Director of human resources jobs in Valdosta, GA - 1,203 jobs

Below you will find the details for the position including any supplementary documentation and questions you should review before applying for the opening. To apply for the position, please click the Apply for this Job link/button. If you would like to bookmark this position for later review, click on the Bookmark link. If you would like to print a copy of this position for your records, click on the Print Preview link. Please see Special Instructions for more details. Applicant screening will begin immediately. To be fully considered, the application packet must include: 1. A cover letter detailing how the applicant's credentials and experience meet the needs, responsibilities, and qualifications stated in the posting; 2. A current resume; 3. A list of references and their contact information. Successful applicants are responsible for ensuring their eligibility to work in the United States (i.e., a citizen or national of the United States, a lawful permanent resident, or a foreign national authorized to work in the United States without need of employer sponsorship) on or before the effective date of appointment and maintaining eligibility without sponsorship throughout the appointment. Posting Details Posting Number: S14444P | Working Title: University Human Resources Chief Business Officer | Department: UHR-Human Resources | Posting Type: External | Retirement Plan: TRS or ORP | Employment Type: Employee | Employment Status: Full Time | Work Schedule: Monday-Friday, 8 a.m.-5 p.m. | Salary: Commensurate with experience | Posting Date: 11/26/2025 | Closing Date: Proposed Starting Date 02/01/2026 | Location: Athens, Georgia. Location of Vacancy: Athens Area EEO Policy Statement The University of Georgia is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, genetic information, national origin, race, religion, sex, or veteran status or other protected status. Persons needing accommodations or assistance with the accessibility of materials related to this search are encouraged to contact Central HR (*************). Minimum Qualifications Bachelor's degree in a related field or equivalent plus 12 years of professional experience to include 5 years of supervisory experience. Preferred Qualifications Master's degree in Business Administration, Finance, Accounting, Public Administration, or a related field. Minimum of 8-10 years of progressively responsible experience in financial management, preferably within higher education or a large, complex organization. Demonstrated experience with budgeting, forecasting, and financial reporting for multi‑unit or project‑based operations. Strong knowledge of accounting principles, internal controls, and fiscal compliance. Excellent analytical, interpersonal, and communication skills. Proven ability to lead and develop professional staff and to work collaboratively across diverse teams. Experience managing finances for enterprise technology projects or ERP system implementations. Familiarity with higher education financial systems and fund accounting. Position Summary The University Human Resources (UHR) Chief Business Officer (CBO) serves as the senior financial and administrative officer for UHR and the university's ERP modernization initiative. This role provides strategic leadership and operational oversight for all fiscal, budgetary, and business operations within UHR, while also managing financial planning, reporting, and resource allocation for the 3‑4 year ERP project. At the end of the ERP project, this position rolls back into UHR as a full‑time CBO overseeing day‑to‑day responsibilities and any post‑project implementation financial responsibilities. Knowledge, Skills, Abilities and/or Competencies Strategic financial management Cross‑functional collaboration Leadership and staff development Change management and adaptability Integrity and fiscal accountability Communication and stakeholder engagement Physical Demands Work in a standard office environment. Sit and work at a computer workstation for extended periods of time. Work using electronic mail, telephone, face‑to‑face discussions, paper correspondence. Lift and/or move up to 20 pounds. Duties/Responsibilities Fiscal Leadership - Human Resources Oversee all financial operations for UHR, including budget development, forecasting, and expenditure management. Develop and implement financial policies and internal controls to ensure compliance with university, state, and federal regulations. Serve as the principal advisor to the Vice President for UHR on fiscal planning, workforce budgeting, and resource utilization. Manage procurement, contract review, and financial reporting activities in collaboration with central finance, foundation, and procurement offices. Lead annual budget submissions, variance analyses, and long‑term financial modeling for UHR operations and strategic initiatives. Percentage of time: 60% Fiscal Management/Lead (limited timeline) - ERP Project Serve as the fiscal lead for the university's ERP implementation, overseeing budget formulation, monitoring, and reporting for project‑related funds. Coordinate financial planning across project workstreams (HR, Finance, EITS) to ensure alignment with institutional priorities and resource availability. Develop financial dashboards and reports for project leadership, governance committees, and executive sponsors. Manage contracts, consulting agreements, and vendor payments related to the ERP project in partnership with ERP project leadership. Provide financial risk assessments, scenario analyses, and recommendations to support informed decision‑making and project sustainability. Partner with UHR and ERP leadership to align fiscal planning with strategic goals and institutional mission. Supervise business and financial staff supporting UHR and ERP operations; foster a culture of accountability, collaboration, and continuous improvement. Ensure transparency and effective communication of financial information to stakeholders across campus. Represent UHR and the ERP project on university‑wide committees and working groups focused on budgeting, resource allocation, and process optimization. At the end of the ERP project, this position rolls back into UHR as a full‑time CBO overseeing day‑to‑day responsibilities and any post‑project implementation financial responsibilities. Percentage of time: 40% Contact Information Recruitment Contact Name: [Name] Recruitment Contact Email: [Email] Recruitment Contact Phone: [Phone] Applicant Documents Required Documents Resume/CV Cover Letter List of References with Contact Information Optional Documents Optional documents may include additional materials that support your application. #J-18808-Ljbffr

HR Director Job Type: Full-Time Reports To: COO About the Role We are seeking an experienced and strategic HR Director to lead our Human Resources function and support the growth of our organization. This role partners closely with executive leadership to drive people strategies, build a strong workplace culture, and ensure compliance with employment laws and best practices. This position requires 5 days per week in office. What You'll Do Lead and execute HR strategies aligned with organizational goals Serve as a trusted advisor to leadership on workforce planning, employee engagement, and organizational development Oversee recruitment, onboarding, performance management, and succession planning Promote a positive, inclusive, and compliant workplace culture Manage employee relations, including conflict resolution and investigations Oversee compensation, benefits, and incentive programs to ensure competitiveness and equity Ensure compliance with federal, state, and local employment laws Maintain HR policies, procedures, and employee handbook Lead, mentor, and develop the HR team Manage HR systems, reporting, and departmental budget What We're Looking For Bachelor's degree in Human Resources, Business Administration, or related field 4-7+ years of progressive HR experience, including leadership roles Strong knowledge of employment law and HR best practices Proven ability to partner with executive leadership Excellent communication, leadership, and problem-solving skills High level of integrity and ability to handle confidential information Preferred Qualifications SHRM-SCP, SPHR, or equivalent certification Experience leading HR in a growing or changing organization Why Join Us Competitive salary and benefits package Opportunity to make a meaningful impact at the leadership level Collaborative and supportive work environment Commitment to employee development and growth

We are seeking an experienced Director of People Operations (HR Director) to lead the on-site People & Culture department for a breathtaking Florida resort where exceptional service meets natural splendor. Guests can enjoy a variety of luxury lodging options, golf, and world-class dining, all within minutes of the country's best attractions! You'll help shape and further the culture and work environment for a world-class resort property with potential advancement as the brand expands. Base Salary: $130,000 - $140,000 (commensurate with experience) + 15% bonus, comprehensive health benefits, 401k w/match, generous PTO, and much more! Requirements: Bachelor's degree or equivalent HR management experience 5+ years of Director-level HR leadership Professional HR certification preferred Superior communication and relationship-building capabilities Experience with culture building and implementing diversity, inclusion and equity programs Responsibilities: Champion the People & Culture brand, reinforcing a culture of togetherness, accountability, and engagement Support legal compliance, monitor liabilities, and establish council relationships Partner with leaders to forecast staffing needs, support workforce planning, and improve talent pipelines Support and enhance leadership training and development initiatives aligned with luxury service standards Collaborate on onboarding, orientation, and ongoing learning programs that elevate the Team Member experience Support culture-building initiatives that position the organization as one of the best places to work in the region by conducting opinion culture surveys and action planning If this Director of People Operations looks like the next move for your career, please apply today! *Only qualified applicants will receive a direct response to inquiry

This is a full-time, on-site position based in Athens, Georgia. The work schedule is Monday‑Friday, 8 a.m.‑5 p.m. Advertised Salary: Commensurate with experience. Special Instructions to Applicants A cover letter detailing how your credentials and experience meet the needs, responsibilities, and qualifications stated in the posting. A current resume. A list of references and their contact information. Please note that successful applicants are responsible for ensuring their eligibility to work in the United States (i.e., a citizen or national of the United States, a lawful permanent resident, or a foreign national authorized to work in the United States without employer sponsorship) on or before the effective date of your appointment, and must maintain eligibility without sponsorship throughout your appointment. Location of Vacancy: Athens Area EEO Policy Statement The University of Georgia is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, genetic information, national origin, race, religion, sex, or veteran status or other protected status. Persons needing accommodations or assistance with the accessibility of materials related to this search are encouraged to contact Central HR at *************. USG Core Values Statement The University System of Georgia is comprised of 26 institutions of higher education and learning, as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found online at ************************************************************************** Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found online at ************************************************ Position Information Title: Chief Business Officer (CBO) - Human Resources Classification: FLSA Exempt, Full Time (1.00 FTE) Minimum Qualifications: Bachelor's degree in a related field or equivalent plus 12 years of professional experience, including 5 years of supervisory experience. Preferred Qualifications Master's degree in Business Administration, Finance, Accounting, Public Administration, or a related field. Minimum of 8-10 years of progressively responsible experience in financial management, preferably within higher education or a large, complex organization. Demonstrated experience with budgeting, forecasting, and financial reporting for multi‑unit or project‑based operations. Strong knowledge of accounting principles, internal controls, and fiscal compliance. Excellent analytical, interpersonal, and communication skills. Proven ability to lead and develop professional staff and to work collaboratively across diverse teams. Experience managing finances for enterprise technology projects or ERP system implementations. Familiarity with higher education financial systems and fund accounting. Position Summary The University Human Resources (UHR) Chief Business Officer (CBO) serves as the senior financial and administrative officer for UHR and the university's ERP modernization initiative. This role provides strategic leadership and operational oversight for all fiscal, budgetary, and business operations within UHR, while also managing financial planning, reporting, and resource allocation for the 3‑4 year ERP project. At the end of the ERP project, this position rolls back into UHR as a full‑time CBO overseeing day‑to‑day responsibilities and any post‑project implementation financial responsibilities. The CBO ensures sound financial stewardship, compliance with university and sponsor policies, and alignment of resources with institutional priorities. Knowledge, Skills, Abilities and/or Competencies Strategic financial management Cross‑functional collaboration Leadership and staff development Change management and adaptability Integrity and fiscal accountability Communication and stakeholder engagement Physical Demands Work in a standard office environment. Sit and work at a computer workstation for extended periods of time. Work using electronic mail, telephone, face‑to‑face discussions, paper form correspondence. Lift and/or move up to 20 pounds. Duties/Responsibilities Fiscal Leadership - Human Resources Oversee all financial operations for UHR, including budget development, forecasting, and expenditure management. Develop and implement financial policies and internal controls to ensure compliance with university, state, and federal regulations. Serve as the principal advisor to the Vice President for UHR on fiscal planning, workforce budgeting, and resource utilization. Manage procurement, contract review, and financial reporting activities in collaboration with central finance, foundation, and procurement offices. Lead annual budget submissions, variance analyses, and long‑term financial modeling for UHR operations and strategic initiatives. Fiscal Management/Lead (limited timeline) - ERP Project Serve as the fiscal lead for the university's ERP implementation, overseeing budget formulation, monitoring, and reporting for project‑related funds. Coordinate financial planning across project workstreams (HR, Finance, EITS) to ensure alignment with institutional priorities and resource availability. Develop financial dashboards and reports for project leadership, governance committees, and executive sponsors. Manage contracts, consulting agreements, and vendor payments related to the ERP project in partnership with ERP project leadership. Provide financial risk assessments, scenario analyses, and recommendations to support informed decision‑making and project sustainability. Partner with UHR and ERP leadership to align fiscal planning with strategic goals and institutional mission. Supervise business and financial staff supporting UHR and ERP operations; foster a culture of accountability, collaboration, and continuous improvement. Ensure transparency and effective communication of financial information to stakeholders across campus. Represent UHR and the ERP project on university‑wide committees and working groups focused on budgeting, resource allocation, and process optimization. At the end of the ERP project, this position rolls back into UHR as a full‑time CBO overseeing day‑to‑day responsibilities and any post‑project implementation financial responsibilities. Contact Information Recruitment Contact For questions concerning this position or recruitment progression, please refer to the recruitment contact listed below. Recruitment Contact Name: [Name] Recruitment Contact Email: [*****************] Recruitment Contact Phone: [Phone] Posting Specific Questions Required fields are indicated with an asterisk (*). Applicant Documents Required Documents Resume/CV Cover Letter List of References with Contact Information Optional Documents [Optional documents not listed] #J-18808-Ljbffr

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.

At Jabil we strive to make ANYTHING POSSIBLE and EVERYTHING BETTER. We are proud to be a trusted partner for the world's top brands, offering comprehensive engineering, manufacturing, and supply chain solutions. With over 50 years of experience across industries and a vast network of over 100 sites worldwide, Jabil combines global reach with local expertise to deliver both scalable and customized solutions. Our commitment extends beyond business success as we strive to build sustainable processes that minimize environmental impact and foster vibrant and diverse communities around the globe. How Will You Make An Impact? The Director of Labor Relations serves as a strategic HR leader dedicated to fostering positive employee relations and advancing Jabil's labor relations strategy. Based at Jabil's Corporate Office, the Labor Relations Director develops and leads the company's labor relations strategy across all U.S. manufacturing sites, ensuring alignment with corporate objectives, compliance with federal and state labor laws, and promotion of positive employee-management relationships. This role oversees union interactions, collective bargaining, labor compliance, risk mitigation, and workforce-related change management while partnering closely with HR, Legal, Operations, and senior leadership. Location: This role will be based on-site at our St. Petersburg, FL Corporate Headquarters. Relocation is approved for non-local talent. The position will also involve roughly 25% travel (domestically) to various manufacturing sites, as needed. What Will You Do? Develop and execute a comprehensive labor relations strategy that supports business objectives, operational performance, and workforce stability. Build out and deploy a labor relations team to support and execute the labor relations strategy. Serve as the company's senior expert on labor relations matters, providing guidance to executives, plant leadership, and HR teams. Lead labor relations planning for plant expansions, consolidations, M&A activity, and organizational change. Lead contract negotiations across multiple unions and locations; act as the company's chief spokesperson when required. Develop bargaining strategies, costing models, and negotiation positions in collaboration with HR, Legal, Finance, and Operations leaders. Manage grievance and arbitration processes, including case assessment, preparation, settlement negotiation, and representation in arbitrations. Maintain strong working relationships with union leadership while protecting the company's operational and financial interests. Ensure full compliance with the National Labor Relations Act (NLRA) and all other applicable federal and state labor laws. Oversee responses to NLRB charges and hearings; partner with internal and external legal counsel as necessary. Conduct regular risk assessments of labor practices, collective bargaining agreements (CBAs), and workforce policies to identify and mitigate potential issues. Build frameworks to support consistent, fair, and compliant employee relations practices across all U.S. manufacturing sites. Partner with HR and Operations to drive workplace culture initiatives, dispute resolution, and early intervention strategies. Provide training to leaders and supervisors on contract interpretation, labor law compliance, and effective employee relations practices. Monitor labor trends, union organizing activity, legislative changes, and economic conditions impacting the manufacturing workforce. Partner with Corporate Communications on messaging related to labor activity, negotiations, and issues that may carry investor or public impact. Work closely with Legal on litigation strategy, arbitration, compliance matters, and risk management. Support HR COEs (Total Rewards, Talent Acquisition, Talent Management) on policies and programs affected by labor agreements or employee relations considerations. Serve as a key member of the crisis response team for labor-related disruptions, strike contingency planning, and operational risk scenarios. Develop and maintain strike preparedness plans, contingency staffing models, communication plans, and operational continuity strategies. How Will You Get Here? Education: Bachelor's degree in Human Resources, Labor Relations, Industrial Relations, Business, or related field; Master's/JD strongly preferred. Experience: 10+ years of progressive labor relations experience (traditional labor) in a multi-site U.S. manufacturing (or similar industry) environment. Direct experience leading complex collective bargaining negotiations and managing relationships with multiple unions (e.g., UAW, IAM, Teamsters, USW, IBEW). Direct experience with building out a team and managing people. Knowledge, Skills, Abilities: Expert knowledge of NLRA, NLRB processes, and state labor laws. Demonstrated experience managing disputes, grievances, arbitrations, and union campaigns. Strong financial acumen, including labor costing, modeling, and scenario analysis. Excellent communication, influencing, and conflict-resolution skills. Proven ability to operate in highly regulated environments where compliance, documentation, and risk management are essential. Ability to manage sensitive, confidential, and high-impact negotiations with discretion and professionalism. Change leadership experience in union and union-free environments. Strong analytical skills with experience using data to inform labor strategies and operational decisions. What Can Jabil Offer You? Along with growth, stability, and the opportunity to be challenged, Jabil offers a competitive benefits package that includes: Medical, Dental, Prescription Drug, and Vision Insurance with HRA and HSA options 401K Match Employee Stock Purchase Plan Paid Time Off Tuition Reimbursement Life, AD&D, and Disability Insurance Commuter Benefits Employee Assistance Program Pet Insurance Adoption Assistance Annual Merit Increases Community Volunteer Opportunities

HotelPro, a hospitality staffing company, is looking for an experienced Bilingual HR Manager to join our corporate team in Atlanta, GA. This role leads our HR team while acting as a strategic partner to our leaders-supporting employee relations, compliance, and performance management with a strong people-first mindset. About HotelPro HotelPro is a national leader in hospitality staffing with regional offices across the U.S. We're proud to be a trusted, nationally preferred partner to top hotel management companies-driven by a legacy of excellence and people-first service. We partner with hotels across the country to provide workforce solutions that make operations run smoother and teams feel supported. As an HR Manager You Will... Serve as a trusted HR partner to leaders across +20 markets Lead and mentor the HR team to ensure consistent, high-quality support Manage employee relations matters, including investigations, conflict resolution, and performance issues Guide leaders through progressive discipline and performance improvement plans Ensure compliance with federal and state employment laws (FMLA, ADA, EEOC, wage & hour, etc.) Oversee leave of absence programs, accommodations, and related documentation Maintain accurate HR records, case files, and compliance documentation Manage unemployment claims and related reporting Review, maintain, and improve HR policies and employee handbooks Provide coaching and training to leaders on policies, best practices, and employee relations Analyze HR trends and data to identify risks, gaps, and improvement opportunities Partner closely with HR and Operations teams to support a consistent employee experience As an HR Manager You Bring... Fully Bilingual in English and Spanish skills (required) 5+ years of progressive HR experience, with a strong focus on employee relations and compliance 2+ years of PROVEN experience leading or coaching an HR team and leaders (required) Bachelor's degree in Human Resources or a related field, or equivalent practical experience PHR or SHRM-CP certification preferred Strong understanding of federal and state employment laws Excellent communication, coaching, and problem-solving skills Solid knowledge of MS Excel or similar data analysis tool A calm, people-centered approach to conflict resolution Comfortable working in fast-paced, ever-changing environments Experience in HR data analysis and reporting is a plus Why Join HotelPro... At HotelPro, we pride ourselves on offering not just a job but a fulfilling career experience. We are dedicated to fostering innovation, collaboration, integrity, and career growth. We believe in creating a positive and dynamic work environment where everyone can thrive! Benefits include: Medical, Dental, and Vision Insurance 401(k) PTO and company holidays Tuition Reimbursement Employee Discounts Fitness and Wellness Perks Pet Insurance A collaborative and supportive team environment Apply Now! If you're ready to take the next step in your HR career we invite you to submit your application to the "Bilingual HR Manager" job through our careers website: *******************************************

Are you looking to join Florida's fastest growing specialty contracting team? B&I Contractors, Inc., a proud four-time winner of the Great Place to Work certification, is seeking an experienced and dedicated Senior Human Resources Generalist to join our dynamic and expanding team. Why Choose B&I Contractors, Inc.? Industry Leader: As Florida's fastest growing mechanical contractor, we specialize in large-scale commercial projects. Continuous Development: Benefit from our NCCER-certified in-house and online training that equips you with the skills needed to advance in your career. Comprehensive Benefits: Enjoy employer-paid health insurance, accrued vacation, and sick time, along with a wellness reimbursement program to support your overall well-being. Retirement Benefits: We are a 100% employee owned company with an ESOP. You can also participate in our 401(k) plan with company match and explore post-tax Roth IRA options to secure your financial future. Established Legacy: Join a team of over 1000 employees contributing to our success since 1960, with a proven track record of excellence in mechanical contracting. ROLE SUMMARY: The SR. HR Generalist, using broad HR knowledge, handles employee relations issues, manages the FMLA and PLOA Program, provides managers and employees with assistance with benefits, legal compliance, and other human resources issues. The SR. HR Generalist will partner with the Human Resources Director to anticipate and meet the needs of B & I Contractors, Inc.while assisting with delivering best practices. ESSENTIAL DUTIES: Provides timely assistance to team members regarding human resource questions and issues. Managers FMLA & PLOA Programs Works closely with managers and employees regarding employee and employment matters Ensure overall HR legal compliance by various methods such as, maintains employee files to ensure legal compliance, filing EEO-1 and VETS-4212 reports with DOL, and files Affirmative Action Plans - all with support from a third-party vendor. Conducts Onboarding. Assists with creation of training manuals, HR manuals, and employee handbooks. Assists with audits of benefits, human resources and other programs as needed. Assists or prepares correspondence. Assist with additional projects as assigned. Other duties as assigned by HR Director. MINIMUM REQUIREMENTS: Bilingual strongly desired Bachelor's or associate degree preferred; A minimum of 8-10 years of human resources experience and practical employment law knowledge High level of proficiency with Microsoft Excel, Work, Outlook, HRIS systems is required. Must be able and willing to travel (day and/or overnight travel) as needed. Strong verbal and written communication skills. Good organizational skills required.

Who We Are: Crowther Roofing and Cooling's story began in 1974 when Lee J. Crowther relocated from Chicago to Fort Myers, Florida. Seeking a market where he could practice his roofing trade year-round, Lee brought with him years of experience from his family's successful roofing business in Chicago. Family-Operated, Five Generations Strong Today, we are a fifth-generation family-operated business proudly led by Lee S. Crowther as CEO, supported by Kevin Callans, the President. Our company benefits significantly from the involvement of various Crowther family members across all divisions, from upper management and the sheet metal shop to customer service roles. Crowther Roofing and Cooling operates out of four strategic locations in Florida: two in Fort Myers, Sarasota, and Jupiter. Our team comprises over 900 dedicated employees and a robust fleet of 475 service vehicles. As active members of the National Roofing Partners (NRP) and the National Roofing Contractors Association (NRCA), we are a nationally recognized leader in the roofing industry with annual sales nearing $192 million. Crowther Roofing & Cooling is a USA Today and Tampa Bay Top Workplace Recipient. We continually strive to be the Employer of Choice for highly motivated team members who want to succeed in a high-growth environment. We encourage initiative, independence, diversity, and personal career growth. The Role: This position manages, directs, and coordinates the Human Resource policies and programs covering several of the following: labor relations, wage and salary administration, orientation and training, safety and health, benefits, and employee services. This position also manages the recruitment, development, and retention of employees; has knowledge of EEO laws and general human resources concepts. Responsibilities: Management and Department Head Resource: Works very closely with local Management, keeping them informed of all matters in which the company could improve, employee concerns, anticipated issues that could be avoided or items that need to be addressed. Work with Management and Department heads to foster an environment with open communication and fair/consistent treatment for all employees. Coach, mentor and train Management and Department Heads through various methods to help them become a more effective and respected leader. Regulatory and Compliance Responsibilities: Vetting potential candidates, orientation with all Office new hires, and assist, as needed, with safety training of new employees for the field. Responsible for preparing monthly & annual federal reporting requirements, such as Bureau of Labor Statistics census data requests, OSHA 300 logs, etc. Handles all motor vehicle accident coordination between insurance companies and individuals involved. Safety Compliance, Documentation and Training: Participates and documents all OSHA inspections in tandem with the Safety Department. Effectively assist in the Company's defense of any citations received including attendance at any court proceedings. Initiate reporting, tracking, and management of Workers' Compensation claims, and participate in claims reviews, as necessary. Employee Recruitment and Retention: Manages all new employee recruitment, orientation, and training with the assistance of Safety Department and Management depending on the position. Conduct new employee orientations that foster a positive attitude and understanding of the Company, its goals, policies and procedures. Resolve employee-relations issues and participate in decisions relative to corrective action, performance concerns, employee separation, and conflict resolution. Manages situations involving policy interpretation and compliance while remaining neutral. Employee and Employer advocate: Assisting the employee to navigate the policies & procedures while supporting the company initiatives. Helps mediate employee disputes and make recommendations for performance management track where necessary. Leads and mentor's others to ensure consistent application of all such rules and policies. Maintain records of personnel actions, such as hires, promotions, transfers, performance reviews, disciplinary action, reviews terminations and resignations. Facilitate Exit interviews and analyze data. Administers Health Insurance program, ensuring that all eligible employees receive the opportunity to participate; and cobra notifications are made on a timely basis, complying with all federal regulations. Use initiative and judgment in making decisions, keeping with the Company's best interests. Coordinate corporate functions with the assistance of the Marketing Coordinator and Management. Process and report employee complaints and/or grievances in a timely manner while remaining neutral. Must maintain the utmost confidentiality with employee's personal data, HR investigations, employee reviews, etc. Prepare and edit s, employment agreements, employment policies and updating employee handbook(s) as needed. Qualifications Deep understanding of employment law, training managers on compliance and employee entitlement and protections under employment law deep knowledge of Leave Administration and Labor laws PHR Certification Preferred 7-10 years' experience in an HR Manager Role Required Skills Must have excellent communication skills both verbal and written as well as presentation skills. Must be proficient in Microsoft Office Programs, including Word, Excel, PowerPoint, and Outlook. Focused on Details. Maintains a professional demeanor when dealing with stressful situations or difficult personalities, while investigating HR complaints. Teamwork Oriented. The position may operate a variety of office machines (for example copier/scanner/ fax machine/printer/computer). Must have a valid driver's license and insurable driving record for occasional travel. High level of integrity and dependability with a strong sense of urgency. HR is held to higher standards, leading though example for the entire Company and Staff. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Depending on the company's needs, duties, obligations, and activities may change at any time, with or without notice. Equal Opportunity Statement We are committed to diversity and inclusivity.

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

The ideal candidate will have experience in all areas related to the human resources field. They should be comfortable onboarding new candidates and collecting necessary background information as well as assisting employees while at work. This candidate should work closely with management in order to provide training for employees and establish ways to increase employee engagement. Responsibilities Research and analyze employee trends to understand ways to increase employee engagement and retention Maintain in-depth knowledge of legal standards and reduce risks related to daily management of employees Assist management in conflict resolution Set standards for ethics, values and culture of company Onboard new employees and manage immigration documents, taxes and benefits packages Employee Relations and workforce optimization Qualifications Bachelor's degree 2 - 3 years of experience in HR or related field Strong organization, communication and conflict resolution skills Demonstrated ability to handle sensitive HR related issues Proficient in Microsoft Office suite Must be Bilingual-Spanish

This is a full-time position. 2nd Shift - Days and hours of work are Monday through Thursday, 2:30 p.m. to11:30 p.m. and Friday 12:00 p.m. to 9:00 p.m. Stellar Energy provides state-of-the-art solutions customers build in for optimized energy performance now; and in the preparation for the energy needs of tomorrow. In business for 25 years, we've delivered added energy efficiency and capacity to customers in more than 15 countries. More dispatchable power. Increased LNG production. Greater Data Center efficiency and lower costs. Hyperscale deployment at the best possible speed to first megawatt. All delivered with the lower emissions required to support our partners' unique sustainability objectives. Stellar Energy specializes in a wide range of engineering and manufacturing solutions within the energy sector including turbine inlet air chilling, central utility plants, district cooling, combined heat & power systems, thermal energy storage, inlet air heating, data center chilling, and inlet air chilling for LNG facilities. Additionally, our expertise extends to start-up & commissioning, system health analysis, services, and training. Our in-house team of skilled engineers and dedicated tradespeople are the reason we are the global leader in customized solutions. Stellar Energy strives to add value to today's energy infrastructure, achieving secure, affordable, and sustainable energy that will help to create a responsible energy economy. Summary As the 2nd shift Human Resources Business Partner (HRBP) you will be working closely with leaders across the business to support and drive HR initiatives. Our team achieves results by being innovative, driven, collaborative, and trustworthy. This role is both hands-on and strategic, providing expertise in employee relations, workforce planning, performance management, employee retention, coaching/development, and conflict management. This position requires working second shift and overseeing HR operations across two locations: Imeson and Normandy. The ideal candidate must be flexible, adaptable, and able to provide HR support across multiple shifts and sites while ensuring consistency in policies and procedures. The HRBP also plans, develops, recommends, and implements human resources activities, policies, procedures, and programs for an organization, assisting upper management as requested. This position requires an extremely perceptive person who can relate to individuals at all levels within the organization. Essential Functions Responsible for effectively identifying, investigating, and resolving employee relations issues. Manages activities relating to staffing, employee education and training, management development, employee relations, benefits administration, and salary administration. Ensures workplace accidents are investigated and prepares reports for insurance carrier. Prepares reports and recommends procedures to reduce absenteeism and turnover. Manages and monitors employee programs. Plans and conducts new employee orientation to foster positive attitude toward company goals. Keeps records of insurance coverage, and personnel transactions, such as hires, promotions, transfers, and terminations. Administers pre-employment tests to applicants. Counsels and aids employees, and all levels of management, in employee or management issues relating to promotion, termination or disciplinary action. Manages and tracks all employee disciplinary action. Reviews employee performance evaluations to ensure integrity of the evaluation system and manages the monthly performance improvement program at the manufacturing facility. Monitors tardy and absenteeism reports and ensures proper documentation is issued on employees who have excessive tardiness or absenteeism problems. Report's vacation, sick, personal day and holiday use to payroll and scheduling. Maintains and distributes report of same. Monitors employee eligibility for benefits plans. Reviews benefits with employees and processes enrollment, cancellation, or changes. Writes separation notices for employees separating with cause and oversees exit interviews to determine reasons behind separations. Required Education and Experience 3 to 5 years of human resources management experience. Proficient in Microsoft Office. Preferred Education and Experience PHR or SHRM-CP certification. ADP Workforce Now. A bachelor's degree in human resources or equivalent experience.

Sr. Manager, HR- Employee Relations Ocala, FL (or another Pella manufacturing location) The Sr. Manager of Employee Relations & Policy Governance is a critical leadership role with responsibility to oversee all employee relations activities, policies, processes, and procedures. This position will set the strategy for Employee Relations (ER) and support their team in handling workplace concerns and action plans and will provide intervention as necessary. This role will work extensively with people leaders to identify opportunities to proactively and preventatively address common ER issues. Providing guidance and coaching to leaders of all levels to address team member conduct and performance areas is a critical part of this role. This leader will stay attuned to organizational and operational changes across the Company to identify potential ER risks and develop plans to address proactively. At its heart, the focus of this position is about positive team member experiences and retention. It focuses on both individual and collective relationships in the workplace with an increasing emphasis on the connection between people leaders and their team members to form mutual respect, trust, and appreciation. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. Employee Relations (ER) Leadership: Manage employee relations processes and procedures to enable effective management, conflict resolution, compliance, and problem solving. Identify fair and objective processes appropriate for employee concerns including overseeing employee fact-finding and ensuring adherence to employee relations policies and practices. Provide strategic support, thought partnership, and coaching to all levels of the company. Oversee the use of effective documentation techniques and ensure maintenance of accurate, confidential records regarding all reported matters and fact-finding documentation. Maintain the highest level of integrity when managing employee relations issues and managing reported matters. Create and manage metrics and reporting for the HR Specialists Team for ER. Utilize insights from metrics to identify trending issues and resolve them. Lead the Employee Relations Specialists team operations and ensure that all services provided meet the expectations of internal and external stakeholders while ensuring that service level agreements (SLAs) are met. Employee Relations (ER) Management: Ensure the ER team is attuned to organizational and operational changes across the company to identify potential employee relations risks and develop plans to address proactively. Conduct, oversee, and/or otherwise assist with employee relation issues to manage employee concerns to identify and implement appropriate employee action and accountability practices. Build functional capability within the ER team to ensure we deliver excellence in ER practices. Equip the ER team to provide guidance and coaching to managers of all levels to address employee conduct and performance. Includes providing guidance and assisting with the development and delivery of appropriate performance feedback or action plans including corrective/disciplinary actions. Confirm the ER team is operationally efficient to provide timely resolution support. Verify compliant, fair, and consistent review of candidate background check results. Policy Governance: Develop and implement a comprehensive policy governance structure, ensuring that all policies are effectively managed, reviewed, and updated as needed. Lead efforts to align and modernize employment policies across the organization to ensure consistency and compliance. Lead efforts to maximize our E2E processes while partnering with key stakeholders and process owners. Work with cross-functional teams to develop new policies and revise existing ones to reflect contemporary HR practices and industry best practices. Conduct regular policy audits and generate reports to assess policy effectiveness and areas requiring improvement. Maintain a central repository of all policies and related documents, ensuring accessibility and transparency for all stakeholders. Additional Responsibilities: Collaborate closely with the legal team, HR leaders, and key business individuals to align policies with legal requirements and business needs. Ensure ER Specialists Team support assigned business units as needed in the following areas: new hire orientation, policy training, engagement activities, and frontline leadership support. Provide appropriate data to key stakeholders (CoE's, Business HR, and Business Leadership) regarding emerging trends or concerns related to ER cases. SUPERVISORY RESPONSIBILITIES Directly supervises professional team members and/or supervisors of professional team members. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and/or EXPERIENCE Bachelor's degree in Human Resources, Business Administration, or a related field. At least 8 years of progressive HR experience with a focus on policy development and compliance. Substantial experience with employment law applications, policy creation, and employee relations management. Strong knowledge of employment laws and regulations. Familiarity with contemporary HR practices and industry best practices in policy management. Understanding HR E2E processes and ensuring operational efficiencies and continuous improvement. Exceptional communication, interpersonal, and leadership skills. COMPUTER SKILLS Microsoft applications: Outlook, Word, Excel, and Power Point. Experience with Oracle Fusion HCM or Service Now a plus. CERTIFICATES, LICENSES, REGISTRATIONS PHR or SHRM-CP a plus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Unifi is the nation's largest aviation services provider, with over 40K team members and a global footprint spanning over 230 airports in the U.S., Canada, and the UK & Ireland. We deliver reliable, high-quality aviation services in partnership with some of the world's leading airlines. At Unifi, you'll be part of a diverse, inclusive team where passion, integrity, and empathy are at the core of what we do. Position: Unifi seeks an experienced labor relations professional to join its growing legal team to provide collective-bargaining and general labor relations guidance and assistance to Unifi's operators and professionals throughout the country. The position is part of the Legal Department and reports directly to the Associate General Counsel, Labor & Employment, but the position will interact frequently with members of the Human Resources and Finance Departments. The position will also collaborate with multiple operational leaders on strategic labor matters. The position must use knowledge, experience, and skills in labor relations to address and resolve highly complex issues in accordance with Unifi's policies and labor relations mission. The position requires excellent analytical skills, written and oral communication skills, and the ability to effectively interface with internal and external stakeholders and clients. Building and maintaining strong professional relationships with union personnel is a must. The Unifi team administers approximately 45 labor agreements covering 12,000 employees across the country for Unifi and its affiliated entities. Responsibilities Lead collective bargaining agreement (CBA) negotiations and develop comprehensive labor strategies that align with business objectives and company strategy. Strategic and thorough preparation for bargaining, including establishing bargaining goals and objectives, and identifying the issues to be covered, the anticipated points of concern, the language goals and parameters, required decision-making authority, and the balance between management rights and employee rights. Contribute to the development of model contract language that can be included in labor agreements. Work independently with local management to ensure that negotiation objectives comply with strategic goals and applicable laws and regulations. Apply advanced understanding of labor relations concepts to pursue Unifi's objectives and long-range strategy during informal negotiations and at the bargaining table. Assist with contract implementation following execution of negotiated agreement and other approved policy changes as necessary. Provide expert policy and contract guidance to Company representatives to ensure local compliance with strategic goals set forth in policies and as achieved through contract negotiations. Interpret, administer, and ensure compliance with highly complex collective bargaining agreements, providing guidance to site leaders and HR professionals on contract provisions, policies, and procedures. Advise Unifi managers and HR professionals on labor relations implications relating to complex individual and company-wide issues and courses of action. Prepare and deliver training to ensure positive employee relations at non-union locations, reinforcing Company values and best practices. Obtain working understanding of commitments made at the bargaining table in the achievement of strategic objectives and incorporate into training materials and compliance analysis. Provide guidance and support to site leaders during periods of potential union organizing, ensuring full compliance with the National Labor Relations Act (NLRA). Manage grievance and arbitration proceedings to ensure resolution and alignment with Company standards and labor agreements. Establish and maintain on-going rapport with union leadership to understand contract application concerns and ensure early resolution when possible. Comprehend union strategic objectives and work with unions to determine possible harmonization into Unifi strategies. Work in a highly collaborative manner with diverse client groups across the Company, external contacts, and members of Unifi management at all levels on various issues. Advise Unifi colleagues on requests for information and other projects and topics. Initiate appropriate action and coordination to resolve significant, escalated, or exceptional policy issues. Promote internal and external organizational teamwork using collaborative problem-solving skills. Provide clear and timely implementation of documents for represented employees that meet the operational needs of the Company. Lead and/or participate on teams to address issues as appropriate. Develop and maintain familiarity with market and HR trends and recommend changes to policies and programs. Work with the HR team and internal/external counsel, assisting in all labor relations activity. Qualifications & Skills 5+ years of labor relations/union experience Advanced knowledge of the Railway Labor Act (RLA) and National Labor Relations Act (NLRA), as well as the principles and techniques of labor negotiations Excellent written and oral communication skills that will be reflected in contract negotiations, contract drafting, management training, responding to union information requests, and union grievances. Advanced understanding of the collective bargaining process and collective bargaining agreement administration, including but not limited to grievance and arbitration, and negotiations. The ability to work independently and with minimal supervision on multiple projects at one time. Must be able to advise, lead, and collaborate with company stakeholders, internal and external attorneys, and union contacts to develop and execute agreements. What We Offer Competitive compensation and benefits package, including 401k matching and flight benefits with Delta Air Lines. Opportunity to play a central role in shaping the labor relations function of a fast-growing, industry-leading aviation services company. Collaborative and mission-driven corporate culture.

Title - Human Resources Business Partner/Manager II Region: Shelton, CT or Miami, FL Ready for a fresh, new career? Look no further because one of the world's most iconic brands can help you get there. Why Join Us? At Subway, "better" is baked into our DNA. We are a brand that believes in continued improvement ... in our lives, our businesses, and our planet. From the handshake that started our very first sandwich shop to earning our position as one of the world's leading restaurant brands, we've always embraced change and the path ahead. And today, we're making better living way easier. Our purpose is more than the food we serve in our restaurants. It's centered on fueling healthy businesses and healthier lives. It is one of the most exciting times to join the Subway team and contribute to our transformational journey. About the Role: The Human Resources Business Partner/Manager position is responsible for managing all aspects of people practices and processes within the business unit. Under the guidance of the HR Director, the HR Manager is the first point of contact for business leaders, Vice President & below, and partners with them to ensure the speed, efficiency and effectiveness of HR practices and resources to enable strategy execution and the fulfillment of critical business objectives. The position serves as a consultant to the business unit leaders and employees on Human Resources related topics and works to ensure the timely execution and resolution of HR matters. The Human Resources Business Partner/Manager is expected to assess and anticipate HR-related needs in each business unit. Proactive communication with Human Resources and the business is essential for success. This position fosters partnerships across the HR function to deliver value-added service to leadership and employees that reflects the business objectives of the organization. Responsibilities: Human Resources Oversight: Partner with Director/Human Resources Business Partner in executing HR initiatives that are aligned with and enable execution on critical business objectives. As first point of contact for client groups, ensure delivery of professional HR operations with efficient processes throughout the employment lifecycle. Support the Director in implementing HR policies/procedures/programs across the assigned business units. Respond to daily employee inquiries regarding policies & procedures. In partnership with Director, review & analyze trends and metrics in order to make adjustments, where/when needed leveraging the HRIS system and other HR assets, as needed. Employee Relations: Under direction of Director/Human Resources Business Partner, research and provide recommendations for complex employee relations issues through effective, thorough, and objective investigations. Counsel and educate managers and employees. Collaborate with Director/Human Resources Business Partner and legal counsel on relevant issues as needed. Ensure the implementation & adherence of employee action/coaching plans. Engagement & Employee Experience: In partnership with the Director, support monitoring, collecting data and input, and reporting on the organization's pulse and overall 'health'. Assist in identifying opportunities to strengthen teams and culture. Actively support the execution of HR initiatives that drive and support the organization's culture, operations, and business objectives. Foster an energizing employee experience and a positive work environment. Talent Acquisition: Support aspects of the recruitment process, as directed by Talent Acquisition and Director/Human Resources Business Partner. Collaborate with the Talent Acquisition team, and business, on approved replacement and new position requisitions. Responsibilities could range from sourcing to onboarding, including but not limited to, initial CV screenings, coordinating candidate onsite/remote interviews with Subway employees, offer management, HRIS administration, and oversight of new hire onboarding actions. Talent Management: Partner with Director/Human Resources Business Partner to assist in executing the annual Talent Management cycle deliverables. Generate necessary reports and work with the appropriate functions to ensure adherence to guidelines, timelines, and deliverables associated with the performance management process. Qualifications: Bachelor's degree, Business, Organizational Behavior, Human Resources, General Studies or another related field. Master's degree in human resources management or MBA preferred. 3+ years progressive HR experience within a Multi-National Company environment, including working knowledge of multiple human resource disciplines such as recruitment, employee relations, compensation practices, performance management, and respective employment laws of region. Previous HR Business Partner, Manager, Senior HR Generalist, preferred. Excellent written and oral communication and presentation skills required. Communicates at all levels in organization. Strong technical and analytical attitude, hands on experience in utilizing HRIS systems (Ceridian) and proficiency in MS Office. Enjoys working in a fast-paced environment. Serve as an approachable, trusted coach and advisor to employees and managers on HR related topics. Additional Human Resources certifications (PHR, SPHR) a plus. Fluency in English language required, with additional fluency in Spanish, preferred. Ability and willingness to travel within the region and U.S. as required (10% - 25%). What do we Offer? Insurance Plans (Medical/Life) Pension/401K/RSP (country specific) Competitive Bonus Mobility Allowance Tuition Reimbursement Company Holidays Volunteering time And Many More..... Actual pay is determined based on several job-related factors including skills, education, training, credentials, qualifications, scope and complexity of role responsibilities, geographic location, performance, and working conditions.

Hr. Business Analyst Pay Rate: $36-$48 Hourly Based on Experience Looking to HIRE RIGHT AWAY!! Qualifications: in a business environment Proven experience in reporting and analytics, with a strong emphasis on Power BI and data visualization techniques Strong analytical skills, with the ability to interpret data and provide actionable insights Must have experience writing SQL queries Excellent communication and presentation skills, capable of creating executive-level presentations that convey complex information clearly Business & Data/Technical experience Data analysis, with experience in dashboards /scorecards and database querying ( SQL, Access, VB, Python, Power BI) Proficient with standard computer and business software, including Microsoft 365 ( Excel, Access, PowerBI, PowerPlatforms) Plusses: Experience with MS 365 Products including Power Platform Experience with ETL processes and data mining Experience in process improvement methodologies (e.g., Lean, Six Sigma) BS/BA degree in Business Analytics, Statistics, Data Analytics, or HR with an emphasis on work of quantitative nature or Human Resources experience Project Management, Six Sigma, Continuous Improvement process tools and techniques Day to Day: The Sr. HR Business Analyst plays a crucial role in enhancing the HR function by leveraging advanced data analytics and reporting tools, including Power Platforms. This role is responsible for supporting and implementing data analysis and analytics strategies to identify business intelligence needs, ensuring data accuracy, consistency, and reliability. The role collaborates with cross-functional teams to streamline HR processes, improve data management practices, and deliver actionable insights that inform strategic decision-making aligned with overall business objectives and company guidelines. Additionally, the position focuses on adopting innovative HR analytics methodologies and staying on top of industry trends to drive continuous improvement. Key Responsibilities: Develop, maintain, and enhance HR dashboards and reports using Power BI to provide actionable insights into key HR metrics, influencing strategic decision-making. Collaborate with HR leadership and cross-functional teams to identify data-driven opportunities that enhance organizational performance and drive business solutions. Analyze HR data to uncover trends and patterns, delivering recommendations that lead to measurable improvements in HR processes and outcomes. Prepare and present reports to Management, HR leadership and stakeholders, highlighting findings and recommendations. Manages Reporting timelines, SLAs and communicates expectations to the business in a professional manner delivering actionable results Provide training and support to HR staff on data tools and reporting processes, fostering a culture of data literacy within the HR team. Lead projects focused on optimizing HR processes through innovative data-driven insights and automation, identifying opportunities for process enhancements. Stay updated on industry trends and best practices in HR analytics and reporting, integrating new methodologies and technologies to enhance reporting capabilities. Proactively seek feedback from stakeholders to continuously innovate and improve reporting processes and tools, ensuring alignment with evolving business needs. Develop and maintain data management protocols that ensure compliance with organizational policies and regulatory requirements, safeguarding data integrity and confidentiality.

Job Title: Vice President of Human Resources Department: HR Reports To: Chief People Officer/Chief of Staff Type: Full-Time FLSA: Exempt Vice President of Human Resources Job Summary The Vice President of Human Resources (HR) provides executive-level leadership and guidance to the organization's HR operations. The Vice President is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. Supervisory Responsibilities Provides guidance and leadership to the human resources/office team. Strong supervisory and leadership skills. Duties/Responsibilities Strategic Leadership Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission through talent management. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness. Researches, develops, and implements competitive compensation, benefits, performance appraisal, talent acquisition, and employee incentive programs. Assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Drafts and implements the organization's staffing budget and the budget for the human resource department. Global Compliance & Operations Dual-Region Compliance: Direct the planning and execution of HR policies ensuring full compliance with US Federal/State laws and Brazilian labor regulations (CLT). Cross-Cultural Integration: Champion a unified company culture that bridges the US and Brazil offices. Global Talent Acquisition: Oversee recruitment strategies for both regions, managing cross-border hiring complexities. Operational Efficiency: Establish standard operating procedures (SOPs) for non-technical workflows, procurement, travel policies, and vendor management. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Facilities & Safety Real Estate & Leasing: Serve as the primary point of contact for property management, lease negotiations, and space planning in both the US and Brazil. Physical Safety: Oversee maintenance, security, and cleanliness of company buildings, meeting OSHA and NR standards. Workplace Experience: Design and maintain a physical work environment that boosts productivity and employee well-being. Required Skills/Abilities Excellent verbal and written communication, interpersonal, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving 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. Education and Experience Bachelor's degree in Human Resources, Business Administration, or related field required. At least 10 years of human resource management experience is required. Physical Requirements Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Must be able to communicate effectively via video conferencing (camera on/off as required) and utilize digital collaboration tools for prolonged periods.

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.

Job Title: Associate Director, Global HR Operations & Technology - Alpharetta, GA Job Country: United States (US) Here at Avanos Medical, we passionately believe in three things: Making a difference in our products, services and offers, never ceasing to fight for groundbreaking solutions in everything we do; Making a difference in how we work and collaborate, constantly nurturing our nimble culture of innovation; Having an impact on the healthcare challenges we all face, and the lives of people and communities around the world. At Avanos you will find an environment that strives to be independent and different, one that supports and inspires you to excel and to help change what medical devices can deliver, now and in the future. Avanos is a medical device company focused on delivering clinically superior breakthrough solutions that will help patients get back to the things that matter. We are committed to creating the next generation of innovative healthcare solutions which will address our most important healthcare needs, such as reducing the use of opioids while helping patients move from surgery to recovery. Headquartered in Alpharetta, Georgia, we develop, manufacture and market recognized brands in more than 90 countries. Avanos Medical is traded on the New York Stock Exchange under the ticker symbol AVNS. For more information, visit *************** Essential Duties and Responsibilities: To be successful in this role, you will help leaders look around corners with data-driven recommendations for innovative programs as well as sustain current programs to improve performance, retention, and the team member experience. You must have the ability to see patterns, diagnose issues, and recommend and develop both immediate and long-term solutions and mechanisms. High business acumen, proven leadership skill and excellent written and verbal communication are essential. You must be comfortable working in a dynamic, collaborative culture at both the strategic and tactical levels, thinking longer-term while rolling up your sleeves to execute the details. As the Associate Director, you will partner with leaders across the business and in HR in a highly visible and impactful role. This hybrid role is based in Alpharetta and requires three days per week in the office. Key Responsibilities: HRIS Build, own and manage the overall HR operations and HR technology operating model including HRIS, HR Compliance, data analytics, reporting and execution. Ongoing ownership of the HRIS platform through maintenance and updates and ensures smooth integrations with all HR programing. Sets strategy for HR technology, including the systems, integrations, and data integrity for HCM, Recruiting, Onboarding, Compensation, Benefits, Learning Management, Performance Management, Talent Management and Reporting. This includes the maintenance and improvements of current systems, as well as recommendations for new technology. Collaborates with HR leadership across all Centers of Excellences and all company departments to develop systems and process roadmaps to support all stakeholders. Optimizes all HRIS systems to meet workforce growth requirements, creating opportunities for automation and the reduction of manual processes. Works collaboratively with IT counterparts on understanding security roles, integrations, and other shared systems. Communicates effectively and builds strong relationships with a diverse group of stakeholders at multiple levels from end users to executives. Monitors technology trends in HRIS to anticipate and prepare for future or emerging HR technology solutions with consideration for business and user needs. Develops and administers service level agreements, control standards, and issue escalation matrix to ensure policy and process compliance. Ensures data governance is established and leveraged consistently throughout HR and in the broader organization as it relates to people data. Payroll & Shared Services Develops and implements shared services and payroll processes, policies and procedures to ensure proper internal controls, efficiency and a great employee experience. Builds a culture of continuous improvement ensuring efficient and consistent employee experience and delivering operational excellence and simplification. Creates, identifies and implements innovative methodologies, techniques, process improvements and evaluation criteria to continually streamline and improve service delivery and people operations. Builds and executes an operational strategy to deliver a superior client experience while creating capacity for business and people growth, development, and continuous improvement. Oversee compliance with statutory reporting and filings (i.e. DOL reporting, EEO1 Reporting, I-9 compliance, census report) Other duties as required. This list is not meant to be a comprehensive inventory of all responsibilities assigned to this position Your qualifications Required: BA/BS degree with an emphasis in human resources, business, information technology, or related field required 5+ years experience in a similar HRIS role including implementation of new technology 3+ years leading direct reports and managing cross-functional teams Demonstrated effective management and leadership skills Ability to effectively interface with all levels of management and employees A creative approach to problem solving, with a humble, team-oriented and solutions-focused attitude Strong verbal and written communication skills including the ability to convey complex ideas in a simple manner and to tailor key messages and presentation style to multiple audiences Goal-oriented with the demonstrated ability to prioritize on a consistent basis in an ever-changing environment and execute from ideation to conclusion Preferred: 3-5 years of experience with SuccessFactors preferred The statements above are intended to describe the general nature and level of work performed by employees assigned to this classification. Statements are not intended to be construed as an exhaustive list of all duties, responsibilities and skills required for this position. Avanos Medical is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity or any other characteristic protected by law. IMPORTANT: If you are a current employee of Avanos or a current Avanos Contractor, please apply here. Join us at Avanos Join us and you can make a difference in our products, solutions and our culture. Most of all, you can make a difference in the lives, people, and communities around the world. Make your career count Our commitment to improving the health and wellbeing of others begins with our employees - through a comprehensive and competitive range of benefits. We provide more than just a salary - our Total Rewards package encompasses everything you receive as an employee; your pay, health care benefits, retirement plans and work/life benefits. Avanos offers a generous 401(k) employer match of 100% of each pretax dollar you contribute on the first 4% and 50% of the next 2% of pay contributed with immediate vesting. Avanos also offers the following: benefits on day 1 free onsite gym onsite cafeteria HQ region voted 'best place to live' by USA Today uncapped sales commissions