Human resources business partner jobs in Homestead, FL - 142 jobs

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

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

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

Responsibilities The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders by aligning human capital strategies with organizational goals. This role supports both Union and Non-Union groups and plays a critical role in fostering a culture of continuous improvement, driving strategic HR initiatives that support the organization's goals, and enhancing the overall Team Member experience. The HRBP advises leaders on a broad range of HR functions, drives change management initiatives, and ensures compliance with company policies, labor agreements, and employment laws. * Act as a trusted advisor to business leaders by providing strategic HR guidance that aligns with business objectives. * Partner with union leadership and Labor Relations on CBA interpretation, employee grievances, investigations, and discipline to ensure alignment with contractual obligations and internal policies. * Address 'first-level' employee relations (ER) matters for both union and non-union employees, escalating as necessary while ensuring thorough documentation and follow-through. * Analyze organizational structures and make recommendations for efficiency, effectiveness, and optimal talent utilization. * Use data-driven insights to identify trends, develop solutions, and advise leaders on organizational health, workforce planning, and engagement strategies. * Collaborate with HR Centers of Excellence (CoEs) in areas such as Compensation, Talent Acquisition, Benefits, and Talent Development to deliver integrated HR solutions. * Drive execution of HR programs and initiatives such as performance management, leadership development, employee recognition, and change management. * Serve as a key partner in investigations, providing coaching to leaders and team members, and recommending appropriate outcomes in partnership with Legal and Labor Relations. * Maintain a strong understanding of applicable employment laws, HR policies, and CBAs, and ensure consistent application across the business. * Support recruitment efforts for hourly and frontline management roles, partnering with Talent Acquisition to reduce time-to-fill and ensure quality hiring decisions. * Collaborate with department leaders on talent development plans, providing direct and actionable coaching that promotes accountability and performance improvement. * Serve as a change agent by influencing outcomes, fostering innovation, and guiding leaders through complex people challenges. * Ensure compliance with all required postings and regulatory requirements at the federal, state, and local level. * Demonstrate flexibility to take on additional projects, initiates, and other duties as assigned to support evolving business needs. Qualifications Education: * Bachelor's degree or equivalent experience required Education Specific Field: * Human Resources, Business, Psychology, or related field Experience: * 5 years of progressive HR experience, preferably within a unionized, fast-paced, and operationally complex environment. Strong labor relations background is preferred. Certifications (Preferred): * PHR, SPHR, SHRM-CP, or SHRM-SCP Skills & Competencies * Strong understanding of labor contracts, grievance process and union collaboration * Ability to coach, influence, and guide leaders at all levels * Effective interpersonal, conflict resolution, and negotiation skills * Exercise good judgement, problem solving, decision-making and data literacy skills, with the ability to interpret HR and operational metrics * Intermediate proficiency in Microsoft Excel, Including experience with XLOOKUP, pivot tables, and other key functions; proficient in full Microsoft Office Suite (Word, PowerPoint, Outlook, Teams) * Ability to manage changing priorities and work in a collaborative environment * Strong verbal and written communication skills * Proven ability to manage multiple priorities and adapt to evolving business needs Travel Requirement: * Up to 25% domestic and international travel Work Environment: * 100% onsite-because connection and collaboration are core to life at Spirit Physical Requirements: * Must be able to exert up to 25 lbs. of force occasionally, and/or up to 10 lbs. frequently. Light work involves significant walking or standing. Overview At Spirit, we live "More Fly." It's not just about getting from point A to B-it's about feeling fly while you're at it. For our Team Members, it means thinking BIG, taking action, making connections, and having a blast while doing it. From the station to the cockpit, the cabin to the computer, every day is an adventure as we redefine travel. Soar with us and enjoy travel perks that bring you closer to what matters. Join a team that empowers you to bring your full self to work, grow personally and professionally, and fuel the communities we serve. At Spirit Airlines, the sky isn't the limit-it's just the beginning! EEOC Statement Spirit Airlines is an Equal Employment Opportunity employer. All aspects of employment are governed on the basis of merit, competence and qualifications without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or any other category protected by federal, state, or local law.

at GVW Group, LLC GVW Group is a dynamic private investment and industrial holding company dedicated since 1993 to growing and starting businesses. We take an entrepreneurial approach to building value for our scalable early-stage, high-growth, and mid-sized operating companies by providing strategic expertise and resources. Along the way, we have expanded globally into diverse industries ranging from manufacturing to technology, distribution, big data, engineering, and energy efficiency. Summary: As Vice President of Human Resources, you will help shape and execute the people strategy across GVW Group and its portfolio of businesses. You'll support the design and implementation of modern HR programs that strengthen organizational performance, culture, engagement, and talent management, balancing strategic foresight with hands-on execution.This is a pivotal role for a dynamic, results-oriented HR leader who can help guide a growing, diverse, and entrepreneurial workforce through continuous transformation. Key Responsibilities: Strategic Leadership & Culture Help shape and execute the people strategy that aligns with GVW's mission, growth goals, and customer-first values. Partner with the Chairman and business leaders to integrate core values into organizational systems, processes, and decisions. Serve as a trusted advisor and thought partner on organizational design, change management, and leadership development. Help establish a culture of accountability, collaboration, and high performance across all levels of the organization. Talent & Organization Development Support strategies for workforce planning, recruitment, and employer branding to attract top-tier, mission-aligned talent. Help design and implement leadership development, mentoring, and succession planning programs that build long-term bench strength. Partner with leaders on performance management, employee engagement, and coaching for results. Collaborate with business leaders to help establish organizational structures that enable operational excellence and customer impact. HR Operations & Compliance Support HR operations, policies, and compliance (FMLA, ADA, FLSA, EEO, ACA, etc.) across multi-state operations. Help establish effective employee relations, investigations, and corrective action processes with fairness, rigor, and speed. Manage and interpret HR systems, analytics, and metrics to provide actionable insights on workforce trends and opportunities. Ensure consistent application of policies and employment practices across all sites and entities. Employee Experience & Engagement Help develop communication strategies that promote transparency, clarity, and alignment. Support the employee lifecycle, from onboarding through offboarding, ensuring every touchpoint reflects GVW's values and purpose. Contribute to training and development programs that foster continuous learning and personal growth. AI, Digital Transformation & Workforce Innovation Help lead the adoption of AI and data-driven tools within HR to enhance decision-making, hiring accuracy, and employee experience. Support the integration of AI-enabled learning, performance, and workforce analytics to improve productivity and engagement. Collaborate with technology and operations leaders to help future-proof the workforce through upskilling and digital readiness. Promote the responsible and ethical use of AI in HR processes, ensuring fairness and transparency. Requirements: Qualifications: Bachelor's degree in Human Resources, Business, or a related field; Master's preferred. 10+ years in progressive HR leadership roles, with at least 5 years in a senior management capacity. Proven success helping lead HR for complex, multi-site organizations-preferably within manufacturing or industrial sectors. Strong understanding of modern HR practices, organizational design, and talent development. Experience using AI, automation, or people analytics to strengthen talent and performance initiatives. SHRM-CP, SHRM-SCP, or similar certification preferred. Excellent interpersonal, coaching, and communication skills. High comfort with ambiguity, speed, and hands-on execution. Skills: You are a creative, collaborative, and decisive HR leader who thrives in a fast-paced, entrepreneurial environment. You have the strategic depth to support people transformation and the operational acumen to execute effectively. Who You Are Character: Integrity, humility, loyalty, and zero tolerance for internal politics. Proactive: You're a self-starter who helps drive meaningful change. Results-Driven: You focus on impact and execution. Enterprising: You think differently, adapt quickly, and thrive in unstructured environments. Collaborative: You build trust and believe in partnership, between employees, leaders, and customers. Globally Minded: You understand complex businesses and diverse workforces. Urgent: You move fast with focus, efficiency, and accountability. Work Environment: Full-time on-site based in our Miami, FL office. Physical Requirements: Capable of wearing task specific personal protective equipment which may include safety shoes, safety glasses, and ear protection. Capable of meeting OSHA standards for manual lifting guidelines: < 50lbs While performing the duties of this job it is required to stand, walk, use hands, and reach with hands or arms for job activity. Ability to stand and/or walk for extended periods. Legal and Compliance Statements At-Will Employment: This does not create a contract of employment, nor does it alter the at-will employment relationship. Employment with the company is voluntary and may be terminated at will by either the employee or the company, with or without cause, and with or without notice. Job Duties Disclaimer: The duties and responsibilities outlined here are representative but not exhaustive of the tasks that the employee may be required to perform. Management reserves the right to modify, add, or remove duties and to assign other tasks as necessary to meet business needs. Equal Employment Opportunity: Autocar is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or any other characteristic protected by law. Compliance with Laws and Policies: The employee must adhere to all federal, state, and local employment laws and regulations, as well as all company policies and procedures. Reasonable Accommodations (ADA Compliance): Autocar complies with the Americans with Disabilities Act (ADA) and provides reasonable accommodations to qualified individuals with disabilities. Employees who require assistance or accommodations should contact Human Resources. Confidentiality and Data Protection: Employees are expected to maintain the confidentiality of sensitive information and comply with company policies regarding data protection and proprietary information, in accordance with applicable laws. Non-Exhaustive List of Duties: This job description is not intended to be an exhaustive list of all responsibilities or qualifications associated with the position.

At Chewy, it is our mission to become 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 of outside-the-Chewy-box ways to delight, surprise, and thank our loyal pet lovers! Role Summary Chewy is in the midst of a significant transformation of its performance and talent management practices. As the company evolves how performance is defined, managed, and assessed, this role plays a critical part in translating enterprise strategy into scalable, sustainable execution. The Senior Talent Manager is responsible for implementing and continuously improving Chewy's performance management programs, processes, and tools in a fast-paced, evolving environment. This is not a steady-state role. The work evolves quickly, priorities shift, and success requires strong judgment, pace, and a high bar for execution and impact. Operating as a senior individual contributor, this role works with a high degree of independence and accountability. The Senior Talent Manager partners closely with the Associate Director of Performance Management, business leaders, HRBPs, HR Technology, and cross-functional partners, and is accountable for performance management experiences, guidance, and communications that are clear, practical, and usable for leaders and Team Members. This is a hands-on role, accountable for implementation, execution, governance, adoption, and continuous improvement, with meaningful input into design decisions and accountability for framing options, tradeoffs, and implications to support sound decisions. Core Responsibilities Performance Management Program Execution and Continuous Improvement Lead execution of Chewy's enterprise performance management system and the processes that support it. Translate performance standards, expectations, and frameworks into clear, scalable processes, tools, and experiences for leaders and Team Members. Independently manage complex, time-bound performance programs, including roadmaps, timelines, risks, dependencies, and issue resolution. Own performance management reporting and insights that tell a clear story of how the system is performing across the enterprise and where iteration is needed to improve execution, experience, and decision quality over time. Change Management, Communications & Training Own change management for performance management initiatives, ensuring new and evolving practices are clearly understood, adopted, and sustained across leaders, Team Members and HRBPs. Partner with Internal Communications to deliver clear, consistent, and audience-appropriate communications, timelines, and decision guidance. Partner with Talent Development to identify enablement needs and develop scalable training and resources that build leader and Team Member capability. Act as a trusted execution partner during high-stakes performance and talent moments, helping partners navigate ambiguity, apply standards consistently, and move decisions forward. Technology Enablement Own execution of performance management technology that supports effective performance management processes across the organization. Translate strategic requirements into clear functional and configuration needs in partnership with HR Technology. Identify where tools create friction or unintended behaviors for leaders or Team Members and recommend scalable solutions through configuration or process changes. Qualifications 8+ years of experience in talent management, performance management, HR program management, or related enterprise roles. Demonstrated ability to operate independently as a senior individual contributor in a fast-paced, evolving environment. Proven experience leading complex, cross-functional programs involving change management and enterprise partners. Ability to translate strategy into executable programs, tools, communications, and training for multiple audiences. Experience working with HR technology platforms (e.g., Workday) and enterprise reporting. Exceptional written and verbal communication skills. Preferred: Master's degree in Industrial-Organizational Psychology, Human Resources, Organizational Development, or a related field Experience using written narratives such as white papers or memos to communicate recommendations and support decisions 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.

This position will provide human resources support for the Latin American and EMEA Team. The HRBP will be responsible for building the required skills and competencies of the entire resource including process re-design, leading and managing change and creating a culture that drives partnerships, value creation and accountability. This individual will be responsible for working with their client group to build leadership capability, organizational capability and culture that will enable company's business leaders to achieve objectives. This includes strategically transforming the business by generating insights, identifying needs, translating the needs into requirements for the right solutions, working with HR expertise to develop solutions (where required) and delivering the solutions in collaboration with Global Management. The HR Business Partner will drive the needs of their employee population to ensure appropriate application of all HR policies, processes and systems. In order to be effective, the HR Business Partner must thoroughly understand their client group's services and processes delivered to the customers, the strategic priorities and the culture. He/she will work closely with the client leadership team to coordinate all activities in order to drive the business imperatives to grow the business profitability; attract and retain talent and leverage common tools/resources across the organization . Responsibilities: Client Relationship Management and Strategy Development Building Talent Capability Employee Relations & Coordination Process & Project Management Problem Solving and Decision Making Team Development Experience: 2-5 years of progressive HR experience in a variety of both specialist and business partner roles 1-2 years as a HR Generalist Demonstrated ability to lead change efforts and project management across an assigned client group Experienced in process re-design, organization re-design and leading HR change Demonstrated ability to interact effectively with and influence the decision making of senior management. Knowledge/Skills: A skilled HR Business Partner with demonstrated talent recruitment, training, retention and general coordination experience. Analyzes and designs business processes to achieve objectives; includes designing structures, roles and supporting systems. A detail-oriented, logical, and methodological approach to problem solving. Understands the underlying issues and components of a problem or opportunity and perceives complex cause-and-effect patterns. Identifies patterns and trends from past experiences that relate to a current situation and uses that knowledge to come up with creative solutions and new ideas. Superior communication skills, written and verbal, able to effectively address all levels within the organization. Works cooperatively as a member of a team and is committed to the overall team objectives rather than own interests Uses available technology to improve personal performance and ability to contribute to the business i.e.) MS Office, Google Files, ATS, PMS, etc. Proven ability to establish strong business partnerships with senior managers and operate successfully with the senior management level. Possesses excellent listening and conflict resolution skills with sensitivity to others' needs. Obtains business and process knowledge and a commitment to continuous improvement. Effectively manages projects by defining a project, developing the overall project plan with clear deliverables and timeline and managing the project team.

Job Description Meriton is a national team of experts driving HVAC innovation through a network of high-performing companies. From strategy and support to systems and solutions, we work behind the scenes to strengthen operations and build value-for our partners and our people. If you're looking to make an impact, we're glad you're here. At Meriton, you'll join a team that believes in big ideas, doing great work, and building careers that matter-every step of the way. Position Description Job Title: People Strategy Partner Location: Doral/Miami, FL, Tampa, FL, or Jacksonville, FL (Travel to other FL offices required) Reports to: Chief People Officer FLSA Status: Exempt The Opportunity We are searching for a People Strategy Partner to join the People team to advance growth and fulfill strategic objectives as they apply to the human resources function. This role will report to the Chief People Officer and serve as a consultative and strategic partner to the leadership of our operating companies and shared services. The people Strategy Partner will be the dedicated advisor and support business leaders in driving the deployment of people initiatives within the business. Must be flexible in work schedule as well as be able to travel frequently as needs arise. Responsibilities: Provide strategic partnership and coaching to business leaders, managers, and team members to positively impact talent engagement, development, and retention. Actively participate in leadership meetings alongside the sales and operational leadership for the business they support. Provide effective guidance and coaching to leaders on HR policies, managing individual and team development and performance to achieve targeted business goals. Able to lead and coach by using relationships and influence through others to achieve the business's desired outcome. Guide leaders in identifying and developing emerging talent through talent review discussions and individual development planning. Seek to understand employees at all levels and drive consistent employee communications for clarity and focus within the business unit and across the organization. Develop HR plans and strategies to support achieving the company's business objectives. Strategic partnership with business leaders to develop a roadmap to ensure the people, programs, and processes align with business direction and create a career path, growth, and positive impact for all parties, creating a win-win. Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. Participate in the investigation and resolution of ongoing employee relations problems, anticipate problems whenever possible, and develop appropriate steps for resolution. Build strong relationships across the shared services teams that foster trust and communication. Collaborate within and across the HR teams to develop best practices for operating companies. Assist team members and leadership with developmental programs. Ensure effective controls are in place to proactively manage organizational risk and remain in compliance with company policies and procedures. Explore and identify emerging trends in strategies, approaches, and locations for recruiting, specifically in the HVAC industry. Develop plans for position successions and employee promotion/transfer policies. Represent the company as a knowledgeable professional within the company who explores and identifies emerging trends, strategies, approaches, and education, specifically within the HVAC industry. Performs other incidental and related duties as required and assigned. Must conduct yourself ethically, legally, and responsibly at all times. Must adhere to the policies, principles, and guidance within the Employee Handbook Competencies: Excellent communication and interpersonal skills with the ability to build strong relationships across all levels of the organization. Demonstrated experience benchmarking and implementing industry-leading strategies, processes, and programs. Accountable and transparent with a strong work ethic and the ability to handle sensitive and confidential information with professionalism and discretion. A proven track record of effective leadership of managing and leading through organizational change. Ability to effectively communicate and present information one-on-one in group situations and outside of the company. High level of initiative with the ability to prioritize, multi-task, deal with ambiguity in a highly entrepreneurial environment, and champion change. Ability to develop and execute strategic people plans aligned with business objectives with expertise in Change Management. Knowledge of employment regulations with the Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC), and other legal requirements. Strong communicator with the ability to influence and persuade across all levels of the organization, exercising a high degree of professionalism, poise, tact, and diplomacy to accomplish objectives and hold others accountable. Education / Experience: Bachelor's degree in Human Resources, Business, Management / Leadership, or a related field. A Minimum of seven years of progressive experience in several of the following functions: people operations, organizational design, performance & talent management, learning and development, and employee engagement. Preferred two years of experience in a Business Partner role and a proven ability to work through others. Exceptional relationship and stakeholder-building skills with proven experience in influencing, collaborating, and actively for the best outcome for the client and company. Excellent communication skills, both oral and written, as well as the ability to facilitate both small and large groups in a variety of forms, including presentations, working meetings, business reviews, and informal discussions Experience building an inclusive, engaging company culture in a distributed, remote & in-office environment. Knowledge of market compensation data processes and labor and employment/recruitment laws. Past experience with leading developmental programs, engagement surveys, action planning, and the performance management process. A background with nationwide multi-brand organizations in rapid growth mode and the onboarding of M&A, and experience in an entrepreneurial, nimble environment, where strategic building towards the company's vision was essential. Experience in, and comfortable with, serving in a player-coach capacity, having successfully led others directly and through relationships and influence. Proficient knowledge of all Microsoft products, social media platforms, applicant tracking systems, HRIS, CRM, and a successful track record of implementations. Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential duties and responsibilities of the position. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions. The work location is in a corporate setting where noise level is usually moderate, and stress levels may be moderate to high on a regular basis. Although the position's primary work location is the shared services office in Irving, Texas, the position does follow an in-office schedule. Depending upon project, position, and/or company needs, the hybrid schedule may be offered in coordination with the Chief People Officer (CPO) or other sponsor, as appropriate. The position will require the ability to work a flexible schedule in order to plan, host, and attend educational institution events as needed. This position does have a requirement of approximately 60% travel to various locations across the US. Physical Demands While performing the duties of this job, the employee is regularly required to use hands to operate the computer keyboard and telephone reach with hands and arms. The employee frequently is required to stand, walk, and sit. The employee is occasionally required to climb, balance, stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to twenty-five pounds and frequently lift and/or move up to fifty pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus Employment practices will not be influenced or affected by an applicant's or employee's race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship. Salary ranges listed are dependent upon a candidate's qualifications, experience, internal equity, and the budgeted amount for the specific role and location.

Leads and manages the ships overall Human Resources function on board with an emphasis on core functions such as: employee relations, performance management, conflict resolution, promotions, training and development, transfer, progressive discipline, time and attendance, employee turnover and retention, berthing compliance, and ongoing HR management and administration. Provides assistance and support to all Senior Officers and onboard management when dealing with human resources issues. The HR Director serves as the contact for Compliance and Ethics and is responsible for ensuring procedural compliance with the Code of Conduct, as well as Business Ethics. The HR Director is expected to consult with Human Resources and/or Fleet Personnel on matters for which they feel further direction and guidance is required. This position will also be charged with ensuring that the shipboard HR practices are consistent with fleets HR practices. In order to consistently exceed guest expectations and provide the highest levels of product and services, additional duties and responsibilities may be assigned as needed. Promote organizational effectiveness through advising, implementing, and monitoring issues such as employee relations, conflict/grievance mediation and resolution, performance management, succession planning, career path and tracking, ensure compliance of various Collective Bargaining Agreements, with the goal of consistency in application across the vessel. Responsible for crew well-being, comfort, and engagement by working closely with the Personnel Manager and Training Specialists ensuring preparation and distribution of all pertinent information for all employee benefits, compensation changes, and Human Resources policy implementation, including, but not limited to: cruise comp privileges, nutrition (quantity/quality of food in Crew Messes), general life onboard, uniforms, sign-on/sign-off process, updates to entitlement grid, succession list compliance, internal promotion procedures, leave of absence (compassionate leave, medical, and maternity), retirement, service awards, Vacation Hero Awards Program and other company/morale building programs. Evaluate and ensure that ship specific HR practices are in compliance with all legal, shipboard and company safety requirements. Nurture an international environment that fosters a committed team that continually builds upon service excellence in all areas of ship operations. Attend meetings, training and courses that work to ensure that the Human Resource function strives for international best practices within the stated corporate objectives of Norwegian. Support the Master in communicating company initiatives and strategic objectives to all crewmembers. Acts as the ship's liaison with regards to all contract discrepancies, permanent position changes and all inquiries received by the Fleet Personnel office. Oversees time/attendance and scheduling policies and procedures for all shipboard employees. Performs random audits on time sheets to ensure accuracy, and compliance with MLC 2006 mandates regarding crew work and rest hours. Conducts all Human Resources related investigations, such as: sexual harassment, discrimination, harassment, retaliation claims, and performance management issues. HRD will then present findings and suggested course of action to the Staff Captain who is in charge of discipline onboard. 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.

Full-time Description Who We Are: m2e Consulting Engineers is a full-service multi-disciplinary engineering consultancy in South and Central Florida that delivers industry-leading creative and technical services to a variety of clients including building owners, architects, developers, property managers, law firms, and general contractors. Our Core Values Integrity First - We always act with honesty and transparency, and we own our mistakes. Excellence in Service - We anticipate client needs, deliver exceptional results, and maintain a client-focused mindset. Take Responsibility - We deliver on our promises, are dependable, and remain results-oriented. United in Success - We collaborate effectively, respect each other, support one another, and leave our egos aside. Committed to Growth - We embrace learning, strive for continuous improvement, and pursue excellence in all we do. Working At M2e Creative, collaborative environment with Friday Happy Hour to relax after a productive week. 100% employer-paid Healthcare Premiums (Medical, Dental, Vision, GAP). 11.5 Paid Holidays, and Unlimited Flexible PTO1. 401K plan with 100% match on the first 5%. m2e ranked as one of Inc. Magazine's 5000 Fastest Growing Companies and has been named one of the Best Places to Work by the South Florida Business Journal. Job Purpose The Director of Human Resources is the top HR leader for the firm and owns all aspects of people operations. This role balances strategic leadership with hands-on execution and is responsible for building scalable HR practices that support growth, engagement, compliance, and performance. The Director of HR serves as a trusted advisor to leadership, a coach to managers, and an advocate for employees while preserving and strengthening m2e's culture. Why This Role Exists Now As m2e continues to grow in size, geographic footprint, and complexity, the firm requires a dedicated senior HR leader to intentionally manage and scale its people operations. This role exists to ensure that growth does not dilute culture, compliance, or employee experience, and that managers are equipped to lead effectively. By centralizing ownership of HR strategy and execution, the firm can proactively plan for talent needs, strengthen retention, and build a sustainable organization for the future. Main Duties and Responsibilities Partner with leadership to align people strategy with business objectives, growth plans, and organizational design. Develop and maintain a 12-month forward-looking hiring and workforce plan. Advise leadership on people-related risks, organizational health, succession planning, and talent development. Reinforce company values through consistent people practices, communication, and accountability. Own the full employee lifecycle: recruiting, onboarding, performance management, development, engagement, and offboarding. Oversee performance management programs to ensure consistent feedback, goal alignment, and accountability across departments. Support and coach managers on employee relations, performance issues, documentation, and corrective actions. Lead employee engagement, retention, and recognition initiatives. Manage compensation structures, benchmarking, merit cycles, and incentive programs. Oversee payroll, benefits administration, and HRIS processes (Paylocity), ensuring accuracy, timeliness, and compliance. Lead annual benefits renewal and open enrollment processes. Own HR compliance across all operating states, including employment law, payroll regulations, EEO, and I-9 requirements. Develop, maintain, and enforce HR policies and the employee handbook. Independently enforce policies and standards while recommending and executing higher-risk actions (hiring approvals, terminations, compensation changes) following leadership approval. Identify management and leadership training needs and coordinate development initiatives. Improve manager effectiveness and accountability through coaching, tools, and structured programs. Manage and mentor the HR Coordinator, ensuring efficient execution of HR operations. Partner closely with the Director of Business Operations on process clarity, accountability, and people-related workflows. Travel quarterly to additional m2e offices in West Palm Beach, Orlando, and Tampa to support HR initiatives and engage with local teams. 90-Day Focus Establish trust and strong working relationships with leadership, managers, and employees. Assess current HR processes, compliance posture, and employee experience across the firm. Review turnover data, engagement indicators, and workforce gaps. Stabilize and optimize payroll, benefits, and HRIS workflows. Evaluate manager capability and identify immediate training or support needs. 12-Month Focus Implement a proactive 12-month workforce and hiring strategy aligned to business growth. Reduce voluntary turnover through targeted engagement and retention initiatives. Strengthen performance management and manager effectiveness across departments. Establish clear succession plans and internal talent pipelines for key roles. Advance scalable HR systems and processes that support long-term growth and compliance. Requirements Director of HR Success Profile This role is best suited for an HR leader who thrives in growing, professional-services environments and is motivated by building structure, capability, and consistency as organizations scale. The ideal candidate: Is comfortable operating in an evolving environment where not all processes are fully defined. Enjoys building and improving systems while keeping day-to-day operations running smoothly. Demonstrates sound judgment and confidence when advising and challenging leaders on people matters. Has a track record of professionalizing managers through coaching, training, and clear expectations. Balances compliance expertise with strong instincts around engagement, retention, and culture. Is both strategic and hands-on, comfortable owning payroll, benefits, and HR systems while driving longer-term people strategy. Leads with empathy, clarity, and consistency, earning trust across all levels of the organization. Has experience supporting a high-growth professional services firm, preferably within the AEC industry. This role may not be a fit for individuals who: Prefer purely strategic or advisory HR positions without hands-on responsibility. Require highly mature systems and processes already in place. Avoid difficult conversations or accountability with managers and leaders. Prefer narrowly scoped HR functions rather than full employee lifecycle ownership. Shared Leadership Expectations Leaders at m2e are expected to operate with ownership, maturity, and a firm-wide mindset. This role is a member of the leadership team and is accountable not only for their functional responsibilities, but also for the overall health and effectiveness of the organization. Act as enterprise leaders, prioritizing what is best for the firm over individual departments. Demonstrate sound judgment, discretion, and professionalism in sensitive or complex situations. Hold peers and teams accountable respectfully and constructively. Communicate clearly, proactively, and transparently with leadership and stakeholders. Translate strategy into action through clear structure, follow-through, and execution. Model m2e's core values consistently in decision-making and behavior. Professional Qualifications Bachelor's degree in Business, Operations, or related field required. SHRM-CP or equivalent HR certification required. 7+ years of progressive HR experience, including at least 3 years in a leadership or senior HR role. Experience in high-growth professional services environment; AEC industry experience strongly preferred Demonstrated success managing the full employee lifecycle in a growing organization. Strong working knowledge of employment laws, HR best practices, and people operations. Advanced proficiency with HRIS and payroll systems; Paylocity experience preferred. Strong executive presence with the ability to challenge leaders constructively. Highly organized, analytical, and execution-focused with strong communication skills. Skills and Abilities: Exceptional leadership, organizational, and problem-solving skills. Strong written and verbal communication skills with the ability to influence and build trust. Hands-on, approachable, and collaborative management style. Ability to balance strategic planning with day-to-day HR operations. Detail-oriented with a high degree of professionalism, confidentiality, and discretion. Proactive mindset with the ability to drive process improvements and organizational effectiveness. Ability to manage multiple priorities in a fast-paced, evolving environment. Physical Demands* Necessary to perform the assigned duties safely and effectively: Ability to sit with back at a 90-degree angle for up to 8 hours per day. Ability to look at a computer for up to 8 hours per day. Must be able to lift, push, pull, and carry up to 20 pounds at times. Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

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.

We're looking for a highly-driven, organized, and personable human resources manager to play an important role on our team. You'll be responsible for the business administration, coordination, and enforcement of our human resources plans and procedures, including recruiting, onboarding, training, performance management, and regulatory compliance. If you're a natural leader who's ready to dive in from day one, send in an application.

Here at Griffin Resources we very excited to expand through natural growth. We are an organizational development consulting firm specializing in all areas of human resources and business development for small to mid-size companies. These areas of business help provide a strong foundation for companies while supporting the needs for their employees. The Human Resources Manager will be a dedicated fractional resource for long term assignments for multiple clients. As a fractional resource, you will infiltrate the client company as their own and operate as an inside HR Manager for the length of the assignment. This team member will be a part of a fast-growing consulting firm with room for job expansion and enrichment. This is a part-time, on-site position located in St Petersburg, FL. Starting pay is $17-19/hour. Performance Expectations: Delivers HR Services and makes recommendations to clients regarding benefits, compensation, employee relations, training and development, and information systems. Manages client activities and on-site visits to create and develop strong business relationships, retain clients, ensure quality service, and build revenue. Informs and educates clients about HR policies, procedures, performance management, recruitment, and employee relations issues. Works with HR Director to develop appropriate strategies for clients regarding employee relations, disciplinary action, operations, and performance issues. Assists clients with resolution of employee issues pertaining to leaves of absence, workers' compensation, and disability accommodations Responds to benefits inquiries from managers and employees on plan provisions, benefits enrollments, status changes and other general inquiries. Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings. Processes payroll transactions including salaries, benefits, garnishments, taxes, and other deductions; ensures accurate and timely processing of payroll updates including new hires, terminations, and changes to pay rates. Develops and maintains working knowledge of all HR Services. Creates and edits client handbooks, policies and supporting documentation timely. Promotes HR Services products and services to fulfill ongoing client requests. Gathers and maintains client service data in client information systems. Recommends, coordinates, and delivers training for clients and their employees. Delivers presentations that meet high-quality standards. Maintains knowledge of trends and changes in Human Resources legislation, and conveys local, state, and federal laws to clients to maintain compliance. Understands details of benefit and insurance plans related to the PEO co-employer relationship. Advises the client on issues regarding Section 125, healthcare, and retirement plans with assistance from other areas within the HRS division. Be personally accountable and deliver on commitments.

We are Lennar Lennar is one of the nation's leading homebuilders, dedicated to making an impact and creating an extraordinary experience for their Homeowners, Communities, and Associates by building quality homes and providing exceptional customer service, giving back to the communities in which we work and live in, and fostering a culture of opportunity and growth for our Associates throughout their career. Lennar has been recognized as a Fortune 500 company and consistently ranked among the top homebuilders in the United States. Join a Company that Empowers you to Build your Future The HR Technology Lead is a senior-level position responsible for overseeing the business analysis function within the organization. This role involves setting the strategic direction for business analysis activities, leading a team of analysts, and ensuring that business goals are aligned with technical solutions. A career with purpose. A career built on making dreams come true. A career built on building zero defect homes, cost management, and adherence to schedules. Your Responsibilities on the Team Lead and manage large-scale and high-impact projects as a partner with internal and external stakeholders to configure, maintain, and integrate Workday Core HR, Payroll, and other HCM component systems. Lead the design, development, and deployment of Workday integrations, including complex integrations using Workday Studio. Collaborate with HR business leaders to identify technology opportunities that support HR transformation and digital strategy. Evaluate, recommend, and implement Agentic AI solutions to streamline HR workflows, enhance employee experience and drive automation. Provide hands-on support for reporting and analytics using advanced fourth-generation query tools and visualization platforms such as Power BI. Oversee HCM system governance, data integrity, and compliance across HR technology platforms. Act as a thought leader in the HR technology space, staying abreast of emerging trends and advising on system enhancements or new tools. Support project management for HR tech initiatives, including system upgrades, new module implementations, and vendor coordination. Mentor junior team members and provide cross-functional knowledge sharing. Create a robust roadmap of Employee Lifecycle Experience and how to drive strategies based on employee feedback. Drive agile development and support in a fast-paced HCM landscape while adhering to high standards of documentation, testing, and user change enablement. Requirements Bachelor's degree in Computer Science, Information Technology, Business Administration, or a related field. (Master's degree beneficial). Minimum 8+ years of experience in HR Technology with Workday configuration for Compensation, Payroll, Core HCM, Reporting and hands-on Workday integration with Core Connectors, EIBs, Workday Studio. Proven track record of leading and managing complex and or large-scale projects and initiatives. In-depth understanding and knowledge of business processes, project management, technology systems, enterprise architecture, and best practices. Experience with strategic planning and business development. Familiarity with Agentic AI, large language models, or AI-powered decision-support tools in HR applications. Demonstrated analytical and strategic thinking skills. Proficiency with data analytics and visualization using Power BI, SQL, and Tableau, Workday PRISM, etc. Excellent communication, negotiation, and presentation skills. High level of business acumen and decision-making capability. Ability to influence and drive change across the organization. Ability to build and maintain strong relationships with stakeholders at all levels. Preferred Certifications Workday Pro: Core HR, Payroll, Integrations, Reporting Certifications SAFe Agile Practitioner Physical & Office/Site Presence Requirements: In-office role, must be able to work out of Miami, FL or Bentonville, AR. This is primarily a sedentary office position which requires the incumbent to have the ability to operate computer equipment, speak, hear, bend, stoop, reach, lift, and move and carry up to 25 lbs. Finger dexterity is necessary. This description outlines the basic responsibilities and requirements for the position noted. This is not a comprehensive listing of all job duties of the Associates. Duties, responsibilities and activities may change at any time with or without notice. Life at Lennar At Lennar, we are committed to fostering a supportive and enriching environment for our Associates, offering a comprehensive array of benefits designed to enhance their well-being and professional growth. Our Associates have access to robust health insurance plans, including Medical, Dental, and Vision coverage, ensuring their health needs are well taken care of. Our 401(k) Retirement Plan, complete with a $1 for $1 Company Match up to 5%, helps secure their financial future, while Paid Parental Leave and an Associate Assistance Plan provide essential support during life's critical moments. To further support our Associates, we provide an Education Assistance Program and up to $30,000 in Adoption Assistance, underscoring our commitment to their diverse needs and aspirations. From the moment of hire, they can enjoy up to three weeks of vacation annually, alongside generous Holiday, Sick Leave, and Personal Day policies. Additionally, we offer a New Hire Referral Bonus Program, significant Home Purchase Discounts, and unique opportunities such as the Everyone's Included Day. At Lennar, we believe in investing in our Associates, empowering them to thrive both personally and professionally. Lennar Associates will have access to these benefits as outlined by Lennar's policies and applicable plan terms. Visit Lennartotalrewards.com to view our suite of benefits. Join the fun and follow us on social media to see what's happening at our company, and don't forget to connect with us on Lennar: Overview | LinkedIn for the latest job opportunities. Lennar is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.

WE PREPARE, INSPIRE, EMPOWER, ENTRUST IN YOU! JOIN OUR DREAM MAKER CULTURE © We are committed to invest in our people to develop a happy and prosperous future. We support you every step of the way in your career journey and offer benefits and unique learning and development opportunities that include: Competitive Wages • Medical, Dental, Vision Insurance • Life Insurance • 401K Program • Paid Holidays and Vacation • Outstanding Recognition and Awards Program • Effective Training Programs • Tuition Reimbursement • Complimentary Parking and Meals in Dedicated Employee Restaurant • Preferred Pricing on Food and Beverage, Spa Treatments and Retail Purchases • Management Programs to Progress on Your Career Journey • Health and Wellness Fairs JOB OVERVIEW: Responsibility to monitor and lead recruitment processes and procedures, from sourcing to hiring, and identifying high-potential candidates. Growing our teams with qualified employees and assisting in achieving our business goals REPORTS TO: VP of People & Culture, CEO SUPERVISES: N/A KEY RELATIONSHIPS: Internal: People & Culture team members, All hotel team members, Mansions/Estates team members, Trump group. External: Hotel guests/residents/visitors, employment/recruiting agencies, temporary staffing agencies, partner HR representatives, sister company executives, labor relations lawyer, government agency personnel (labor), ArmHR and employee benefits representatives. Qualifications Essential College degree. 5 years' experience in Human Resources, preferably in a 4 or 5 star hotel with 200 employees. Computer literacy. Fluency in English both verbally and non-verbally. Ability to: perform job functions with attention to detail, speed and accuracy under pressure of tense/confrontational situations. enforce hotel's standards, policies and procedures with hotel staff. prioritize and organize. be a clear thinker, remaining calm and resolving problems using good judgment. follow directions thoroughly. understand guest's service needs. work cohesively with co-workers as part of a team. work without direct supervision. maintain confidentiality of guest information and pertinent hotel data. Desirable: Knowledge of Forbes 5 Star Standards Knowledge of Leading Hotels of the World and Leading Quality Assurance Standards Knowledge of AAA 5 Diamond Standards Fluency in a foreign language, preferably Spanish. Previous guest relations and hotel operations training. Previous experience in hospitality industry, preferably a 4 or 5 star hotel. Certified notary public. Certification in CPR. ESSENTIAL JOB FUNCTIONS Includes, but is not limited to the following: Design and execute recruiting strategies Oversee all stages of candidate experience (including application, interviews, communication and reference checks) Requisition processing, posting positions, setting up interviews with the relevant departments Partner with Department Heads to forecast hiring needs based on business growth plans Build talent pipelines for current and future job openings Lead all sourcing strategies Manage our external partnerships with colleges, and job boards Assess recruiting tools Streamline recruiting process for increased efficiency and effectiveness Always meet or exceed recruiting metrics set out Ensure the consistent hiring of top talent Communicate new initiatives, information, and directives to all team members Create innovative sourcing strategies while providing an exceptional candidate experience Actively lead the recruiting and hiring efforts Recommend and support employee transitions Participate in, and host recruitment events to drive awareness of our company Develop a network of potential future hires (e.g. past applicants and referred candidates) Measure key recruitment metrics, like source of hire and time-to-hire Actively engage in recruitment sources such as LinkedIn, Indeed, HCareers, other popular website, current employees, industry colleagues, associations, universities, etc. Identify and use outside recruiting sources. Place ads for job openings. Maintain employment portal on Acqualina website. Interview all applicants including management positions and submit recommendations. Ensure that the application, screening, interview and hiring process for all candidates is carried out in accordance with hotel policy and procedures. Prepare skill tests and interview guidelines to ensure candidates are qualified for positions. Maintain complete knowledge of operational procedures and policies. Anticipate guests' needs, respond promptly and acknowledge all guests, however busy and whatever time of day. Maintain positive guest relations at all times. Resolve employee complaints, ensuring employee satisfaction. Participate in Department Pre-shift Meetings; and other Committee Meetings as needed. Audit job descriptions to ensure each employee has signed off on their duties. Follow up on assignments and special projects given by the VP, People and Culture. Network with local peers, establishing positive public relations. Attend association meetings and functions. Accept additional responsibilities as needed.

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. *********************

Employee Experience & Facility Business Partner - DHL eCommerce 📍Weston, FL (Hybrid) At DHL, our people are our greatest strength. Every contribution helps us remain the #1 logistics company in the world, and we're proud to be recognized as both a Great Place to Work and a Top Employer. We're committed to creating a workplace where collaboration thrives, well‑being is supported, and everyone feels valued. Now, we're looking for a dynamic, organized, and people‑focused professional to help elevate that experience every day. About the Role: The Employee Experience & Facility Business Partner plays a key role in shaping an exceptional, efficient, and welcoming workplace for our corporate teams. This highly organized, service‑driven professional oversees the daily office operations, supports employee engagement initiatives, and ensures our environment is safe, functional, and aligned with our culture. This role is the heartbeat of the workplace: balancing logistics, hospitality, communication, and strategic facility support to enhance both employee satisfaction and business productivity. What You'll Do: You'll be the point person for all things workplace experience and office functionality, ensuring that the corporate environment runs smoothly, and employees feel supported, informed, and engaged. Key Responsibilities: Manage day‑to‑day office operations, including layout optimization, cleanliness, maintenance, storage, and overall functionality. Serve as the primary liaison with Corporate Real Estate and external partners to ensure alignment with safety, compliance, and facility standards. Act as the safety point of contact, overseeing OSHA compliance, emergency plans, safety audits, and risk mitigation. Coordinate inspections, maintenance schedules, and emergency repairs with building management. Manage workplace technology tools such as reservation/booking systems, desk setups, and conference room logistics. Support and execute employee engagement initiatives in partnership with the Engagement team, including on‑site and off‑site events. Facilitate communication to employees by partnering closely with senior leaders and the Communications team. Promote well‑being programs such as health initiatives, community drives, and work‑life balance activities. Provide general administrative and cross‑functional support to keep the office running at its best. And other duties that help make the workplace feel seamless, safe, and engaging. What You'll bring: Bachelor's degree in Facilities Management, Business, or related field or equivalent experience. CFM certification (IFMA or similar) is a plus. 2-3 years of experience managing corporate office environments. 5+ years working in a corporate setting. Experience with project management is a plus. Skills That Set You Apart: A positive, customer‑centric mindset with a strong service orientation. Exceptional organization, multitasking, and time‑management skills. Strong communication abilities, comfortable working with employees at all levels. Proficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint). Problem‑solving expertise and the ability to think strategically about long‑term facility needs. Ability to coordinate across teams, manage vendors, and support executive communications. Work Environment & Travel Primarily office‑based responsibilities with standard physical demands. Light travel required (less than 10%). Why You'll Love Working Here At DHL eCommerce, we believe in supporting your career and your well‑being. We offer a suite of benefits designed to help you thrive: Competitive compensation 401(k) with company match Medical, Dental, Vision & well‑being programs FSA/HSA options Generous Paid Time Off + sick time Paid company and floating holidays Paid parental leave Tuition reimbursement Employee discount programs Employee Assistance & Work-Life Program Short-term & long-term disability Company‑paid life insurance Ready to Help Shape a Great Employee Experience? If you're passionate about helping others, creating engaging environments, and ensuring everything behind the scenes runs seamlessly, we'd love to meet you! Apply today and help us make the workplace an even better place to be. Equal Opportunity Employer - Veterans/Disability

Replies within 24 hours 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 church's 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 Bachelor's degree required; Master's 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 KJM's 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 KJM's 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. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law. Join Our Team At King Jesus Ministry we use our God-given talents to serve the Kingdom, reach the lost and help people connect to Jesus. We are like-minded, spirit-filled people with one goal: reaching the lost and discipling the nations. When you work for a Ministry you make an eternal difference. Our life and our work are centered on leading people to experience the supernatural power and unconditional love of God. If you have a passion for this vision, you may be the right candidate for this job.