Human resources business partner jobs in Clearwater, FL

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

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

Inovalon was founded in 1998 on the belief that technology, and data specifically, would empower the transformation of the entire healthcare ecosystem for the better, improving both outcomes and economics. At Inovalon, we believe that when our customers are successful in their missions, healthcare improves. Therefore, we focus on empowering them with data-driven solutions. And the momentum is building. Together, as ONE Inovalon, we are a united force delivering solutions that address healthcare's greatest needs. Through our mission-based culture of inclusion and innovation, our organization brings value not just to our customers, but to the millions of patients and members they serve. Overview: The Principal Human Resources Business Partner (HRBP) is a strategic partner who works across the organization to support a wide range of employee relations (ER) matters, including investigating and resolving issues, identifying organizational drivers of ER concerns, and driving improvements around employee performance. This experienced HR professional partners closely with senior and executive leaders as well as front-line managers and supervisors, leveraging deep expertise in ER to address complex workplace challenges. The Principal HRBP also supports the Progressive Discipline process, including corrective actions, performance improvement plans (PIPs), and terminations-to assist the HRBP team in optimizing associate performance. In addition, this role is responsible for ensuring communication to associates aligns with the organization's self-service model and workplace decisions, facilitating clear and consistent messaging across the workforce. Highly organized and adept at thriving in a fast-paced, multi-matrix environment, the Principal HRBP manages the full spectrum of HR and ER tasks with minimal direction. Duties and Responsibilities: * Functions as the HRBP lead and subject matter expert for employee relations matters. * Investigates employee allegations of violations of Company policy or applicable law. Activities will include interviewing witnesses, gathering, and reviewing relevant documents, analyzing, and synthesizing the information gathered to determine the facts, assessing witness credibility, preparing a concise investigation report, making recommendations to management for remedial action, updating the case tracking system and assisting with reporting and analytics. * Partners with the Human Resources and Legal teams, managers, and leaders to address and resolve employee behavioral and performance issues consistent with Company policy. * Partners with other HRBPs, managers, and leaders to assist with the creation, delivery and resolutions of coaching and performance and improvement plans. * Collects data on workplace issues and incidents and prepares analysis to assist the Human Resources Leadership team's understanding of trends and systemic issues. * Partners with HRBPs and business leaders to design and develop training content/materials and plan and conduct training sessions as needed. * Leads the process to collect information from exiting employees in order to identify trends and opportunities for improvement. * Leverages multiple sources of workforce data and analytics to provide business unit leadership with intelligent insights about their workforce, emerging trends, and best practices. * Provides support and advice to department leaders on methods and approaches to resolve employee performance issues and supports employee development efforts, and engages legal advisors as needed. * Administers corporate Human Resources policies, programs, and procedures and provides HR guidance and occasional training across the organization in support of corporate policies. * Participates in the development and updating of Human Resources programs and procedures to communicate and effectively implement to the organization. * Supports the Progressive Discipline process-such as assisting in the prep and review of corrective actions, performance improvement plans (PIPs), and terminations-to assist the HRBP team in optimizing associate performance. * Support the Reduction in Force (RIF) process by assisting with preparation activities, ensuring HRBPs are fully equipped to manage workforce changes, and coordinating consistent, clear associate messaging in alignment with organizational guidelines. * Analyze trends and metrics to develop in partnership with the HRBP team solutions, programs, and policies; evaluate workforce data to identify patterns and recommend or design workplace models that support organizational goals, drive behavioral change, and strengthen enterprise-wide effectiveness. * Partner with HR Compliance to review and update policies based on analysis and workplace trends, ensuring all policies reflect necessary changes, support the desired organizational culture, and maintain full legal and regulatory compliance. * Support in partnership with the HRBP team the communication and rollout of updated policies to associates, ensuring messaging is clear, consistent, and aligned with organizational culture, while providing guidance and resources to support understanding and adoption across the workforce. * Maintain compliance with Inovalon's policies, procedures, and mission statement. * Adhere to all confidentiality and HIPAA requirements as outlined within Inovalon's Operating Policies and Procedures in all ways and at all times concerning any aspect of the data handled or services rendered in the undertaking of the position; and * Fulfill those responsibilities and duties that Inovalon may provide to achieve the operational and financial success of the Company. Job Requirements: * Minimum of ten (10) years' of progressively responsible and complex HR experience. * Expert level understanding of common Human Resources concepts, systems, procedures, and regulations/laws (ADA, FMLA, EEOC, FLSA, etc.). * Minimum five (5) years of relevant employee relations experience. * Well versed working knowledge of federal and state and local employment laws. * Advanced workplace investigations skills. * Experience conducting investigations with staff at all levels across an organization. * Experience advising, counseling, and making recommendations to management on a broad range of HR related matters. * Ability to gather, analyze and synthesize information and data from multiple sources, and summarize investigative findings clearly and concisely in writing. * Excellent interpersonal, oral, and written communication skills. * Highly organized, detail orientated and results-driven follow-up and follow-through abilities. * Exceptional and effective verbal and written and communication skills; must be comfortable handling difficult conversations and able to adapt communications to all levels of the organization. * Must be proficient in Microsoft Office, particularly Excel, Word, and PowerPoint. * Demonstrate a moderate-to-elevated level of confidence and competence in sourcing, analyzing, and interpreting workforce and HR-related data. * Must enjoy a fast-paced and continuously changing environment and be able to handle multiple priorities simultaneously without continuous direction effectively. * Must effectively and consistently maintain and operate with the highest levels of confidentiality and discretion. Education: * Bachelor's Degree in relevant field required. * Formal HR certifications are strongly preferred, specifically PHR/SPHR or SHRM-CP/SHRM-SCP. * Formal training aligned to Employee Relations, Employment Law, and Investigations required. Physical Demands and Work Environment: * Sedentary work (i.e., sitting for extended periods). * Frequently or constantly move objects and repetitive motions. * Subject to inside environmental conditions. * Travel for this position will include up to 15%, usually for training purposes or in-person meetings in corporate offices. Inovalon Offers a Competitive Salary and Benefits Package In addition to the base compensation, this position may be eligible for performance-based incentives. The actual base pay offered may vary depending on multiple factors including, but not limited to, job-related knowledge/skills, experience, business needs, geographical location, and internal equity. At Inovalon, it is not typical for an individual to be hired at or near the top end of the range for their role, and compensation decisions are dependent upon the facts and circumstances of each position and candidate. Inovalon invests in associates to help them stay healthy, save for long-term financial goals, and manage the demands of work and personal commitments. That's why Inovalon offers a valuable benefits package with a wide range of choices to meet associate needs, which may include health insurance, life insurance, company-paid disability, 401k, 18+ days of paid time off, and more. Base Compensation Range $126,000-$130,000 USD This position is not eligible for immigration sponsorship (e.g. H-1B, TN, or E-3). Applicants must be authorized to work in the United States as a condition of employment. (This is only applicable for US-based positions) If you don't meet every qualification listed but are excited about our mission and the work described, we encourage you to apply. Inovalon is most interested in finding the best candidate for the job, and you may be just the right person for this or other roles. By embracing inclusion, we enhance our work environment and drive business success. Inovalon strives to provide equal opportunities to the communities where we operate and to our clients and everyone whom we serve. We endeavor to create a culture of inclusion in which our associates feel empowered to bring their full, authentic selves to work and pursue their professional goals in an equitable setting. We understand that by fostering this type of culture, and welcoming different perspectives, we generate innovation and growth. Inovalon is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirement. To review the legal requirements, including all labor law posters, please visit this link To review the California Consumer Privacy Statement: Disclosures for California Residents, please visit this link

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

Walt Disney once said, “It takes people to make the dream a reality.” That sentiment still drives everything we do. At our company, innovation is born from collaboration, passion, and a shared belief in the power of remarkable experiences. As a member of our team, you are the steward and connection to our legacy and the backbone of our growing innovations. Join our team and watch your dreams come true. We have an exciting opportunity for an Associate HR Business Partner to help drive change and enable our businesses to achieve results by shaping the employee experience on all levels. As the Associate HR Business Partner, you will support the Sr Manager, HR Business Partner to deliver integrated, inclusive HR services across organization and employee effectiveness, change & transition management, talent management, strategy development, organization design and functional HR integration. This role supports the Worldwide Safety, Health, Engineering and Sourcing (WSHES) organization. Responsibilities Demonstrates a working knowledge of the business and takes a consultative approach in anticipating, assessing, and providing creative HR solutions to business priorities. Provides consultation to clients by partnering on moderately complex HR processes, procedures, and initiatives integrating appropriate business and HR functional partners as necessary. Provides day-to-day performance management guidance. Helps with Workday transactions / HRIS changes Assists with key talent processes including performance calibrations, talent review, succession planning, leadership development and talent assessment. Works closely with HR team, managers and employees to improve work relationships, build morale, increase productivity and retention. Participates in special projects. Handles correspondence with clients including high level executives. Basic Qualifications Minimum of 2+ years human resources generalist or related experience in progressively responsible roles Experience and exposure to a variety of HR facets including organization development, employee relations, talent acquisition, learning & development and compensation Proven ability to build strong relationships Excellent consulting and conflict management skills Strong use of judgment to identify and anticipate client needs and make recommendations for implementation Ability to effectively interact with all organizational levels in a multicultural environment and build trusted relationships Excellent analytical skills and the ability to interpret data, identify trends and recommend multiple solutions Excellent interpersonal and communication skills Strong organizational and problem solving skills Ability to manage multiple conflicting priorities. Ability to function independently with minimal supervision Function in a matrixed, fast-paced environment Basic knowledge and application of federal and state employment laws Preferred Qualifications Experience directly supporting clients Workday and SAP experience Project management experience Required Education Bachelor's degree from an accredited college in Human Resources, Business Administration or related field or combination equivalent work experience. Job Posting Segment: People & Culture Job Posting Primary Business: HR Business Partners (HR Diversity & Inclusion) Primary Job Posting Category: HRBP/Generalist Employment Type: Full time Primary City, State, Region, Postal Code: Lake Buena Vista, FL, USA Alternate City, State, Region, Postal Code: Date Posted: 2025-10-14

BGIS is currently seeking a HR Business Partner to join the team in Tampa, FL (Hybrid Schedule). BGIS is a leading provider of integrated real estate management services, including facilities management, project management, energy & sustainability services, strategic workplace consulting, real estate services and capital planning. Its range of solutions, supported by efficient systems, processes, and people, enables it to create and optimize places that work for its clients. The team is dedicated to inspiring better business performance and helping clients focus on their core businesses. The Human Resources Business Partner consults with people leaders to align People & Culture processes and initiatives with the business objectives to help BGIS accomplish key accomplishments through our team members. The role supports specific business units within the BGIS US service lines and also contributes to larger value-added corporate People & Culture strategies. The position collaborates with knowledge experts within the overall People & Culture organization to deliver timely internal services to people leaders and team members in a multi-state environment for consistency in policies and regulatory compliance. The Human Resources Business Partner sets an example for others and coaches' leaders on positively exemplifying BGIS values. Responsibilities: Consulting and Business Partnership Consult and partner with people leaders to ensure fair, compliant, and culturally appropriate work environment for team members promoting engagement and retention. Seek to implement integrated solutions to ensure best practices and leverage global BGIS People & Culture standards. Develop strong trusting relationships to gain support and achieve results. Liaise between People & Culture and specific business units people leaders / team members to improve work related communications, build moral, increase productivity and leverage opportunities for professional growth. Provide guidance on Company policies and share knowledge with leaders on mitigation of risk with team member relations. Ensure organizational conformation with applicable HR related regulations and statutes as well as organizational procedures and policies. Conduct confidential conversations on business unit restructures/realignments, future workforce requirements planning, and succession planning. Present as subject matter expert to variety of audiences promoting learning and development of key skills and competencies. Leverage input of senior People & Culture leaders to envision strategies to address competitive, complex business issues. Participate in business leadership meetings contributing insight to how people operations is impacting the success of obtaining strategic objectives. Partner with talent team to strategically identify workforce planning needs and support attraction of candidates for key roles to meet specific business units. Link people leaders to the services in the People & Culture team for appropriate solutions. Stay updated with new trends and innovations in the field of people operations through professional organizations and maintain knowledge of legislation trends. Contribute to the completion of other key initiatives as assigned. Team Member Relations and Performance Management Respond to concerns shared by team members through research and ensuring appropriate follow up steps are taken by the business and following up with involved parties to communicate resolution. Provide daily performance management guidance to people leaders including training, coaching, counseling, career development, and the progressive discipline process. Analyze trends and metrics with the P&C team to develop timely approaches and solutions. Manage and resolve complex team member relations issues. Conduct effective, thorough and objective investigations. Maintain in depth knowledge of legal requirements in multiple states related to daily management of team members, reducing legal risks and ensuring regulatory compliance. Partner with internal legal and/or external counsel as required. Identify development and talent needs and link people leaders to the services in the People & Culture team for appropriate solutions. Outline potential training needs for work teams and individual executive coaching needs. Negotiate and resolve sensitive and controversial issues. Direct people leaders in the annual review process ensuring goal setting aligned with Company goals and quality feedback provided to team members with interactive conversations. Knowledge & Skills Bachelor's degree in Business Administration, Management, Human Resources or related field or equivalent work experience required. Seven (7) years of experience in human resources, business management, employee development or other applicable team member relations responsibilities is required. Champion of company culture and positive workplace environments. Strong consulting skills, internal client management and business literacy skills required. Excellent professional verbal and written communication skills. Expertise in conflict management and negotiation. Ability to multi-task and quickly pivot to service multiple internal clients and external people related inquiries. Change management ability to navigate communications for various audiences in the process. Strong presenting skills with ability to utilize adult learning methodologies and adapt to various curriculum and audiences. Advanced knowledge of Microsoft Office Suite - Word, Excel, PowerPoint, and Outlook; working knowledge HRMS systems. PHR/SPHR or SHRM-CP/SHRM-SCP credential or ability to obtain certification within one year of employment. Physical Demands and Work Environment To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential job functions, absent undue hardship Cognitive skills required to work in a fast paced environment including ability to maintain focus, communicate clearly and concisely, respond quickly to requests, follow established processes and ability to complete tasks within targeted time frame and recognize techniques to mitigate business risks. Ability and willingness to travel regionally. Current valid driver's license and ability to provide personal transportation for meetings and job visits away from the office with reimbursement. Visit us online at ******************************** for more information. Our company culture includes a robust mix of sound business practices and employee initiatives that promote personal and professional development, work/life balance, health and wellness and community involvement. The Company is an equal opportunity employer. We believe every employee has the right to work in surroundings that are free from all forms of unlawful discrimination. We are committed to providing equal employment opportunity to all employees and applicants without regard to race, color, religion, gender, national origin, age, disability, ancestry, creed, marital status, sexual orientation, or Veteran or military status, genetic information or any other basis prohibited by local, state or federal law in the relevant jurisdiction. This policy applies to all terms and conditions of employment including, but not limited to employment, advancement, assignment, and training. BGIS is committed to strengthening our diversity through recruiting and retaining minority and women professionals from all backgrounds. Our commitment is consistent with our recognition that it is the outstanding people within BGIS who the source of our strength has always been. We recognize that promoting diversity is an integral component of our continuing quest for organizational excellence. This commitment to Equal Employment Opportunity is made equally as a social responsibility and as an economic and business necessity. Anyone with questions or concerns regarding Equal Employment Opportunity should contact their direct supervisor or the Human Resources Department without fear of retaliation of any kind. #LI-JV1

Perform functions to assist with various aspects of Human Resources within assigned properties, including recruitment, associate relations, compensation, benefits administration and compliance, guided by precedent and working within the limits of established policies and procedures. The HR Generalist is a Hybrid position. The Office is in St. Petersburg, Florida. Your Responsibilities: * Serve as Human Resources contact for assigned properties. Respond to associate and management inquiries regarding policies, procedures, and programs. * Ensure compliance with HR related federal, state and local requirements and regulations, including but not limited to, Workers' Compensation, FMLA, I-9s, FLSA, EEO and FCRA . * Provide support with associate relation counseling and related activities. Assist management in the implementation and communication of associate handbooks, policies, procedures and provide interpretation as needed. Participate in the investigation of associate complaints. * Assist with the population and maintenance of the Human Resource Information System. * Partner with HR Corporate to administer functions in the areas of training and associate development, compensation and benefits. Coordinate daily transactions within properties and provide guidance and assistance to associates with research, questions and concerns. Participate in the annual benefits enrollment and performance evaluations processes. * May administer the recruiting process for specified properties. Place advertisements for job openings in approved sites. Receive, acknowledge, review, and file applications. Set interview appointments, and perform background checks and document findings. Maintain electronic application tracking system. * Coordinate the on-boarding process. Complete and maintain necessary documentation and may coordinate and conduct new hire orientation. * Coordinate the termination process including conducting exit interviews and completing necessary documentation. Skills & Responsibilities: * Bachelor's degree in human resources or related field from an accredited college or university, and three to five years of HR experience; or equivalent combination of education and experience. * Conduct business at all times with the highest standards of personal, professional and ethical conduct. * Perform or assist with any operations as required to maintain workflow and to meet schedules. Notify supervisor of unusual equipment or operating problems and the need for additional material and supplies. * May participate in any variety of meetings and work groups to integrate activities, communicate issues, obtain approvals, resolve problems and maintain specified level of knowledge pertaining to new developments, requirements, policies, and regulatory guidelines. * Ensure all safety precautions are followed while performing the work. * Follow all policies and Standard Operating Procedures as instructed by Management. * Perform any range of special projects, tasks and other related duties as assigned. * Visit assigned properties as required Travel: Work involves driving/traveling to properties. What we offer: As a full-time exempt associate, you will be eligible for full comprehensive benefits to include your choice of multiple medical plans, dental, and vision. In addition, you will be eligible for time off benefits, paid holidays, and a 401k with company match. Occasional travel may be required to attend training and other company functions. Disclaimer: The above information on this description has been designed to indicate the general nature and level of work performed by associates within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of associates assigned to this job. This is not an all-inclusive job description; therefore, management has the right to assign or reassign schedules, duties and responsibilities to this job at any time. #LI-TL1 INDHOH

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

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.

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!

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

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

Join Ferrovial: Where Innovation Meets Opportunity Are you ready to elevate your career with a global leader in infrastructure solving complex problems and generating a positive outcome on people's lives? At Ferrovial, we are not just a company; we are a community of innovators and trailblazers. Listed on three major stock markets: Nasdaq (US), Euronext Amsterdam (Netherlands) and IBEX 35 (Spain), we are also member of the Dow Jones Sustainability Index and FTSE4Good. We operate in more than 15 countries and have a workforce of over 24,000 professionals worldwide., including Highways, Airports, Construction, and Energy. Founded in 1963, Webber, part of Ferrovial Construction, is a leading construction company that specializes in heavy civil, waterworks, energy and infrastructure management and is dedicated to safely providing intelligent solutions to its clients and community. Webber is headquartered in Houston, Texas, with offices and projects in the United States and Canada. Webber supports a wide range of project models to meet client needs, including traditional design bid build, design build, alternative delivery models and public private partnership (P3) solutions. Webber also has an in-house engineering services department to help optimize building efficiency and quality while solving complex project challenges using field experience, innovative construction methods and BIM technology. As a subsidiary of Ferrovial, Webber has access to a global network of skilled engineers, best-in-class technology and vast resources. Why Ferrovial? * Global presence, local impact: Be part of a company that is shaping the future of infrastructure worldwide, with challenging roles and projects that make a real difference. * Collaborative excellence: Work alongside talented professionals in a collaborative environment where your ideas and contributions are valued. * Inclusive Culture: Thrive in an innovative and respectful workplace that values every voice, celebrates what makes us unique and turns differences into innovation. * Career growth: Benefit from global and cross-business unit mobility, with development processes designed to ensure your professional growth. * Compelling benefits and employee wellbeing: Enjoy a comprehensive benefits package that rewards your hard work and dedication and take advantage of initiatives designed to support your physical and psychological health. * Productivity tools: Utilize cutting-edge tools like Microsoft Copilot to enhance your productivity and efficiency. Job Description: About the Role We're looking for a dynamic Talent Acquisition Manager to lead strategic recruiting efforts and help us attract top talent across the organization. In this role, you'll be a trusted partner to hiring managers, ensuring a seamless candidate experience from first contact through onboarding. Your work will directly shape the future of our workforce and strengthen our employer brand. What You'll Do * Partner with leaders to understand current and future hiring needs. * Develop and execute creative sourcing strategies using job boards, social media, referrals, career fairs, and campus partnerships. * Leverage platforms like LinkedIn to engage passive candidates and build talent pipelines. * Screen resumes, conduct initial interviews, and guide candidates through the process. * Coordinate interviews and manage communication between candidates and hiring teams. * Prepare offer letters and support relocation or visa processes in collaboration with legal partners. * Drive a smooth onboarding experience by working closely with HR and cross-functional teams. * Maintain accurate candidate data and provide regular recruitment reports and insights. * Identify opportunities to improve processes and enhance efficiency. * Represent the company at career fairs and networking events to promote our employer brand. * Perform other related duties as needed. What You Bring * Bachelor's degree in Business, HR, or related field (or equivalent experience). * 5+ years of recruiting experience, ideally in professional or technical roles; construction industry experience is a plus. * PHR or SHRM certification preferred. * Expertise in sourcing techniques, including Boolean searches and competitor analysis. * Proficiency with ATS platforms, job boards, and social media recruiting tools. * Strong skills in Microsoft Office (Excel, Outlook, Word, PowerPoint). * Excellent communication and relationship-building abilities. * Analytical mindset with the ability to solve problems and make data-driven decisions. * Ability to navigate construction sites as needed The Statements herein are intended to describe the general nature and levels of work performed by employees, but are not a complete list of responsibilities, duties and skills required of personnel so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the employer. Webber and its companies (e.g. Webber, LLC, Webber Waterworks, LLC, Webber Infrastructure Management, Inc., Ferrovial Webber Energy, LLC) are equal opportunity employers. We treat all jobs applications equally, regardless of gender, color, race, ethnicity, religion, national origin, age, disability, pregnancy, sexual orientation, gender identity and expression, covered veteran status or protected genetic information (each, a "Protected Class"), or any other protected class in accordance with applicable laws. This policy applies to all terms and conditions of employment including but not limited to: hiring, placement, promotion, termination, leaves of absence, compensation and training. Seize the challenge. Move the world together! Innovative, creative, respectful, and diverse are some of the ways we describe ourselves. We are motivated by challenges, and we collaborate across our business units to move the world together. Your journey to a fulfilling career starts here! Ferrovial is an equal opportunity employer. We treat all jobs applications equally, regardless of gender, color, race, ethnicity, religion, national origin, age, disability, pregnancy, sexual orientation, gender identity and expression, covered veteran status or protected genetic information (each, a "Protected Class"), or any other protected class in accordance with applicable laws. #WeAreFerrovial

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.

BGIS is currently seeking a HR Business Partner to join the team in Tampa, FL (Hybrid Schedule). BGIS is a leading provider of integrated real estate management services, including facilities management, project management, energy & sustainability services, strategic workplace consulting, real estate services and capital planning. Its range of solutions, supported by efficient systems, processes, and people, enables it to create and optimize places that work for its clients. The team is dedicated to inspiring better business performance and helping clients focus on their core businesses. The Human Resources Business Partner consults with people leaders to align People & Culture processes and initiatives with the business objectives to help BGIS accomplish key accomplishments through our team members. The role supports specific business units within the BGIS US service lines and also contributes to larger value-added corporate People & Culture strategies. The position collaborates with knowledge experts within the overall People & Culture organization to deliver timely internal services to people leaders and team members in a multi-state environment for consistency in policies and regulatory compliance. The Human Resources Business Partner sets an example for others and coaches' leaders on positively exemplifying BGIS values. Responsibilities: Consulting and Business Partnership Consult and partner with people leaders to ensure fair, compliant, and culturally appropriate work environment for team members promoting engagement and retention. Seek to implement integrated solutions to ensure best practices and leverage global BGIS People & Culture standards. Develop strong trusting relationships to gain support and achieve results. Liaise between People & Culture and specific business units people leaders / team members to improve work related communications, build moral, increase productivity and leverage opportunities for professional growth. Provide guidance on Company policies and share knowledge with leaders on mitigation of risk with team member relations. Ensure organizational conformation with applicable HR related regulations and statutes as well as organizational procedures and policies. Conduct confidential conversations on business unit restructures/realignments, future workforce requirements planning, and succession planning. Present as subject matter expert to variety of audiences promoting learning and development of key skills and competencies. Leverage input of senior People & Culture leaders to envision strategies to address competitive, complex business issues. Participate in business leadership meetings contributing insight to how people operations is impacting the success of obtaining strategic objectives. Partner with talent team to strategically identify workforce planning needs and support attraction of candidates for key roles to meet specific business units. Link people leaders to the services in the People & Culture team for appropriate solutions. Stay updated with new trends and innovations in the field of people operations through professional organizations and maintain knowledge of legislation trends. Contribute to the completion of other key initiatives as assigned. Team Member Relations and Performance Management Respond to concerns shared by team members through research and ensuring appropriate follow up steps are taken by the business and following up with involved parties to communicate resolution. Provide daily performance management guidance to people leaders including training, coaching, counseling, career development, and the progressive discipline process. Analyze trends and metrics with the P&C team to develop timely approaches and solutions. Manage and resolve complex team member relations issues. Conduct effective, thorough and objective investigations. Maintain in depth knowledge of legal requirements in multiple states related to daily management of team members, reducing legal risks and ensuring regulatory compliance. Partner with internal legal and/or external counsel as required. Identify development and talent needs and link people leaders to the services in the People & Culture team for appropriate solutions. Outline potential training needs for work teams and individual executive coaching needs. Negotiate and resolve sensitive and controversial issues. Direct people leaders in the annual review process ensuring goal setting aligned with Company goals and quality feedback provided to team members with interactive conversations. Knowledge & Skills Bachelor's degree in Business Administration, Management, Human Resources or related field or equivalent work experience required. Seven (7) years of experience in human resources, business management, employee development or other applicable team member relations responsibilities is required. Champion of company culture and positive workplace environments. Strong consulting skills, internal client management and business literacy skills required. Excellent professional verbal and written communication skills. Expertise in conflict management and negotiation. Ability to multi-task and quickly pivot to service multiple internal clients and external people related inquiries. Change management ability to navigate communications for various audiences in the process. Strong presenting skills with ability to utilize adult learning methodologies and adapt to various curriculum and audiences. Advanced knowledge of Microsoft Office Suite - Word, Excel, PowerPoint, and Outlook; working knowledge HRMS systems. PHR/SPHR or SHRM-CP/SHRM-SCP credential or ability to obtain certification within one year of employment. Physical Demands and Work Environment To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential job functions, absent undue hardship Cognitive skills required to work in a fast paced environment including ability to maintain focus, communicate clearly and concisely, respond quickly to requests, follow established processes and ability to complete tasks within targeted time frame and recognize techniques to mitigate business risks. Ability and willingness to travel regionally. Current valid driver's license and ability to provide personal transportation for meetings and job visits away from the office with reimbursement. Visit us online at ******************************** for more information. Our company culture includes a robust mix of sound business practices and employee initiatives that promote personal and professional development, work/life balance, health and wellness and community involvement. The Company is an equal opportunity employer. We believe every employee has the right to work in surroundings that are free from all forms of unlawful discrimination. We are committed to providing equal employment opportunity to all employees and applicants without regard to race, color, religion, gender, national origin, age, disability, ancestry, creed, marital status, sexual orientation, or Veteran or military status, genetic information or any other basis prohibited by local, state or federal law in the relevant jurisdiction. This policy applies to all terms and conditions of employment including, but not limited to employment, advancement, assignment, and training. BGIS is committed to strengthening our diversity through recruiting and retaining minority and women professionals from all backgrounds. Our commitment is consistent with our recognition that it is the outstanding people within BGIS who the source of our strength has always been. We recognize that promoting diversity is an integral component of our continuing quest for organizational excellence. This commitment to Equal Employment Opportunity is made equally as a social responsibility and as an economic and business necessity. Anyone with questions or concerns regarding Equal Employment Opportunity should contact their direct supervisor or the Human Resources Department without fear of retaliation of any kind. #LI-JV1

The Senior People Solutions Business Partner leads HR operations within the People Solutions and Services Center (PSSC). This role manages the employee lifecycle, including onboarding, offboarding, HR transactions, employee relations, leave management, ADA accommodations, compliance, and HRIS administration. With expertise in HR operations, policy application, and cross-functional collaboration, this position ensures operational efficiency, regulatory compliance, and positive employee experience. The role serves as a key liaison between HR, business leaders, and partners across Legal, Payroll, IT, Finance, and external vendors. Responsibilities include service quality, process improvement, and providing guidance on complex HR matters to leaders, associates, and HR COEs. Duties and Responsibilities: Serve as a subject matter expert for a wide range of HR shared services requiring both broad and deep knowledge and experience in HR Operations, Employee Relations, Associate Life Cycle, and HR Compliance Manage the processing of business and time-critical HR-related transactions in various HRIS, ATS and technology platforms while maintaining high work standards and attention to detail to ensure all HR operations transactions are processed and documented according to applicable legislative requirements, Company policy, internal quality and performance standards Responsible for continuously reviewing and updating knowledge-base content and documentation to ensure the accuracy and relevancy of all information published and available to associates in the Knowledge Center Responsible for conducting Oracle audit reviews to ensure all transactions and processes are accurately captured in the system. Identify opportunities for continuous operational performance improvement/risk management. Manage and oversee all moderate to complex corrective actions, performance improvement plans (PIPs), and termination requests submitted by HR Business Partners and management. Responsibilities include drafting and reviewing performance management documentation, ensuring adherence to the correct progressive discipline workflow, and tracking action levels, required approvals, and signatures to maintain accuracy and compliance. Manage end-to-end HR administration-including onboarding/offboarding, background checks, system access, and HRIS data entry-ensuring compliance, accuracy, and a seamless experience for employees, contractors, and interns. Manage all employee leave processes, including FMLA, Paid Family Leave (PFL), Military Leave, and Unpaid Leave of Absence (LOA), ensuring timely communication, documentation, and support throughout the leave lifecycle Manage moderate to complex ADA requests, ensuring compliance with applicable laws and internal policies, while guiding associates and leaders through the interactive process and partnering with the HRBP team when cases escalate into employee relations concerns. Manages I-9 verification completion for all new hires, including addressing cases where requirements are not met, overseeing recertification processes in Equifax, conducting audits, and ensuring compliance with federal requirements and timely documentation. Partner with HR Compliance Manager to manage all new hire and annual compliance training, background check audits and any other audits as required Responsible for monthly reporting of all foreign nationals to ensure compliance with visa requirements Handles all ad hoc HR projects including but not limited to promotion cycle support, review of control procedures, employee referral, introductory period evaluation process and performance management process Creates, maintains, and audits personnel files, ensuring accurate documentation, secured storage and compliance with organizational and legal requirements Responsible for all preparatory and administrative tasks related to reduction in force, ensuring accuracy, compliance and timely execution of documentation Manages the administration of the HR ticketing system (ServiceNow), ensuring timely triage, resolution, and documentation of associate inquiries and requests in alignment with service level agreements (SLAs) Build and foster strong relationships with key stakeholders Drive ongoing enhancement of HR programs and policies to align with PSSC goals. Facilitate coordination between the PSSC and the HR team to effectively support both routine and ad-hoc programs and events, including the annual benefits open enrollment, performance evaluation processes, training and development initiatives, and employee engagement activities. Define and monitor processes for monthly, standard, custom, and ad-hoc reports to support PSSC program needs and management objectives Consistently adhere to all confidentiality and HIPAA requirements in Inovalon's Operating Policies and Procedures, specifically regarding data handled or work undertaken in this position. Maintain the highest standards of privacy and confidentiality of all Company, associate, and third-party/agency information. Job Requirements: Minimum of 8 to10 years in Human Resources discipline, or HR operations or a combined experience in HR and people management experience equal to a minimum of the 8 to 10-year Minimum of 5 years' experience handling moderate to complex employee relations issues. Minimum of 1 to 2 years of specialized leave/ADA and compliance experience. Minimum of 1 years' experience working in an HR Service Delivery System (ticketing system like ServiceNow); Proficiency in HRIS platforms and tools (Oracle HCM preferred); Ability to work independently. Intermediate or higher skills in Microsoft Suite; Excellent interpersonal, oral, and written communication skills; Highly organized, detail-orientated, and results-driven Independent decision making, sound judgment, strong problem-solving, critical thinking and analytical skills; Willingness to do hands-on work Knowledge of professional best practices, current regulations, and industry trends as they apply to HR-related functions. Education: Bachelor's degree in relevant field required SHRM or comparable certification is preferred. Physical Demands and Work Environment: Sedentary work (i.e., sitting for long periods); Exerting up to 10 pounds of force occasionally and a negligible amount of force; Subject to indoor and outdoor environmental conditions; and Travel (up to 10%) may be required, typically for training or other business needs.

Perform functions to assist with various aspects of Human Resources within assigned properties, including recruitment, associate relations, compensation, benefits administration and compliance, guided by precedent and working within the limits of established policies and procedures. The HR Generalist is a Hybrid position. The Office is in St. Petersburg, Florida. Your Responsibilities: * Serve as Human Resources contact for assigned properties. Respond to associate and management inquiries regarding policies, procedures, and programs. * Ensure compliance with HR related federal, state and local requirements and regulations, including but not limited to, Workers' Compensation, FMLA, I-9s, FLSA, EEO and FCRA . * Provide support with associate relation counseling and related activities. Assist management in the implementation and communication of associate handbooks, policies, procedures and provide interpretation as needed. Participate in the investigation of associate complaints. * Assist with the population and maintenance of the Human Resource Information System. * Partner with HR Corporate to administer functions in the areas of training and associate development, compensation and benefits. Coordinate daily transactions within properties and provide guidance and assistance to associates with research, questions and concerns. Participate in the annual benefits enrollment and performance evaluations processes. * May administer the recruiting process for specified properties. Place advertisements for job openings in approved sites. Receive, acknowledge, review, and file applications. Set interview appointments, and perform background checks and document findings. Maintain electronic application tracking system. * Coordinate the on-boarding process. Complete and maintain necessary documentation and may coordinate and conduct new hire orientation. * Coordinate the termination process including conducting exit interviews and completing necessary documentation. Skills & Responsibilities: * Bachelor's degree in human resources or related field from an accredited college or university, and three to five years of HR experience; or equivalent combination of education and experience. * Conduct business at all times with the highest standards of personal, professional and ethical conduct. * Perform or assist with any operations as required to maintain workflow and to meet schedules. Notify supervisor of unusual equipment or operating problems and the need for additional material and supplies. * May participate in any variety of meetings and work groups to integrate activities, communicate issues, obtain approvals, resolve problems and maintain specified level of knowledge pertaining to new developments, requirements, policies, and regulatory guidelines. * Ensure all safety precautions are followed while performing the work. * Follow all policies and Standard Operating Procedures as instructed by Management. * Perform any range of special projects, tasks and other related duties as assigned. * Visit assigned properties as required Travel: Work involves driving/traveling to properties. What we offer: As a full-time exempt associate, you will be eligible for full comprehensive benefits to include your choice of multiple medical plans, dental, and vision. In addition, you will be eligible for time off benefits, paid holidays, and a 401k with company match. Occasional travel may be required to attend training and other company functions. Disclaimer: The above information on this description has been designed to indicate the general nature and level of work performed by associates within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of associates assigned to this job. This is not an all-inclusive job description; therefore, management has the right to assign or reassign schedules, duties and responsibilities to this job at any time. #LI-TL1 INDHOH

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!

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