Human resources business partner jobs in Hollywood, FL

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

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

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

Our Opportunity Chewy is seeking an Associate Director, Human Resources Systems and Solutions! In this role, you will serve as the enterprise leader for UKG Pro Workforce Management (WFM), responsible for both the strategic direction and operational excellence of the platform. You and your team will oversee the full suite of WFM modules - including Timekeeping, Advanced Scheduling, Absence/Leave, Attestation, Pay Rules & Accruals, Labor Forecasting, and Reporting/Analytics - ensuring accuracy, compliance, and a seamless experience for Chewy's 15,000+ Team Members. This position blends hands-on system expertise with workforce transformation leadership. We are looking for a leader who will develop the roadmap, lead optimization initiatives, guide multi-functional adoption, and ensure the platform evolves with Chewy's growth and workforce strategies. What You'll Do: Set the vision and strategy for UKG Pro WFM, aligning system design and functionality with business goals, compliance needs, and employee experience Oversee system administration and governance, including security, workflows, reporting, and upgrades across all WFM modules Lead technical configuration and ongoing advancement of Timekeeping, Scheduling, Attestation, Leave Management, Pay Rules, and Accruals to ensure accuracy, scalability, and compliance Support advanced capabilities such as labor forecasting, scheduling optimization, and analytics to drive efficiency and workforce planning Manage integrations and hardware (InTouch clocks, mobile apps, kiosks, desktop access), ensuring reliability and seamless user experience Act as functional liaison between UKG, IT, HR, Operations, and Finance, guiding resolution of issues, prioritizing enhancements, and steering vendor partnerships Champion transformation initiatives, using WFM capabilities to support growth, new business models, and employee-centered innovation Drive project delivery using Agile methods, JIRA, and Confluence, ensuring timely execution of system upgrades, improvements, and multi-functional initiatives Lead and develop the Labor Solutions team, fostering technical mastery, business insight, and change leadership skills Leadership and Coaching Coach, mentor, and develop Team Members to expand their technical, strategic, and leadership capabilities Foster a culture of accountability, continuous improvement, and high performance through clear expectations and constructive feedback Identify individual development needs and build growth pathways that align with organizational goals and employee career aspirations Empower Team Members through delegation, recognition, and opportunities to lead high-impact initiatives Model collaborative, transparent, and inclusive leadership to strengthen team engagement and performance across functions Encourage innovation and problem-solving by cultivating psychological safety and a mentality of ownership and excellence What You'll Need: Bachelor's Degree in HR systems, business, or related field; or equivalent work experience 8+ years of experience in workforce management/timekeeping system administration, including configuration and optimization 5+ years of leadership experience managing teams and large-scale system environments Proven success in project management and implementation of UKG Pro WFM (or similar platforms such as Dimensions), ideally in high-volume, multi-site environments Demonstrated ability to mentor and develop high-performing teams in a fast-paced, evolving environment Deep knowledge of Workforce Management modules: Timekeeping, Absence/Leave, Scheduling, Pay Rules, Accruals, Attestation, and Forecasting, ideally with expertise in predictive scheduling, labor analytics, or AI-enabled WFM tools Deep technical, analytical, and problem-solving skills, translating business needs into system solutions Effective collaboration and engagement skills, with the ability to influence at all levels of the organization Experience with Agile delivery tools (JIRA, Confluence) and practices Customer-service mentality with a passion for crafting positive user experiences Willingness to travel up to 10% #LI-SS4 #LI-Hybrid Chewy is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact **************. To access Chewy's Customer Privacy Policy, please click here. To access Chewy's California CPRA Job Applicant Privacy Policy, please click here.

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

Job Title: Vice President, Human Resources Compensation: $175k to $215k D.O.E (base + executive bonus eligibility) Bonus: 20 to 30 percent annual performance incentive Department: People Operations Reports To: Chief Executive Officer Work Type: Full-Time, Onsite Travel: 50%+ occasional travel to regional sites Direct Reports: Talent Acquisition, HR Operations, HRIS, Total Rewards, Employee Relations, Learning & Development, People Analytics (Please read first) Application Instructions To be considered, please complete BOTH steps: Complete the Culture Index Survey by copying and pasting the following link into your web browser: ********************************************* Finish the application link on this page - Click the "Apply" button at the end of this job description to officially apply for the role. *Here at MSHS PPG, the Culture Index Survey is a key part of how we build high-performing, aligned teams. There are no right or wrong answers, it simply helps us understand your natural work style. It takes less than 10 minutes to complete and is a required step in our hiring process. VP of Human Resources Wanted: Build the Infrastructure, Lead Transformation, Drive People Strategy MSHS Pacific Power Group is looking for a Vice President of Human Resources who can lead with clarity, build systems that scale, and drive organizational transformation across a multi-site, post-merger industrial services business. You will partner directly with the CEO to align people strategy with enterprise goals while building the HR infrastructure required to support sustainable growth past $500M in revenue. This role is ideal for an HR executive with proven success in private equity backed environments, experienced in high-velocity execution, and well-versed in post-merger integration across complex operating models. About the Role The VP of HR will lead all HR functions, including talent acquisition, leadership development, HR operations, compensation, HRIS, employee experience, and people analytics. You will shape culture, develop leaders, and implement systems required for predictable, scalable performance. As MSHS Pacific Power Group evolves from its family-owned roots into a modern, data-driven enterprise, this role plays a critical part in aligning people, process, and performance across the organization. Key Responsibilities Lead enterprise-wide HR strategy aligned with growth, operational excellence, and cultural alignment Partner directly with the CEO on organizational design, leadership alignment, and executive development Drive Mergers and Acquisitions (M&A) and post-merger integration, including cultural consolidation and change management Oversee HRIS, payroll, benefits, compliance, HR operations, and people analytics to ensure accuracy and efficiency Build scalable hiring practices aligned with operational needs across marine, power generation, and industrial services Develop and execute succession planning and leadership development programs Lead compensation design tied to EBITDA, productivity, and cost-to-serve Strengthen employee experience, retention, and engagement across multi-site operations Ensure clarity, fairness, and transparency in performance and pay systems Partner closely with Operations, Finance, and regional leadership teams Required Qualifications Minimum 10 years of progressive HR or business leadership 5 years in a senior or executive HR role within a private equity backed organization, or in a comparable high-velocity environment involving M&A, post-merger integration, or mid-market transformation (excluding startup-only backgrounds) Experience supporting and scaling companies between $250M and $500M in revenue Mergers and Acquisitions (M&A) experience including post-merger integration and organizational redesign Proven success leading multi-site operations with high velocity decision making Strong HRIS expertise (ADP, Paycom, UKG, Paylocity or similar) Deep knowledge of compensation strategy, performance management, and people analytics Executive presence with experience influencing CEOs, boards, and private equity partners Desired Skills Bachelor's degree in HR, Business, Organizational Development, or related field Preferred certifications: SHRM-CP, SHRM-SCP, PHR, SPHR Experience supporting field operations or service-based environments Background in HR modernization, workforce systems, or digital transformation Strong communication skills with the ability to simplify complexity for senior leaders Experience aligning HR strategy to EBITDA, performance metrics, and enterprise operating rhythms Proven ability to build and scale high-performing HR teams Why Join MSHS Pacific Power Group MSHS Pacific Power Group is at a pivotal stage, transforming from a legacy family-owned organization into a modern, scalable, private equity backed enterprise. You will play a defining role in building the people, systems, and leadership capability required to drive long-term growth. Benefits Include Medical, dental, and vision insurance 401(k) with company match Paid time off and paid holidays Life and disability insurance options Pet insurance options Executive-level bonus structure Relocation assistance available Equal Opportunity Employer MSHS PPG is an Equal Opportunity Employer. All employment decisions are made without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, military or veteran status, or any other characteristic protected by applicable federal, state, or local laws. Drug-Free Workplace MSHS PPG is a Drug-Free Workplace. All offers of employment are contingent on successful completion of a drug and alcohol screening, including marijuana testing where federally required or legally permissible. Salary Description $175,000 - $215,000 D.O.E

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

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. 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

Sinclair is Hiring! Join Our Team as Human Resources Business Partner 🚀 We are currently recruiting for HRBP at USA, Location is flexible across our New York, Florida or California offices. Founded in 1971, Sinclair is a global medical aesthetics organisation, that delivers an extensive product range. With an in-house commercial infrastructure, including manufacturing and a network of distributors in leading global markets, our products are sold in 55 countries worldwide. This is a great time to join Sinclair as we continue to increase our product range and expand into new markets and territories. Sinclair Values: ✅ Act with Integrity Consistently doing the right thing even when it's the hard choice; 100% Compliance with all rules, standard operating procedures and guidelines ✅ Results-Driven Make a business impact in all you do, whether sales, efficiency, operational excellence; it should make a meaningful impact ✅ One Company, One Goal Working towards unified mission, we are all Sinclair and be seen by customers as one company in every way ✅ Own It! Be Accountable for your decisions, actions and consequences; Be Reliable to your customers and colleagues We are looking for an experienced and internationally minded HR Business Partner (HRBP) to support the growth and development of our medical aesthetics business, with a focus on Research & Development (R&D), Regulatory Affairs, Corporate Functions, Clinical Operations and Medical Affairs functions. This role is pivotal in driving talent strategies that support innovation, compliance, and commercial excellence within a fast-evolving, consumer-focused, and highly regulated global industry. The ideal candidate will have a strong HR generalist background, business development acumen, and proven experience supporting technical and scientific teams in the aesthetics or related medical beauty industry across the US.Location: US (Remote or Hybrid depending on location) Key Responsibilities: Strategic HR Partnership: Partner with senior leaders in R&D, Regulatory Affairs, corporate functions, Clinical Operations and Medical Affairs to align people strategies with business and innovation goals in the medical aesthetics field. Act as a trusted HR advisor, supporting organizational design, talent strategy, workforce planning, and leadership development within global teams. Lead HR planning and support for new product development, clinical engagement, and global expansion efforts. Business Development Support: Support HR due diligence and integration for partnerships, acquisitions, and commercial alliances specific to the medical aesthetics industry. Ensure alignment of HR programs and culture during onboarding of new teams and business units in collaboration with cross-functional leadership. Advise on HR structures and capability development to support rapid market growth and innovation. Talent & Organizational Development: Lead initiatives to attract, retain, and develop top talent across scientific, medical, and regulatory functions within the aesthetic category. Drive performance management, succession planning, and team development in alignment with brand and business objectives. Collaborate with internal L&D and business leaders to deliver tailored training and upskilling programs for aesthetics professionals. Compliance & Employee Engagement: Ensure HR operations comply with labor laws, medical marketing regulations, and internal standards across the US.Provide expert guidance on employee relations and organizational culture in fast-paced and highly regulated environments.Promote a strong, inclusive, and performance-driven culture that supports medical excellence and ethical engagement. Qualifications: Bachelor's degree in Human Resources, Business Administration, Psychology, or related field; HR certification (e.g., SHRM, CIPD) is a plus. 5+ years of HR experience, with 3+ years supporting corporate functions, R&D, regulatory, or medical affairs functions in the medical aesthetics, Lifescience, or medical industry. Proven experience working across international markets, including HR compliance and talent management. Strong business acumen and understanding of the product development cycle and regulatory pathways in aesthetics. Excellent communication, influence, and collaboration skills across cultures and time zones. Fluent in English; additional languages are a plus.Experience in global aesthetics brands, beauty device companies, aesthetic or pharmaceuticals. Background in HR support for partnerships, product launches, or clinical education functions. Familiarity with regulatory affairs and medical governance in the aesthetic field. Comfortable operating in agile, growth-focused, and brand-driven organizations. Perks & Benefits: 💰 Competitive Salary & Performance Bonuses 📈 Career Growth & Learning Opportunities 🏥 Health & Wellness Benefits 🎉 Fun Team Events & Supportive Culture 🔹Medical, dental and prescription drug program 🔹Retirement 401k Program 🔹Paid vacation and Sick days We have a real focus on developing our people, and by fostering an entrepreneurial culture, we encourage flexibility, accountability and autonomy. The company is full of opportunity for those who wish to grasp it. Our people thrive on engagement, development and a varied workload. You will often be included in projects that require you to collaborate cross-functionally. This is an exciting opportunity to join a successful company, with big ambitions for the future. If this sounds like you and you meet the requirements, please apply, we would love to hear from you. Please note if we receive a high volume of applications, we may close the role before the closing date noted. By making this application you give consent for personal information to be used in automated decision-making processes relating to key job requirements which are stated in this ad. Sinclair does not accept speculative or unsolicited CVs from Recruitment Agencies. Any unsolicited CVs received will be treated as property of Sinclair and Terms & Conditions associated with the use of such CVs will be considered null and void

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

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

Human Resources Manager - Skilled Nursing Facility A skilled nursing facility is seeking an experienced Human Resources Manager to oversee all HR functions, including employee relations, onboarding, compliance, payroll coordination, and staffing support. The ideal candidate will have prior HR leadership experience in a skilled nursing or long-term care environment and a strong understanding of healthcare regulations and workforce management. Key Responsibilities: Manage day-to-day HR operations for the facility, including employee relations, benefits, and compliance Oversee new hire onboarding, credentialing, and personnel file maintenance Partner with department heads on staffing, retention, and employee engagement strategies Ensure adherence to state and federal labor laws, healthcare regulations, and company policies Coordinate payroll processes and employee timekeeping with corporate and facility teams Lead investigations, performance reviews, and corrective action processes as needed Support leadership with HR reporting, audits, and workforce planning initiatives Qualifications: Minimum 2 years of experience as a Human Resources Manager in a skilled nursing or long-term care setting Strong working knowledge of HR compliance, payroll, and healthcare labor regulations Excellent communication, organization, and leadership skills Ability to handle confidential information with professionalism and discretion Schedule & Compensation: Full-time, on-site role Monday-Friday schedule Competitive salary based on experience View all jobs at this company

Responsibility and authority: Responsible for providing leadership in the area of employee relations; internal guidance and assistance to Senior Officers, Department Heads and Shipboard Managers on human resources issues. Provides an accessible, nurturing environment to handle employee relations issues, using effective conflict resolution, assist in arbitrating disputes and resolving grievances, while guiding team members towards the correct outcome. In partnership with Senior Officers, takes a leadership role onboard implementing and sustaining the Carnival Values Leads Human Resources initiatives designed to engrain the Carnival Values in the organization including training, daily communication and recognition programs designed to highlight the specific behaviors that create exceptional guest service. Leads investigations in any Human Resources related issue such as workplace conflict, employee work performance, harassment and minor infractions of shipboard and department rules. (Staff Captain continues to take the lead on investigations that are criminal in nature or that involve serious violation of our Safety and Security policies). Collaborates and consults with other members of the onboard Disciplinary Committee in matters related to investigations, employee issues and employee actions. In partnership with the other members, discusses and determines fair and appropriate disciplinary measures that are consistent with established CCL disciplinary guidelines, policies and procedures. In consultation with Department Heads and Senior Officers, facilitates all employee separation and breach-of-contract actions (terminations, end-of-contract requests, suspensions, resignations and emergencies) to ensure they are processed in adherence to CCL policies. Is present in separation meetings and conducts exit interviews where necessary. Keeps the relevant Shipboard Management appraised and updated Ensures the efficient operation of the Shipboard Human Resources Department including the effective management and courteous execution of on-board services provided through the Staff Administration Office and Crew Training Center, including the entire on-boarding and off-boarding process of team members. Manages and controls departmental expenditure within established budgets. Represents the HR Department in a professional manner, follows high standards of ethical conduct and always portrays a positive and professional image that is essential to the role/position. Responsible for assisting Captain in maintaining compliance with MLC 2006 regulations. This includes, but not limited to; being a resource for department managers on ILO and MLC 2006 policies, compliance with Time and Attendance policy, Funtime Reporting, Grievance Policy, administrative requirements on seafarer contracts and validity of medical certificates. Responsible for the effective management of crew accommodations onboard according to established crew accommodations plan, manning budgets and berthing guidelines and policies. This also includes the approval of cohabitation requests and in consultation with shipboard leadership the appropriate prioritization of spare cabins. Responsible for facilitating employee cruise benefits, including the approval and processing of cabin booking requests in adherence to the established Employee Cruise Benefits policies and guidelines. Responsible for the review and approval of employee expense reports to ensure team members are reimbursed as per established travel policy and other CCL expense reimbursement guidelines. Supports and actively contributes to all initiatives that drive Safety, Reliability and Security measures on board. In collaboration with the Shipboard Leadership team, plays an active role in reviewing the Team Carnival Experience Monitor (TCEM) results and is actively involved in the strategic action- planning and goal-setting process to address Team Member feedback derived from TCEM reports. Takes a leadership role with Senior Officers and Shipboard Management in the "Quality of Life" and overall "Employee Experience" onboard. Responsible for the coordination of crew activities, the establishment of a voluntary crew activities committee, chairs the monthly crew activity meeting, and oversees all activities as per CCL crew activity guidelines. Responsible to be the main contact onboard for the Crew Care Team, including notifications shore side, liaising with department heads and onboard medical team and providing emotional support to team members in a time of crisis. In partnership with Department Heads, plays a vital role in positively communicating organizational change initiatives and new company policies & procedures that affect shipboard employees. Conducts effective, motivational performance management of the onboard Human Resources Team, including coaching, training and mentoring as well as frequent feedback in the form of documented personal development plans, performance records and periodic performance evaluations, as per established departmental guidelines and timeframes. Communicates effectively with shore side Human Resources, seeks guidance when necessary on challenging HR issues and reaches out for clarification on policy to ensure a fair an consistent approach. Ensures confidentiality and discretion of all employee information including, but not limited to, discipline, investigations, management decisions and other sensitive information and matters of a private nature. Participates in onboard meetings; Monthly Departmental meetings, Shipboard Safety meetings, Hotel Management and Senior Officers meetings. Responsible for facilitating the "Change of Department Requests" as per company procedure. This includes interviewing candidates. Supports the promotion process onboard, ensuring that transparency, fairness, sufficient skill level and experience for positions are considered. Facilitates onboard employee recognition initiatives including: "I AM" Team Member/Leader of the Month/Year and Service Pin Award Programs. Liaises with department heads on their selection of "I AM" candidates and the organizing of appropriate functions. Responsible for the Service Pin Award program including running reports, ordering service pin awards and letters, scheduling of the Service Pin Award ceremony and tracking of recipients. Proactively visits and monitors employee work areas to ensure there is a positive work environment. Interacts fully with all employees and monitors guest service levels by observing and engaging with team members in their work area. Responsible for leadership development onboard including feedback, assessments and training. Develops, evaluates and modifies Human Resources processes, policies and procedures to ensure onboard departments can comply with requirements, ensuring that all legal and regulatory requirements are met. Coordinates and is actively involved in special projects and fulfills any other associated requirement as directed by the Captain or Director of Human Resources Operations. Education: Human Resources Degree or equivalent Global Human Resources Certification (GPHR preferred) Relevant Certifications in Hospitality Human Resources Working Place: Miami, FL, United States

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

Job Description You're passionate about what you do and committed to making an impact. You may not see the perfect job right now, but that doesn't mean you're not ready to explore new opportunities. If that sounds like you, we invite you to join our Talent Community. By becoming a part of our community, you'll stay informed about exciting job openings and have the chance to connect with us, even if the ideal role isn't available just yet. We value your talent and want to support you on your career journey. Why Join? Stay in the Loop: Get early notifications about job openings as soon as they become available. Keep Connected: Receive a monthly newsletter with company news, career tips, and opportunities. One Simple Step: Apply once with your resume, and we'll keep your information handy for future roles that match your skills. Who Can Join? We're eager to connect with professionals from various backgrounds, including: Sales and Business Development Marketing and Social Media Content Creation and Production Engineering and Technology Operations and Strategy Legal and Compliance Creative and Multimedia Design Whatever your expertise, if you're driven and excited to be part of something bigger, we'd love to hear from you! How It Works. Submit your resume-no need to wait for the perfect job to pop up. We'll reach out when there's a role that fits your experience. In the meantime, enjoy updates through our newsletter, videos, webinars, events and more. Ready to Join? Apply today to stay connected with the Lion Holdings family of companies - Valuetainment, Bet-David Consulting, and Minnect. The future looks bright! Valuetainment is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, religion, color, sex, gender, national origin, age, United States military veteran's status, ancestry, sexual orientation, marital status, family structure, medical condition including genetic characteristics or information, veteran status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law. Powered by JazzHR O9Fc0cCxDX

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

Instasks App is a Professional Concierge Service. The app provides top-tiered professionals and clients with an online platform. Our unique approach to building an App is to give the client and the provider instant bookings and an easy process of all services: For example, client requests for quick tasks and large projects. Providers receive custom requests for their specialized skills. The app takes care of all invoicing between client and provider with a detailed invoice. And book all the confirmed jobs. We track providers' locations for the client's en route to any job. We created a portal platform to guide you in listing your professions. The platform provides you with schedules, invoicing and credit card processing are all part of the enhanced technology. Clients will have a choice to give the providers reviews and star ratings to ensure our elite services when booking on our app. Our mission is to help all providers strive to achieve their financial and independent goals. To have more time with their families and create a brighter future for all. The App offers opportunities to providers over the age of 18 and, by law, over the age of 21 for any tasks serving liquor. Build your future with a secure & safe platform. Be your own boss by choosing the TASKS that best suit your schedules and be available to work when you want to work. Build your income to help increase your revenue. Book tasks that are within a 15-mile radius. Our language preferred gives you better communication skills during your tasks. Our client's and providers' health & well-being are our highest priorities. BACKGROUND CHECK POLICY: All providers accountants go through an extensive (background check) through a third party company. The certificates they receive are in place to ensure the provider and client feel safe. The document you receive from the third-party background company can be given to any job you are applying for. Our policy states all providers must go through a third party background check only after you are confirmed for a job. We request you do not go through the background check link until you are confirmed for any jobs. ETIQUETTE TRAINING POLICY: Each provider will go through etiquette training to ensure that every provider is a friendly and well-mannered individual. We are poised to give our clients the very best in professional service. Our platform should leave no room for laxity as we work hard to bring the very best to our customers. SKILLS AND ABILITIES: Requires working from detailed instructions and occasional independent decision-making. Ability to read, analyze and interpret documents such as safety rules, operating and maintenance instructions, or procedural manuals. We are looking for a Diversity and Inclusion Manager to cultivate a supportive and inclusive work environment for all our employees. Diversity and Inclusion Manager responsibilities include crafting fair company policies, implementing inclusion programs and applying objective hiring procedures. To be successful in this role, you should have experience in HR and knowledge of human rights legislation. You will ensure we provide equal opportunities to all candidates and employees regardless of their protected characteristics. Responsibilities Design company policies that reinforce diversity in the workplace, address all kinds of harassment and protect minority groups and women. Train hiring managers and HR staff on how to select, manage, evaluate and retain diverse employees. Revise and update all communication on our website, social media pages, job descriptions and internal documents to ensure we use non-discriminatory language. Review our selection criteria to verify they're objective and strictly job-related. Recommend benefits packages that cater to all employees. Measure and forecast diversity metrics. Act as a consultant to underrepresented groups and make sure all voices are heard. Organize training to boost employees' communication abilities and team spirit. Represent our company at various career events (like job fairs). Ensure compliance with state or country regulations on diversity and equity. Requirements Work experience as an HR Manager, HR Consultant or similar role. Hands-on experience designing company policies like anti-discrimination and equal employment opportunity. Good knowledge of labour and human right legislation. Participation in seminars about diversity in the workplace is a plus. Excellent communication skills. Leadership skills. BSc in Human Resources, Organizational Psychology or relevant field.

Job Details Job FamilySTAFF- Support StaffGradeCTSalary$15.36 - $18.77 (Depending on Degree Earned) DepartmentAdministrative ServicesReports ToDirectorClosing DateOpen Until Filled FLSA StatusNon-ExemptFirst Review DateDecember 02, 2025 The Part-Time Resource Advisor serves as both an advisor and a case manager for students with disabilities. This individual works with a team of Resource Advisors and Department Specialists to develop initiatives that significantly improve success rates for students with disabilities. This is a temporary grant funded position through June 30, 2026, contingent upon grantor funding and grant extension. What you will be doing * Provides support to students in ways that directly impact program completion and includes careful monitoring of classroom success throughout the semester * Assists students in development of an academic planner * Assists students in development of individual strategies for academic success * Refers students to external agencies for additional resource support (e.g. scholarships), and instructional or technological support when related to program success * Works closely with the Vocational Coordinator of Disability Services to identify employment opportunities for students * Serves as liaison to various disability agencies that provide additional support or training * Takes on instructional responsibilities for ACCESS-sponsored courses and tutorial programs * Performs other duties as assigned What you need to succeed * Bachelor's Degree in Education, Psychology, Social Work, Human Resources, or related field from a regionally accredited institution and one (1) year of related experience * All degrees must be from a regionally accredited institution * Knowledge and understanding of College organization, goals and objectives, and policies and procedures * Possess substantial working knowledge working with students with disabilities * Knowledge of College programs, advisement policies and procedures * Possess excellent interpersonal skills * Ability to work with a large number of people * Ability to manage multiple tasks * Ability to work a flexible schedule to include evening and weekend assignments * Ability to work well with students, faculty and staff Additional Requirements The final candidate is to successfully complete a background screening and reference check process. EQUAL ACCESS/EQUAL OPPORTUNITY Miami Dade College is an equal access/equal opportunity institution which does not discriminate on the basis of sex, race, color, marital status, age, religion, national origin, disability, veteran's status, ethnicity, pregnancy, sexual orientation or genetic information. To obtain more information about the College's equal access and equal opportunity policies, procedures and practices, please contact the College's Civil Rights Compliance Officer: Cindy Lau Evans, Director, Equal Opportunity Programs/ ADA Coordinator/ Title IX Coordinator, at ************** (Voice) or 711 (Relay Service). 11011 SW 104 St., Room 1102-01; Miami, FL 33176. *********************

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