fostering long-term relationships, delivering exceptional service, and supporting our clients' and candidates' goals. We are seeking a passionate and results-driven Talent Acquisition Director to join our growing team. This role is critical in sourcing, attracting, and hiring internal healthcare recruiting professionals. Position Summary: This Professional will focus on identifying, recruiting, and placing highly qualified healthcare sales and recruiting professionals with our organization. This role requires excellent interpersonal skills, strong sourcing skills, a deep understanding of the healthcare industry, and the ability to thrive in a fast-paced, goal-oriented environment. Strategic Recruitment & Sourcing: Develop and execute strategies to identify and attract top healthcare talent through job boards, networking, social media, networking events, referrals, and other creative channels. Build and maintain a pipeline of qualified candidates for various healthcare staffing/recruiter roles, including our various departments where we recruit physicians, advanced practice providers, and allied health professionals. Candidate Screening & Engagement: Conduct thorough screenings to assess candidates' skills, experience, and cultural fit. Foster relationships with candidates by providing clear communication, guidance, and support throughout the hiring process. Reporting to and working closely with the Director of Operations/CEO Help to conduct job fairs, marketing, networking and Branding to the Palm Health name in the community! Community Outreach ! Social Media Outreach Placement Coordination: Facilitate the interview alongside the leadership and team, selection, and helping to make a determination on candidates. Facilitate Onboarding Structure and Schedule Market Analysis & Strategy: Stay informed about trends in healthcare staffing, recruitment strategies, and market demands. Provide insights and recommendations to enhance recruitment effectiveness and address industry challenges. Monitor and report key performance metrics, such as time-to-fill, candidate engagement, and placement success rates. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent experience). Masters Preferred but not required. 5+ years of experience in recruitment, talent acquisition, or staffing, preferably within the Healthcare Locum Staffing Sector. Strong understanding of Staffing Industry Proficiency in using recruitment tools, including ATS systems, job boards, and social media platforms. Exceptional communication, negotiation, and interpersonal skills. Goal-oriented with a track record of meeting or exceeding recruitment targets. Ability to manage multiple priorities in a dynamic, fast-paced environment. Strategic Planning & Leadership Develop and implement a company-wide training and development strategy aligned with organizational goals. Identify learning needs through assessments, feedback, and collaboration with leadership. Set measurable objectives and track the effectiveness of training programs. Sit in on candidate interviews Training Program Design & Delivery Oversee, update and continuous implementation of innovative training materials using various formats (e.g., Updating Trainual, In-person, e-learning, workshops). Create Training Schedule for New Hires Ensure content aligns with best practices in adult learning and is accessible to diverse audiences. Partner with subject matter experts to deliver targeted training. Leadership Development Design and implement leadership development programs to build a pipeline of future leaders.Provide continuous coaching and mentoring to recruiters. Performance Management Support the development and implementation of performance appraisal systems. Align training initiatives with employee performance goals and career development plans. Team Management. Allocate resources effectively to ensure the successful execution of programs. Ensure compliance with industry standards, regulations, and company policies. Provide regular reports to senior management on training outcomes and ROI. What We Offer: Competitive salary with STRONG performance bonuses Comprehensive benefits package, including health insurance, retirement plans, and paid time off. Opportunities for professional growth and development. A collaborative, supportive work environment that values innovation and excellence. Palm Health Resources is an equal opportunity employer.

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

Blackstone is the world's largest alternative asset manager. We seek to create positive economic impact and long-term value for our investors, the companies we invest in, and the communities in which we work. We do this by using extraordinary people and flexible capital to help companies solve problems. Our $1.1 trillion in assets under management include investment vehicles focused on private equity, real estate, public debt and equity, infrastructure, life sciences, growth equity, opportunistic, non-investment grade credit, real assets and secondary funds, all on a global basis. Further information is available at ******************* Follow @blackstone on LinkedIn, X, and Instagram. We are seeking a highly motivated individual to join the HR-SIG team as an Assistant Vice President in the Product Management (PM) team. The PM team manages technology driven, transformational initiatives and projects across the HR-SIG organization. The successful candidate will be responsible for translating business and user needs into clear deliverables, executing on project plans, and providing change management support to drive adoption of products. The ideal candidate has strong project, change, and stakeholder management skills. Responsibilities: Partner with multiple teams on HR-related projects and process improvement initiatives across the employee lifecycle. Facilitate project meetings with product owners and other stakeholders to align on product vision, gather and document business requirements, and ensure deliverables are met within established timelines. Monitor and report on project performance against key metrics. Develop and drive change management strategies for new products, enhancements, and process changes to ensure successful adoption of deliverables. Draft communications and process manuals to support change management. Create and deliver high-quality PowerPoint presentations and reports for executive audiences, HR leadership, and internal stakeholders. Build and maintain strong, collaborative relationships with key stakeholders across Human Resources, BX Technology and Innovations, and other Blackstone teams. Provide consistent, transparent communication on project progress, challenges, and successes to stakeholders. Utilize JIRA and Confluence to manage project workflows, maintain documentation, and provide transparency across teams. Qualifications: Bachelor's degree required. 5+ years of experience in a project management and change management or Human Resources role. Knowledge of Human Resources functional areas (e.g., recruiting, talent development) and understanding of AI. Effectively manages multiple workstreams and deadlines in a dynamic environment. Proficiency in Excel, PowerPoint, and project management software (e.g., Jira, Confluence). Knowledge of Workday and ServiceNow is a plus. Strong written and verbal communication skills; conveys information clearly and concisely. Works well independently and as part of a team. The duties and responsibilities described here are not exhaustive and additional assignments, duties, or responsibilities may be required of this position. Assignments, duties, and responsibilities may be changed at any time, with or without notice, by Blackstone in its sole discretion. Expected annual base salary range: $125,000 - $165,000 Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications and job location. For roles located outside of the US, please disregard the posted salary bands as these roles will follow a separate compensation process based on local market comparables. Additional compensation and benefits offered in connection with the role consist of comprehensive health benefits, including but not limited to medical, dental, vision, and FSA benefits; paid time off; life insurance; 401(k) plan; and discretionary bonuses. Certain employees may also be eligible for equity and other incentive compensation at Blackstone's sole discretion. Blackstone is committed to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity or expression, disability, genetic predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other class or status in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including but not limited to hiring, placement, promotion, termination, transfer, leave of absence, compensation, and training. All Blackstone employees, including but not limited to recruiting personnel and hiring managers, are required to abide by this policy. If you need a reasonable accommodation to complete your application, please contact Human Resources at ************ (US), +44 (0)20 7451 4000 (EMEA) or +852 3656 8600 (APAC). Depending on the position, you may be required to obtain certain securities licenses if you are in a client facing role and/or if you are engaged in the following: Attending client meetings where you are discussing Blackstone products and/or and client questions; Marketing Blackstone funds to new or existing clients; Supervising or training securities licensed employees; Structuring or creating Blackstone funds/products; and Advising on marketing plans prepared by a sales team or developing and/or contributing information for marketing materials. Note: The above list is not the exhaustive list of activities requiring securities licenses and there may be roles that require review on a case-by-case basis. Please speak with your Blackstone Recruiting contact with any questions. To submit your application please complete the form below. Fields marked with a red asterisk * must be completed to be considered for employment (although some can be answered "prefer not to say"). Failure to provide this information may compromise the follow-up of your application. When you have finished click Submit at the bottom of this form.

A large healthcare company is seeking a VP of HR to oversee all day-to-day HR operations and strategy. This role reports directly to the CEO and will lead the HR function across the organization. Responsibilities Include: Overseeing all HR operations and strategy Managing recruitment, onboarding, and retention processes Leading performance management and employee relations Developing and implementing HR policies and procedures Advising leadership and reporting directly to the CEO Ensuring compliance with employment laws and regulations Ideal Qualifications: Senior-level HR leadership experience Experience in healthcare or complex organizations preferred Strong leadership and strategic thinking skills Excellent communication and interpersonal skills Ability to operate at both strategic and hands-on levels Salary: $150k/Year To apply, please send your resume to *******************

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

Human Resources Director The Human Resources (HR) Director will lead and oversee all aspects of human resources strategy, operations, compliance, and culture development across the organization. This leader will drive recruitment, training, HR systems, employee relations, performance excellence, compliance, and culture alignment to biblical values and the churchs mission. Responsible for cultivating a ministry-focused, high-performance culture, the HR Director ensures the church attracts, develops, and retains exceptional talent who exemplify Christ-centered character and servant leadership. Essential Duties and Responsibilities Build and execute a recruitment strategy to attract spiritually aligned, mission-driven, and high-performing talent. Oversee job descriptions and hiring processes across ministries and departments. Lead onboarding and assimilation processes to ensure cultural integration and clarity of mission and values Ensure compliance with federal, state, and local labor laws and church-specific employment considerations (e.g., housing allowances, clergy classifications). Oversee compensation structure, benefits, payroll coordination, and rewards programs aligned with nonprofit best practices and stewardship principles. Implement and manage HRMS and HR technology, applicant tracking, and data-driven reporting. Conduct periodic market compensation reviews and maintain competitive salary structures within ministry context. Assists with the development of employee policies and procedures and ensures that proper compliance. Oversee risk management practices related to employment and stay aware of regulatory changes affecting ministry organizations. Maintain personnel records, legal documentation, and HR policies and prepares reports as needed. Partner with Pastoral leadership to support spiritual formation initiatives for staff. Lead restorative practices and mediation rooted in grace, truth, and reconciliation as needed. Lead and monitor church-wide performance review initiative, goal setting, and accountability. Oversee professional development, leadership training, and succession planning initiatives. Local, national and international travel may be required Other duties may be assigned Professional Qualifications Exceptional interpersonal & organizational skills Strong analytical and strategic thinking skills Confidentiality, discretion & professional ethics Change management & problem-solving Model strong verbal and written communication skills, fostering clarity, unity, and effective collaboration across all organizational levels. High emotional intelligence & conflict resolution skills Fully bilingual: English and Spanish Education and/or Experience Requirements Bachelors degree required; Masters in HR, Organizational Leadership, or related field preferred. 7+ years HR leadership experience, preferably in ministry, nonprofit, or corporate environments. PHR or SPHR certification Strong knowledge of employment law, HR compliance, clergy and ministry employment guidelines preferred. Spiritual Qualifications Uncompromised commitment to KJMs vision, values, core beliefs and statement of faith. Agree to be an active participant in King Jesus International Ministry. Be a born-again Christian who conducts affairs in accordance with the Bible and maintains a lifestyle consistent with the Scriptures. Understand that in this role, they are a critical part of KJMs mission to bring the supernatural power of God to this generation, and that part of their responsibilities as a church employee includes being considered a spiritual leader in the church.

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

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

Job Description HR Manager Reports to: CEO About Neon Flux: Neon Flux is a brand accelerator and incubator focused on data, technology and consumer-facing concepts. Our incubation arm builds innovative new ventures across industries, including healthcare, B2B software, AI, and consumer products. Our data-first brand accelerator grows existing brands into market leaders. We help our portfolio brands design for the future while evolving their existing businesses with our team's winning combination of expert media buying, creative, and talent. We specialize in explosive growth, regardless of industry. As a company, we believe in honesty, relentless execution, future-oriented thinking, entrepreneurial innovation, and a sense of humor. We have a lively, high-energy office culture with a strong sense of camaraderie that prioritizes both hard work and fun. We are seeking an experienced, versatile, and positive HR Manager to lead our HR efforts. This includes fostering our workplace culture and aligning our people with both our strategy and organizational goals. Job Summary: As HR Manager at Neon Flux, you will be responsible for overseeing recruitment processes, managing employee onboarding and offboarding, developing and implementing HR policies, leading culture initiatives, and ensuring compliance with labor laws and regulations. You will play a critical role in shaping company culture, enhancing employee satisfaction, and addressing employee concerns with empathy and professionalism. This role reports to the CEO, and will collaborate closely with executive leadership as well as department heads to cultivate a high-performance workforce. This is hybrid position; our expectation is that the right candidate will be in-office at our Miami headquarters 2-4 days per week. Requirements About you: Proactive problem-solver with a passion for people development Excellent communication and interpersonal skills Highly organized and reliable with consistent attention to detail Polished and welcoming demeanor; ability to represent Neon Flux as both the first touchpoint for a potential new employee and welcoming clients and investors to our Miami office Able to handle sensitive and confidential information with discretion Excited to help build a dynamic, casual startup culture in a fast-paced environment that prioritizes both performance and fun Qualifications: 2-5 years of experience in both recruiting and HR related positions; experience working in a startup environment preferred Proven experience in recruitment and selection processes Strong knowledge of employment laws and compliance regulations Experience with Rippling software required PHR or SHRM certification is a plus Bachelor's in business, marketing, legal, human resources, or related preferred Responsibilities: HR: PTO, payroll, health, and other benefits management Employee handbook management Onboarding/offboarding - Employee equipment, exit interviews, etc. Coordinating out of State hires (taxes, compliance) with finance. Planning, mediating, filing performance reviews with Dept Heads Handling open enrollment. Recruiting: Developing and implementing recruitment practice SOPs Managing candidate journey, from sourcing through interviewing, scheduling, the offer stage, and onboarding Establishing attrition reduction processes Filling job requisitions not limited to accounting, finance, creative, marketing and operations Managing relationships with 3rd party recruitment agencies when necessary Running full cycle recruiting from sourcing to close Managing offshore recruiting coordinator to facilitate international hiring processes People Operations: Develop & implement culture initiatives Contribute to people operations initiatives, including occasional event planning, travel and other various tasks when needed Office Management: Receive and host visitors in the Neon Flux office, alongside our team Coordinate logistics to maintain our office space, including coordinating and accepting deliveries, monitoring stock of office supplies, coordinating our office cleaning service, and sorting and forwarding mail Benefits Unlimited PTO Health insurance Professional development reimbursement Wellness reimbursement Opportunity to grow with an amazing team!

Lead a hospital -based HR team driving talent, engagement, and compliance for a high -impact clinical environment. As HR Manager, you'll be the on -site people leader and business partner to department heads, owning end -to -end talent strategies, employee relations, and HR operations-while safeguarding PHI/HIPAA compliance. What you'll do People Strategy & Business Partnership: Advise leaders on workforce planning, org design, performance, and engagement; coach managers on feedback, development, and accountability. Talent Acquisition & Onboarding: Oversee req approvals, postings, screening, interview calibration, offers, and pre -employment clearances (physicals, education, licenses); ensure consistent, timely new -hire onboarding and orientation. Employee Relations & Labor Support: Lead investigations, corrective action, and documentation; partner on labor -relations matters and maintain confidential case files. Compliance & Risk: Enforce policies, credentials, and licensure tracking; maintain secure HRIS/ATS records; ensure adherence to PHI/HIPAA, EEO, and employment law. HR Operations: Own data accuracy, vacancy reporting, headcount metrics, recall list checks, and audit readiness; optimize HR processes and SOPs. Culture & DEI: Champion service excellence and CARE values; run recognition, retention, and inclusion initiatives. Change & Projects: Manage HR projects (hiring events, university partnerships, campaigns) and continuous improvement workstreams. Exit & Lifecycle: Conduct exit interviews, analyze trends, and recommend action plans to reduce turnover. Must -haves Education: High school diploma or equivalent required; Bachelor's preferred (HR, Business, or related). Experience: 3-5+ years progressive HR (generalist/ER/recruiting) in fast -paced settings; healthcare strongly preferred. Skills: Strong ER/investigation skills, coaching ability, policy application, and judgement; excellent written/verbal communication. Tech: Proficient with HRIS/ATS and spreadsheets; comfortable building reports and dashboards. Work style: Organized, deadline -driven, calm under pressure; able to manage competing priorities. On -site role with occasional PPE use in hospital areas; sit/stand/walk as needed; lift up to 20 lbs. MediClear (or equivalent HIPAA credential) is required. Nice to have SHRM -CP/PHR (or higher), healthcare HR experience, union/labor -relations exposure. Bilingual (English/Spanish/Creole) a plus for South Florida patient/staff populations.

Analytic Partners is a global leader in commercial measurement and optimization, turning data into expertise for the world's largest brands for almost 25 years. With clients in 50+ countries and global offices across New York City, Miami, Dallas, Dublin, London, Paris, Singapore, Shanghai, Munich, Sydney, Melbourne, Charlottesville and Denver, we're growing fast. And we're looking for top talent to join us in shaping the future of analytics. To learn more about what we do, visit analyticpartners.com - and see why we're recognized as a Leader in the industry by independent research firms Forrester and Gartner.What you'll be doing: Lead the scaling and ongoing management of HR services and operational delivery models Design, implement, and continuously improve HR operational processes and workflows across the employee lifecycle Serve as a central owner for HR operations execution, ensuring consistency, efficiency, and a strong employee experience Apply strong project management discipline to HR initiatives, bringing structure, timelines, and accountability to workstreams Partner closely with HR Business Partners, COE leaders, and business stakeholders to design practical, scalable solutions Support workforce planning and workforce analytics efforts in partnership with HR and Finance leaders Own the end-to-end employee engagement survey process, including administration, communications, reporting, and action planning with leaders Contribute to global HR strategy initiatives, including the potential design and implementation of a global HR service center Act as a key business partner with a customer-centric mindset, balancing operational rigor with employee and leader experience Provide strategic input on HRIS usage, deployment, and long-term roadmap, including evaluation of future system enhancements or replacements What we look for in you: Demonstrated experience in HR operations, HR services, or people operations roles Strong project management capability, with a proven ability to bring structure and execution discipline to complex initiatives Experience designing or scaling HR processes and services in growing or global organizations Global HR experience, including exposure to markets outside the US Strong communication and stakeholder management skills, with a consultative, business-partnering mindset Ability to think end-to-end about HR service delivery and employee experience Working knowledge of HRIS platforms (e.g., Rippling, Workday, UKG, SuccessFactors, or similar), with a strategic-not purely technical-orientation Comfort using data and analytics to inform operational decisions and improvements BA/BS required; advanced HR, operations, or project management certifications a plus Our differentiator is - Our People! We hire the brightest talent and develop them into leaders. We foster a culture of PEOPLE, PASSION and GROWTH. People: We value our people, customers, and partners Passion: We love what we do Growth: Unlimited growth means unlimited potential AP is a customer-focused, team-oriented organization where innovation and results are rewarded, and individuals can chart the course of their own careers. As a woman founded and led company, this has meant supporting a meritocracy where everyone has opportunities to achieve their best and ensure we foster an environment of diversity, equity, and inclusion. In practice this means we will not only work to recruit a diverse workforce, but also maximize the full potential of all of our people. You can read more about our commitment to DEIHere Additionally, Analytic Partners participates in the E-Verify program in certain locations, as required by law. #LI-Hybrid

Job Description Office Manager / HR Manager - Drive Efficiency & Culture at L7 Solutions! L7 Solutions, a leading IT and cybersecurity company, is seeking a versatile Office Manager / HR Manager to oversee daily operations and support our growing team. In this role, you'll manage office administration, streamline HR processes, and help foster a high-performance workplace culture. ✔ Competitive Salary + Growth Opportunities ✔ Key Leadership Role in a Thriving IT Company ✔ Impactful Work in a Fast-Paced Environment If you're a proactive, detail-oriented professional with a passion for people and operations, apply today! Office Manager / HR Manager Responsibilities As an Office Manager / HR Manager at L7 Solutions, you will play a crucial role in ensuring smooth office operations while managing human resources functions to support a high-performance workplace. Your responsibilities will include: Office Management Responsibilities: Oversee daily office operations to ensure efficiency and productivity. Manage office supplies, equipment, and vendor relationships. Coordinate meetings, travel arrangements, and company events. Maintain office security, IT coordination, and facility management. Develop and enforce office policies and procedures to streamline operations. HR Management Responsibilities: Oversee the recruitment process, from job postings to onboarding new hires. Manage employee records, benefits administration, and compliance with labor laws. Develop and implement HR policies and procedures to support company culture. Serve as a point of contact for employee relations, conflict resolution, and performance management. Support training and development initiatives to foster employee growth. Handle payroll processing, time tracking, and attendance management. Key Skills & Qualifications: Strong organizational and multitasking abilities. Experience in office management and human resources functions. Excellent communication and interpersonal skills. Ability to work in a fast-paced, dynamic environment. Knowledge of HR software and office management tools. This role is ideal for a proactive, detail-oriented professional who thrives in a leadership position and enjoys balancing administrative efficiency with a people-focused approach. Benefits: 401K with company match Mobile phone reimbursement Competitive salary based on experience and qualifications Health, vision, and dental benefits included Mileage reimbursement Performance-based incentives Generous bonus levels Full on the job training & support Fun working environment and culture Great opportunity for advancement PTO Join L7 Solutions and be a part of a dynamic team that values innovation, client satisfaction, and professional growth. Apply now and lead our team to new heights! Powered by JazzHR XbtaFTR4LD

Thank you for considering RegisHR, a Florida Sun Sentinel “Best Places to Work” award winner and leading PEO headquartered in Florida! Our team partners with businesses to simplify HR-provide support with payroll, benefits, HR compliance, and employee relations-so they can focus on growing their business. We are seeking an experienced Human Resources Manager to serve as a strategic partner to our client companies, providing high-level HR leadership, compliance oversight, and workforce strategy support. This is a hybrid position which offers remote and on-site responsibilities. The ideal candidate will have a strong background in HR management, with a focus on building effective people strategies, supporting organizational goals, and ensuring compliance with all employment regulations. Essential Duties and Responsibilities include the following. Other duties may be assigned. Serve as a trusted HR advisor to client leadership, offering strategic guidance on organizational structure, talent management, workforce planning, and employee engagement. Lead compliance efforts by interpreting and advising on employment laws and regulations (FLSA, FMLA, ADA, etc.), ensuring clients maintain legally compliant HR practices. Oversee complex employee relations issues, including investigations, performance management, corrective action, terminations, and workplace safety concerns. Collaborate with internal payroll and benefits teams to oversee accurate and timely execution of payroll processes and benefits administration for client organizations. Advise clients on total rewards strategy, including compensation benchmarking, employee benefit program selection, and open enrollment processes. Develop and implement best-in-class HR policies and systems related to performance management, employee development, and personnel records compliance.. Design and deliver workforce training programs to support leadership development, compliance training, and employee engagement initiatives. Act as a key liaison between clients and internal departments (Sales, Operations, Payroll, Benefits) to ensure an exceptional client experience. Education and/or Experience Bachelor's Degree 10 years Human Resources experience working in any industry -or- a minimum of 3 years Human Resources experience working for a PEO Fluent in English & Spanish Note: This description indicates, in general terms, the type and level of work performed and responsibilities held by the team member(s). Duties described are not to be interpreted as being all-inclusive or specific to any individual team member. No Third Party Agencies or Submissions Will Be Accepted. Our company is committed to creating a diverse environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. DFWP Opportunities posted here do not create any implied or express employment contract between you and our company / our clients and can be changed at our discretion and / or the discretion of our clients. Any and all information may change without notice. We reserve the right to solely determine applicant suitability. By your submission you agree to all terms herein.

SR. Human Resources Manager The Florida Business Unit is seeking a Senior Human Resources Manager to join the management team in Deerfield Beach, FL. This role serves as a strategic partner to senior leadership, driving people strategies aligned with business objectives and providing comprehensive HR support. The position is integral to both the Florida HR team and the broader Titan America HR organization. Duties will include, but not be limited to, management coaching and guidance, employee development, recruitment and selection, organizational design and development, training, performance management and employee relations. The ideal candidate will possess a willingness to understand the business and offer diverse HR background that can create and guide the people strategies. The position will be based in Deerfield Beach, FL and will report to the Human Resources Director for the Florida Business Unit. Responsibilities * Serve as an active management team member and strategic advisor to senior leaders in Concrete Products and Supply Chain. * Deliver HR expertise in employee development, recruitment, compensation and benefits, organizational development, performance management, and employee relations. * Oversee hiring, disciplinary actions, terminations, exit interviews, performance measurement, and compensation decisions. * Collaborate with safety and legal teams to maintain a safe work environment. * Advise on employee development, organizational structure, and performance issues. * Support skill assessments, performance reviews, and development planning. * Prepare and submit regulatory reports, including state unemployment compensation. * Remain current on HR laws, regulations, and best practices. Qualifications * Education: Bachelor's degree in Business, Organizational Development, Human Resources, or related field required; Master's degree preferred. * Experience: Minimum 15 years of HR generalist experience; Manufacturing experience preferred; call center experience a plus. * Expertise: Proven ability to develop and implement HR strategies aligned with business goals. * Leadership: Strong management coaching and advisory skills. Demonstrated ability to effectively lead teams of 10-12 decentralized employees across multiple geographic locations. * Communication: Excellent interpersonal and communication abilities. * Adaptability: Ability to navigate changing laws, requirements, and HR practices. Success begins with hiring the right people to partner with us as we grow and develop our businesses. People are central to everything we do. It is through their efforts and talents that Titan has been successful for over 100 years. Learn more about us at ********************* Titan America is committed to providing Equal Employment Opportunity (EEO) to all qualified persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a Disabled Veteran, Three‐Year Recently Separated Veteran, Armed Forces Service Medal Veteran, Active Duty Wartime or Campaign Badge Veteran, or other protected status.

SR. Human Resources Manager The Florida Business Unit is seeking a Senior Human Resources Manager to join the management team in Deerfield Beach, FL. This role serves as a strategic partner to senior leadership, driving people strategies aligned with business objectives and providing comprehensive HR support. The position is integral to both the Florida HR team and the broader Titan America HR organization. Duties will include, but not be limited to, management coaching and guidance, employee development, recruitment and selection, organizational design and development, training, performance management and employee relations. The ideal candidate will possess a willingness to understand the business and offer diverse HR background that can create and guide the people strategies. The position will be based in Deerfield Beach, FL and will report to the Human Resources Director for the Florida Business Unit. Responsibilities Serve as an active management team member and strategic advisor to senior leaders in Concrete Products and Supply Chain. Deliver HR expertise in employee development, recruitment, compensation and benefits, organizational development, performance management, and employee relations. Oversee hiring, disciplinary actions, terminations, exit interviews, performance measurement, and compensation decisions. Collaborate with safety and legal teams to maintain a safe work environment. Advise on employee development, organizational structure, and performance issues. Support skill assessments, performance reviews, and development planning. Prepare and submit regulatory reports, including state unemployment compensation. Remain current on HR laws, regulations, and best practices. Qualifications Education: Bachelor's degree in Business, Organizational Development, Human Resources, or related field required; Master's degree preferred. Experience: Minimum 15 years of HR generalist experience; Manufacturing experience preferred; call center experience a plus. Expertise: Proven ability to develop and implement HR strategies aligned with business goals. Leadership: Strong management coaching and advisory skills. Demonstrated ability to effectively lead teams of 10-12 decentralized employees across multiple geographic locations. Communication: Excellent interpersonal and communication abilities. Adaptability: Ability to navigate changing laws, requirements, and HR practices. Success begins with hiring the right people to partner with us as we grow and develop our businesses. People are central to everything we do. It is through their efforts and talents that Titan has been successful for over 100 years. Learn more about us at ********************* Titan America is committed to providing Equal Employment Opportunity (EEO) to all qualified persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a Disabled Veteran, Three‐Year Recently Separated Veteran, Armed Forces Service Medal Veteran, Active Duty Wartime or Campaign Badge Veteran, or other protected status.

Here at Griffin Resources we very excited to expand through natural growth. We are an organizational development consulting firm specializing in all areas of human resources and business development for small to mid-size companies. These areas of business help provide a strong foundation for companies while supporting the needs for their employees. The Human Resources Manager will be a dedicated fractional resource for long term assignments for multiple clients. As a fractional resource, you will infiltrate the client company as their own and operate as an inside HR Manager for the length of the assignment. This team member will be a part of a fast-growing consulting firm with room for job expansion and enrichment. This is a part-time, on-site position located in St Petersburg, FL. Starting pay is $17-19/hour. Performance Expectations: Delivers HR Services and makes recommendations to clients regarding benefits, compensation, employee relations, training and development, and information systems. Manages client activities and on-site visits to create and develop strong business relationships, retain clients, ensure quality service, and build revenue. Informs and educates clients about HR policies, procedures, performance management, recruitment, and employee relations issues. Works with HR Director to develop appropriate strategies for clients regarding employee relations, disciplinary action, operations, and performance issues. Assists clients with resolution of employee issues pertaining to leaves of absence, workers' compensation, and disability accommodations Responds to benefits inquiries from managers and employees on plan provisions, benefits enrollments, status changes and other general inquiries. Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings. Processes payroll transactions including salaries, benefits, garnishments, taxes, and other deductions; ensures accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates. Develops and maintains working knowledge of all HR Services. Creates and edits client handbooks, policies and supporting documentation timely. Promotes HR Services products and services to fulfill ongoing client requests. Gathers and maintains client service data in client information systems. Recommends, coordinates, and delivers training for clients and their employees. Delivers presentations that meet high-quality standards. Maintains knowledge of trends and changes in Human Resources legislation, and conveys local, state, and federal laws to clients to maintain compliance. Understands details of benefit and insurance plans related to the PEO co-employer relationship. Advises the client on issues regarding Section 125, healthcare, and retirement plans with assistance from other areas within the HRS division. Be personally accountable and deliver on commitments.

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

We are Lennar Lennar is one of the nation's leading homebuilders, dedicated to making an impact and creating an extraordinary experience for their Homeowners, Communities, and Associates by building quality homes and providing exceptional customer service, giving back to the communities in which we work and live in, and fostering a culture of opportunity and growth for our Associates throughout their career. Lennar has been recognized as a Fortune 500 company and consistently ranked among the top homebuilders in the United States. A Career that Empowers You to Build Your Future Reporting to the Director, HR Process Excellence, the Manager, HR Process Excellence is focused on learning the HR mission end to end and provide ways to change for the better. This role will support aligned COEs and analyze aspects of the COEs processes and operations and will provide analysis of the current operating environment and identify areas for improvement. The Manager, HR Process Excellence will build, re-engineer, and improve processes across functional dependencies. This is a critical role that will lead, inspect, and design long-term solutions for the organization. Your Responsibilities on the Team Establishes and monitors key performance indicators for all processes, identifies trends, root causes, and forecasts to ensure operations are on track to obtaining goals. Analyzes data from various sources (internal systems, feedback from key stakeholders, and customers and proposes remedial action based on findings. Drives improvement and enforcement initiatives via smart workflows to secure operations excellence of HR processes, including tech (e.g. automation) and non-tech (e.g. training) solutions. Guides discussions and workshops with stakeholders to refine the definition of success and identify current frustration. Elicits business requirements using combined methods of interviews, document analysis, workshops, and workflow analysis to express the desired outcomes. Plans and delivers smart workstreams using project management methodology to ensure intended outcomes are achieved. Develops and delivers multi-mode communications that convey a clear understanding to different audiences. Keeps audiences informed in a concise and professional manner. Regularly performs quality audits to ensure processes are running as designed, and to further continuous improvement. Researches, analyzes, and prepares quarterly reports on HR trends, new HR project suggestions and current program goals and progress. Serves as a coach and mentor for other positions in the department. Additional duties as assigned. Your Toolbox Bachelor's degree in Business Management, Industrial Engineering, Quality Management, or another related field. 6+ years of experience within process improvement development, implementation, and execution. Successfully led end-to-end process improvement projects, from identifying improvement opportunities, implementing solutions, and measuring results. Proven ability to coordinate and lead cross functional workgroups. Experience working with ambiguous data from different sources to identify trends, discover root causes, and justify improvement opportunities. Seeks to resolve ambiguity and make progress; seeks guidance on how to adapt to changes; responds with composure and effectiveness. Experience influencing stakeholders across levels in dynamic organizations on long-term solutions. Advanced proficiency in written verbal English. Knowledge of Lean Six Sigma methodologies preferred. Ability to use process mapping tools (e.g. Visio, Lucid, Miro) preferred. HR Operations experience preferred. Experience with HRMS and HR Case Management Software (Workday & ServiceNow HRSD, preferred) Strong proficiency with Microsoft Office Suite Demonstrated ability to communicate effectively with internal and external stakeholders. Results-orientated and takes ownership of tasks through completion. Ability to work independently and collaboratively to accomplish assignments with minimal supervision. Strong written and verbal communication skills. Physical & Office/Site Presence Requirements: This is primarily a sedentary office position which requires the incumbent to have the ability to operate computer equipment, speak, hear, bend, stoop, reach, lift, and move and carry up to 25 lbs. Finger dexterity is necessary. This description outlines the basic responsibilities and requirements for the position noted. This is not a comprehensive listing of all job duties of the Associates. Duties, responsibilities and activities may change at any time with or without notice. Lennar is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. Life at Lennar At Lennar, we are committed to fostering a supportive and enriching environment for our Associates, offering a comprehensive array of benefits designed to enhance their well-being and professional growth. Our Associates have access to robust health insurance plans, including Medical, Dental, and Vision coverage, ensuring their health needs are well taken care of. Our 401(k) Retirement Plan, complete with a $1 for $1 Company Match up to 5%, helps secure their financial future, while Paid Parental Leave and an Associate Assistance Plan provide essential support during life's critical moments. To further support our Associates, we provide an Education Assistance Program and up to $30,000 in Adoption Assistance, underscoring our commitment to their diverse needs and aspirations. From the moment of hire, they can enjoy up to three weeks of vacation annually, alongside generous Holiday, Sick Leave, and Personal Day policies. Additionally, we offer a New Hire Referral Bonus Program, significant Home Purchase Discounts, and unique opportunities such as the Everyone's Included Day. At Lennar, we believe in investing in our Associates, empowering them to thrive both personally and professionally. Lennar Associates will have access to these benefits as outlined by Lennar's policies and applicable plan terms. Visit Lennartotalrewards.com to view our suite of benefits. Join the fun and follow us on social media to see what's happening at our company, and don't forget to connect with us on Lennar: Overview | LinkedIn for the latest job opportunities. Lennar is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.