Human resources business partner jobs in Cape Coral, FL

The Florida Business Unit has an opening for a Senior Human Resources Manager located in Deerfield Beach, Florida. This position will be a critical part of the management team as a thought partner to the senior leaders, a driver of our people strategy aligned with the business objectives and will provide overall HR support and guidance to the team. In addition, this role will be a critical part of the overall Florida HR team, as well as a contributing member of the Titan America HR organization. Duties will include, but not be limited to, management coaching and guidance, employee development, recruitment and selection, organizational design and development, training, performance management and employee relations. The ideal candidate will possess a willingness to understand the business and offer diverse HR background that can create and guide the people strategies. The position will be based in Deerfield Beach, FL and will report to the Human Resources Director for the Florida Business Unit. · Provide HR support in the areas of employee development, recruitment, compensation/benefits, organizational development, performance management and employee relations. · Provide support to the business as an active member of the management and a thought partner to senior leaders. · Monitor operational policies and procedures for hiring; discipline and termination; exit interviews; measure performance and determine appropriate compensation. · Collaborate with our safety and legal teams to ensure a safe work environment is created for all employees. · Advise staff on employee development, organizational development and employee performance issues. · Assist with skill assessment, performance review and development plans. · Prepare and submit regulatory reports including state unemployment compensation, etc. · Stay abreast of changing laws, requirements and practices in the HR field. Qualifications: · Bachelor's degree in Business, Organizational Development or related field required, with a Master's degree preferred; Minimum 15+ years of HR generalist experience required. Seven years of experience in a management role within a manufacturing or industrial setting. · Demonstrated knowledge and understanding of human resources principles and practices to include recruitment, benefits, compensation, training and development and strategy. · A demonstrated ability to work with senior management, understand business and finance principals and align HR best practices to the business strategy. · Effective analytical skills to examine cost structures and resolve complex issues. · Knowledge of state Worker's Compensation law and other regulatory standards. · Self-starter with high energy and proven record of instituting continuous improvement. Success begins with hiring the right people to partner with us as we grow and develop our businesses. People are central to everything we do. It is through their efforts and talents that Titan has been successful for over 100 years. Learn more about us at ********************* Titan America is committed to providing Equal Employment Opportunity (EEO) to all qualified persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a Disabled Veteran, Three‐Year Recently Separated Veteran, Armed Forces Service Medal Veteran, Active Duty Wartime or Campaign Badge Veteran, or other protected status.

Department: Accounting | Reports To: CFO | Location: On-site Lake Park, FL About Us We are a growing general-contracting firm specializing in commercial and residential construction. As we expand, were seeking a detail-oriented and experienced HR Manager to support both field and office staff and play a key role in fostering a positive, organized, and compliant workplace. Position Summary The Human Resources Manager will lead and manage all HR functions for the company. Key responsibilities include payroll/job costing, benefits administration, workers compensation and compliance, retirement plan management, recruitment/onboarding, employee relations, and ensuring compliance with federal and state employment regulations. The ideal candidate is proactive, organized, and knowledgeable about the unique HR needs of the construction industry. Key Responsibilities Payroll & Job Costing Process payroll with accurate job-cost allocations across multiple construction projects. Maintain and reconcile payroll records to ensure compliance with wage laws and internal controls. Prepare, verify, and process quarterly and annual payroll tax filings (e.g., Form 941, Form 940, W-2s, RT-6 as applicable). Health Benefits Administration Administer employee health, dental, vision, and supplemental insurance plans. Handle enrollment, terminations, plan changes, and benefit issues. Coordinate open enrollment and act as a liaison with benefit providers and employees. Ensure compliance with the Affordable Care Act (ACA) and associated reporting requirements. Workers Compensation & Safety Compliance Manage workers compensation claims and follow-ups, collaborating with adjusters and facilitating return-to-work programs when appropriate. Maintain OSHA logs and ensure compliance with applicable safety and reporting standards. Retirement Plan Administration Maintain employee retirement plan records and handle enrollments, deferral changes, distributions, and loan requests. Work with third-party administrators to ensure compliance and timely reporting. Support annual plan audits and nondiscrimination testing. Recruitment & Onboarding Collaborate with hiring managers and external recruiters to source qualified candidates. Handle new-hire onboarding, including paperwork, background checks, drug screening, and other pre-employment requirements. Ensure a smooth and compliant induction process for all new employees. Employee Relations & Discipline Serve as a resource for addressing employee concerns, conducting one-on-one meetings, and managing disciplinary actions or terminations when necessary. Maintain accurate documentation and records related to employee performance, discipline, or terminations. Compensation & Well-being Support Assist leadership during compensation reviews and provide guidance on pay-related questions. Offer support to employees regarding benefits, company policies, and HR-related concerns. Maintain an open-door policy to encourage communication, feedback, and a supportive work environment. Culture, Engagement & Communication Help promote and sustain a positive company culture and supportive workplace environment. Facilitate employee communication and act as a liaison between leadership and staff. Organize or assist with events or communications that promote team engagement and morale. Policies, Compliance & Recordkeeping Maintain, update, and enforce company policies, procedures, and the employee handbook. Ensure compliance with all applicable federal and state labor and employment laws. Maintain accurate and confidential employee records, safeguarding privacy and compliance. HR Operations & Administration Oversee routine HR operations including onboarding, offboarding, and policy administration. Support performance documentation, evaluations, and HR-related follow-up tasks as needed. Qualifications Required: Bachelors degree in Human Resources, Business Administration, or related field preferred. Minimum of 3 years of HR experience; construction-industry or related experience strongly preferred. Familiarity with payroll systems (e.g., Sage) and job-costing procedures. Working knowledge of federal and state labor laws, wage laws, benefit administration, and HR best practices. Strong organizational, communication, and problem-solving skills. Ability to maintain discretion and confidentiality. Proficiency in Microsoft Office (Excel, Word, Outlook). Preferred (not required): HR certification such as SHRM-CP/SCP or PHR/SPHR. Work Environment & Other Details Office-based role located in Lake Park, FL. Fast-paced, deadline-driven work environment, supporting both field and office staff across multiple construction projects. On-site presence required. Why Join Us? If you enjoy variety from payroll and benefits to hiring, safety compliance, and culture building and thrive in a hands-on, growth-oriented environment, this role offers the opportunity to make a real impact. Join us and help build not just buildings, but a strong, supportive team.

About us Rural King Farm and Home Store strives to create a positive and rewarding workplace for our associates. We offer opportunities for growth, competitive benefits, a people first environment, and an opportunity to work alongside dedicated associates who share a passion for providing an exceptional experience and service to our rural communities. Whether you are starting an entry-level position or joining with professional experience, Rural King encourages professional growth and provides the necessary resource to help you succeed and grow with us. When you join the Rural King team, you become a contributing member in supporting the needs of and making a difference in the lives of those within the people and communities we serve. How we reward you 401(k) plan that provides a 100% match on the first 3% of your contributions and 50% of the next 2% * Healthcare plans to support your needs * Virtual doctor visits * Access to Centers of Excellence with Barnes Jewish Hospital and Mayo Clinic's Complex Care Program * 15% Associate Discount * Dave Ramsey's SmartDollar Program (no cost to you!) * Associate Assistance Program * RK Cares Associate Hardship Program * 24/7 Chaplaincy Services What You'll do The Purpose of the Human Resources Lead is to assist with various human resources functions and to provide support to both management and associates at their location. This role plays a vital part in ensuring a positive and productive work environment while upholding company policies and legal compliance. The HR Lead will be responsible for overseeing employment-related activities at the location level, which include but are not limited to staffing, timekeeping, record keeping of performance coaching, benefits administration, and training coordination. Promote positive associate relations through effective communication and fostering a supportive work culture. Play a vital role in shaping the perception of our company and our values. Communicate with professionalism, empathy, and enthusiasm to deliver a positive experience to all. Review applications to assess candidate qualifications and suitability for open positions. Conduct initial phone screenings to evaluate candidate skills, experience, and cultural fit. Coordinate and schedule interviews between candidates and store management, ensuring a smooth and positive candidate experience. Coordinate and facilitate new hire onboarding to provide a smooth and positive new hire experience. Plan and take part in community events to enhance hiring efforts and promote employment opportunities. Coordinate and conduct new associate orientations, ensuring a smooth onboarding experience. Prepare and maintain accurate and up-to-date associate records in the Human Capital Management system, including personal information, attendance, leave management, and all other relevant documentation. Assist with benefits administration and enrollment processes. Coordinate and conduct training sessions on assorted topics, including workplace policies, positions specific training, and associate development. Support performance management processes, aiding with goal setting, performance evaluations, and associate development plans. Serve as a point of contact for associates, addressing inquiries promptly and providing guidance. Assist your HR Business Partner to resolve associate conflicts and disciplinary issues, adhering to company policies and legal requirements. Partner with the Store Support Center Human Resources and the Store Manager with policy, procedure, and initiatives. Maintain associate communication by removing outdated communications and posting current information on RK programs, benefits, schedules, location performance, wellness, safety compliance, and other pertinent information. Oversee the location's safety program including maintaining the accident/incident files, communicating daily safety topics, completing the safety audits, and completing accident reviews. Maintain a strong code of ethics and high degree of confidentiality of information about all company, associate, community, legal, and all other matters. Regularly communicate, both written and verbally, with partners from Store Support Center in a professional manner. Use general office equipment such as telephone, copy machine, fax machine, and computer. May be required to work evenings and weekends. Oversee monthly cash reporting as needed. Maintain office and breakroom supplies. Maintain breakroom and training space standards. Participate in cross-training for flexibility in various departments and responsibilities. Provide friendly, proactive, and professional internal and external support to others, assisting with inquiries, concerns, and issues promptly and effectively. Demonstrate behaviors that exemplify Rural King's Values: People First, Integrity, Attitude, Initiative, Teamwork, Accountability, and Continuous Improvement. Perform other duties as assigned. Supervisory Responsibilities None Essential Qualities for Success At least 2 years of human resources experience or equivalent combination of experience and education. Proficiency with Microsoft Office Suite or related software. Working knowledge of Microsoft Office Suite. Excellent verbal and written communication skills to convey ideas, instructions, and information clearly and concisely. Excellent customer service skills. Demonstrated ability to prioritize tasks, meet deadlines, and maintain a high level of attention to detail. Proven track record of consistently producing error-free work and meeting quality standards. Strong interpersonal skills to build rapport, foster relationships, and collaborate effectively. Proficiency in adapting communication style and tone to effectively interact with individuals from diverse backgrounds and at different levels within the organization. Demonstrate a high level of adaptability in response to changing priorities, unexpected challenges, and evolving business needs. Comfortable navigating computer systems and software to assist customers or manage activities. Possession of a growth mindset, characterized by a belief in the ability to develop talents and intelligence through hard work, dedication, and continuous learning. Physical Requirements Ability to maintain a seated or standing position for extended durations. Ability to lift, push, and/or pull a minimum of 30 pounds repetitively and 31-50 pounds intermittently. Able to navigate and access all facilities. Skill to effectively communicate verbally with others, both in-person and via electronic devices. Close vision for computer-related activities. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, national origin or ancestry, sex, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, marital status, or any other characteristic protected by law. We use E-Verify to confirm the employment eligibility of all newly hired associates. To learn more about E-Verify, including your rights and responsibilities, please visit *********************

We are seeking a strategic, hands-on IT Business Partner to support and advance the technology needs of Femwell's Ancillary Services division, which includes outpatient Imaging Centers, Maternal Fetal Medicine (MFM) clinics, a pathology laboratory (MediPath), and other specialty care centers. While the primary focus of this role will be on Imaging and MFM, the IT Business Partner will also provide cross-functional support to the full Ancillaries portfolio. This individual will act as a liaison between the Ancillaries operations teams and the Corporate IT department, working closely with office managers at key sites and operational leaders across departments to triage issues, identify root causes, and drive improvements to systems and workflows. This role requires strong communication, problem-solving, and leadership skills, as well as deep familiarity with healthcare IT systems. Essential Job Functions Technology Strategy & Leadership • Collaborate with Ancillaries leadership and Corporate IT to develop and execute IT strategies aligned with business goals. • Support technology planning for new site launches, system upgrades, and service line integrations. • Serve as a strategic partner and advisor to department heads, clinical leadership, and office management teams. Systems & Infrastructure Oversight • Manage and support core systems including PACS/RIS, Maternal Fetal Medicine platforms such as AS Software, EHR/EMR integrations, laboratory information systems (LIS), imaging modalities, and telecommunications. • Ensure seamless interoperability between ancillary systems and referring practices. • Oversee physician-facing technologies including diagnostic viewing systems, image/report delivery tools, and portals. • Work collaboratively with ancillary site-level IT staff while aligning initiatives with Corporate IT standards and architecture. Stakeholder Liaison & Process Optimization • Build strong relationships with office managers and operational leads at Imaging, MFM, MediPath, and other ancillary sites. • Triage technical and workflow-related issues, facilitate root cause analysis, and coordinate cross-functional solutions. • Identify and implement system enhancements to improve efficiency, data accuracy, and clinical operations. Cybersecurity & Compliance • Ensure HIPAA and HITECH compliance across all ancillary IT environments. • Partner with Corporate IT on security protocols, backup, disaster recovery, and data protection strategies. IT Operations & Support • Provide support and oversight for local IT resources, help desk operations, and third-party vendors serving ancillary locations. • Monitor technology performance, escalate unresolved issues, and guide adoption of IT best practices across sites. • Facilitate training and communication with non-technical end users Other Essential Tasks/Responsibilities/Abilities Must be consistent with Femwell's core values. Excellent verbal and written communication skills. Professional and tactful interpersonal skills with the ability to interact with a variety of personalities. Excellent organizational skills and attention to detail. Excellent time management skills with proven ability to meet deadlines and work under pressure. Ability to manage and prioritize multiple projects and tasks efficiently. Must demonstrate commitment to high professional ethical standards and a diverse workplace. Must have excellent listening skills. Must have the ability to maintain reasonably regular, punctual attendance consistent with the ADA, FMLA, and other federal, state, and local standards and organization attendance policies and procedures. Must maintain compliance with all personnel policies and procedures. Must be self-disciplined, organized, and able to effectively coordinate and collaborate with team members. Extremely proficient with Microsoft Office Suite or related software; as well as Excel, PPT, Internet, Cloud, Forums, Google, and other business tools required for this position. Education, Experience, Skills, and Requirements • Bachelor's degree in Information Technology, Computer Science, Health Informatics, or a related field. • Advanced degree or professional certifications (e.g., CPHIMS, PMP, CompTIA) preferred. Experience: • 3+ years of IT leadership or healthcare IT experience, preferably in outpatient or multispecialty clinical environments. • Direct experience with PACS, RIS, HL7, EHR/EMR integration, and MFM platforms such as AS Software. • Familiarity with imaging modalities (ultrasound, mammography, X-ray, MRI) and LIS systems. • Strong understanding of HIPAA, HITECH, and cybersecurity in clinical healthcare settings. Skills: • Exceptional communication and stakeholder management skills. • Proven ability to triage complex issues, lead root cause investigations, and optimize clinical workflows. • Technically proficient with strong problem-solving, vendor management, and project coordination skills. • Able to bridge the gap between clinical operations and technical infrastructure. Preferred Experience: • Experience supporting women's health or OB/GYN-focused practices. • Implementation of new outpatient or diagnostic center technologies. • Experience with cloud-based imaging, remote access solutions, or distributed multisite infrastructures.

Job Description Title: Vice President of Human Resources Reports to: Chief People Officer About the Company At BMG Money, our mission is to provide access to affordable and responsible credit for underserved consumers facing unexpected expenses. We all share one vision- Redefining lending through technology, where underserved individuals can thrive financially through forward-thinking, responsible, and innovative financial solutions. 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. Key Responsibilities 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 based on these metrics. Researches, develops, and implements competitive compensation, benefits, performance appraisal, talent acquisition, and employee incentive programs. Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, and benefits questions, concerns, and issues. Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Drafts and implements the organization's staffing budget, and the budget for the human resource department. Direct the planning and execution of HR policies ensuring full compliance with US Federal/State laws and Brazilian labor regulations (CLT), mitigating risk across both jurisdictions. Champion a unified company culture that bridges the US and Brazil offices, creating programs that respect local nuances while aligning with corporate values. Oversee recruitment strategies for both regions, managing the complexities of cross-border hiring, visa/sponsorship requirements, and localized compensation benchmarking. Direct the company's administrative functions, supervising office managers and administrative assistants to ensure seamless day-to-day operations in all locations. Establish standard operating procedures (SOPs) for non-technical workflows, procurement of office supplies, travel policies, and vendor management. Serve as the primary point of contact for property management, lease negotiations, and space planning to accommodate growth in both the US and Brazil headquarters. Oversee the maintenance, security, and cleanliness of company buildings, ensuring all facilities meet health and safety standards (OSHA in the US and NR standards in Brazil). Design and maintain a physical work environment that boosts productivity and employee well-being, managing renovations, office layouts, and hybrid-work technology setups. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field required; Master's or law degree highly preferred. At least ten years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred. SHRM-CP or SHRM-SCP strongly preferred. Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Knowledge of Brazilian labor laws a plus

At Chewy, we strive to be the most trusted and convenient online destination for pet parents and our partners - vets and service providers - alike. Our success is measured by the happiness of the people and pets we serve, not simply by the amount of pet supplies we deliver. That's why we continue to think outside the Chewy box to delight, surprise, and thank our loyal pet lovers! Our Opportunity The leader of HR Product Management will be the enterprise product leader for HR transformation. They will establish the way HR functions as a modern product organization. They will drive a unified HR product roadmap that connects people, process, technology, and experience. This leader will partner across HR, Technology, and Business functions to transform how HR operates, delivers programs, and supports employees and leaders. The role will be ultimately responsible for the orchestration of an end-to-end HR ecosystem that is AI-enabled, data-driven, and operationally scalable. What You'll Do Define and lead the HR product vision and enterprise roadmap that unifies all transformation initiatives across the four pillars: HR operating model redesign, COE program alignment, technology, and change leadership. Align all HR Centers of Excellence (e.g., Talent Management, Compensation, Workforce Planning, Engagement) around a unified, transparent roadmap built through a product-driven, experience-first approach-underpinned by a governance model that seamlessly integrates roadmap priorities, technology enablement, and AI capabilities to deliver measurable enterprise outcomes. Champion transformation by embedding generative, predictive, and agentic AI into HR programs, workflows, and employee experiences. Collaborate with the AI Advisory Board and HR Technology to ensure responsible and effective AI integration. Instill a product perspective across HR leadership, helping COEs, HRBPs, and shared-services teams adopt results-focused, data-informed methods to build and deliver programs. Mentor a small, high-impact team of product, analytics, and change professionals as the function matures. Partner with Technology, People Analytics, and Data Science teams to translate business and workforce strategy into scalable solutions that support decision-making and self-service. Partner with the Director of HR Technology to align product and technical roadmaps. Ensure HR Product defines priorities and desired outcomes. The HR digital solutions team manages delivery, technical execution, and KTLO. Together, guide technology investments toward high-value, experience-led outcomes that advance the enterprise HR strategy. Drive measurable impact through product benchmarks such as adoption, engagement, service efficiency, and workforce effectiveness. Establish data-driven governance and a continuous feedback and improvement loop to monitor progress, find opportunities for enhancement, and sustain transformation outcomes over time. Serve as the connective leader across transformation governance, ensuring alignment among HR Strategy, COEs, HR Technology, Change Enablement, and Business Units. What You'll Need 10-15 years of experience in HR transformation, product management, or enterprise program leadership, with 5+ years in a senior or director-level capacity. Proven ability to lead large-scale, multi-pillar transformation programs that integrate strategy, process, and technology. Deep understanding of HR domains such as talent management, compensation, organizational design, workforce planning, and employee experience. Demonstrated success embedding AI and analytics into HR products, programs, and operating models to drive automation, personalization, and strategic decision-making. Skilled in agile product management, roadmap governance, and collaborator alignment across complex, matrixed organizations. Exceptional executive communication skills and the ability to translate technical and operational concepts into strategic narratives. Bachelor's degree required; advanced degree (MBA or related) preferred. Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

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.

Reporting to the Chief Operating Officer, the Vice President of Human Resources and Enterprise Risk Management is a senior executive leadership role responsible for overseeing strategic human capital programs and enterprise risk initiatives. This leader guides a high-performing Human Resources team and a centralized Enterprise Risk Management function to ensure organizational alignment, accountability, and operational excellence. Key responsibilities include: Modernizing HR systems and practices Overseeing workforce development, succession planning, labor relations, and employee engagement initiatives Leading the Enterprise Risk Management function, including risk identification and insurance management Integrating organization-wide safety efforts to enhance risk visibility and mitigation strategies Requirements Proven senior leadership experience in Human Resources and Enterprise Risk Management Strong background in strategic HR management, including workforce planning and labor relations Experience leading enterprise risk functions, including risk assessment and mitigation Ability to lead and develop high-performing teams across multiple disciplines Excellent communication and stakeholder management skills Demonstrated success in driving organizational change and modernization efforts Familiarity with safety programs and regulatory compliance Working Place: Tampa, Florida, United States Company : 2025 June 26th Virtual Fair - Tampa Airport Authority

eMed Population Health, Inc. ("eMed") is a pioneering healthtech company and Test-to-Treat innovator, transforming at-home and virtual diagnostics with the world's first end-to-end GLP 1/GIP care platform built on Empathetic AI™. With over 600 employees globally, eMed is democratizing healthcare through digital diagnostics, telehealth, and Rx treatment solutions that deliver better outcomes at scale for employers, payers, governments, and individuals. Position Summary The VP, Global HR is a key member of eMed's Executive Leadership Team and will drive the company's global people strategy, organizational effectiveness, and culture. Reporting directly to the CEO, the VP, Global HR will oversee all aspects of HR across multiple geographies- including talent acquisition, employee experience, performance & talent management, leadership development, compensation and benefits, culture & engagement, change management, and organizational design-while ensuring alignment with eMed's mission and growth trajectory as a private equity-backed healthtech leader. The ideal candidate is a transformative HR executive with a proven track record of scaling organizations, leading through change, and fostering high-performance, award-winning cultures. The VP, Global HR will be a hands-on leader responsible for producing both the core, foundational work and the innovative strategies for change and growth within eMed's scrappy, start-up environment. Key Responsibilities Strategic Leadership: Serve as a trusted advisor to the CEO and Board, driving people strategy that supports rapid global growth, M&A integration, and operational excellence. Talent & Workforce Planning: Build scalable recruitment and workforce planning strategies to attract, develop, and retain top talent while reducing time-to-hire and agency spend. Culture & Engagement: Champion initiatives that foster an accountable and engaging workplace, ensuring alignment with eMed's values of empathy, innovation, and accessibility. Organizational Design & Change Management: Lead restructuring, integration, and workforce transformation initiatives to optimize leadership talent and enable sustained growth. Learning & Leadership Development: Drive innovative leadership and employee development programs, including AI-enabled learning, continuous feedback, and succession planning. Compensation & Benefits: Oversee competitive and cost-effective rewards programs, benefits strategy, and retirement planning to support retention and business sustainability. AI & Digital Transformation: Partner with leadership to integrate AI and digital tools into HR processes, enabling workforce adaptability, productivity, and innovation. • Governance & Compliance: Ensure HR policies, practices, and systems comply with global labor regulations, data privacy, and ethical standards. Qualifications 15+ years of progressive HR leadership experience, including VP, HR, VP, Global Talent, CHRO or equivalent executive role. Proven track record leading HR in fast-paced, PE-backed, or high-growth global organizations. Expertise in talent strategy, organizational effectiveness, performance management, and culture transformation. Demonstrated success in leading HR aspects of midsized M&A and integrations. Strong background in digital transformation and AI adoption within HR and organizational processes. Excellent leadership, communication, and interpersonal skills with the ability to influence across C-suite and Board levels. Bachelor's degree required; advanced degree or executive education preferred. Global experience and multilingual capability are strongly preferred. What We Offer Opportunity to shape the future of healthcare with an industry innovator. A seat at the executive leadership table driving business and people impact. Competitive compensation, performance-based incentives, and equity participation. Comprehensive benefits including medical, dental, vision, 401(k) with company match, and wellness programs. A collaborative culture that values creativity, innovation, a strong work ethic and results.

Lead and direct all human resources functions for the organization while overseeing the company's Professional Employer Organization (PEO) services division. Serve as a strategic business partner to executive leadership, driving organizational effectiveness through comprehensive HR strategies that support both internal operations and external client services. Responsible for developing and implementing HR policies, procedures, and programs that enhance employee engagement, ensure regulatory compliance, and deliver exceptional PEO services to client businesses and their employees. Essential Roles and Responsibilities: Strategic HR Leadership Develop and execute comprehensive HR strategies aligned with organizational goals and financial services industry requirements Partner with executive leadership to drive business outcomes through effective people strategies Oversee budget planning and resource allocation for HR operations and PEO services Lead organizational change management initiatives and cultural transformation efforts Provide strategic guidance on workforce planning, organizational design, and succession planning Team Management & Development Direct and mentor the HR Generalist and Director of HR Services teams Establish performance goals, conduct evaluations, and support professional development Foster collaboration between internal HR operations and PEO service delivery Build high-performing teams capable of delivering superior internal and client services Daily and Monthly Responsibilities: Recruitment & Hiring Oversee full-cycle recruitment strategies for internal positions and client organizations Develop talent acquisition frameworks that attract top-tier candidates in financial services Ensure compliance with applicable regulations and industry-specific hiring requirements Partner with leadership on executive search and succession planning initiatives Monitor recruitment metrics and optimize processes for efficiency and effectiveness Compensation & Benefits Design and manage competitive compensation structures for internal staff and PEO clients Conduct market analysis and salary benchmarking to ensure competitive positioning Oversee benefits administration, vendor relationships, and cost management Lead annual compensation reviews and merit increase processes Ensure compliance with FLSA, ERISA, and other compensation and/or benefit-related regulations Employee Relations Provide executive-level guidance on complex employee relations matters Oversee investigation processes for workplace complaints and compliance issues Develop conflict resolution strategies and disciplinary action frameworks Monitor employee satisfaction through surveys, exit interviews, and stay interviews Ensure consistent application of policies across internal operations and client sites Training & Development Create comprehensive learning and development strategies for all employee levels Oversee management development programs and leadership training initiatives Ensure regulatory compliance training for financial services requirements Develop client-facing training programs delivered through PEO services Measure training effectiveness and ROI to optimize program delivery Compliance & Legal Ensure adherence to federal, state, and local employment laws and regulations Maintain expertise in financial services industry regulations and compliance requirements Oversee audit processes for both internal operations and PEO client services Collaborate with legal counsel, when necessary, on employment-related matters and policy development Monitor regulatory changes and implement necessary policy adjustments Performance Management Design and implement performance management systems that drive results Establish clear performance metrics and accountability frameworks Coach executives and managers on performance improvement strategies Oversee annual review processes and performance improvement plans Link performance management to compensation and career development opportunities Company Culture & Well-Being Initiatives Champion organizational culture initiatives that reflect company values Develop employee engagement strategies and wellness programs Create recognition and rewards programs that motivate high performance Monitor culture metrics and implement improvements based on feedback Employee Records & Documentation Management Ensure accurate maintenance of all employee files and documentation Oversee HRIS systems and data integrity for internal and client records Establish document retention policies and compliance procedures Monitor data privacy and security protocols for sensitive employee information Coordinate with IT on system upgrades and data management improvements Termination & Employee Exits Oversee termination procedures and exit interview processes Ensure compliance with final pay, benefits continuation, and legal requirements Develop offboarding procedures that protect company interests and maintain relationships Analyze exit data to identify trends and improvement opportunities Manage reduction-in-force situations with sensitivity and legal compliance PEO Services Oversight Provide guidance to the strategic development and delivery of PEO services to client businesses Ensure service level agreements are met and client satisfaction is maintained Oversee client onboarding, implementation, and ongoing relationship management Monitor PEO service profitability and growth opportunities Stay current with PEO industry trends and competitive landscape Ensure regulatory compliance for all PEO service offerings

At PODS (Portable On Demand Storage), we don't just lead the moving and storage industry we redefined it. Since 1998, we've empowered customers across the U.S. and Canada with flexible, portable solutions that put customers in control of their move. Whether it's a local transition or a cross-country journey, our personalized service makes any experience smoother, smarter, and more human. We're driven by a culture of trust, authenticity, and continuous improvement. Our team is the heartbeat of our success, and together we strive to make each day better than the last. If you're looking for a place where your work matters, your ideas are valued, and your growth is supported- PODS is your next destination. JOB SUMMARY The Director of HR Operations - Corporate & Call Center Operations serves as the HR leader supporting our corporate functions and high-volume Sales and Service Center operations. This role leads a team of HR professionals who deliver strategic and operational HR support across diverse corporate departments and customer-facing Sales and Service Center teams. As a trusted advisor to leaders, this position aligns people strategies with business objectives to enhance performance, employee experience, workforce efficiency, and organizational health. The Director ensures consistent execution, measurement, and communication of HR policies, processes, and programs across corporate and Sales and Service Center environments. This leader drives initiatives related to talent development, workforce planning, employee relations, performance management, and operational readiness. The ideal candidate is data-driven, skilled at leading and developing HRBPs, and highly experienced in supporting both knowledge-based corporate roles and high-volume, schedule-driven call center operations. General Benefits & Other Compensation: Medical, dental, and vision insurance Employer-paid life insurance and disability coverage 401(k) retirement plan with employer match Paid time off (vacation, sick leave, personal days) Paid holidays Parental leave / family leave Bonus eligibility / incentive pay Professional development / training reimbursement Employee assistance program (EAP) Commuter benefits / transit subsidies (if available) Competitive Pay Other fringe benefits (e.g. wellness credits) What You Will Do: Strategic Leadership & Partnership • Serve as the primary strategic HR partner to corporate and Sales & Service Center leaders, aligning HR strategies with functional and operational priorities. • Lead, develop, and coach a team of HR professionals to deliver effective, business-oriented HR support across multiple functions. • Partner with leaders to anticipate workforce needs, organizational gaps, and opportunities for improved performance and engagement. HR Policy, Communication & Compliance • Support the consistent communication and compliance of HR policies and programs across corporate departments and Sales & Service Center teams. • Develop and monitor mechanisms for measuring policy effectiveness, organizational adoption, and areas for improvements or standardization. • Ensure all HR practices comply with federal, state, and local labor laws, especially those applicable to Sales & Service Center environments (e.g., scheduling, breaks, attendance). • Provide clear and effective HR communications, toolkits, and resources to leaders and employees. Talent & Workforce Management • Support talent management efforts, including succession planning and leadership development for both corporate and Sales & Service Center teams. • Support Sales & Service Center workforce planning including staffing models, volume forecasting partnerships, and retention strategies. • Guide HRBPs in delivering performance management coaching and employee development across varying role types-from corporate professionals to hourly Sales & Service Center agents. • Support recruiting strategies in partnership with Talent Acquisition, ensuring the unique hiring needs of corporate and Sales & Service Center functions are met. Employee Relations & Culture • Oversee complex employee relations issues, ensuring fair, consistent, and legally compliant outcomes. • Monitor and address employee sentiment, culture trends, and engagement drivers in fast-paced Sales & Service Center environments and across corporate teams. • Serve as a senior escalation point for HRBPs and leaders on sensitive or high-impact ER issues, investigations, or policy concerns. • Support initiatives that improve retention, reduce absenteeism, and strengthen the overall employee experience. Data, Reporting & Analytics • Leverage HR and operational performance data-including turnover, absenteeism, schedule adherence, productivity, and engagement-to identify trends and recommend solutions. • Develop dashboards and reporting tools tailored to the needs of corporate and Sales & Service Center operations. • Guide HRBPs in using data to influence decision-making and measure the impact of HR initiatives. Cross-Functional Collaboration • Partner with all areas of HR -including Total Rewards, Talent Acquisition, Learning & Development and Internal Communications -to ensure corporate and Sales & Service Center needs into are incorporated into enterprise strategies. • Collaborate closely with Workforce Management teams to ensure HR strategies and staffing plans support service levels, customer experience expectations, and operational performance. • Act as a liaison between corporate support teams, Sales & Service Center leadership, and Corporate HR to drive alignment, clarity, and operational readiness. MANAGEMENT & SUPERVISORY RESPONSIBILTIES • Typically reports to Chief Human Resource Officer. • Job is directly responsible for managing other employees (e.g., hiring/termination and/or pay decisions, performance management) What You Will Need: • Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (SPHR/SHRM-SCP) preferred. • 10+ years of progressive HR experience, including at least 5 years in a leadership role supporting corporate and/or call center environments. • Experience leading and developing HR Business Partners. • Strong expertise in employee relations, HR policy, and compliance. • Proven ability to partner with operational leaders and influence outcomes. • Demonstrated ability to use HR analytics and data insights to drive decisions. • Experience in a service-focused, distributed workforce environment preferred. • Or an equivalent combination of education, training or experience NOTE: This role is onsite at our Clearwater, FL headquarters with a 4/1 schedule; in office Monday-Thursday and remote on Fridays. Assessment Notice: By submitting an application for this position, you acknowledge and consent that you may be asked to complete a personality and/or skills assessment as part of the hiring process. These assessments are used solely as one component of the overall candidate evaluation and will not be the sole basis for any hiring decision. All assessment results will be handled in accordance with applicable laws and our internal selection guidelines. Should you need to request a reasonable accommodation, please submit request to ******************* DISCLAIMER The preceding job description has been designed to indicate the general nature of work performed; the level of knowledge and skills typically required; and usual working conditions of this position. It is not designed to contain, or be interpreted as, a comprehensive listing of all requirements or responsibilities that may be required by employees in this job. Equal Opportunity, Affirmative Action Employer PODS Enterprises, LLC is an Equal Opportunity, Affirmative Action Employer. We will not discriminate unlawfully against qualified applicants or employees with respect to any term or condition of employment based on race, color, national origin, ancestry, sex, sexual orientation, age, religion, physical or mental disability, marital status, place of birth, military service status, or other basis protected by law. No Unsolicited Resumes from Third-Party Recruiters: Please note that as per PODS policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our Inclusive Diversity values. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that PODS will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person, or entity.

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

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

Our partner transforms and enhances traveler experiences through popular local, national, and international brands; first-class customer service; and innovation. Job Description The HR Manager handles all human resource functions for the Dining and Retail Divisions within one platform at the airport. May include payroll, benefits, administration of labor contracts, training, employee relations, recruiting, safety, etc. This role focuses on the frontline hourly workforce. In some cases, may supervise clerical associates. Exists mostly in large or more complex platforms. • Drive and Support talent acquisition initiatives that contribute to sourcing, interviewing, and selecting individuals that help to build bench strength within the platform. • Be a visible presence. Available to members of the management team, hourly associates, guests, and airport partners. • Lead and guide the new hire and onboarding process. • Assist in implementing the organization's performance management process through coaching, educating, and providing feedback. • Conduct regular audits of various processes to ensure efficiency and compliance (IE: employee files, training modules, etc.) • Conduct effective, thorough, and objective investigations. • Prepare counseling and follow-up with the delivery of documentation. • Partner with the Regional Human Resource Manager on various human resource topics and duties. • Ensure all compliance-based and brand-specific training is completed by the due date. • Ensure performance goals and expectations for your team are met. Following up consistently and providing feedback on an ongoing basis. • Ensure performance evaluations are delivered on a timely basis. • Guide, train, and direct business partners and Associates on the execution of Human Resource policies and processes to ensure appropriate legal (EEO, ADA, FMLA, Workmen's Compensation etc.) and corporate compliance. • Complete personnel/payroll-related administrative duties, as assigned accurately, on time, and following company policies and procedures. • Adhere to security and loss prevention procedures that are in place to protect associates, guests, and company assets. • Ensure a safe working and guest environment to reduce the risk of injury and accidents. Complete accident reports promptly if a guest or associate is injured. • Ensure compliance with operational standards, company policies, federal/state/local laws, and ordinances. • Develop associate incentives and other rewards and recognition programs to enhance associate morale, promote employee engagement and maintain a positive associate culture. • Act as an advocate for associates and maintain the company's Open Door Policy. • Act as a trusted resource to Managers and Associates on various human resource topics and guide associates to people, tools, and resources. • Active participant and lead, driving associate engagement through a variety of methods, including the annual engagement survey. o Participate and facilitate scheduled meetings to assess the team's morale and work with Flagship General Manager/General Manager on necessary adjustments to action plans. • Counsel associates on resources available to assist with wellness, leaves, and other company programs. • Assist operations when needed. • Other Duties as assigned. Qualifications • Knowledge of employment law (i.e. Wage and Hour, FLSA, ADA, FMLA, EEOC, etc.) • Knowledge of local, state, and federal laws • Ability to communicate at all levels of the organization. • Strong organizational skills as they relate to investigations and documentation. • Exceptional conflict management skills and commitment to confidentiality in all aspects of HR functions • Effective training and facilitation skills for large and small groups • Proficiency with MS Office (Word, Excel, Outlook, Access, PowerPoint) and HRIS system • Strategic, analytical, detailed, energetic, and able to work in a fast-paced, team-oriented environment. • Self-motivated and directed. • Strong presentation skills Education or Equivalent Experience: • 3 to 5 years of experience in Human Resources, preferably in the Food and Beverage or Retail environment. • Bachelor's degree with an emphasis in Human Resources is desirable. A combination of practical experience and education will be considered as an alternative. • Supervisory/Managerial Experience: 2 or more years Additional Information Schedule: May require some nights, weekends, and holidays and alternate shifts. Other: Career advancement opportunities Fun Work Environment Medical Benefits Company Paid Time Off Premium pay for Worked Holidays 401K Program On-line Learning system Associate recognition Programs Merchandise and dining discounts Transportation and parking space assistance All your information will be kept confidential according to EEO guidelines.

Must Have Technical/Functional Skills Deep expertise in JD Edwards EnterpriseOne HR and Payroll modules, ensuring accurate payroll processing, compliance, and system optimization. * 10+ years of experience in JD Edwards EnterpriseOne HR/Payroll. * Strong understanding of payroll processes, tax rules, and compliance. * Experience with JDE UBE reports, table structures, and data integrity. * Knowledge of time and labor, benefits administration, and employee self-service. Roles & Responsibilities * Implement, configure, and support JD Edwards HR and Payroll modules. * Analyze business requirements and translate them into JDE solutions. * Manage payroll setup, tax configurations, deductions, benefits, and time entry. * Ensure compliance with local labor laws and statutory requirements. * Troubleshoot and resolve payroll-related issues in JDE. * Collaborate with HR, Finance, and IT teams for seamless integration. * Conduct end-user training and prepare documentation. * Participate in upgrades, patches, and system enhancements. Generic Managerial Skills, If any * Experience with JDE Tools Release upgrades. * Familiarity with CNC concepts and system architecture. * Exposure to integration with third-party HR systems. Key Words to search in Resume JD Edwards HR Payroll Consultant Salary Range: $100,000 $140,000 Year TCS Employee Benefits Summary: Discretionary Annual Incentive. Comprehensive Medical Coverage: Medical & Health, Dental & Vision, Disability Planning & Insurance, Pet Insurance Plans. Family Support: Maternal & Parental Leaves. Insurance Options: Auto & Home Insurance, Identity Theft Protection. Convenience & Professional Growth: Commuter Benefits & Certification & amp; Training Reimbursement. Time Off: Vacation, Time Off, Sick Leave & Holidays. Legal & Financial Assistance: Legal Assistance, 401K Plan, Performance Bonus, College Fund, Student Loan Refinancing. #LI-SP1

Location: Clearwater, FL Company: SCC Soft Computer Industry: Software | Laboratory & Genetics Information Systems About SCC Soft Computer SCC Soft Computer is a global leader in laboratory and genetics information systems , dedicated to advancing healthcare diagnostics and laboratory management through innovative software solutions. With a diverse global workforce and operations spanning multiple continents, SCC has been at the forefront of healthcare technology for over four decades, delivering world-class software and services to clinical laboratories and healthcare organizations worldwide. Position Overview We are seeking an experienced and strategic HR Director to join our executive leadership team. This role will lead global HR initiatives to support SCC's continued growth, transformation, and organizational excellence. The ideal candidate will have a strong background in the software or SaaS industry and proven experience managing global talent operations, compensation design, performance management systems, and organizational restructuring. Key Responsibilities Partner with executive leadership to align HR strategy with SCC's global business objectives and growth plans. Develop and execute performance management frameworks that drive accountability, innovation, and continuous improvement. Provide strategic guidance on organizational design, right-sizing, and restructuring initiatives to support operational efficiency and scalability. Serve as a trusted advisor to senior management on all people-related matters, including succession planning, workforce planning, and leadership development. Foster a culture of engagement, inclusion, and high performance aligned with SCC's mission and values. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 8+ years of progressive HR leadership experience , with at least 4 years in a director-level or above role within the software or SaaS industry . Proven success in compensation and performance design , organizational restructuring , and change management . Strong understanding of the technology sector's talent market and evolving workforce trends. Exceptional communication, leadership, and stakeholder management skills. Why join SCC Soft Computer Work with a global leader at the intersection of technology and healthcare. Shape the future of a people-first, innovation-driven organization. Collaborate with diverse, talented professionals across the world. Enjoy a culture that values integrity, collaboration, and continuous improvement. Ready to make an impact? If you're a visionary HR leader with a global mindset and tech-savvy approach, apply now and help us shape the future of our workforce!

To provide operational support regarding processes, procedures and/or programs for an assigned Human Resources (HR) Center Of Excellence (COE). Serve as trusted advisor to NFCU employees by responding to HR related requests and inquiries and providing guidance to internal/external customers. Identify, research and resolve issues/discrepancies, and review and process HR personnel transactions. * Provide COE operational support requiring understanding of assigned COE processes, procedures and/or programs * Maintain broad knowledge of HR services and answer or appropriately route employee inquiries pertaining to complex HR programs, processes, procedures, and communications * Analyze and interpret a wide range of issues; select and adapt methods, processes, or tools to meet needs, and coordinate solutions efficiently and accurately * Resolve complex operational/processing issues, inquiries, and complaints * Ensure work is completed within defined service level agreements * Ensure compliance with all HR related policies, practices, and procedures * Serve as subject matter expert and provide guidance to internal/external customers and stakeholders regarding complex SSC processes, HR services and assigned core COE functions, systems, policies and/or procedures * Lead, guide, and mentor less experienced staff * Conduct and/or facilitate user acceptance testing to include developing and executing test cases, communication with project teams, validating and documenting results * Research, analyze and determine cause/impact of complex errors/omissions * Develop, recommend, and assist in the implementation of policies, procedures, programs to improve processes and reduce errors across the SSC and/or within assigned COE * Perform on-going quality control to ensure efficiency and accuracy of processes and procedures * Perform research and provide recommendations for process improvements * Act as the primary point of contact for employees following vendor approval of disability and extended leave claims. Provide accurate information and guidance through timely inbound and outbound communications * Oversee and resolve employee-submitted cases, including those requiring detailed analysis and complex guidance, ensuring efficient and effective resolution * Prepare and maintain accurate reports, performing thorough data validations to ensure compliance with established standards and policies * Review and update employment status records in Oracle HCM to maintain data integrity and accuracy across HR systems * Coordinate accurately and efficiently with vendors, contractors, and advisors involved in disability claim payment processing to ensure seamless operations and timely issue resolution * Perform other duties as assigned * Significant experience in progressively responsible positions which reflect the ability to work independently; exercise sound judgment; display a high degree of initiative; and manage multiple priorities effectively, preferably in a Human Resources or Shared Services function * Ability to work independently and in a team environment * Experience in leading, guiding, and mentoring others * Knowledge of SSC assigned programs, processes, and procedures for designated and additional COEs when needed (e.g., Benefits) * Advanced knowledge of various Human Resource issues, services, and systems * Advanced skill following, interpreting, and applying relevant data/instructions to guidelines, procedures, practices and regulations * Advanced customer service and stakeholder management skills * Effective database and presentation software skills * Advanced organizational, planning and time management skills * Advanced research, analytical, and problem-solving skills * Advanced skill exercising initiative and using good judgment to make sound decisions * Expert skill maintaining accuracy with attention to detail and meeting deadlines * Advanced verbal and written communication skills * Associate's Degree in Business Administration, Human Resources or the equivalent combination of training, education, and experience * Significant experience in human capital management systems * Significant knowledge of Navy Federal products, services, programs, policies and procedures * Advanced communication skills, ability to clearly convey information and provide guidance to employees through both inbound and outbound communication channels Expert skill in managing and resolving complex employee cases with attention to detail and accuracy * Advanced skill in creating reports, validating data, and ensuring compliance with HR standards and policies * Advanced knowledge of HR systems, particularly Oracle HCM, and the ability to maintain accurate employment records Desired Qualifications * Skilled in working with vendors, contractors, and internal stakeholders to ensure seamless coordination and timely resolution of issues * Capacity to analyze issues, identify root causes, and implement effective solutions in a fast-paced environment * Significant experience in human capital management systems * Significant knowledge of Navy Federal products, services, programs, policies, and procedures Hours: Monday - Friday, 8:00AM - 4:30PM Locations: 820 Follin Lane, Vienna, VA 22180 | 5510 Heritage Oaks Drive, Pensacola, FL 32526 | 141 Security Drive, Winchester, VA 22602

Job DescriptionJob DescriptionDirector of Human Resources

Job Title: Human Resources Director Department: Human Resources Reports To: City Manager FLSA Status: Exempt Prepared by: Human Resources Under the general administrative direction of the City Manager, supervises and administers a broad comprehensive personnel program for the City of Opa-locka. This role is responsible for developing and implementing policies, programs, and services that support a productive, inclusive, and legally compliant workplace. The Director will lead initiatives in recruitment, employee relations, compensation, benefits, training, and organizational development. NATURE OF WORK Performs a variety of complex professional administrative and supervisory work in directing, planning, and coordinating the full range of functions and programs of the Human Resources Department consistent with the City's mission, vision, and values. Directs the actions of all human resources staff to ensure proper compliance with related legislation, labor contracts, rules and regulations. Exercises considerable initiative and independent judgment under the general direction of the City Manager. KEY RESPONSIBILITIES · Prepares and pre-audits personnel action forms for conformance with City ordinances, resolutions, rules, and regulations. · Formulates and recommends policies, regulations, and practices for implementing the personnel program. · Consults with and advises the City Manager and department heads in various personnel policies and practices. · Directs, coordinates and supervises the administration of a position classification plan, a wage and salary plan, fair employment practices, and municipal training programs. · Make recommendations to the City Manager for changes where warranted. · Conducts special management studies relating to personnel matters. · Develops and administers an employee evaluation program. · Prepares comprehensive personnel reports, recommends methods of improving the personnel program to the City Manager. · Prepares the personnel budget and maintains budgetary controls. · Maintains personnel records for City employees. · Maintains effective public relations with administrators, department heads, employees, and the general public. · Supervises all employees assigned to the Human Resources Department. · Performs other related work as required. KNOWLEDGE, ABILITIES AND SKILLS. · Thorough knowledge of the principles and practices of public personnel administration to include the methods and techniques of administering a position classification plan, a wage and salary plan, equal employment opportunity programs, fair employment practices and affirmative action programs, and municipal training. · Considerable knowledge of administrative organization and management; types and variety of positions common to municipal government. · Knowledge of current trends in public personnel administration; techniques used in the conduct of public-employer-employee relations; principles and practices of organizational planning; informational programs; local governmental functions, organizations, and administration. · Ability to analyze administrative problems. · Utilize imagination and originality in planning and implementing personnel programs. · Work effectively with minorities. · Supervise subordinate personnel. · Establish and maintain effective working relations with public officials at all levels, members of the City Commission, employees, and the general public. · Knowledge of City practices, policies and procedures, federal, state, and local laws relating to human resources to include: EEO, ADA, FLSA, FMLA, ADEA, and HIPAA. · Knowledge of human resources techniques, risk management, labor relations, benefits, city employee rules and regulations and collective bargaining agreement and union negotiations. · Knowledge of records management practices and related laws, as well as validation and administration requirements for employee selection and promotional examinations. · Knowledge of RFP's service contracts and certificates of insurance, contract negotiation methods and procedures, provisions of insurance carrier plans and policies, management and supervisory practices and City emergency action plan. · Ability to manage, supervise, train, discipline, and delegate work of subordinates, develop and implement policies, procedures, and goals, negotiate collective bargaining agreements and conduct investigations of employee complaints. · Ability to develop and administer budgets, conduct oral presentations, and conduct research and reports. Good management, negotiation, verbal and written communication skills are needed. · Ability to make decisions recognizing established procedures and practices, and to use resourcefulness and tact in meeting new problems. · Ability to supervise the work of others in a manner conducive to full performance and high morale. · Ability to communicate professionally with employees of all levels, applicants, management, union representatives, city officials, attorneys, and service providers. · Ability to establish and maintain effective working relationships with subordinates, contractors, vendors, officials and other employees. EDUCATION Bachelor's degree in Personnel Management, Human Resources, Public Administration, or related field required. A master's degree in business administration, Personnel, Human Resources or Public Administration is desired. EXPERIENCE AND TRAINING Five (5) years professional human resources experience, to include two (2) years at a higher supervisory/management level in municipal government. Experience must include responsibility for recruitment/selection, risk management, labor relations, contract negotiations & collective bargaining agreements (unions) SPECIAL REQUIREMENTS Society of Human Resource Management (SHRM) certification is desired AND OR International Public Management Association for Human Resources (IPMA-HR) SUPERVISION RECEIVED General and specific assignments are received as to beats or details and work is normally performed with latitude for the use of independent judgment in the selection of work methods and procedures, subjects to review through analysis of reports, personal inspection, and discussion PHYSICAL DEMANDS AND WORKING ENVIRONMENT On a continuous basis sit at a desk and/or stand for long periods of time. Frequently required to walk. Frequently required to see, hear, and talk with employees and the public. Frequently required to read and/or present documents, write or use keyboard to communicate through written means, use a calculator to compute figures. On occasion it is requested to climb or balance, stoop, kneel, crouch, or smell. Intermittently twist and reach office equipment. On occasion it is required to lift or carry weights up to 20 pounds. Specific vision requirements include close vision, color vision, peripheral vision, depth perception and ability to adjust focus. Employment At-Will Employees have a work-at-will relationship throughout their employment. This means that employment is for an undefined period. Either the employee or the City OF Opa-Locka, without cause or notice, may terminate it. Equal Employment Opportunity/EEO The City of Opa-locka is committed to a policy of equal employment opportunity for all employees and applicants. Under this policy, all employees and applicants will be treated fairly and equally, and the City of Opa-Locka will comply with all applicable local, state, and federal employment discrimination laws. These protections extend to all management practices and decisions, including recruitment and hiring, performance appraisals, promotions, termination, training, and career development. selection of volunteers and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all members of our staff, volunteers, subcontractors, vendors, and clients.