Director of human resources jobs in Viera East, FL - 79 jobs

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

At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work - and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history. ***This position description does not represent a current opening but may be used to identify candidates with skills and experience for positions within Northrop Grumman that frequently become available. Candidates who express an interest may be considered for future positions at Northrop Grumman.*** At Northrop Grumman we are defining what is possible. The Human Resources team at Northrop Grumman is seeking candidates to join a growing community of committed HR professionals in Falls Church, Virginia. Our HR community is composed of incredible people with diverse thinking who find professional fulfillment in strategic thinking, change management, understanding and advocating for employees, supporting the coaching and development of the leadership team, and solving organizational challenges through our partnership with the business. The selected candidate will have ownership for providing HR Business Partner support to our Corporate Office functional groups. Come be a part of securing our nations freedom and make a difference with the work you do. The Falls Church, Virginia location is the headquarters for Northrop Grumman where you will have an opportunity to work hand in hand with our executive leadership team for the corporation. The HR Business Partner (HRBP) will be responsible for understanding business strategies, vision and challenges and proactively responding with talent strategies, programs, and processes that align with Company and business goals. Candidate should be an outstanding communicator and possess a strong executive presence to be able to build and leverage relationships with senior level leaders. The selected candidate will partner with leadership on the implementation of HR strategy, including employee relations, development and execution of talent goals, implementation of HR initiatives, leadership selections and development and other areas as a Human Resources subject matter expert. The ideal candidate will be able to demonstrate a commitment to ethics and integrity, and the capability to innovate while challenging traditional ways of doing business. **Key Responsibilities:** + Establish intimate understanding of the business, build, and expand relationships with client leadership teams, and create close partnerships across the organization + Serves as a strategic business partner and consultant to internal customers and stakeholders. + Support and partner with HR colleagues in Talent Acquisition, Organization Effectiveness, Compensation, Diversity, Equity, and Inclusion to develop comprehensive workforce plans + Evolve organizational capability in employee engagement, succession planning, and org design + Identify trends, risks, and opportunities within the organization and develop solutions in partnership with functional leadership, COEs, and HR business leadership. + Play a key change management role by reinforcing a culture of growth, innovation and calculated risk taking through the application of human capital strategy, tools and processes. + Organize, prioritize, plan, schedule, and execute concurrent projects and tasks, escalating issues or obtaining additional resources when necessary. + Support and enable leaders to make informed decisions about talent and to hold their organizations accountable for business results. + This position requires extensive senior leadership contact, and the ideal candidate will possess a track record of decision-making skills with the ability to realize results in an environment of ambiguity. + Mitigate risks, identifying compliance issues, and partner with legal counsel + Apply change management processes / tools to develop and implement effective change management strategies and plans that maximize employee adoption, improve organization performance, and increase operational efficiencies **You'll be a great fit if you...** + Possess unwavering ethics and values + Are a strong partner and team player; focused on organizational and team success + Are a strategic thinker - see the big picture and connects the dots + Have a demonstrated ability to drive projects to completion, manage multiple tasks with competing priorities and handle variable workloads + Are curious about culture and talent trends, new and emerging technologies and how to increase adoption and sustainability + Possess strong technical competence across one or more HR disciplines (Compensation, Talent Acquisition, Leadership Development, Talent Management, Organization Design/Development or Employee Relations) + Are an exceptional listener, verbal and written communicator + Are solution-oriented and can balances qualitative and quantitative measures + Have excellent business acumen with a focus on how HR processes and tools accelerate business results **Basic Qualifications for an Associate Human Resources Business Partner:** + Bachelor's degree required plus a minimum of 2 years of experience in HR or related field + Strong relationship building skills; proven track record of building collaborative partnerships as the basis for being able to influence direction and drive change + Ability to provide advanced consulting on and skillful application of HR principles, concepts, policies, and practices to solve business challenges + Proficient verbal and written communication skills, with demonstrated ability to effectively communicate with and influence others + Proficient in Microsoft office (Word, Excel, PowerPoint) **Basic Qualifications for a Principal Human Resources Business Partner:** + Master's degree with 3 years of relevant experience, or a Bachelor's degree with 5 years of relevant experience + Strong relationship building skills; proven track record of building collaborative partnerships as the basis for being able to influence direction and drive change + Ability to provide advanced consulting on and skillful application of HR principles, concepts, policies, and practices to solve business challenges + Proficient verbal and written communication skills, with demonstrated ability to effectively communicate with and influence others + Proficient in Microsoft office (Word, Excel, PowerPoint) **Preferred Qualifications:** + Preferred degree in Human Resource management, Business, Organization Development, Industrial Organizational Psychology, or related field + Working knowledge of HRIS platforms and technology, with preferred applications experience in Workday + Advanced problem-solving skills and the ability to be flexible and adjust direction when needed + Proven ability to lead cross-functional projects to completion including organizing, planning, scheduling, and following up on all project related items + Ability to analyze data to define the root cause, design practical, creative and/or innovative solutions, and ensure solutions are effectively implemented + Flexible, adaptable, agile, and resilient; ability to work in ambiguous situations + Strong consulting skills; able to dissect the root cause or core problem to diagnose business challenges and the ability to craft effective solutions + Ability to support the business and HR team with minimal task supervision, utilizing relationships to ensure alignment with organizational priorities and proactively sharing best practices for team learning and growth Salary Range: $73,900.00 - $110,900.00Salary Range 2: $91,200.00 - $136,800.00 The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business. The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates. Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit *********************************** U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.

We are seeking a dynamic and strategic HR leader to serve as Director of Human Resources. In this critical role, you will shape and execute a comprehensive people strategy that aligns with business priorities, drives organizational performance, and fosters a culture of growth and innovation. As the senior HR business partner, you will lead initiatives across talent acquisition, workforce planning, leadership development, compliance, and HR operations. Your leadership will ensure HR is positioned as a key driver of business success while building high-performing teams and enabling organizational transformation. Responsibilities Strategic HR Leadership & Business Partnership Translate business objectives into actionable HR strategies across workforce planning, organizational design, and leadership development. Serve as a trusted advisor to senior leadership, influencing decisions on structure, roles, and talent priorities. Partner cross-functionally with Finance, Legal, Operations, and IT to align HR initiatives with productivity and growth goals. Talent Strategy & Leadership Development Lead workforce planning, including demand forecasting, headcount optimization, and succession planning. Drive leadership development programs and enhance manager effectiveness across the organization. Collaborate with Talent Acquisition to deliver hiring plans, strengthen employer branding, and create impactful onboarding experiences. Promote internal mobility and career pathways to improve retention and talent velocity. Operational HR Excellence Oversee HR operations, ensuring HRIS data integrity, process standardization, and policy governance. Establish service standards (SLAs), playbooks, and SOPs to deliver scalable HR services across multiple locations. Change & Transformation Plan and lead organizational change initiatives, including restructures, technology implementations, and M&A integration. Drive stakeholder alignment, change communications, and adoption metrics to ensure successful implementation. Apply project management rigor to deliver initiatives on time and within scope. Governance, Risk & Compliance Ensure compliance with employment laws and regulations; maintain audit-ready practices. Update policies and manager guidance; conduct risk assessments and mitigation plans for sensitive workforce actions. Lead HR components of investigations and corrective actions with confidentiality and professionalism. Minimum Requirements Bachelor's degree in human resources, Business Administration, or related. 10+ years of progressive HR experience, including 5+ years in a leadership role overseeing HR teams and geographically dispersed operations. Proven ability to design and execute enterprise-level HR strategies aligned with business objectives and growth priorities. Strong manufacturing industry experience with a deep understanding of workforce dynamics, safety protocols, and compliance in high-volume environments. Expert knowledge of employment laws, regulatory compliance, and HR best practices across multiple jurisdictions. Demonstrated success in talent acquisition, workforce planning, performance management, employee relations, and organizational development. Advanced proficiency with HRIS platforms (e.g., Oracle, Workday, SuccessFactors) and HR analytics for data-driven insights and decision-making. Exceptional communication, influence, and stakeholder engagement skills with the ability to impact senior leadership decisions. Track record of leading organizational change and transformation initiatives that improve culture, capability, and business performance. Professional certifications preferred: SHRM-SCP or SPHR.

Shape the HR function from the ground up while leading people strategy in a high-impact, high-visibility position. You'll have full autonomy over HR initiatives, with direct access to senior leadership and the chance to influence how the company scales. With a supportive, experienced team around you and a clear path to grow alongside the business, your ideas won't just be heard - they'll shape our HR function. Take ownership of key HR areas, including employee development, labor relations, and HR systems, while ensuring a positive and compliant work environment. You'll lead onboarding and training programs, manage complex employee issues, and oversee performance management to keep the team engaged and aligned with business goals. With rapid company growth, you'll develop scalable HR solutions that support expansion, giving you hands-on experience in building HR infrastructure from scratch. What you'll need Strong HR leadership and business partnering skills Experience as an HR leader within an airline environment Expertise in FAA/DOT compliance Background in onboarding, training, compensation and HR systems Knowledge of labor laws and federal aviation regulations Ability to work in a fast-paced, regulated environment About the company At Magnifica Air, we believe luxury is synonymous with personalization, privacy, and unparalleled service. More than just an airline, Magnifica delivers a highly tailored, frictionless luxury air travel experience where each guest feels truly valued.

As a Manager, HR Business Partner, you will be responsible for executing on human resources strategies to support the needs of the business. The Manager will lead and facilitate HR programs and strategies in support of Tech client groups through collaboration with the clients, HR partners, and other cross-functional business partners. You will serve as a consultant to business leaders on talent matters, including organizational effectiveness, leader effectiveness, organizational design, learning needs/opportunities and conflict resolution. Lead transformative and agile workforce initiatives, aligning with the organization's long-term goals, while swiftly embracing change and adapting to complex evolving priorities. This role requires a thoughtful and strategic Manager, HR Business Partner who can bring structure to ambiguity, anticipate needs and drive forward looking people plans that align with business priorities. Responsibilities * Partner with multiple VPs and oversee the full scope of their business units, providing end to end HR support across all levels of the organization. Leverage partnerships and business acumen to enable the creation and implementation of strategies in alignment with business priorities and goals. * Proactively assesses business and organizational performance to recommend and drive action through a consultative, "influence without authority" approach. * Coach business leaders on HR policies, processes and management issues, including talent planning, learning and development, employee inclusion and engagement, and performance management to promote a culture of continuous growth. * Build relationships with internal stakeholders and clients at all levels. * Implement employee engagement strategies to foster an environment based on respect and values. * Develop and execute a lifecycle approach to talent management by assessing organizational performance systemically, defining talent gaps and proposing solutions in support of business objectives. * Challenge the status quo; pursue different approaches to our work by demonstrating flexibility, nimbleness, transparency, agility and global thinking. * Provide insights and recommendations using data and organizational context to inform decisions around team structure, engagement and performance. * Coach and consult on organizational design and management issues, as well as challenging and/or influencing decision-making processes. * Lead large-scale change management efforts around culture and process evolution. * Develop thoughtful, integrated approaches to promote diversity and inclusion in talent attraction, development and retention. * Manage day-to-day employee relations issues, including escalation to Employee Relations partners. * Assess talent capabilities and development needs based on business strategy. Partner with Learning functional partners to create and deliver development experiences to help close gaps between current and future skill sets. * Partner with Finance to align on headcount planning, workforce structure, and budget forecasting, ensuring people strategies are financially sound and support business goals. Basic Qualifications * Minimum of 5+ years of progressive experience in dedicated HRBP roles * Previous experience managing multiple client groups and prioritizing associated projects in a fast-paced and high volume, complex industry * Strong planning and organizational skills, with the ability to anticipate business needs and proactively design people solutions aligned to strategy * Strong consultative and communication skills coupled with the ability to influence * Ability to think strategically and navigate complex matrix environments * Credible, proactive and trusted thought-partner who has built relationships and delivered results * Ability to thrive within ambiguity and drive complex projects * Excellent analytical skills and the ability to quickly interpret data, identify trends, and recommend solutions Preferred Qualifications: * Experience working in a large, corporate, matrixed environment * Personal interest in advanced technology a plus * Experience with Airtable, Smartsheets and PowerBI The hiring range for this position in Burbank, CA is $139,200 to $170,000 per year. The base pay actually offered will take into account internal equity and also may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered.

Civil Construction Client is seeking an HR leader for their company! The human resource manager is directly responsible for the overall administration, coordination and evaluation of the human resource function. Essential Functions Develops and administers various human resources plan and procedures for all company personnel. Plans, organizes and controls all activities of the department. Participates in developing department goals, objectives and systems. Implements and annually updates the compensation program; rewrites job descriptions as necessary; conducts annual salary surveys and develops merit pool (salary budget); analyzes compensation; monitors the performance evaluation program and revises as necessary. Develops, recommends and implements personnel policies and procedures; prepares and maintains handbook on policies and procedures; performs benefits administration to include claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost-effectiveness, information activities program and cash flow. Develops and maintains affirmative action program; files EEO-1 annually; maintains other records, reports and logs to conform to EEO regulations. Conducts recruitment effort for all exempt, nonexempt and temporary workers; writes and places advertisements; works with supervisors to screen and interview candidates; conducts reference checking; extends job offers; conducts new-employee orientations; monitors career-path program and employee relations counseling; conducts exit interviews. Establishes and maintains department records and reports. Participates in administrative staff meetings and attends other meetings, such as seminars. Maintains organizational charts and employee directory. Evaluates reports, decisions and results of department initiatives in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed. Ensures compliance with all federal, state and local employment laws. Requirements 5 Years of HR Generalist/Recruitment/Coordinator Experience PHR or SHRM-CP Highly Preferred Talent Acquistion Experience (Full Cycle) Job will be 50% TA and 50% HR Ops Construction/Trade Skill Industry Experience Intermediate MS Office (Word,Excel,Outlook) Experience Benefits Administration Experience

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

Job Title: Human Resources Manager Employment Type: Full-Time on Site Classification: Non-Exempt Reports To: VP of HR (Compensation is based on a combination of your skills, background, and the needs of the role) Why Regal? Regal Boats has been a beacon of excellence in the boating industry for over five decades. As a family-owned and operated company since 1969, we take immense pride in our tradition of craftsmanship and quality. With a dedicated team of 600+ skilled members, we have continued to innovate and build stunning 20-50-foot boats that embody the essence of luxury and performance. What sets Regal Boats apart is our status as a privately owned company, allowing us to stay true to our values and focus on our team members. We believe in the power of nurturing our team, fostering a culture of growth, and offering advancement opportunities. At Regal Boats, your passion for boating and dedication will be rewarded with a fulfilling and dynamic career journey. Our Purpose: Honor God & Enrich Lives. Our Mission: With God's help, we will develop an exceptional team dedicated to enriching lives and providing an awesome boating experience. Summary Regal Boats is seeking a strategic and people-focused HR Manager with expertise in recruiting, payroll, and workers' compensation. This role will partner with leadership to drive workforce planning, strengthen talent pipelines, and ensure compliance with payroll and workers' compensation practices. The HR Manager will also play a key role in shaping processes, leading initiatives that improve retention, and cultivating a high-performance culture aligned with Regal's values. Key Responsibilities Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. Recruiting & Talent Management Partner with department leaders to assess staffing needs and develop workforce plans. Lead full-cycle recruiting efforts for professional, technical, and manufacturing roles. Build proactive pipelines to attract top talent through employer branding, community partnerships, and digital platforms. Drive onboarding strategies to ensure smooth integration and retention of new hires. Payroll & HR Systems Oversee payroll processing in UKG Pro, ensuring accuracy, compliance, and timely delivery. Identify and implement process improvements within UKG to increase efficiency and enhance reporting. Collaborate with Finance to reconcile payroll and maintain data integrity. Leverage HRIS to generate analytics that inform decision-making and highlight workforce trends. Workers' Compensation & Compliance Manage workers' compensation claims and serve as the main point of contact with carriers and employees. Develop strategies to reduce workplace injuries in partnership with Safety and Operations. Monitor FLSA, FMLA, ACA, and other applicable employment laws to ensure compliance. Lead audits and maintain documentation for payroll and workers' comp programs. Leadership & Strategy Serve as a trusted advisor to managers and supervisors on employee relations, performance management, and compliance matters. Partner with HR leadership to design and implement programs that enhance engagement, retention, and culture. Contribute to HR projects such as succession planning, policy updates, and continuous process improvement. Required Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. 7-10 years of progressive HR experience, including leadership responsibility. Advanced knowledge of UKG Pro or a similar HRIS/payroll system. Strong understanding of employment law, payroll compliance, and workers' compensation. Demonstrated success in developing and executing talent acquisition and retention strategies. Proven ability to influence and build trust with leaders and employees at all levels. Excellent organizational, analytical, and communication skills. Preferred Qualifications SHRM-CP, PHR, or similar HR certification. Experience in a manufacturing or industrial environment. Bilingual in English/Spanish. Work Environment This job operates in a professional office environment. It is a fully onsite role, five days a week, and routinely uses standard office equipment such as computers, phones, and photocopiers. Physical Demands The physical demands described here are representative of those that a team member must meet to successfully perform the essential functions of this job. While performing the duties of this job, the team member will regularly sit at a desk and work on a computer for prolonged periods of time. The team member must frequently go into non-climate-controlled manufacturing facilities to connect with and assist management and team members with HR-related issues. The team member is occasionally required to lift up to 15 pounds. Other Duties Please note that this job description is not designed to cover or contain a comprehensive listing of the activities, duties, or responsibilities that are required of the team member for this job. Duties, responsibilities, and activities may change at any time, with or without notice. EEO Statement Regal Marine Industries, Inc. provides equal employment opportunities (EEO) to all team members and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Regal Marine Industries, Inc. complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. 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. Regal Marine Industries, Inc. expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Regal Marine Industries, Inc.'s team members to perform their job duties may result in discipline up to and including discharge. This job offer is contingent upon passing a mandatory pre-employment drug test and the receipt of background results that are in compliance with the current company policy.

Human Resources Business Partner Nemours Children's Health - Orlando, Florida (Onsite) Nemours Children's Health is a thriving pediatric health system with a long, stable financial history and the enduring support of the Nemours Foundation. As we expand to help create the healthiest generation of children, we're also deeply committed to becoming the healthiest workforce - because the well-being of our associates is the foundation of Whole Child Health. Our culture supports individuals who flourish through perseverance, energy, and a desire to build, teach, and grow. We are seeking a collaborative and forward-thinking Human Resources Business Partner (HRBP) to work on-site at our location in Orlando, Florida who will help shape our people strategy, strengthen leadership capability, and guide teams through ongoing transformation and growth. This role is ideal for someone who thrives in a dynamic environment, is passionate about investing in talent, and is eager to contribute to an organization with abundant opportunity and purpose. As a trusted consultant to assigned business units, you will: * Advise leaders on strategic and tactical HR matters, aligning people strategies with business needs. * Promote associate engagement and foster an environment where teams can excel. * Lead initiatives in employee development, performance management, succession planning, compensation, and change management. * Apply strong HR mastery - including policy interpretation, case law knowledge, and regulatory compliance - to ensure fair, consistent practices. * Conduct employee relations investigations and recommend appropriate actions. * Partner with Talent Development to deliver coaching, team-development workshops, and skill-building programs. * Identify opportunities to strengthen workforce capability and remove barriers to high performance. What You Bring: We're looking for an HRBP with the skills and mindset to connect HR strategy to business outcomes, including: * Business Acumen: Ability to interpret trends and align HR initiatives with operational goals * Customer-Focused Approach: Understanding of our mission, service lines, and communities we serve * HR Mastery: Expertise in HR strategy, advisory, and policy development * Networking and Relationship Building: Ability to collaborate with SMEs, leaders, and cross-functional partners * Cross-Cultural Skills: Comfort working across diverse teams and backgrounds Qualifications: * Bachelor's degree required. * Minimum of five years of experience as an HR Business Partner. * Demonstrated success resolving complex employee relations matters. * HRCI or SHRM certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred. What We Offer * Medical, Dental, and Vision - Four levels of medical coverage are available, including fertility care and prescription drugs for associates and their families. * Paid Time Off (PTO) - PTO will accrue according to your role and length of service. There are six paid holidays annually, and one day of paid volunteer time off. * Paid Parental Leave - New parents receive 6 weeks of paid leave at 100% of pay. * Tuition Reimbursement - Reimbursement is available on approved courses to maximum of $5,250. * Retirement Savings Plan - There is a 403(b) plan with immediate participation and matching contributions. * Basic Life and Accidental Death & Dismemberment (AD&D) Insurance - Basic Life Insurance is paid equal to one time your annual salary, up to a maximum of $500,000. * Short- and Long-Term Disability - All associates are automatically covered by our short-term disability coverage with income protection for disabilities caused by illness, accident, or injury that are not work-related, at 60% of your salary. Join Nemours Children's and be part of a meaningful story of growth - one where you help leaders succeed, help teams flourish, and help create the healthiest workforce in support of the healthiest children.

Human Resources Business Partner Nemours Children's Health - Orlando, Florida (Onsite) Nemours Children's Health is a thriving pediatric health system with a long, stable financial history and the enduring support of the Nemours Foundation. As we expand to help create the healthiest generation of children, we're also deeply committed to becoming the healthiest workforce - because the well-being of our associates is the foundation of Whole Child Health. Our culture supports individuals who flourish through perseverance, energy, and a desire to build, teach, and grow. We are seeking a collaborative and forward-thinking Human Resources Business Partner (HRBP) to work on-site at our location in Orlando, Florida who will help shape our people strategy, strengthen leadership capability, and guide teams through ongoing transformation and growth. This role is ideal for someone who thrives in a dynamic environment, is passionate about investing in talent, and is eager to contribute to an organization with abundant opportunity and purpose. As a trusted consultant to assigned business units, you will: Advise leaders on strategic and tactical HR matters, aligning people strategies with business needs. Promote associate engagement and foster an environment where teams can excel. Lead initiatives in employee development, performance management, succession planning, compensation, and change management. Apply strong HR mastery - including policy interpretation, case law knowledge, and regulatory compliance - to ensure fair, consistent practices. Conduct employee relations investigations and recommend appropriate actions. Partner with Talent Development to deliver coaching, team-development workshops, and skill-building programs. Identify opportunities to strengthen workforce capability and remove barriers to high performance. What You Bring: We're looking for an HRBP with the skills and mindset to connect HR strategy to business outcomes, including: Business Acumen: Ability to interpret trends and align HR initiatives with operational goals Customer-Focused Approach: Understanding of our mission, service lines, and communities we serve HR Mastery: Expertise in HR strategy, advisory, and policy development Networking and Relationship Building: Ability to collaborate with SMEs, leaders, and cross-functional partners Cross-Cultural Skills: Comfort working across diverse teams and backgrounds Qualifications: Bachelor's degree required. Minimum of five years of experience as an HR Business Partner. Demonstrated success resolving complex employee relations matters. HRCI or SHRM certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred. What We Offer Medical, Dental, and Vision - Four levels of medical coverage are available, including fertility care and prescription drugs for associates and their families. Paid Time Off (PTO) - PTO will accrue according to your role and length of service. There are six paid holidays annually, and one day of paid volunteer time off. Paid Parental Leave - New parents receive 6 weeks of paid leave at 100% of pay. Tuition Reimbursement - Reimbursement is available on approved courses to maximum of $5,250. Retirement Savings Plan - There is a 403(b) plan with immediate participation and matching contributions. Basic Life and Accidental Death & Dismemberment (AD&D) Insurance - Basic Life Insurance is paid equal to one time your annual salary, up to a maximum of $500,000. Short- and Long-Term Disability - All associates are automatically covered by our short-term disability coverage with income protection for disabilities caused by illness, accident, or injury that are not work-related, at 60% of your salary. Join Nemours Children's and be part of a meaningful story of growth - one where you help leaders succeed, help teams flourish, and help create the healthiest workforce in support of the healthiest children.

Human Resources Business Partner Nemours Children's Health - Orlando, Florida (Onsite) Nemours Children's Health is a thriving pediatric health system with a long, stable financial history and the enduring support of the Nemours Foundation. As we expand to help create the healthiest generation of children, we're also deeply committed to becoming the healthiest workforce - because the well-being of our associates is the foundation of Whole Child Health. Our culture supports individuals who flourish through perseverance, energy, and a desire to build, teach, and grow. We are seeking a collaborative and forward-thinking Human Resources Business Partner (HRBP) to work on-site at our location in Orlando, Florida who will help shape our people strategy, strengthen leadership capability, and guide teams through ongoing transformation and growth. This role is ideal for someone who thrives in a dynamic environment, is passionate about investing in talent, and is eager to contribute to an organization with abundant opportunity and purpose. As a trusted consultant to assigned business units, you will: Advise leaders on strategic and tactical HR matters, aligning people strategies with business needs. Promote associate engagement and foster an environment where teams can excel. Lead initiatives in employee development, performance management, succession planning, compensation, and change management. Apply strong HR mastery - including policy interpretation, case law knowledge, and regulatory compliance - to ensure fair, consistent practices. Conduct employee relations investigations and recommend appropriate actions. Partner with Talent Development to deliver coaching, team-development workshops, and skill-building programs. Identify opportunities to strengthen workforce capability and remove barriers to high performance. What You Bring: We're looking for an HRBP with the skills and mindset to connect HR strategy to business outcomes, including: Business Acumen: Ability to interpret trends and align HR initiatives with operational goals Customer-Focused Approach: Understanding of our mission, service lines, and communities we serve HR Mastery: Expertise in HR strategy, advisory, and policy development Networking and Relationship Building: Ability to collaborate with SMEs, leaders, and cross-functional partners Cross-Cultural Skills: Comfort working across diverse teams and backgrounds Qualifications: Bachelor's degree required. Minimum of five years of experience as an HR Business Partner. Demonstrated success resolving complex employee relations matters. HRCI or SHRM certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred. What We Offer Medical, Dental, and Vision - Four levels of medical coverage are available, including fertility care and prescription drugs for associates and their families. Paid Time Off (PTO) - PTO will accrue according to your role and length of service. There are six paid holidays annually, and one day of paid volunteer time off. Paid Parental Leave - New parents receive 6 weeks of paid leave at 100% of pay. Tuition Reimbursement - Reimbursement is available on approved courses to maximum of $5,250. Retirement Savings Plan - There is a 403(b) plan with immediate participation and matching contributions. Basic Life and Accidental Death & Dismemberment (AD&D) Insurance - Basic Life Insurance is paid equal to one time your annual salary, up to a maximum of $500,000. Short- and Long-Term Disability - All associates are automatically covered by our short-term disability coverage with income protection for disabilities caused by illness, accident, or injury that are not work-related, at 60% of your salary. Join Nemours Children's and be part of a meaningful story of growth - one where you help leaders succeed, help teams flourish, and help create the healthiest workforce in support of the healthiest children.

Who We Are Nexus Water Group is a leading regulated water and wastewater utility serving more than 1.3 million people across 20 U.S. states and 2 Canadian provinces. “Nexus” means connection. Through the essential water and wastewater services we deliver, we have a very personal connection to the people, businesses, and communities we serve. This is why our operations are locally led and managed. Every day, over 1,300 professionals deliver vital, safe, and reliable service through over 670 water systems and 360 wastewater systems. What We Offer Paid Time Off: Starting at 3 weeks annually along with 11 company-paid holidays Health and Wellness Benefits: The first day of the month after your start, you'll have access to your health, dental, prescription and vision benefits to help you stay well. 401(k) Program with Matching Contribution: We offer a 100% match on contributions up to 4% of your salary, plus an additional 3% employer contribution. Grow With Us: Professional development opportunities through training, professional certifications, and education allowance. Additional Benefits: Other great benefits include company provided life insurance and Employee Assistance Program just to name a few. Employee Resource Groups (ERG): ERGs are voluntary employee groups that form based on shared characteristics or backgrounds and are sponsored by the organization. Overview Nexus Water Group has an opportunity for a Human Resources Business Partner. This role partners with assigned Business Units and management teams to deliver HR support and guidance. Assists in implementing HR policies and programs, supports recruiting and onboarding activities, and helps resolve employee relations issues. Collaborates with managers to ensure compliance with labor laws and company standards while promoting employee engagement and development. Works under the direction of senior HR leadership to align local HR practices with organizational strategy and goals. Work Location and Schedule This position is located in Altamonte Spring, FL What You'll Do Guide employees, managers and administrators on Human Resources policies, procedures, and best practices; ensures compliance with employment laws and regulations across the federal, state, provincial and local areas where we operate. Manages full-cycle recruiting efforts including drafting postings, reviewing applications, conduct screening and coordinate interview process, and execute job offers. Acts as a resource for HR programs such as compensation, benefits, recruiting, and performance management, ensuring successful delivery of HR initiatives at the local level, in alignment with organizational standards. Communicates new policies and/or changes to existing policies/programs. First point of contact, providing support and service on areas of Human Resources such as employee relations, performance management, compensation, benefits, recruiting, payroll. In collaboration with other members of the HR team, participates in the development of new programs to address, evaluate, and accommodate special challenges, including employee retention, employee relations, succession and recognition. Ensures integrity and timeliness of HR data by reviewing workflows, confirming details and correcting data points as needed. Serves as an SME on HR systems and processes. Provides coaching and advice to managers on day-to-day employee issues and interpretation of Company policies. Recommends best practices for addressing employee relations matters including handling disciplinary actions, terminations, progressive discipline, and conflict resolution. Escalates complex issues to senior HR leadership, making recommendations on appropriate strategies and/or actions. Assists in researching, investigating, and resolving employee performance or conduct matters. Acts as a resource for HR programs such as compensation, benefits, recruiting, and performance management, ensuring alignment with organizational strategies and standards. Liaises with subject matter experts within the People Operations Team for additional support. Support managers with performance management processes, ensuring fair and consistent evaluation, feedback, and coaching Facilitates performance review processes by coordinating timelines, providing guidance to managers, and ensuring documentation is complete. Coordinates the full cycle recruiting support within the business unit. Works closely with Hiring Managers to effectively recruit, screen, interview, and identify successful candidates to fill open positions. Leads the onboarding process at the local level, from offer and background to orientation, actively ensuring a smooth transition for new hires and an introduction to company culture. Reviews and revises local job descriptions to accurately reflect skills, education and training, job skills, and other qualifications, while ensuring accuracy and compliance with organizational requirements. Supports employee engagement activities and assists in implementing programs that foster a positive work environment. Participates in the design and delivery of engaging HR training content to address manager skills gaps, promote effective leadership, and ensure compliance with organizational processes and standards. Maintains accurate HR data and supports reporting processes to enable informed decision-making. Prepares and analyzes HR metrics to identify trends and recommend improvements in collaboration with senior HR team members. Manages the employee leave process, ensuring proper documentation and confidentiality is maintained, engaging in the interactive process to make recommendations on appropriate accommodations where necessary in accordance with federal, state, and local laws. Assists on various projects and completes other duties as requested What You'll Bring Experience Minimum five years of progressive Human Resource Generalist experience, including benefits administration and support, recruiting and onboarding, performance management, employee relations , high proficiency in HRIS (Human Resources Information Systems) maintenance and support. Education Bachelor's degree in business with an emphasis in Human Resources. Nice to Have PHR Certification or Equivalent. Knowledge, Skills, and Abilities Solid understanding of general employment practices, with additional experience in HRIS, benefits and employee recruitment and selection Strong analytical skills and ability to present complex analytical data in succinct formats for decision making Strong computer skills, advanced Microsoft Excel (pivot tables, VLOOKUP), Word, & PowerPoint Demonstrable experience with Human Resource Information Systems (SAP preferred) and computer based performance appraisal systems and applicant tracking systems. System implementation, testing and training skills. Ability to work both independently and as a team member, and interact with all levels of employees and management Ability to handle multiple projects effectively Work Environment Light to moderate levels of physical activity on an occasional to regular basis. May require moderate travel between work sites. May require moderate intervals of mental focus or sensory effort for length of time greater than 4 hours. Considerable mental exertion and time spent interacting or collaborating with a diverse set of people. Expends a higher degree of mental effort into guiding and persuading others and may include presenting or public speaking. Moderate degree of mental focus solving non-routine problems Majority of time spent working indoors, under normal office conditions. May have the potential to be exposed to violence and/or harassment in the workplace. Our Company We are a proud Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status or any characteristic or condition protected by Federal, state, or local law. We are an E-Verify participating employer.

Seeking a dynamic HR Recruiting Assistant to join the corporate Talent Acquisition team. This role will support multiple segments and sectors and directly impact the businesses. This role is fast paced and requires excellent attention to detail. Career development and growth is a key focus of leadership. Essential Functions: •Support Enterprise interview scheduling & on-site candidate support •Support Enterprise full-cycle onboarding •I-9 and Citizenship Verification •OFCCP compliance requirements •Documentation and retention of key records •10% local travel required •Ability to obtain a US Security Clearance Qualifications: •High School Diploma or equivalent with 8 years prior HR or administrative experience, 2 year post-secondary/AA Degree and 4 years prior experience in HR or administrative roles Preferred Additional Skills: •Executive assistant experience •Administrative assistant experience •Hotel concierge experience

Who We Are Nexus Water Group is a leading regulated water and wastewater utility serving more than 1.3 million people across 20 U.S. states and 2 Canadian provinces. “Nexus” means connection. Through the essential water and wastewater services we deliver, we have a very personal connection to the people, businesses, and communities we serve. This is why our operations are locally led and managed. Every day, over 1,300 professionals deliver vital, safe, and reliable service through over 670 water systems and 360 wastewater systems. What We Offer Paid Time Off: Starting at 3 weeks annually along with 11 company-paid holidays Health and Wellness Benefits: The first day of the month after your start, you'll have access to your health, dental, prescription and vision benefits to help you stay well. 401(k) Program with Matching Contribution: We offer a 100% match on contributions up to 4% of your salary, plus an additional 3% employer contribution. Grow With Us: Professional development opportunities through training, professional certifications, and education allowance. Additional Benefits: Other great benefits include company provided life insurance and Employee Assistance Program just to name a few. Employee Resource Groups (ERG): ERGs are voluntary employee groups that form based on shared characteristics or backgrounds and are sponsored by the organization. Overview Nexus Water Group has an opportunity for a Human Resources Business Partner. This role partners with assigned Business Units and management teams to deliver HR support and guidance. Assists in implementing HR policies and programs, supports recruiting and onboarding activities, and helps resolve employee relations issues. Collaborates with managers to ensure compliance with labor laws and company standards while promoting employee engagement and development. Works under the direction of senior HR leadership to align local HR practices with organizational strategy and goals. Work Location and Schedule This position is located in Altamonte Spring, FL What You'll Do Guide employees, managers and administrators on Human Resources policies, procedures, and best practices; ensures compliance with employment laws and regulations across the federal, state, provincial and local areas where we operate. Manages full-cycle recruiting efforts including drafting postings, reviewing applications, conduct screening and coordinate interview process, and execute job offers. Acts as a resource for HR programs such as compensation, benefits, recruiting, and performance management, ensuring successful delivery of HR initiatives at the local level, in alignment with organizational standards. Communicates new policies and/or changes to existing policies/programs. First point of contact, providing support and service on areas of Human Resources such as employee relations, performance management, compensation, benefits, recruiting, payroll. In collaboration with other members of the HR team, participates in the development of new programs to address, evaluate, and accommodate special challenges, including employee retention, employee relations, succession and recognition. Ensures integrity and timeliness of HR data by reviewing workflows, confirming details and correcting data points as needed. Serves as an SME on HR systems and processes. Provides coaching and advice to managers on day-to-day employee issues and interpretation of Company policies. Recommends best practices for addressing employee relations matters including handling disciplinary actions, terminations, progressive discipline, and conflict resolution. Escalates complex issues to senior HR leadership, making recommendations on appropriate strategies and/or actions. Assists in researching, investigating, and resolving employee performance or conduct matters. Acts as a resource for HR programs such as compensation, benefits, recruiting, and performance management, ensuring alignment with organizational strategies and standards. Liaises with subject matter experts within the People Operations Team for additional support. Support managers with performance management processes, ensuring fair and consistent evaluation, feedback, and coaching Facilitates performance review processes by coordinating timelines, providing guidance to managers, and ensuring documentation is complete. Coordinates the full cycle recruiting support within the business unit. Works closely with Hiring Managers to effectively recruit, screen, interview, and identify successful candidates to fill open positions. Leads the onboarding process at the local level, from offer and background to orientation, actively ensuring a smooth transition for new hires and an introduction to company culture. Reviews and revises local job descriptions to accurately reflect skills, education and training, job skills, and other qualifications, while ensuring accuracy and compliance with organizational requirements. Supports employee engagement activities and assists in implementing programs that foster a positive work environment. Participates in the design and delivery of engaging HR training content to address manager skills gaps, promote effective leadership, and ensure compliance with organizational processes and standards. Maintains accurate HR data and supports reporting processes to enable informed decision-making. Prepares and analyzes HR metrics to identify trends and recommend improvements in collaboration with senior HR team members. Manages the employee leave process, ensuring proper documentation and confidentiality is maintained, engaging in the interactive process to make recommendations on appropriate accommodations where necessary in accordance with federal, state, and local laws. Assists on various projects and completes other duties as requested What You'll Bring Experience Minimum five years of progressive Human Resource Generalist experience, including benefits administration and support, recruiting and onboarding, performance management, employee relations , high proficiency in HRIS (Human Resources Information Systems) maintenance and support. Education Bachelor's degree in business with an emphasis in Human Resources. Nice to Have PHR Certification or Equivalent. Knowledge, Skills, and Abilities Solid understanding of general employment practices, with additional experience in HRIS, benefits and employee recruitment and selection Strong analytical skills and ability to present complex analytical data in succinct formats for decision making Strong computer skills, advanced Microsoft Excel (pivot tables, VLOOKUP), Word, & PowerPoint Demonstrable experience with Human Resource Information Systems (SAP preferred) and computer based performance appraisal systems and applicant tracking systems. System implementation, testing and training skills. Ability to work both independently and as a team member, and interact with all levels of employees and management Ability to handle multiple projects effectively Work Environment Light to moderate levels of physical activity on an occasional to regular basis. May require moderate travel between work sites. May require moderate intervals of mental focus or sensory effort for length of time greater than 4 hours. Considerable mental exertion and time spent interacting or collaborating with a diverse set of people. Expends a higher degree of mental effort into guiding and persuading others and may include presenting or public speaking. Moderate degree of mental focus solving non-routine problems Majority of time spent working indoors, under normal office conditions. May have the potential to be exposed to violence and/or harassment in the workplace. Our Company We are a proud Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status or any characteristic or condition protected by Federal, state, or local law. We are an E-Verify participating employer.

We are hiring a Human Resources Generalist for a leading manufacturing company in the plumbing division. We are seeking an eager, family-oriented individual to help support their Orlando office. Key Responsibilities Serve as the first point of contact for employee relations matters, addressing and resolving conflicts professionally. Maintain accurate records of Paid Time Off (PTO). Prepare and process payroll data for submission to an external payroll specialist. Lead new hire onboarding, including orientation and necessary documentation. Prepare and submit termination paperwork for departing employees. Facilitate performance reviews for inside sales staff. Update and maintain the Employee Handbook to ensure compliance with current laws and company policies. Manage health insurance and supplemental benefits enrollment and documentation. Process workers' compensation claims and confirm monthly invoices. Prepare documentation for the annual workers' compensation audit. Support additional HR compliance, safety, and administrative initiatives as needed. Qualifications 3+ years of Human Resources experience, preferably in a generalist role. Strong knowledge of HR best practices, compliance, and employment laws. Experience handling employee relations and conflict resolution. Proficiency in preparing payroll and managing benefits. Excellent organizational skills with strong attention to detail. Outstanding interpersonal and communication skills. Ability to maintain confidentiality and handle sensitive information professionally. HR certification (PHR, SHRM-CP) a plus, but not required. Why This Opportunity? Direct impact on shaping and building an internal HR function. Work closely with a supportive executive team that values HR as a strategic partner. Stable, established company with a strong reputation. Competitive compensation and benefits package. Positive, team-oriented culture. Pay: $65,000+ w/ benefits.

Chief Human Resources Officer - East Region (Melbourne/Sebastian, FL) Orlando Health is seeking a high-performing, strategic HR leader to serve as the Chief Human Resources Officer (CHRO) for our East Region. This executive-level role will provide strategic direction and operational leadership across two key hospital sites, driving people strategy, workforce development, and organizational effectiveness. The ideal candidate is a strong communicator, a proven change agent, and a seasoned HR professional who thrives in dynamic environments. Experience in mergers or acquisitions and demonstrated success in change management are highly valued. Location: Primary office at Orlando Health Melbourne Hospital, 250 N Wickham Rd, Melbourne, FL 32935 Coverage: Also responsible for Orlando Health Sebastian River Hospital, 13695 U. S. Highway 1, Sebastian, FL 32958 Onsite Expectation: 60/40 split between Melbourne and Sebastian locations Key Responsibilities Lead and execute regional people strategy aligned with system-wide goals. Partner with site and regional leadership to drive engagement, retention, and workforce planning. Establish and monitor HR performance metrics and recruitment outcomes. Oversee succession planning, talent development, and performance management. Serve as a strategic advisor to executive leadership on HR initiatives. Manage HR operations including recruitment, compensation, employee relations, and onboarding. Facilitate change management and team member assimilation during organizational transitions. Build strong relationships across both hospital sites to support business objectives. Qualifications Bachelor's degree required; Master's degree preferred. 10+ years of progressive HR experience, including 7+ years in leadership. Healthcare or service industry experience preferred. PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. Proven ability to lead through change, build culture, and drive strategic outcomes. Why Join Orlando Health? Orlando Health is more than just a healthcare system, it's a place where people, purpose, and progress come together. With a mission to "improve the health and quality of life of the individuals and communities we serve," Orlando Health fosters a culture that values authenticity, inclusion, and excellence. Culture That Cares, Comprehensive Benefits, and Professional Growth: Team members are encouraged to bring their whole selves to work. A dedicated committee curates programs to celebrate culture and support well-being. Diversity and mutual respect are foundational to the work environment Full tuition coverage at select institutions. Enhanced respite rooms for relaxation. Discounted meals and access to a team member food pantry. Pet therapy visits and rotating food trucks to boost morale. Opportunities for career advancement, leadership development, and continuing education. A robust graduate medical education program and pioneering research initiatives. Whether you're driven by purpose, looking for growth, or seeking a supportive and innovative environment, Orlando Health is a place where you can thrive.

SUMMARY: Manages all human resource functions for assigned location to include: recruitment, new hire processing, benefits enrollment, worker's compensation, etc. Acts as the main employee contact for employment related issues at the station. ESSENTIAL DUTIES AND RESPONSIBILITIES - include the following. Other duties may be assigned. Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance. Makes all hiring decisions for the stations. Creates and maintains a thorough recruiting network that includes: community colleges, travel/airline academies, high school / student employment offices, Job Services (State Employment Office) and other public agencies to generate qualified applicants. Plan and conducts new employee orientation to foster positive attitude toward company goals. Keeps records of benefits plans participation such as insurance and pension plan, personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government reporting. Responds to inquiries regarding policies, procedures, and programs. Develops recruitment strategies in conjunction with station manager to achieve the required staffing levels. Makes presentations to potential applicants at career expos, job fairs, and other venues. Interviews and selects qualified applicants while managing the background verification and new hire orientation process in a manner that promotes a positive experience for the newly hired team member. Conducts wage and benefits surveys. Researches airport/port authorities, cities, etc. to determine any special regulatory regarding wages and/or benefits. Researches and provides economic data for cities within the assigned region. Interacts with employee groups to identify any issues that may be affecting recruitment and retention efforts. Maintains local personnel files and routinely audits all records to ensure local and regulatory compliance. May be asked to or assist with administrative duties including, but not limited to employee payroll, accounts receivable, accounts payable, other reports such as labor, out-of-scope billing, de-icing and airline compliance reports when not performing critical human resource functions in a sharing relationship with the local manager. Alliance Ground International is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. AGI is committed to equal opportunity employment regardless of race, color, ancestry, religion, sex, national, origin, sexual orientation, age, citizenship, marital status, disability or veteran status.

Join a team where design meets purpose. At RLF, our mission is to create high-performing environments that inspire and nurture the human spirit. For over 90 years, we have been a nationally recognized architecture, engineering, and interior design firm. With a focus on healthcare and federal projects, we deliver impactful, innovative spaces that shape communities and improve lives. We create exceptional places for extraordinary people. We're a passionate, collaborative team that values excellence, relationships, and fun. If you're looking to make a difference through meaningful work, let's build something great together. We are looking for a versatile HR Generalist who thrives in a fast-paced environment and has a strong passion for recruiting top talent. This is a hands-on role that combines full-cycle recruitment with broad HR support to ensure an excellent employee experience from first contact through their career with us. Responsibilities Support the HR Director with day-to-day human resources operations, ensuring policies, procedures, and practices are followed consistently Assist with employee onboarding and offboarding processes, including new hire paperwork, orientation, and exit documentation Respond to employee inquiries regarding policies, benefits, and HR processes, escalating complex issues as appropriate Assist with HR functions such as employee relations, compliance, benefits administration, and performance management Contribute to HR projects and initiatives, including employee engagement and culture-building activities Manage full-cycle recruitment for a variety of roles, including sourcing, screening, interviewing, and coordinating offers Partner with hiring managers to understand staffing needs, develop job postings, and advise on recruitment strategies Utilize job boards, LinkedIn, networking, and creative sourcing methods to attract a diverse pool of candidates Coordinate interviews, communicate with candidates, and ensure a positive candidate experience Maintain and optimize the applicant tracking system (ATS) and recruitment metrics Support onboarding processes, ensuring a smooth transition for new hires Track recruiting metrics and maintain accurate applicant records in the ATS Other duties as assigned. Requirements Associates degree. Bachelor's degree preferred. 3+ years of HR experience with a proven track record in recruitment and talent acquisition. Experience in the AEC industry a plus. Knowledge of HR best practices and compliance. Strong interpersonal and communication skills with the ability to build relationships across all levels of the organization. Highly organized, detail-oriented, and adaptable to changing priorities. Ability to maintain confidentiality and exercise discretion in all HR matters. Proficiency with HRIS/ATS platforms and Microsoft Office Suite. Experience with Paylocity a plus. Why join us? Flexible Work Schedules Hybrid office (In-office T, W, Th; WFH M, F) PTO and holidays Paid Health, Dental and Vision Coverage 401(k) with Company Match Paid Short & Long-Term Disability Paid Life and AD&D benefits Employee Assistance Program Supplemental Life and Ancillary Insurance Plans Professional Certification Reimbursement Professional Organization Membership Reimbursement Wellness Incentives Tuition Reimbursement Student Loan Assistance Identity Theft Plan and Legal Plan Volunteer Time Off Pet Insurance Background Check and Drug Testing Information RLF conducts background checks and drug screening after an offer of employment has been made. Criminal history will not automatically disqualify a candidate. In addition, during employment individuals may be required by RLF or an RLF client to successfully complete additional background checks, including motor vehicle record as well as drug testing. Agency Disclaimer All vendors must have a signed RLF Placement Agreement from the Director of Human Resources to receive payment for placement. Verbal or written commitments from any other member of the RLF staff will not be considered binding terms. All unsolicited resumes sent to RLF, and any resume submitted to any employee outside of RLF Human Resources, will be considered property of RLF. RLF will not be held liable to pay a placement fee. Visa Sponsorship RLF is not accepting applications for sponsorship at this time (e.g., H-1B or TN Visas). EEO Statement RLF is committed to attracting and retaining top talent by fostering a creative, inclusive, and respectful work environment. We consider all qualified applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, veteran status, citizenship status, or any other characteristic protected by applicable federal, state, or local laws. RLF is proud to be an equal opportunity employer and encourages candidates from all backgrounds to apply.

The Mission At Christian Care Ministry we believe that Christians can, and should, share in one another's burdens. Through the use of Medi-Share , a healthcare sharing ministry for Christians, we cultivate that belief. The Team Everyone at Christian Care Ministry is in agreement with our Statement of Faith, which outlines our core beliefs. Although we aren't perfect people, we are serving our perfect God to the best of our ability. The Job The Chief Human Resources /Administrative Officer (CAO) is responsible for the management of Christian Care Ministry's Human Resources (HR) team, including staff training and development; the Facilities team; and leads the Spiritual Development team to include the Chapel Committee and oversight of the Chaplain functions. This role develops, implements, and aligns HR, and training and development programs with business objectives, serving as a strategic partner and member of the executive management team while supporting employees in their day-to-day human resources needs. This role also has responsibility over all CCM facilities, ensuring strategic utilization in alignment with strategic objectives of all physical locations. Lastly, in support of maintaining a strong culture, this role oversees the regular production of weekly Chapels/Town Halls and the chaplain functions across Christian Care Ministry. The CAO will be responsible for designing and finalizing policies, contributing to business strategy, developing plans and programs that align with the organization's overall strategic objectives, forecasting talent needs and addressing talent gaps, orchestrating learning skills and career development of the workforce, overseeing employee orientation, education, training, leadership development, employee and labor relations, affirmative action compliance, employee-related policies and procedures, workers compensation administration, wage and salary administration, benefits administration, organization development, and employee assistance; facilities and capacity planning, and lease negotiations in conjunction with the Chief Financial Officer and Chief Legal Officer. The CAO provides strategic leadership by articulating HR and facilities needs and plans to the executive management team and the Board of Directors. Education and/or Experience BS/BA in Business or Human Resources/Relations degree from an accredited college/university required , MBA or MA/MS in human resources or related field strongly preferred 10-15 years of human resources experience, with at least five years of executive HR experience in the Insurance, Finance, Healthcare or related industries required SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification strongly preferred Essential Job Duties & Responsibilities Work effectively to advise and influence the CEO and the executive management team, ensuring buy-in to key decisions, agreement on strategic direction, and alignment of cross-functional resources and activities Bring an analytical approach to continue building Christian Care Ministry, while aligning CCM's people and facilities strategies with broader business objectives Oversee the production of weekly Town Halls and Chapels Provide indirect management oversight to the internally focused role of chaplain(s) Partner with leadership to develop and implement HR strategies that support the goals and objectives of the business. While focusing on critical skills and roles needed for the future, identify top talent, development opportunities, and succession plans Serve as a member and leader within the executive team, providing business insight as well as helping to develop and lead talent strategies, leadership development programs and strategies, and long-term employee career growth initiatives Lead the team that provides strategic HR support for organizational development decisions, employee relations functions, total reward strategies, and talent acquisition Support leadership in developing the workplace culture and driving employee engagement by implementing employee engagement and feedback systems Serve as a change agent, demonstrating the ability to influence, negotiate, and gain buy-in at all levels within the organization Act as coach/consultant to senior leaders on HR-related issues as well as serve as employee advocate Develop and lead the successful implementation of HR programs Measure and report on HR programs compared to relevant benchmarking to ensure that Christian Care Ministry's programs are competitive Evaluate staffing and compensation models and make strategic recommendations regarding current and future organizational talent needs Steward the HR budget and ensure HR and facilities resources and people are aligned to meet business needs Oversee the financial budgeting and staffing levels of the HR and facilities functional teams Lead continuous improvement initiatives across the HR functions Oversee facility management operations Ensure health and safety of organization Contribute to the exercise and expression of Christian Care Ministry's Christian beliefs All other duties as assigned Essential Skills & Abilities Fluency and breadth of experience across the variety of HR disciplines Knowledge and understanding of facilities management principles, along with real estate lease negotiations Excellent interpersonal skills and the ability to effectively communicate at all levels Proven ability to develop strong relationships and partner with internal stakeholders to develop strategies and execute with excellence Self-starter with strong management and leadership skills Demonstrated business acumen Skilled in leading the selection, acquisition, launch, and integration of HR technology platforms to guide operational and strategic initiatives Strong presentation, listening, and speaking skills Proven experience designing and implementing compensation policies Strong metrics and analytics experience Spiritual, Professional, & Ethical Conduct Spiritual Maturity, in full agreement with CCM's Statement of Faith and Conduct & Character statements, with a Christian testimony and lifestyle which includes living a moral life based on the Word of God, submitting to governing authorities, and being an active member of a local church. Conduct, exhibits the fruit of the Spirit: love, joy, peace, patience, kindness, goodness, faithfulness, gentleness and self-control (Gal 5:22-23). Exemplifies biblical standards for spiritual leadership (1 Tim 3:1-12; Titus 1:6-9) Deeply rooted in the Word, able to demonstrate its teachings on an individual level as well as in small group settings, Bible studies, etc. Demonstrates ethical character and good moral judgement, self-control, and truthfulness Not addicted to alcohol or any lifestyles that negatively affect one's judgment A faithful husband/wife, a good manager of his or her own children and own household Free from the love of money / greed, demonstrated by generosity to the church and to others, and by lifestyle Core Competencies/Demonstrable Behaviors Business Insight Interpreting external business content Decoding customer expectations Co-crafting a strategic agenda Balances Stakeholders Earning trust through results Influencing/relating to others Improving through self-awareness Plans and Aligns Building our leadership brand Improving human capital performance through workforce planning and analytics Shaping organizations & communications practices Driving performance Situational Adaptability/Change Champion Ability to implement sustaining change Effective change management skill Adapt approach in real time to match shifting demands Drives Vision and Purpose Ability to cascade vision and purpose that motivates others to action Aligning strategy, culture, practices & behavior Creating a meaningful work environment Supervisory Responsibilities This job has supervisory responsibilities. Oversite of 25+ employees. Incentives & Benefits We work hard to serve our Medi-Share Members, but know we can only do that if we invest in our employees professionally, financially, physically, socially, and spiritually. We purposefully invest in our employees so that our employees can invest in others. For full-time employees working 30 hours or more, some of our benefits include, but are not limited to: • 100% paid Medical for employees/99% for family • Generous employer Health Savings Account (HSA) contributions • Employer-paid Life Insurance (3x salary) and Long-term Disability Insurance • 6 weeks of paid parental leave (for both mom and dad) • Dental - two plans to choose from • Vision • Short-term Disability • Accident, Critical Illness, Hospital Indemnity • 401(k) - up to 4% match on ROTH or Traditional contributions • Generous paid-time off and 11 paid holidays • Wellness plan including Financial, Occupational, Mental/Spiritual, and Physical health incentives up to $50/mo • Employee Assistance Program including no cost, in-person mental health visits and employee discounts • Monetary Anniversary Awards Program • Monetary Birthday Awards