Human resources business partner jobs in Palm Beach Gardens, FL - 83 jobs

a { text-decoration: none; color: #464feb; } tr th, tr td { border: 1px solid #e6e6e6; } tr th { background-color: #f5f5f5; } HR Compensation Analyst Schedule: On‑site | Monday-Friday Base Salary: $75,000 - $85,000 About the Opportunity We're seeking a detail‑oriented and analytical HR - Compensation Analyst to join a fast‑paced organization where compensation strategy plays a critical role in business success. This is a high‑impact position for someone who enjoys digging into data, improving processes, and partnering with HR leadership to ensure fair, compliant, and competitive compensation practices. If you thrive in environments such as distribution, manufacturing, logistics, or wholesale, this role offers the chance to make a meaningful contribution in a dynamic, growth‑focused organization. What You'll Do Audit, build, and maintain s to ensure accuracy and compliance. Produce and manage employee compensation statements and compensation documentation. Support and analyze commission‑based compensation programs. Conduct compensation reviews, market analyses, and internal equity assessments. Ensure compliance with FLSA and wage/hour regulations. Partner with HR and leadership using data‑driven insights to support compensation decisions. Leverage advanced Excel and HRIS systems to analyze, report, and maintain compensation data. Best Fit for This Role 5-7 years of experience in compensation, HR analytics, or related HR roles. Proven experience auditing and creating job descriptions. Strong background supporting commission structures and incentive plans. Experience in a distribution, manufacturing, logistics, wholesale, or narrow‑margin environment strongly preferred. Solid understanding of FLSA and wage/hour fundamentals. Advanced Excel skills; HRIS experience required (UKG/UltiPro preferred). Bachelor's degree in HR, Business, Finance, Analytics, or related field preferred. CCP coursework or progress toward certification is a plus. Why Join Us Competitive base salary of $75K-$85K Stable, professional work environment High visibility role supporting business‑critical compensation programs Opportunity to apply both analytical and strategic HR expertise

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.

In support of the university's mission and objectives, the Human Resources Business Partner (HRBP) serves as the human resources consultant for assigned service areas. This role involves advising supervisors and employees on a wide range of HR functions including talent acquisition, total rewards, training and development, performance management, employee relations, and organizational development. Talent Acquisition and Retention * Manages the recruitment process, partnering with supervisors, managers, to anticipate staffing needs and hire top talent. * Leads the creation, posting, and updating of position descriptions in the Applicant Tracking System (ATS). * Partners with hiring managers to manage the ATS workflow throughout the candidate lifecycle, including conducting applicant screenings with selected candidates. * Supports effective and efficient selection of qualified candidates who are aligned with the institution's mission, vision, and values. * Responsible for pre-boarding, including offer letters, background checks, etc., to ensure a successful transition into new employee onboarding. * Collaborates with supervisors on workforce retention strategies and succession planning initiatives. Performance Management and Employee Relations * Provides support in complex employee relations and performance issues, through effective, thorough, and objective analysis using appropriate mediation or other techniques, in consultation with HR leadership. * Partners with supervisors and employees to improve work relationships and enhance overall effectiveness and retention. * Advises on best practices related to HR policies and practices, ensuring alignment with the university's values. * Provides guidance on organizational development issues, including but not limited to, department restructures. Compliance and Best Practices * Ensures adherence to federal, state, and university policies and regulations regarding HR matters. * Develops partnerships with assigned areas to deliver value-added service to supervisors and employees that reflect university objectives and values. * Maintains an effective level of business literacy about assigned service areas, its midrange plans, and its culture. * Maintains a confidentiality and follows best practices in managing sensitive employee data. Training and Development * Consults with supervisors in identifying training and coaching needs for employees and teams. * In collaboration with the HR team, develops HR-related training sessions as needed or requested. * Leads training sessions either virtually or in-person according to departmental needs. Total Rewards * Partners with HR leadership to develop and maintain competitive compensation ranges for newly posted positions. * Partners with supervisors and HR leadership to address compensation concerns, promotion requests, and to create business cases for career progression models related to compensation and career development. * Partners with the HR team to complete employee compensation surveys as requested.

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.

We are seeking an experienced Human Resources & Benefits Manager with 8+ years of experience in Human Resources/Benefits and 3 years of supervisor experience to join our team in the West Palm Beach, FL corporate office. The Human Resource/Benefits Manager will provide general HR support to the business to include Employee Relations, collaborating with payroll, administering benefits to include annual benefit renewals, and managing open enrollment. Will manage all leaves of absence and communications with associates requesting leave. Will review compensation and benchmarking annually. At WGI, you will find talented, passionate associates providing exceptional service in collaborative, team-driven environments, all while having fun and enjoying the work they do. We work to stay ahead of the curve by investing in the latest tools and technology. As one of the nation's top consulting firms, we consistently strive to promote efficiency, cultivate a culture our associates can proudly embrace, and empower our associates to advance their career growth at WGI, and beyond. WGI is always looking for remarkable individuals to join our team and help us grow in our vision. If you think you are an innovative, self-motivated team-player, and want to shape your community, join our WGI team today! WGI offers a complete Benefits package including: Medical, Dental, Vision, LTD & STD, Life Insurance, 401k with match, PTO, Holidays, HSA with company contribution, Pet insurance, and Employee assistance program. #LI-onsite Responsibilities Supervisory Responsibilities: Oversee the daily workflow of the department to include onboarding and orientation. Provides constructive and timely performance evaluations. Handles discipline and termination of employees in accordance with company policy. Duties/Responsibilities: HR Strategy: Partners with the leadership team to understand and execute the organization's human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Employee Relations: Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodation, investigating allegations of wrongdoing, and terminations. Oversee employee disciplinary meetings, terminations, and investigations. Growth: Collaborate with finance, IT, and executive leadership to support cultural and HRIS integration during mergers, acquisitions, and organizational change. Compensation and Benefits: Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Manage the benefits to include annual renewals, open enrollment, updating HRIS system, and processing life event changes Handles benefit compliance reporting, including year-end 1095 forms Partners with Payroll on managing Health Savings Accounts (HSA's) Guides the Wellness program Manage the FMLA and Disability plans in accordance with all applicable regulatory requirements Partners with Payroll in bi-weekly payroll to ensure changes are accurate Manages/processes workers' compensation cases Compliance and Risk Management: Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance, including OSHA and DOT regulations relevant to field operations. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Annual updates to the Affirmative Action Plan Performs other duties as assigned. Qualifications Required Skills/Abilities: Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Experience with Ceridian Dayforce is a big plus. Applicants must be currently authorized to work in the U.S. on a full-time basis. We are unable to sponsor or take over the sponsorship of employment visas Education and Experience: Bachelor's degree in Human Resources, Business Administration, or related field required. A minimum of eight years of human resource experience required. A minimum of 3 years of supervisor experience. SHRM-CP or SHRM-SCP highly desired. 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 access and navigate each department at the organization's facilities. Ability to travel as needed.

Marshalls At TJX Companies, every day brings new opportunities for growth, exploration, and achievement. You'll be part of our vibrant team that embraces diversity, fosters collaboration, and prioritizes your development. Whether you're working in our four global Home Offices, Distribution Centers or Retail Stores-TJ Maxx, Marshalls, Homegoods, Homesense, Sierra, Winners, and TK Maxx, you'll find abundant opportunities to learn, thrive, and make an impact. Come join our TJX family-a Fortune 100 company and the world's leading off-price retailer. : The Opportunity: Contribute To The Growth Of Your Career. Under the direction of the Manager of Human Resources, ensures appropriate support and direction is given to all Associates in the areas of Associate Relations (AR), Talent Acquisition, Talent Management, HR Operations and Systems. Oversees the adherence to Company policies and procedures. Fields and handles AR questions/issues for resolution. Responds to all inquiries promptly and thoroughly while maintaining a high level of confidentiality. Develops appropriate recruitment strategies to meet the current and projected needs of the organizations. Facilitates the internal transfer/promotion process for exempt associates. Coaches, consults, and influences business partners on business strategies Talent Acquisition Works with District Managers to evaluate internal candidates for promotion to open positions Maintains an awareness of internal candidate availability and external market conditions to counsel leaders accordingly Recommends ROP to be approved by Regional HR Manager Ensures stores understand the hourly recruitment process Strategizes with leaders "hard to hire" markets Talent Management Coach, consult, and influence leaders on talent management strategies to build an organization deep in talent Coaches leaders on talent calibrations Influences business leaders to imbed TJX leadership competencies and cultural factors in everyday conversation Consults business leaders to execute talent management process including on boarding, assessments, strategic stretch assignments and IDP's Associate Relations Partners with leaders to investigate and resolve AR questions/issues within the Region Responds to all inquiries promptly and thoroughly while maintaining a high level of confidentiality Follows up with Associates to ensure that issues are resolved and questions answered satisfactorily Documents action taken in Service Center and files supporting documentation Refers complex AR issue to Regional HR Manager Conducts and presents AR training classes, e.g. Corrective Action, Harassment Free, and Power of Choice Acts as a Rapid Response team member to support our Power of Choice philosophy Identifies issues/trends by monitoring and compiling data from Service Center Reports and partners on strategy to increase positive Associate relations and decrease negative attrition Ensures all aspects of the HomeGoods/TJX culture is preserved, e.g. open door, harassment/discrimination free and mutual respect New Stores Works with District Managers to secure locations for Mass Hire events Partners with leaders and Talent Acquisition to ensure applicant flow through effective advertising Analyzes headcounts and anticipates future needs to develop hiring strategies to drive profitable sales Provides New Store management with information on interview and selection, job descriptions and mass hire practices Ensures lay-off procedures are followed in the event of a reduction in force after grand opening HR Operations Ensures Oracle, AR and Recruitment records are maintained for the Region Works with Store/District Management and District Secretaries to troubleshoot/correct issues within Oracle records or workflow Tracks Recruitment and AR metrics for Region, analyzes data, identifies trends and reports them to Home Office Who We Are Looking For: You. 2-4 years' experience in an HR function preferably in a Generalist capacity Bachelor's Degree in Human Resources, Psychology or related experience preferred Superior communication skills, writing and verbal Strong interpersonal skills (verbal, listening) while providing effective communication Investigative, interviewing and conflict management skills Proven ability to stay organized and prioritize workload, with limited supervision Knowledge of state and federal labor laws Ability to remain objective and calm under any circumstance and demonstrates strong emotional intelligence Ability to develop relationships across all levels of an organization Facilitation/Presentation skills Data analysis and compilation Strong planning/influencing and problem solving skills Demonstrates critical and strategic thinking Effective coaching and consulting skills Benefits include Associate discount; 401(k) match; medical/dental/vision; HSA; health care FSA; life insurance; short/long-term disability; paid holidays/vacation /sick/bereavement/parental leave; EAP; incentive programs; auto/home insurance discounts; scholarship program; adoption/surrogacy assistance; smoking cessation; child care/cell phone discounts; pet/legal insurance; credit union; referral bonuses. All benefits are subject to applicable plan or program terms (including eligibility terms) and may change from time to time. Contact your TJX representative for more information. In addition to our open door policy and supportive work environment, we also strive to provide a competitive salary and benefits package. TJX considers all applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, gender identity and expression, marital or military status, or based on any individual's status in any group or class protected by applicable federal, state, or local law. TJX also provides reasonable accommodations to qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local law. Address: Location: USA Marshalls Region 23 South EastThis position has a starting salary range of $92,900.00 to $118,500.00 per year. Actual starting pay is determined by a number of factors, including relevant skills, qualifications, and experience. This position is eligible for an annual incentive as well as long-term incentives.

MDVIP: Transforming Primary Care, One Patient at a Time MDVIP is a national leader in personalized healthcare, empowering over 425,000 members to achieve their health and wellness goals through a network of more than 1,400 concierge primary care physicians. Our program emphasizes preventive medicine, offering comprehensive screenings, advanced diagnostics, and individualized wellness plans. Recognized as a Great Place to Work since 2018, MDVIP is committed to excellence in patient care and employee satisfaction. Position Summary Join MDVIP as a Principal HR Business Partner, a senior-level role that shapes the future of our people strategy and organizational health. Reporting directly to the CHRO, you'll serve as a trusted advisor to senior leaders, driving alignment between business priorities and HR solutions that elevate performance, engagement, and culture. This role blends strategic influence with hands-on leadership, owning critical areas such as Employee Relations, Onboarding Experience, and Manager Capability Building. You'll lead initiatives that strengthen leadership effectiveness, embed company values, and enable a high-performance culture. If you thrive in dynamic environments, excel at building trust with executives, and are passionate about influencing executive stakeholders while driving high-performing organizations through organizational design, manager development, and operational excellence, this is your opportunity to make a lasting impact. Key Responsibilities Serve as a strategic advisor to senior leaders, aligning workforce strategies with business priorities to drive performance, engagement, and organizational health. Lead Employee Relations initiatives, ensuring fair, consistent, and legally sound practices while proactively reducing issues through manager capability building. Own and optimize the onboarding experience, accelerating time-to-productivity and reinforcing culture and performance standards for new hires and managers. Design and deliver manager development programs, coaching leaders to build confidence, accountability, and leadership effectiveness across the organization. Key Competencies Strategic Influence: Ability to shape workforce strategies and advise senior leaders on organizational design and leadership effectiveness. Employee Relations Expertise: Deep knowledge of ER practices, risk mitigation, and employment law with a proactive approach to issue prevention. Leadership Coaching: Skilled in building manager capability through coaching, feedback, and targeted development programs. Change Leadership: Proven ability to lead and support organizational change initiatives while reinforcing culture and values. Data-Driven Decision Making: Competence in analyzing HR and ER data to identify trends, inform strategy, and measure impact. Collaboration & Communication: Exceptional ability to partner across HR functions and communicate effectively with executives and managers. Proven ability to advise and influence senior leaders on organizational design, workforce strategy, and leadership effectiveness. Demonstrated success in building manager capability, coaching leaders, and implementing development programs. Minimum Qualifications Seven (7) years of progressive HR experience, including senior HR Business Partner roles with strategic impact. Expertise in Employee Relations, including investigations, performance management, and risk mitigation. Strong knowledge of employment law and compliance requirements to ensure legally sound HR practices. Experience leading onboarding programs and driving early tenure success metrics such as time-to-productivity and retention. Preferred Qualifications Master's degree in Human Resources, Organizational Development, or related field. Experience in healthcare, membership-based, or service-driven organizations. Proven success leading HR initiatives during periods of organizational growth or transformation. Certification such as SPHR, SHRM-SCP, or equivalent senior-level HR credential. Familiarity with HR analytics tools and ability to leverage data for strategic decision-making. Track record of influencing executive leadership and driving cultural alignment across diverse teams. Why Join MDVIP? Be part of a mission-driven organization leading innovation in personalized healthcare. Drive transformation and growth in a dynamic, fast-paced environment. Competitive Compensation: Attractive base salary complemented by performance-based incentives. Comprehensive Benefits: Health, dental, vision insurance, and retirement plans. Professional Development: Access to ongoing training and leadership development programs. Positive Work Environment: Consistently recognized as a Great Place to Work , fostering a culture of collaboration and excellence. MDVIP is an Equal Opportunity Employer and is committed to fostering an inclusive and diverse workplace. We welcome applicants of all backgrounds and do not discriminate based on race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other protected status. We believe that diversity and inclusion drive innovation and strengthen our company culture. If you require accommodations during the application or interview process, please let us know, and we will be happy to assist.

MDVIP: Transforming Primary Care, One Patient at a Time MDVIP is a national leader in personalized healthcare, empowering over 425,000 members to achieve their health and wellness goals through a network of more than 1,400 concierge primary care physicians. Our program emphasizes preventive medicine, offering comprehensive screenings, advanced diagnostics, and individualized wellness plans. Recognized as a Great Place to Work since 2018, MDVIP is committed to excellence in patient care and employee satisfaction. Position Summary Join MDVIP as a Principal HR Business Partner, a senior-level role that shapes the future of our people strategy and organizational health. Reporting directly to the CHRO, you'll serve as a trusted advisor to senior leaders, driving alignment between business priorities and HR solutions that elevate performance, engagement, and culture. This role blends strategic influence with hands-on leadership, owning critical areas such as Employee Relations, Onboarding Experience, and Manager Capability Building. You'll lead initiatives that strengthen leadership effectiveness, embed company values, and enable a high-performance culture. If you thrive in dynamic environments, excel at building trust with executives, and are passionate about influencing executive stakeholders while driving high-performing organizations through organizational design, manager development, and operational excellence, this is your opportunity to make a lasting impact. Key Responsibilities * Serve as a strategic advisor to senior leaders, aligning workforce strategies with business priorities to drive performance, engagement, and organizational health. * Lead Employee Relations initiatives, ensuring fair, consistent, and legally sound practices while proactively reducing issues through manager capability building. * Own and optimize the onboarding experience, accelerating time-to-productivity and reinforcing culture and performance standards for new hires and managers. * Design and deliver manager development programs, coaching leaders to build confidence, accountability, and leadership effectiveness across the organization. Key Competencies * Strategic Influence: Ability to shape workforce strategies and advise senior leaders on organizational design and leadership effectiveness. * Employee Relations Expertise: Deep knowledge of ER practices, risk mitigation, and employment law with a proactive approach to issue prevention. * Leadership Coaching: Skilled in building manager capability through coaching, feedback, and targeted development programs. * Change Leadership: Proven ability to lead and support organizational change initiatives while reinforcing culture and values. * Data-Driven Decision Making: Competence in analyzing HR and ER data to identify trends, inform strategy, and measure impact. * Collaboration & Communication: Exceptional ability to partner across HR functions and communicate effectively with executives and managers. * Proven ability to advise and influence senior leaders on organizational design, workforce strategy, and leadership effectiveness. * Demonstrated success in building manager capability, coaching leaders, and implementing development programs. Minimum Qualifications * Seven (7) years of progressive HR experience, including senior HR Business Partner roles with strategic impact. * Expertise in Employee Relations, including investigations, performance management, and risk mitigation. * Strong knowledge of employment law and compliance requirements to ensure legally sound HR practices. * Experience leading onboarding programs and driving early tenure success metrics such as time-to-productivity and retention. Preferred Qualifications * Master's degree in Human Resources, Organizational Development, or related field. * Experience in healthcare, membership-based, or service-driven organizations. * Proven success leading HR initiatives during periods of organizational growth or transformation. * Certification such as SPHR, SHRM-SCP, or equivalent senior-level HR credential. * Familiarity with HR analytics tools and ability to leverage data for strategic decision-making. * Track record of influencing executive leadership and driving cultural alignment across diverse teams. Why Join MDVIP? * Be part of a mission-driven organization leading innovation in personalized healthcare. * Drive transformation and growth in a dynamic, fast-paced environment. * Competitive Compensation: Attractive base salary complemented by performance-based incentives. * Comprehensive Benefits: Health, dental, vision insurance, and retirement plans. * Professional Development: Access to ongoing training and leadership development programs. * Positive Work Environment: Consistently recognized as a Great Place to Work, fostering a culture of collaboration and excellence. MDVIP is an Equal Opportunity Employer and is committed to fostering an inclusive and diverse workplace. We welcome applicants of all backgrounds and do not discriminate based on race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other protected status. We believe that diversity and inclusion drive innovation and strengthen our company culture. If you require accommodations during the application or interview process, please let us know, and we will be happy to assist. Responsibilities - Serve as a strategic advisor to senior leaders, aligning workforce strategies with business priorities to drive performance, engagement, and organizational health. - Lead Employee Relations initiatives, ensuring fair, consistent, and legally sound practices while proactively reducing issues through manager capability building. - Own and optimize the onboarding experience, accelerating time-to-productivity and reinforcing culture and performance standards for new hires and managers. - Design and deliver manager development programs, coaching leaders to build confidence, accountability, and leadership effectiveness across the organization.

NuCO2 is the nation's leading provider of certified beverage grade carbon dioxide and draught beer grade nitrogen, providing continuous service to more than 150,000 customer locations and carbonating millions of beverages every day. With nearly 1,200 employees in over 150 locations across the United States, we believe using the finest ingredients is essential to serving the best beverages. Safety is our top priority and NuCO2 is defined by it. We provide a best-in-class safety program, and our safety equipment complies with national and international safety standards. Summary: You will be a strategic partner providing HR support across the organization, working closely with NuCO2's leadership team. This includes employee relations, compensation & benefits, learning & development, project management, data analytics & presentation development, among other assigned activities. Successful candidates should possess excellent interpersonal skills, attention to detail, strong written and verbal communication skills, problem-solving skills, and analytical capabilities. You must also demonstrate judgment and discretion when dealing with sensitive and confidential information. This position will report to the Vice President of Human Resources and will be on-site at NuCO2's corporate headquarters in Stuart, FL. Responsibilities: * Provide HR support to employees across multiple business units across the US, offering guidance with NuCO2 policies and procedures, in addition to guidance with state and federal laws, policies, and practices * Partner with stakeholders, including NuCO2's Executive Team, to drive projects in the areas of employee relations, compensation & benefits, learning & development, recruiting & onboarding, and employee engagement, among others * Provide coaching and guidance to NuCO2's leadership team to resolve employee relations issues and use discretion and judgment to advise on decisions relating to employees * Organize and execute investigations, taking statements and partnering with corporate counsel and internal investigations team as needed * Assist managers with appropriate disciplinary action when necessary for safety and policy violations, and performance gaps including, verbal & written warnings, performance improvement plans and terminations * Partner with HR leadership, legal, and NuCO2 Executive Team to create new policies and procedures, and lead implementation into the organization * Ensure accurate recordkeeping for personnel files is maintained, ensuring consistency, accuracy, and compliance * Coordinate performance, salary administration, succession planning, talent management and diversity programs and processes * Partner with NuCO2 leadership to identify training & development gaps, align needs, develop and execute programs * Clarify project objectives, develop and organize information, set project timelines, and drive to successful implementation * Foster continuous improvement by analyzing data and processes, monitoring effectiveness, and identifying actions to reduce complexity and/or enhance operational performance * Ensure legal and regulatory compliance, including equal employment opportunity/affirmative action, wage and hour, and work authorization practices are followed * Assist with unemployment claims and EEOC complaints as needed * Assist with the administration of FMLA and LOA requests * Cross train and support other Human Resources functions as needed Qualifications: * A minimum of 5 years of progressive HR Business Partner experience * Bachelor's degree in human resources, business, or related field preferred * Extensive employee relations experience managing complex situations including conducting formal investigations, partnering with legal, implementing progressive discipline, and resolving conflicts while adhering to state and federal laws and policies * Experience in the administration of Human Resources programs including compensation and benefits, learning and development, communications, policy and procedure development and other Human Resources programs * Demonstrated presentation skills and experience partnering with senior leadership to develop programs to support employee attraction, retention and engagement * Experience working independently and managing multiple projects and priorities * Knowledgeable with Workers' Compensation, FMLA, and LOA laws and best practices * Proficient with Microsoft Office applications (Word, Excel, and PowerPoint) * Experience gathering and interpreting data, writing reports and creating a communications plan to drive results * Must be able to function well in a fast-paced team environment with the ability to work independently with little supervision * Ability to travel up to 10% of the time (as required) * Experience writing and implementing policies, procedures, or employee handbooks is preferred * Experience with learning and development platforms such as LinkedIn Learning is preferred * Lean Six Sigma certification preferred * UltiPro Payroll and Cognos Business Intelligence experience preferred * PHR, SHRM-CP or similar certification preferred NuCO2 provides competitive pay and an exceptional benefits package, including health, dental, disability, and life insurance; paid holidays and vacation; a 401(k) retirement plan; employee discounts; and opportunities for educational and professional development. Additional compensation may vary depending on the position and organizational level. Build your future with us while making an impact every day! All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, protected veteran status, pregnancy, sexual orientation, gender identity or expression, or any other reason prohibited by applicable law.

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.

It s our people that make Shoes For Crews special! We hire talented people who support our values and provide training and coaching to our crew to meet their career objectives. Our success comes from great team work and exceptional individual effort. We strive to reward collaboration and recognize accomplishments in an environment of mutual support and respect. It s much more than a great place to work, it s where our crew looks forward to Monday, not Friday. What You Will Love About US Great Company Culture-Awarded one of the TOP companies to work for Competitive salary Generous Health Benefit Package (some at NO cost) Prepare for the future-401(k) (with 3% match) Paid vacation, holidays, and sick leave Hybrid and remote schedules Employee recognition platform Employee discounts (Including a FREE pair of shoes Wellness program Robust onboarding program QUPID Committee Engagement Committee Our mission is to keep the workforce safe on the job with comfortable, quality protective footwear solutions reducing accidents and saving money! Shoes For Crews, LLC (SFC) is a dynamic designer, manufacturer and business-to-business marketer of the most technologically advanced, top-rated slip-resistant footwear for the foodservice, hospitality, industrial, and healthcare workplaces. SFC protects over 3.5 million workers per year in over 120,000 workplaces from slip and fall accidents. For over 30 years, the Company has built its reputation through innovative product development technologies, proprietary manufacturing, and distinct niche marketing. Position Summary: The HR Business Partner provides general support to the organization, Director, People Operations, and SVP, People Operations in all aspects of the HR function. This includes employee relations, payroll administration, benefits, recruitment and compliance and training. Duties & Responsibilities: Payroll/HRIS Duties: Serve as the primary owner of all payroll operations, ensuring timely, accurate processing of biweekly/semimonthly payrolls for all employees. Maintain and audit payroll data including new hires, terminations, rate changes, earnings, deductions, and garnishments. Oversee federal, state, and local payroll tax compliance, including withholdings, employer contributions, quarterly filings, and year-end reporting (W-2s, taxable benefits, etc.). Partner with Finance to reconcile payroll accounts, validate tax payments, and support audits. Monitor changes in payroll laws and employment regulations to ensure ongoing compliance and update internal processes as needed. Act as the main point of contact for employee payroll inquiries, resolving issues with accuracy, confidentiality, and exceptional service. Strategic Partnership Partner with business leaders to understand organizational goals and provide HR guidance that supports overall strategy. Serve as a consultant on talent planning, organizational design, employee engagement, and change management. Use workforce data and insights to recommend solutions that improve team performance and retention. Employee Relations Provide day-to-day support and coaching to managers on performance management, conflict resolution, and policy interpretation. Conduct and document employee relations investigations, ensuring fairness, consistency, and compliance. Promote a positive work environment and proactively identify trends that may impact culture or morale. Talent & Performance Management Support annual performance review cycles, goal setting, and development planning. Partner with leaders to identify high-potential employees and develop succession plans. Collaborate with Talent Acquisition to ensure smooth hiring, onboarding, and internal mobility. HR Operations Manage employee lifecycle changes: onboarding, offboarding, promotions, transfers, and job changes. Ensure HRIS data integrity and provide reporting and analytics as needed. Maintain compliance with federal, state, and local employment laws as well as internal policies. Support benefits, leave of absence processes, and HR program administration. Policy & Compliance Interpret and apply company policies consistently across the organization. Support audit requests, compliance reviews, and process improvements. Recommend updates to HR policies and procedures as business needs evolve. Well organized with good attention to detail and demonstrated ability to handle multiple projects simultaneously Exceptional interpersonal communication and relationship building skills, organizational and customer service skills are required, coupled with a strong sense of urgency toward problem resolution Demonstrated proficiency at an intermediate level of computer skill using MS Excel and Word, PowerPoint Ability to define problems, collect data, establish facts and draw valid conclusions Strong analytical skills for conducting reconciliations and data analysis Bachelor s degree or equivalent experience in Human Resources Previous experience working with HRIS/Payroll systems a must. Preferable knowledge of Paylocity Capacity to work independently and in team settings with concentration on the goal and common good Sound decision making and problem-solving skills. Shoes For Crews North America, LLC is an equal opportunity employer and does not discriminate in hiring or employment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability and veteran status. or any other characteristic protected by applicable law. As a federal contractor, we comply with all applicable federal, state, and local employment laws. We are committed to fair employment practices and ensuring a workplace free from unlawful discrimination and harassment. If you require a reasonable accommodation during the application or hiring process, please contact Talent Acquisition Manager.

SR. Human Resources Manager The Florida Business Unit is seeking a Senior Human Resources Manager to join the management team in Deerfield Beach, FL. This role serves as a strategic partner to senior leadership, driving people strategies aligned with business objectives and providing comprehensive HR support. The position is integral to both the Florida HR team and the broader Titan America HR organization. Duties will include, but not be limited to, management coaching and guidance, employee development, recruitment and selection, organizational design and development, training, performance management and employee relations. The ideal candidate will possess a willingness to understand the business and offer diverse HR background that can create and guide the people strategies. The position will be based in Deerfield Beach, FL and will report to the Human Resources Director for the Florida Business Unit. Responsibilities Serve as an active management team member and strategic advisor to senior leaders in Concrete Products and Supply Chain. Deliver HR expertise in employee development, recruitment, compensation and benefits, organizational development, performance management, and employee relations. Oversee hiring, disciplinary actions, terminations, exit interviews, performance measurement, and compensation decisions. Collaborate with safety and legal teams to maintain a safe work environment. Advise on employee development, organizational structure, and performance issues. Support skill assessments, performance reviews, and development planning. Prepare and submit regulatory reports, including state unemployment compensation. Remain current on HR laws, regulations, and best practices. Qualifications Education: Bachelor's degree in Business, Organizational Development, Human Resources, or related field required; Master's degree preferred. Experience: Minimum 15 years of HR generalist experience; Manufacturing experience preferred; call center experience a plus. Expertise: Proven ability to develop and implement HR strategies aligned with business goals. Leadership: Strong management coaching and advisory skills. Demonstrated ability to effectively lead teams of 10-12 decentralized employees across multiple geographic locations. Communication: Excellent interpersonal and communication abilities. Adaptability: Ability to navigate changing laws, requirements, and HR practices. Success begins with hiring the right people to partner with us as we grow and develop our businesses. People are central to everything we do. It is through their efforts and talents that Titan has been successful for over 100 years. Learn more about us at ********************* Titan America is committed to providing Equal Employment Opportunity (EEO) to all qualified persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a Disabled Veteran, Three‐Year Recently Separated Veteran, Armed Forces Service Medal Veteran, Active Duty Wartime or Campaign Badge Veteran, or other protected status.

SR. Human Resources Manager The Florida Business Unit is seeking a Senior Human Resources Manager to join the management team in Deerfield Beach, FL. This role serves as a strategic partner to senior leadership, driving people strategies aligned with business objectives and providing comprehensive HR support. The position is integral to both the Florida HR team and the broader Titan America HR organization. Duties will include, but not be limited to, management coaching and guidance, employee development, recruitment and selection, organizational design and development, training, performance management and employee relations. The ideal candidate will possess a willingness to understand the business and offer diverse HR background that can create and guide the people strategies. The position will be based in Deerfield Beach, FL and will report to the Human Resources Director for the Florida Business Unit. Responsibilities * Serve as an active management team member and strategic advisor to senior leaders in Concrete Products and Supply Chain. * Deliver HR expertise in employee development, recruitment, compensation and benefits, organizational development, performance management, and employee relations. * Oversee hiring, disciplinary actions, terminations, exit interviews, performance measurement, and compensation decisions. * Collaborate with safety and legal teams to maintain a safe work environment. * Advise on employee development, organizational structure, and performance issues. * Support skill assessments, performance reviews, and development planning. * Prepare and submit regulatory reports, including state unemployment compensation. * Remain current on HR laws, regulations, and best practices. Qualifications * Education: Bachelor's degree in Business, Organizational Development, Human Resources, or related field required; Master's degree preferred. * Experience: Minimum 15 years of HR generalist experience; Manufacturing experience preferred; call center experience a plus. * Expertise: Proven ability to develop and implement HR strategies aligned with business goals. * Leadership: Strong management coaching and advisory skills. Demonstrated ability to effectively lead teams of 10-12 decentralized employees across multiple geographic locations. * Communication: Excellent interpersonal and communication abilities. * Adaptability: Ability to navigate changing laws, requirements, and HR practices. Success begins with hiring the right people to partner with us as we grow and develop our businesses. People are central to everything we do. It is through their efforts and talents that Titan has been successful for over 100 years. Learn more about us at ********************* Titan America is committed to providing Equal Employment Opportunity (EEO) to all qualified persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a Disabled Veteran, Three‐Year Recently Separated Veteran, Armed Forces Service Medal Veteran, Active Duty Wartime or Campaign Badge Veteran, or other protected status.

Human Resource Manager with Payroll Processing Four Squared Solutions is seeking a Full Time Human Resource Manager professional with payroll processing experience for full time opportunity with a located in Fort Lauderdale, Florida. Brief description The position of human resources manager consists of planning, directing, and coordinating human resource management activities of an organization to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance. Tasks Plan and conduct new employee orientation to foster positive attitude toward organizational objectives; Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures; Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations; Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization; Represent the organization at personnel-related hearings and investigations; Serve as a link between management and employees by handling questions, interpreting, and administering contracts and helping resolve work-related problems. Process payroll(s) as needed Ensure accurate and timely processing of payroll updates including new hires, terminations, transfers, changes to pay, etc. Ensure compliance with federal/state/local payroll, wage & hour laws and best practices. Facilitates audits by providing records and documentation as requested. Overseeing the HR/Payroll Administrators to ensure accuracy and timeliness of work. Year-end reporting including W-2 and ACA Reporting Administer compensation, benefits and performance management systems, and safety and recreation programs; Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes; Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements; Qualifications and requirements 7+ years as a Human Resource Manager 3 + years processing of payroll Year-end reporting including W-2 and ACA Reporting Compliance Experience with federal/state/local payroll, wage & hour laws and best practices. Bachelor's degree in human resources or a related field; Hospitality Experience preferred. About Four Squared Solutions, LLC Headquartered in Florida, Four Squared Solutions we provide clients with quality staffing solutions. Four Squared Solutions offers IT & Professional Services Staffing, consulting, managed solutions, and direct placement services. For more information on the company, please visit us online at foursquaredsolutions.com We Facilitate the skills and success of both individuals and organizations by connecting great people to great companies. EEO Employer: Four Squared Solutions is an equal employment opportunity/affirmative action employer. In this regard, it does not discriminate against any qualified individual on the basis of sex, race, color, national origin, religion, sexual orientation, age, marital status, mental, physical or sensory disability, or any other classification protected by applicable local, state, federal, and/or international law.

Job Description The Director of Human Resources is responsible for overseeing all human resources functions at the Brazilian Court Hotel, ensuring compliance, consistency, and a positive employee experience aligned with the hotel's luxury boutique culture. This role also serves as the General Manager's Executive Assistant, providing high-level administrative, organizational, and coordination support. The position requires discretion, strong judgment, exceptional organizational skills, and the ability to balance people-focused leadership with executive-level support. Human Resources Leadership Responsibilities Lead and manage all human resources functions including recruitment, onboarding, training, employee relations, performance management, and separations. Ensure compliance with all federal, state, and local employment laws and regulations. Develop, implement, and maintain HR policies, procedures, and employee handbook standards. Serve as a trusted advisor to the General Manager and leadership team on employee relations, disciplinary actions, investigations, and performance issues. Oversee benefits administration, workers' compensation, leaves of absence, and unemployment claims. Manage payroll coordination, timekeeping systems, and ADP data accuracy in partnership with accounting. Lead employee engagement initiatives, recognition programs, and culture-building efforts. Support training programs, including compliance training, leadership development, and service culture initiatives. Maintain accurate and confidential employee records. Partner with department heads to forecast staffing needs and support workforce planning. Oversee recruitment efforts including job postings, screening, interviews, and hiring recommendations. Coordinate onboarding and orientation programs for new hires. Track and report HR metrics such as turnover, staffing levels, and training completion. Support audits, inspections, and owner requests related to HR compliance and documentation. Manage HR-related vendor relationships and contracts. Champion a respectful, inclusive, and professional workplace culture. Handle employee concerns and complaints promptly, fairly, and confidentially. Support leadership in maintaining consistent standards of accountability and performance. Reinforce the Brazilian Court Hotel's values, service philosophy, and brand standards. Other duties as assigned Executive Assistant Responsibilities (General Manager Support) Provide direct administrative support to the General Manager with professionalism and discretion. Manage the General Manager's calendar, schedule meetings, and coordinate appointments. Track deadlines, action items, and follow-up on key initiatives and projects. Attend meetings as requested; take accurate notes and distribute summaries and action items. Maintain organized digital and physical filing systems for confidential documents. Assist with special projects, audits, inspections, and other related requests. Hotel liaison for hotel unit owners requests and reservations. Qualifications & Experience Minimum of 2 years of human resources leadership experience, preferably in hospitality or a luxury boutique hotel environment. Prior experience supporting senior leadership duties strongly preferred. Strong working knowledge of employment law and HR best practices. Exceptional organizational, time management, and multitasking skills. Excellent written and verbal communication skills. High level of discretion and professionalism when handling confidential information. Proficiency in Microsoft Office and HR/payroll systems. Approachable, fair, and solutions-oriented leadership style. Ability to manage sensitive situations with sound judgment and professionalism. Strong attention to detail and follow-through. Ability to work independently while supporting executive priorities.

Since 1991, Spring Footwear has made a difference in the lives of consumers who have depended on our brands to deliver comfort and style. Product innovation, quality, value and flexibility are the cornerstones that contribute to our success. This all leads to our mission: “To develop successful partnerships by creating and delivering the best quality, value, product and service every day!” Job Summary: The HR Manager is a key role that reports directly to the COO. Incumbent responsible for overseeing the daily operations of the HR department including but not limited to talent acquisition and development, performance management, employee relations and grievances, policy development and compliance and employee engagement. This is an onsite position headquartered in Pompano Beach, Fl. Essential Job Functions Manage full talent acquisition life cycle from hiring to development. Partners with leaders in forecasting and developing talent pipeline to meet hiring needs including social media, networking events, mentorship programs and community outreach events. Drives employee-centric activities to improve employee engagement Guides managers through performance management situations as it relates to developing and communicating performance improvement plans. Partners with hiring managers to ensure compliance with all federal/state laws and regulations, including affirmative action plan compliance. Assists senior management develop, implement, and interpret policies, procedures, and processes and evaluate their effectiveness. Conducts yearly assessment for benefits and PEO partners and/or health plans for viability and cost effectiveness Drives employee-centric activities to improve employee engagement. Assists in the development and implementation of personnel policies and procedures. Manages the full-cycle recruiting process (candidate sourcing, screening, qualifying, interviewing, offers, and follow up) for the direct hire of qualified candidates. Manages the onboarding of all new hires across the US. Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions). Collaborates with management and employees to improve work relationships, build morale, and increase productivity and retention. Oversees biweekly payroll. Facilitates annual performance process and merit increases cycle. Maintains compliance with federal and state regulations concerning employment. Performs other related duties as required and assigned. Knowledge, Skills, and Qualifications: 5+ yrs demonstrated of human resource management experience required. BA/BS degree Human Resources, Business Administration or related field required. Active PHR/SPHR SHRM-CP/SCP certification highly desired. Knowledge of state and federal employment law including HR technical knowledge of EEO, AA, FMLA, ADA, unemployment, and worker's compensation. Ability to act with integrity, professionalism, and confidentiality. Excellent interpersonal, negotiation and conflict resolution skills. Proficient in Microsoft Suite Word, Excel, HRIS CoAdvantage or similar systems. Excellent problem-solving skills, research skills, with demonstrated critical thinking ability. Proven ability to work independently or in a team setting. Superb communication skills, organizational and analytical skills. We offer: Competitive wages and benefits Company paid Holidays and Vacation Profit sharing program Advancement opportunities PLEASE NOTE: THIS IS AN ONSITE POSITION. NO REMOTE OR HYBRID BEING OFFERED AT THIS TIME. PRINCIPALS ONLY-NO THIRD PARTIES INQUIRIES PLEASE. THANK YOU! We encourage qualified candidates to apply and join our growing team! Spring Footwear Corp. is an EEO employer, all employment is contingent upon a successful drug and background screening, as applicable to the job specifications. We administer the Florida Drug Free Workplace program, and as such, employees may be subject to reasonable suspicion drug tests, as ascribed by the Florida law.

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

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.

Job Description NuCO2 is the nation's leading provider of certified beverage grade carbon dioxide and draught beer grade nitrogen, providing continuous service to more than 150,000 customer locations and carbonating millions of beverages every day. With nearly 1,200 employees in over 150 locations across the United States, we believe using the finest ingredients is essential to serving the best beverages. Safety is our top priority and NuCO2 is defined by it. We provide a best-in-class safety program, and our safety equipment complies with national and international safety standards. Summary: You will be a strategic partner providing HR support across the organization, working closely with NuCO2's leadership team. This includes employee relations, compensation & benefits, learning & development, project management, data analytics & presentation development, among other assigned activities. Successful candidates should possess excellent interpersonal skills, attention to detail, strong written and verbal communication skills, problem-solving skills, and analytical capabilities. You must also demonstrate judgment and discretion when dealing with sensitive and confidential information. This position will report to the Vice President of Human Resources and will be on-site at NuCO2's corporate headquarters in Stuart, FL. Responsibilities: Provide HR support to employees across multiple business units across the US, offering guidance with NuCO2 policies and procedures, in addition to guidance with state and federal laws, policies, and practices Partner with stakeholders, including NuCO2's Executive Team, to drive projects in the areas of employee relations, compensation & benefits, learning & development, recruiting & onboarding, and employee engagement, among others Provide coaching and guidance to NuCO2's leadership team to resolve employee relations issues and use discretion and judgment to advise on decisions relating to employees Organize and execute investigations, taking statements and partnering with corporate counsel and internal investigations team as needed Assist managers with appropriate disciplinary action when necessary for safety and policy violations, and performance gaps including, verbal & written warnings, performance improvement plans and terminations Partner with HR leadership, legal, and NuCO2 Executive Team to create new policies and procedures, and lead implementation into the organization Ensure accurate recordkeeping for personnel files is maintained, ensuring consistency, accuracy, and compliance Coordinate performance, salary administration, succession planning, talent management and diversity programs and processes Partner with NuCO2 leadership to identify training & development gaps, align needs, develop and execute programs Clarify project objectives, develop and organize information, set project timelines, and drive to successful implementation Foster continuous improvement by analyzing data and processes, monitoring effectiveness, and identifying actions to reduce complexity and/or enhance operational performance Ensure legal and regulatory compliance, including equal employment opportunity/affirmative action, wage and hour, and work authorization practices are followed Assist with unemployment claims and EEOC complaints as needed Assist with the administration of FMLA and LOA requests Cross train and support other Human Resources functions as needed Qualifications: A minimum of 5 years of progressive HR Business Partner experience Bachelor's degree in human resources, business, or related field preferred Extensive employee relations experience managing complex situations including conducting formal investigations, partnering with legal, implementing progressive discipline, and resolving conflicts while adhering to state and federal laws and policies Experience in the administration of Human Resources programs including compensation and benefits, learning and development, communications, policy and procedure development and other Human Resources programs Demonstrated presentation skills and experience partnering with senior leadership to develop programs to support employee attraction, retention and engagement Experience working independently and managing multiple projects and priorities Knowledgeable with Workers' Compensation, FMLA, and LOA laws and best practices Proficient with Microsoft Office applications (Word, Excel, and PowerPoint) Experience gathering and interpreting data, writing reports and creating a communications plan to drive results Must be able to function well in a fast-paced team environment with the ability to work independently with little supervision Ability to travel up to 10% of the time (as required) Experience writing and implementing policies, procedures, or employee handbooks is preferred Experience with learning and development platforms such as LinkedIn Learning is preferred Lean Six Sigma certification preferred UltiPro Payroll and Cognos Business Intelligence experience preferred PHR, SHRM-CP or similar certification preferred NuCO2 provides competitive pay and an exceptional benefits package, including health, dental, disability, and life insurance; paid holidays and vacation; a 401(k) retirement plan; employee discounts; and opportunities for educational and professional development. Additional compensation may vary depending on the position and organizational level. Build your future with us while making an impact every day! All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, protected veteran status, pregnancy, sexual orientation, gender identity or expression, or any other reason prohibited by applicable law.