Human resources business partner jobs in Port Saint Lucie, FL - 37 jobs

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.

Job Description The Human Resources Business Partner focuses on strategic partnerships with assigned entities under our growing family of brands. This role supports our executive business leaders to drive the talent agenda and act as a change-agent, advisor, and thought partner to elevate HR strategies. The Business Partner provides leadership and partnership to management and employees in delivering a spectrum of strategic and tactical HR support and programs. Who We Are: Buyers Edge Platform stands at the forefront of revolutionizing the food service industry through technology, purchasing power and partnerships. We are dedicated to empowering stakeholders across the entire foodservice ecosystem (operators, distributors, manufacturers) with efficiency and unprecedented visibility. With a diverse portfolio of over a dozen brands, our mission is clear: to reduce costs, streamline the foodservice supply chain, and propel the industry from manual to automated. Today, we are one of the largest players in foodservice, with over 200K operator locations across North America and over $50 billion of aggregated spend volume. Our commitment to food service excellence is proven in four distinct areas of value: Digital Procurement Network, Fresh Solutions, Supply Chain Management, and Software. Buyers Edge Platform is not just a provider - we are a strategic partner on the journey towards a more efficient, connected, and automated future for the foodservice industry. This position is hybrid-based out of our office located in Lake Worth, FL with anticipated travel up to 20% per year. We are unable to offer work sponsorship for this role. Your Impact: Partner with business leadership and managers from our SaaS/tech business entities to execute a Workforce Strategy that supports the growth of the division and company. Act as an expert advisor by coaching leaders at various levels on complex leadership and talent issues including development, engagement, employee relations, elevating performance, and addressing performance issues. Act as a grounding force for senior leaders to drive towards solutions in a thoughtful and strategic manner. Support initiatives including employee retention, talent assessment, succession planning, organizational design, and leadership development Provide analysis on key metrics to Head of Talent & Organizational Effectiveness regarding the "health" of assigned business entities by looking at trends in performance, employee satisfaction, attrition etc. Conduct in person meetings at various business sites and provide insights on what is working well and opportunity areas Ensure a high level of organizational effectiveness through ongoing performance management, organizational design, analysis and implementation, change management and talent assessments About You: Bachelor's degree in Human Resources Management, Business Administration, or equivalent experience is required Minimum of 5-8 years of related experience or 3 years and a Master's degree; or equivalent work experience. Possess and convey a well-rounded Human Resources toolset, including labor law knowledge, compensation, employee relations, and experience promoting diversity, equity, and inclusion Excellent written and verbal communication skills, time management, and keen attention to detail Proven ability to navigate ambiguity, work well under pressure, adapt and respond within a complex, dynamic and rapidly changing business environment Data literate with strong business acumen Proven ability to seamlessly transition between strategic thinking and tactical execution Ability to prioritize multiple projects in a busy, demanding environment Competency in Microsoft programs (Word, Excel, Power Point) HR certifications and global HR experience, especially in Europe, are a plus What's In This For You: Great benefits from day one. We offer medical, dental, vision, FSA, company-paid life insurance, and more-plus a 401(k) with company match. Grow with us. Enjoy strong training, development, and competitive pay. Work-life balance. Our flexible PTO policy lets you take time when you need it-no accrual required. We welcome all. We are committed to creating a diverse environment and are proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state or local laws and ordinances.

Executes human resources programs by providing human resources services, including employee relations, records management, on-boarding, retention, recognition, separations, compensation guidance, EEO compliance, and completing personnel records transactions, exercising a high degree of integrity and confidentiality. Works with business partners to define business strategy and workforce implications Updates job descriptions and salary matrixes, as needed, in collaboration HR staff/leader. Partners with business leaders to support the development of employees through performance conversations, employee relations, HR policies and practices, culture, conflict resolution, and other issues that may impact the work environment. Develops, coaches and supports managements capability to develop and inspire employee growth and learning. Conducts investigations and resolution on employee relations matters and complaints. Works with leaders on organization design and change management initiatives Communicates workforce program information and policies Regularly attends relevant operations staff meetings and is extremely visible on the floor Analyzes business needs and turns them into strategic workforce opportunities Handles and resolves complex employee matters with a risk mitigation focus Coaches leaders on developing leader effectiveness and employee interactions Provides workforce insights using workforce data and analytics Provides business case results for workforce programs (ROI, eNPS, etc.). Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions. o Manages expectations by communicating project status and issues; preparing reports. o Prepare reports by collecting, analyzing, and summarizing data and identifying trends. Proficiency in HRMS and Performance Development software. Responsible for managing movement of employees based on reporting structures. Executes the performance management process and leads the calibration process. Perform other related duties as required.

Amentum is seeking a Human Resource Business Partner (HRBP). The HRBP will deliver HR services in a timely, effective manner and will serve as a strategic business partner to the Program Manager and leadership team. This position will partner with leadership to ensure optimal employee engagement, satisfaction and foster a high-performance culture. The HR Business Partner will work under the supervision of the on-site HR Manager. The candidate must demonstrate a superior ability to develop rapport at all levels of the organization and to collaborate across functional areas to work towards identified goals. Candidate must possess excellent communication skills and a demonstrated ability to work both independently and as a member of a team. Essential Responsibilities: + Partner with the Program Managers and other levels of management to promote a diverse and inclusive working environment and support the development of the workforce. + Implement human resources policy and best practices by driving change and serving as a business advocate. + Work closely with the Talent Acquisition and Operations teams to assess recruiting needs and facilitate the onboarding process. + Provide on-site support to program management and employees; recommend and implement actions to further enhance employee engagement and to address challenges to the employee populations in both locations. + Coordinates on-boarding of candidates once they become eligible for hire activities include scheduling interviews, reference checks and pre-interview of applicants. + Conducts new hire orientations. + Communicate HR related topics such as benefits, HR policy and procedures, etc., and distribute HR related materials to employees as needed. + Maintain and update HR systems and employee records to ensure accuracy and improve organizational efficiency. + Verify I-9 documentation and conduct E-Verify for new hires. + Manage workers' compensation claims and coordinate follow-up documentation. + Document, process, and maintain records in support of HR related issues. + Complete HR related duties and special projects as needed. + Respond promptly to employee inquiries and provide high-quality customer service. + Stay up to date with federal, state, and local employment laws to ensure HR practices remain compliant. + Ensures all HR related files are maintained according to corporate and local policy. + Provide guidance on policies, practices, procedures as well as update policies and procedures as needed. + Prepare standard reports to respond to customer queries. + Review documentation for completeness and necessary approvals. + Comfortable handling sensitive and confidential information in an open office environment. + Perform all other position-related duties as assigned or requested. Minimum Position Knowledge, Skills, and Abilities Required: + Bachelor's degree in human resources, Business Administration, or related field + Minimum of 4 years of experience in Human Resources + Knowledge of HR Laws and disciplines including recruiting, talent management, compensation practices, organizational diagnosis, employee relations, training and development, diversity, performance management, and federal and state employment laws. + Proven ability to lead complex organizations through change. + Proficiency with Microsoft office professional software and ability to easily adapt to new systems. Must have the requisite skills and attitude to consult effectively with managers/supervisors. + Strong facilitation, persuasion, and listening skills are a must. + Must have demonstrated ability to manage multiple and complex processes; good judgment and the ability to analyze and problem-solve is required. + Comfortable handling sensitive and confidential information. + Exceptional verbal and written communication skills. + Strong work ethic and willingness to go the extra mile when needed. Qualifications: + SPHR or PHR certification + Working knowledge of Deltek Costpoint and/or WorkDay HRIS systems **Compensation Details:** 65,000 The compensation range or hourly rate listed for this position is provided as a good-faith estimate of what the company intends to offer for this role at the time this posting was issued. Actual compensation may vary based on factors such as job responsibilities, education, experience, skills, internal equity, market data, applicable collective bargaining agreements, and relevant laws. **Benefits Overview:** Our health and welfare benefits are designed to support you and your priorities. Offerings include: + Health, dental, and vision insurance + Paid time off and holidays + Retirement benefits (including 401(k) matching) + Educational reimbursement + Parental leave + Employee stock purchase plan + Tax-saving options + Disability and life insurance + Pet insurance _Note: Benefits may vary based on employment type, location, and applicable agreements. Positions governed by a Collective Bargaining Agreement (CBA), the McNamara-O'Hara Service Contract Act (SCA), or other employment contracts may include different provisions/benefits._ **Original Posting:** 01/08/2026 - Until Filled Amentum anticipates this job requisition will remain open for at least three days, with a closing date no earlier than three days after the original posting. This timeline may change based on business needs. Amentum is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, sex, sexual orientation, pregnancy (including pregnancy, childbirth, breastfeeding, or medical conditions related to pregnancy, childbirth, or breastfeeding), age, ancestry, United States military or veteran status, color, religion, creed, marital or domestic partner status, medical condition, genetic information, national origin, citizenship status, low-income 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. Learn more about your rights under Federal laws and supplemental language at Labor Laws Posters (********************************* SkbztPuAwwxfs) .

Perricone Farms has partnered with the renowned Natalie's Orchid Island Juice Company, bringing together two leaders in the premium citrus juice market. This strategic acquisition creates a powerful, dynamic company poised for significant growth, combining Perricone's expertise in craft citrus juices with Natalie's reputation for high-quality, fresh-squeezed products. The merger expands the company's reach and strengthens its position in the industry, offering exciting opportunities for innovation and growth. Perricone Farms is seeking a Human Resources Business Partner for our Vero Beach facility. This is a dynamic role that provides long-term, stable employment along with a competitive benefits package, including but not limited to health, vision, dental, life insurance, and a 401K plan. The HR Business Partner (HRBP) serves as a strategic and hands-on partner to manufacturing leadership, supporting a multi-shift operation. This role is responsible for employee relations, safety support, workforce planning, recruiting, and employee engagement while ensuring compliance with labor laws and company policies. The HRBP must be bilingual in Spanish and English and comfortable operating in a fast-paced manufacturing or warehouse environment. Key Responsibilities Employee Relations & Performance Management Serve as the primary point of contact for employee relations issues across all shifts. Conduct investigations related to attendance, policy violations, safety incidents, and behavioral concerns. Coach supervisors and managers on performance management, corrective action, and documentation. Support consistent application of company policies. Maintain a visible presence on the production floor, including off-shift support as needed. Safety & Compliance Partner with Operations leaders to reinforce a strong safety culture. Support incident investigations, corrective actions, and return-to-work processes. Ensure compliance with OSHA, DOT, workers' compensation, FMLA, ADA, and other applicable labor regulations. Participate in safety meetings, audits, and training initiatives. Support drug testing, post-incident protocols, and safety training compliance. Workforce Planning & Labor Management Partner with Operations leadership on workforce planning for 3-shift coverage. Monitor and report staffing levels, turnover, absenteeism, and overtime. Support shift schedules, staffing changes, and labor movement approvals. Recruiting & Onboarding Manage full-cycle recruiting for open positions. Coordinate onboarding, orientation, and new hire training compliance. Support retention strategies for high-turnover roles and critical positions. Employee Engagement & Culture Support employee engagement initiatives and recognition programs Act as an employee advocate while balancing business needs. Support engagement survey rollout, action planning, and follow-up. Training & Development Support supervisory training in areas such as: Employee relations Policy application Coaching and feedback Attendance management Partner with HR leadership on leadership development initiatives. Track required training completion and compliance. HR Systems & Reporting Maintain accurate employee records in HRIS (Paycom). Qualifications Bilingual in Spanish and English (verbal and written). Minimum 3 years of HR experience in manufacturing, warehousing, or distribution. Strong knowledge of employee relations, labor laws, and HR best practices. Experience supporting multi-shift operations. Ability to work flexible hours to support all shifts as needed. Strong interpersonal, communication, and conflict-resolution skills. High level of discretion and ability to handle confidential information. Preferred Bachelor's degree in Human Resources, Business, or related field. Experience in a high-volume hourly workforce environment. OSHA or safety-related experience. HR certification (PHR, SHRM-CP) a plus.

SUMMARY 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. Qualifications EDUCATION: Bachelor's degree in Human Resources, Business, Organizational Development, or related field required; Master's degree preferred, or equivalent experience. PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. EXPERIENCE: 5+ years of proven experience in human resources and in the full employment lifecycle, required. ESSENTIAL COMPETENCIES (Knowledge, Skills, and Abilities) Customer Service Orientation - Keeps internal and/or external key stakeholder(s), students, parents, faculty, staff and community partners in mind at all times. Professionalism - Displays a high level of professionalism, e.g. timeliness, reliability, communication, and work ethic. Christ-first Faith - Provides spiritual support to community members, including students, on their Christian faith journey. Adaptable/Flexibility - Ability to change or adjust to change. Analytical Thinking & Decision Making - Identifies and understands trends and/or issues, connects data points through analysis and logical conclusions/actionable strategies. Attention to Detail - Ability to efficiently and accurately focus on a specific task or number of tasks. Reviews details with a critical eye. Change Management - Ability to drive and implement change both internally and externally. Confidentiality - Maintains the necessary confidentiality and discretion required for the position. Conflict Management - Functions professionally and wisely during difficult conversations, while under stress, and while managing challenging situations. Continuous Improvement - Implement or brainstorm ways to optimize a process. Develops Others - Ability to promote continuous improvement within teams and/or individuals. Effective Communication - Expresses ideas and information in a clear and concise manner both verbally and in writing to convey clear, well-articulated messaging across a wide variety of audiences. Establishes Trust - Gains the confidence of others by actions and words that promote being honest, forthcoming, and vulnerable. Leadership/Influence - Ability to motivate, coach and develop others, as well as influence a group of people to achieve common goals, and implement university strategies. Strong supervisory skills. Problem-solving - Anticipates, evaluates, diagnoses, and resolves problems in a systematic and fact-based manner. Project and Time Management - Effective planning and priority setting. Ability to manage several complex projects simultaneously while working under pressure to meet deadlines. Results Orientation & Accountability - Takes accountability and identifies, executes and drives actions to consistently achieve desired results. Self-development - Grow one's self-awareness, abilities, skills, and/or talent. Strategic Mindset - Ability to step out of the everyday details, view the situation from above and provide an objective perspective Teamwork & Collaboration - Creates a climate that fosters commitment to a common vision and shared values that promote cooperation and working together through trust and support of others both departmentally and cross-functionally. ADDITIONAL REQUIREMENTS: Ability to work non-routine hours during certain times of the year. Ability to sit for prolonged periods of time. Ability to traverse campus and stairs.

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.

JOB TITLE: Human Resources Manager This is a full time position with excellent benefits including a full package of health benefits, paid time off, and company contributions to 401k once qualified. The ideal candidate would have experience in a theme or water park HR or Operations department. JOB SUMMARY: Oversees daily operation of the Rapids Water Park HR department SPECIFIC DUTIES AND RESPONSIBILITIES: -Responsible for the recruitment of seasonal and full time team members -Review incoming applications, allocate applicants to appropriate departments, and contact applicants for interviews -Coordinate department interviews -Coordinate, attend, and seek out recruiting visits and events at locations -Coordinate recruitment social media post and seek out new employment targets -Conduct data entry into HR Database and payroll systems -Respond to unemployment claims and attend hearings as necessary -Assist in developing and conducting general orientation and supervisor trainings -Conduct Interviewer and Recruiter training -Assist in preparing weekly staffing reports -Respond to team member complaints and conduct internal investigations -Plan and coordinate retention activities including parties, and award dinners -Supervise and assist in onboarding of seasonal staff -Develop and maintain good working relationships with department managers -Manage Human Resources budget -Manage Uniform Inventory -Other duties as assigned REQUIREMENTS AND OTHER QUALIFICATIONS: -Must possess excellent oral and written English language and grammar skills. -At least one year recruiting experience and theme or water park experience preferred. -Must possess excellent verbal, written and telephone communication skills. -Must be goal oriented and possess strong attention to detail, positive attitude, creative thinking, and problem-solving skills. -Ability to organize and manage multiple priorities. -Must have the ability to make recommendations to effectively resolve issues and to effect continual improvements by using judgment that is consistent with standards, practices, policies, procedures, regulation or government law. -Advanced computer proficiency; previous experience with Paycor and/ or HRIS systems a plus -Ability to work a flexible schedule, including nights, weekends, holidays and overtime. -Professional appearance and demeanor essential. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. -Must be able to sit and/stand/or walk for long periods of time throughout the day -Must be able to work outdoors in the park at various times throughout the year -Requires manual and bi-manual dexterity, fine and gross motor skills, eye/hand coordination, near vision, hearing and speech -Requires occasional kneeling and bending -Requires occasional walking, reaching above shoulder, pushing and pulling -Requires frequent lifts and carries up to 20 pounds -Requires occasional lifts and carries up to 50 pounds -Requires occasional carries up to 100 pounds with the assistance of a two-wheel hand truck

DIRECTOR, HUMAN RESOURCES & RISK MANAGEMENT Deadline:Open Until Filled This position provides Human Resource (HR) leadership to the Village, to include HR planning, recruitment, selection and orientation, performance management, employee relations, compensation, benefits, training and development, while maintaining up-to-date policies and procedures to support these functions. This position is also responsible for managing the Villages risk management portfolio including automobile, workers compensation, property and casualty insurance. DUTIES AND RESPONSIBILITIES Develops and implements human resources policies, procedures, programs and long-term human resources strategic plans. Prepares and manages the HR department and the risk management budgets. Manages the Villages recruitment, selection and onboarding process. Manages the Villages employee relations programs Provides human resources management advice and consultation services to Village employees and directors. Selects, trains, supervises, disciplines, and evaluates department staff. Investigates and resolves employee, applicant and other complaints and administers the grievance procedures. Collaborates with Village attorneys in developing litigation strategy to facilitate Village response to lawsuits, EEOC complaints and liability claims, and participates in dispute resolution, mediation, and other legal proceedings. Assists the Village Manager with collective bargaining strategies and participates in contract negotiations. Administers and analyzes the Villages HRIS system to include managing databases, software and systems to monitor performance and resolve issues. Arranges and/or conducts training, makes presentations to employees, elected officials, managers, and the public as required. Works with Broker to negotiate and administer vendor contracts for the Villages insurance portfolio, including automobile, property & casualty, and workers compensation. Co-chairs the Safety Committee and assists with the development and implementation of policies, procedures and internal controls related to compliance with health and safety rules and regulations. QUALIFICATION AND EXPERIENCE Education and Experience Bachelors degree in HR Management or related field (Masters degree preferred) HRCI-SPHR (Senior Professional HR) or SHRM-SCP (Senior Certified Professional) certificate highly desirable Seven (7) years of progressively responsible HR experience, to include collective bargaining, recruitment and selection, compensation, benefits administration, organizational development, labor/employee relations, and risk management, including five (5) years of supervisory/management experience (Government experience preferred). Necessary Knowledge Skills and Abilities Advanced knowledge of contemporary human resources management theory, principles, and practices. Sound knowledge of federal, state and local employment law and regulations affecting the field of Human Resource Management Sound knowledge of risk management methods, techniques, policies and procedures. Demonstrated experience in budget preparation and administration. Demonstrated experience in developing and implementing policies and procedures. Capable of thinking strategically and designing multiple ways to accomplish goals; a solutions provider with analytical troubleshooting and decision-making skills. Proven record of accomplishment in Training and Development initiatives including designing, producing and implementing programs; excellent presentation skills. Demonstrated leadership skills, well-honed conflict resolution skills and demonstrated strength in developing relationships built on trust and integrity. Sound knowledge of compensation strategies and best practices. Strong program and project management skills; Effective in establishing priorities aligned with organizations goals, monitoring, and modifying as appropriate. Proven skills in collaborating successfully with diverse individuals and groups; strong oral and written communication skills and facilitation and collaboration competence. Basic knowledge of qualitative and quantitative data collection methods Proven ability to maintain a high degree of confidentiality Licensing and Certification National Incident Management System (NIMS) Certification in accordance with Village policy. WORK ENVIRONMENT Works in an office; required to occasionally visit off-site locations Occasional need to lift, carry, push and/or pull objects weighing up to 25 pounds Performs tasks involving extended periods of time at a keyboard or workstation The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and the requirements of the job change. Requirements are representative of minimum levels of knowledge, skills, or abilities.

Job Title: Accounting and HR Manager Company: Shamin Hotels Organizational Structure: Department: Administrative Reports To: General Manager Accounting/HR Manager position will help with the overall operations of an organization's financial processes and assist on the daily actives of Human Resources including recruitment, compensations, training and development, daily accounting reports, AP tracking and communication, both internally and externally, with vendors and customers. Additionally, focus on delivering HR and Accounting services that meet or exceed the needs of associates and enable success; as well as ensure compliance with all applicable laws, regulations, and operating procedures. Essential Job Functions: Assist with Payroll guidance. Assist with staffing updates, assists in obtaining approvals for hiring exceptions, and provides applicant eligibility and rehire status. Assist Property Leadership and Hiring Managers with recruitment initiatives. Communicates company rules and regulations via the Associate Handbook. Assist to identify awareness of the importance of safety in the workplace and decrease accident frequency. Assist with the coordination and facilitation of Human Resources new hire orientation to generate a positive first impression for General Managers and emphasize the importance of Hotel Equities culture. Works with management to identify current and future weaknesses and strengths; problems and concerns; job satisfaction and productivity. Ensure that HR and Accounting recordkeeping meets the requirements of auditors and government agencies. Assist with invoice coding and entry. Reconcile invoices and identify discrepancies. Issue invoices to customers and external partners, as needed. Maintain digital and physical financial records. Top Requirements: Team Up: Be Golden, Collaborate and Help Others Succeed. Own It: Be a role model, Embrace Responsibility and Keep Learning. Passionately Serve: Be Positive, Care Deeply and Create Memories. Qualifications Qualifications: High school diploma, GED certification or equivalent experience preferred. Bachelor's Degree, and/or equivalent experience in a hotel or related field preferred. Must have basic Reading, Writing, and Math skills. 1-2 years of HR or administrative experience preferred Customer Service Skills required. Financial management skills required. Brand systems knowledge preferred Who are we looking for? Are you someone who values teamwork, takes ownership of your role, and is passionate about serving our guests with warmth and hospitality? Shamin Hotels invites you to join our team! Whether you're greeting guests with a friendly smile, assisting them with their needs, or going the extra mile to ensure their stay is nothing short of perfect, your dedication to service excellence will shine through in everything you do. We are seeking candidates with a wide variety of knowledge, skills, and experiences to contribute to our continued success. Whether you're a seasoned professional or just starting your career, we have opportunities for you to grow and excel with us! Why Should You Work for Shamin Hotels? Amazing Benefits! In addition to competitive pay, we offer a range of benefits for full-time associates, including health, dental, vision, accident and short and long term disability insurance, pet insurance, gym membership discounts, Paid time off, Paid holidays, Shamin Perk discounts on tickets, rental cars and attractions, footwear discounts, 401K plan with company match, employee discounts at our branded hotels and more! Endless Opportunities! With over 70 hotels in our portfolio and plans for further expansion, there are endless opportunities for growth and advancement at Shamin Hotels. Whether you're interested in front-line operations, corporate management, or hotel development, we have opportunities for you to shine. Advancement! We're proud of our track record of promoting from within. At Shamin Hotels, we're committed to nurturing talent and providing opportunities for our employees to thrive. Join us and be part of a company where your potential is limited only by your ambition. We look forward to welcoming you to the Shamin Hotels family! About Us: In a story of entrepreneurial spirit and partnership, P.C. Amin and his brother-in-law B.N. Shah embarked on a remarkable venture in 1978. They seized an opportunity, purchasing a bankrupt hotel in Lumberton, North Carolina. United by their vision and commitment to excellence, they merged their names, Shah and Amin, to create Shamin Hotels. Today, Shamin Hotels stands as a testament to their legacy, having grown into the largest hotel owner and operator in Virginia, with over 70 hotels spanning multiple states. ************************* Do you know someone who might be interested in working at Shamin Hotels? Receive cash rewards for your referral! See your general manager for details! Shamin Hotels is an equal opportunity employer and welcomes applications from individuals of all backgrounds. We thank all applicants for their interest, but only those selected for an interview will be contacted.

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.

National Oak Distributors is seeking a HR Compensation Analyst to join our Human Resources team in a fully in-office role based in West Palm Beach or Lakeland, Florida. This position supports a fast-growing, operationally driven organization where compensation, job structure, and pay programs must be market-aligned, FLSA-compliant, and consistently administered across the organization. This is a hands-on role requiring close partnership with Recruiting, HR leadership, and Finance. The successful candidate will audit and standardize s, administer wage bands and commission programs, and produce employee compensation statements, while learning and understanding the nature of the business and how roles are performed. Key Responsibilities Audit & Standardization Audit all existing s for accuracy, consistency, and compliance. Partner with the Recruiter and HR leadership to create and maintain standardized s by job family and level. Ensure s align to: Actual job duties and operational requirements FLSA classification considerations Wage bands, salary ranges, and commission eligibility Maintain version control and documentation to support recruiting, compensation decisions, and audits. Market Pricing & Wage Band Management Price positions using market data and salary surveys; recommend wage bands, salary ranges, and hiring rates. Maintain salary structures by job family, level, and geography. Support Talent Acquisition with market-based, compliant offer guidance. FLSA Compliance & Classification Support Support FLSA exemption analyses and classification documentation tied to job content and pay practices. Assist with wage and hour compliance related to base pay, commissions, incentives, and overtime eligibility. Partner with HR leadership and Legal, as needed, on compliance reviews. Compensation Planning, Incentives & Commission Programs Support annual compensation planning cycles, including merit, bonus, incentive, and all commission-based compensation programs. Assist with the design, modeling, administration, and documentation of: Sales commission plans (inside, outside, territory-based, national accounts, and hybrid roles) Operational and performance-based incentives Draws, guarantees, recoverables, and commission true ups Ensure all variable pay programs align with approved job structures and wage bands. Budgeting, Forecasting & Hiring Analysis Partner with Finance/FP&A to support labor cost planning, compensation forecasting, and headcount modeling. Provide analysis for new hires, backfills, and replacement positions, including: Market pricing and wage band alignment Budget and cost impact analysis Role level and structure validation Support workforce planning related to organizational changes and restructuring. Compensation Statements & HRIS Administration Produce, audit, and maintain employee compensation statements within the HRIS (UKG preferred), including base pay, incentive eligibility, commission plans, and total compensation components. Ensure compensation statements are accurate, up-to-date, and aligned with approved compensation programs and payroll records. Support annual compensation cycle communications by preparing HRIS-based compensation statements and related reporting. Maintain compensation and job data in the HRIS to ensure accuracy, consistency, audit readiness, and data integrity across systems. Qualifications 5-7 years of experience in compensation, HR analytics, or a related HR role Demonstrated experience auditing and creating s Experience producing and maintaining employee compensation statements Experience supporting commission-based compensation programs Prior experience in a distribution, manufacturing, logistics, wholesale, or similarly narrow-margin industry strongly preferred Strong understanding of FLSA and wage/hour fundamentals Advanced Excel skills (Crystal Reporting and Power BI); 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 Work Environment & Expectations Fully in-office position (5 days per week) Based in West Palm Beach, FL or Lakeland, FL Minimal travel; only as needed Lean, hands-on environment with high accountability Must be willing to learn and understand how jobs are performed in practice to support accurate job descriptions and compensation administration

It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today - ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500. Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone. Job Description What You Get to Do in This Role As a Partner Business Development - CRM Transformation (Global Partners), you will be responsible for driving CRM business development initiatives that help ServiceNow's Global Partners embed ServiceNow's CRM technology into their go-to-market motions, solution portfolios, and customer transformation strategies. This individual contributor role focuses on partner penetration and enablement at a global scale, ensuring CRM transformation is incorporated into partners' reference architectures and business strategies. You will identify and activate partners capable of delivering measurable impact through CRM-led transformation-building joint pipeline, accelerating design wins, and scaling success across geographies in close alignment with ServiceNow's CRM specialist selling teams. The ideal candidate combines global partner ecosystem experience, strategic business acumen, and execution excellence to expand CRM adoption and partner-led growth worldwide. The Global Partners include Accenture, Deloitte, KPMG, EY, IBM, DXC, Kyndryl, BCG, Kearney, Capgemini, Fujitsu, NTT, Cognizant, HCL, Infosys, Tech M, TCS, and Wipro. Key Responsibilities * Global Partner Engagement & Penetration: Engage directly with ServiceNow's global partners to ensure their business strategies and solution architectures incorporate ServiceNow's CRM technology. Identify CRM transformation opportunities across geographies and translate them into actionable go-to-market initiatives. * Strategic Influence: Guide partners in adapting their global business strategies and reference architectures to prioritize ServiceNow CRM as a driver of customer value and partner growth. * Business Development & Pipeline Creation: Lead global business development initiatives to drive joint CRM pipeline creation with measurable business outcomes. Collaborate with CRM specialist sellers, regional partner teams, and global account leaders to accelerate deal execution and early customer wins. * CRM Practice Expansion: Work with Global Partners to expand their CRM capabilities and align transformation strategies with ServiceNow. Guide partners through business case development, operational planning, and investment prioritization for CRM transformation. * Joint Go-to-Market & Global Execution: Coordinate with global and regional marketing, sales, and operations teams to deliver campaigns, enablement sessions, and co-selling programs. Ensure CRM is embedded as a strategic component of partner offerings and solution reference architectures. * Thought Leadership: Represent ServiceNow and its partners in joint industry events, executive forums, and go-to-market activities as leaders in CRM transformation. * Customer Design Wins & Impact: Collaborate with partners and CRM specialists globally to secure customer design wins that validate CRM business cases. Amplify success stories to drive replication and scaling across regions and industries. * Market & Partner Insights: Provide feedback and insights from the partner ecosystem to inform global CRM strategy, enablement, and investment priorities. Qualifications Qualifications * 7+ years' experience in partner business development, ISV/channel sales, or enterprise software business development at a global level. * Proven success in driving partner-led transformation initiatives and developing joint business plans with measurable pipeline impact. * Deep understanding of the CRM ecosystem, including systems integrators, ISVs, and hyperscaler partnerships. * Experience working with the Global Partner organizations and influencing across diverse regions and business cultures. * Strong ability to connect partner business models and technical architectures to CRM transformation strategies. * Excellent collaboration skills across global matrixed teams-sales, marketing, and product. * Strategic thinker with strong execution capability and results orientation. * Exceptional communication and executive presence. * Fluency in English required; additional global languages a plus. Success Measures * Number of global partners integrating ServiceNow CRM into their strategic reference architectures. * Volume of global CRM-sourced pipeline created and executed. * Customer design wins achieved through global partner collaboration. * Speed and scale of CRM activation across the top 20+ global partners. * Growth of partner-led CRM transformation practices across multiple geographies. Additional Information Work Personas We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here. To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service. Equal Opportunity Employer ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements. Accommodations We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact ***************************** for assistance. Export Control Regulations For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities. From Fortune. 2025 Fortune Media IP Limited. All rights reserved. Used under license.

**Company:** NextEra Energy **Requisition ID:** 92721 Florida Power & Light Company is the largest electric utility in the U.S., providing reliable energy to nearly 12 million Floridians. With one of the nation's most fuel-efficient, cost-effective power generation fleets and industry-leading reliability, we're redefining what's possible in energy. Want to be part of something powerful? Join our outstanding team and help shape the future of energy. **Position Specific Description** Under minimal direction, the **Sr. Associate** **HR Business Partner** serves as a strategic advisor and trusted partner to senior leaders within specific business units, aligning people strategies with organizational goals. This role involves deep business acumen and ownership of the unit's talent agenda-covering workforce planning, succession management, leadership development, and organizational design along with other key HR programmatic processes. This Sr. Associate HRBP will act as thought partner to business unit leaders and lead teams, providing data-driven insights on performance trends, culture, and engagement to guide decision-making. The Sr. Associate HRBP will collaborate closely with leaders to identify and develop top talent, manage key transitions, and ensure robust pipelines for critical roles. This Sr. Associate HRBP will be expected to handle multiple facets of the HR lifecycle and support multiple levels of the organization including various tactical operational initiatives. Additionally, the Sr. Associate HRBP will work cross-functionally with centers of excellence such as compensation, talent acquisition, and HR Workforce Advisory (and others) to deliver integrated HR solutions. The role demands influencing at senior levels while maintaining a pulse on employee sentiment and operational realities. Ultimately, a successful Sr. Associate HRBP will show to have labor relations experience, will be able to drive both strategic and tactical people outcomes that enable business performance, leadership effectiveness, and organizational health. This Sr. Associate HRBP will be expected to travel through the FPL service territory, maintaining a strong presents across the employees' work locations. **Job Overview** Employees in this role provide consultation and analysis to designated business unit leaders on strategic HR initiatives including talent and succession planning, cultural assessment, organization design and capabilities, targeted recruiting, diversity and change management. This job partners with HR Business Advisors and HR Shared Services to support initiatives for assigned areas. **Job Duties & Responsibilities** + Develops effective human resource strategies for designated business units in the areas of labor, diversity and inclusion and employee engagement + Projects and assesses talent requirements based upon the changing markets and business needs + Develops robust and active succession plans supported by leadership and talent development + Proactively identifies employee and labor concerns through cultural assessments + Facilitates change management activities to ensure business needs are not unnecessarily disrupted + Provides specialized, solution-oriented consultation helping leaders identify, prioritize and build organizational capabilities, behaviors, structures and processes + Partners with HR Business Advisors and HR Shared Services to develop HR policies and practices, conduct detailed analysis and offer best-in-class solutions + Performs other job-related duties as assigned **Required Qualifications** + High School Grad / GED + Bachelor's or Equivalent Experience + Experience: 6+ years **Preferred Qualifications** + Bachelor's Degree + Master's Degree + Senior Professional in HR Certification NextEra Energy offers a wide range of benefits to support our employees and their eligible family members. Clickto learn more. **Employee Group:** Exempt **Employee Type:** Full Time **Job Category:** Human Resources **Organization:** Florida Power & Light Company **Relocation Provided:** No NextEra Energy is an Equal Opportunity Employer. Qualified applicants are considered for employment without regard to race, color, age, national origin, religion, marital status, sex, sexual orientation, gender identity, gender expression, genetics, disability, protected veteran status or any other basis prohibited by law. NextEra Energy provides reasonable accommodation in its application and selection process for qualified individuals, including accommodations related to compliance with conditional job offer requirements, consistent with federal, state, and local laws. Supporting medical or religious documentation will be required where applicable and permitted by applicable law. To request a reasonable accommodation, please send an e-mail to, providing your name, telephone number and the best time for us to reach you. Alternatively, you may call **************. Please do not use this line to inquire about your application status. NextEra Energy will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. NextEra Energy **does not** accept any unsolicited resumes or referrals from **any third-party recruiting firms or agencies** . Please see ourfor more information.

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.

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.

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. We can recommend jobs specifically for you! Click here to get started.

Deadline: Open Until Filled This position provides Human Resource (HR) leadership to the Village, to include HR planning, recruitment, selection and orientation, performance management, employee relations, compensation, benefits, training and development, while maintaining up-to-date policies and procedures to support these functions. This position is also responsible for managing the Village's risk management portfolio including automobile, workers compensation, property and casualty insurance. DUTIES AND RESPONSIBILITIES Develops and implements human resources policies, procedures, programs and long-term human resources strategic plans. Prepares and manages the HR department and the risk management budgets. Manages the Village's recruitment, selection and onboarding process. Manages the Village's employee relations programs Provides human resources management advice and consultation services to Village employees and directors. Selects, trains, supervises, disciplines, and evaluates department staff. Investigates and resolves employee, applicant and other complaints and administers the grievance procedures. Collaborates with Village attorneys in developing litigation strategy to facilitate Village response to lawsuits, EEOC complaints and liability claims, and participates in dispute resolution, mediation, and other legal proceedings. Assists the Village Manager with collective bargaining strategies and participates in contract negotiations. Administers and analyzes the Village's HRIS system to include managing databases, software and systems to monitor performance and resolve issues. Arranges and/or conducts training, makes presentations to employees, elected officials, managers, and the public as required. Works with Broker to negotiate and administer vendor contracts for the Village's insurance portfolio, including automobile, property & casualty, and workers compensation. Co-chairs the Safety Committee and assists with the development and implementation of policies, procedures and internal controls related to compliance with health and safety rules and regulations. QUALIFICATION AND EXPERIENCE Education and Experience Bachelor's degree in HR Management or related field (Master's degree preferred) HRCI-SPHR (Senior Professional HR) or SHRM-SCP (Senior Certified Professional) certificate highly desirable Seven (7) years of progressively responsible HR experience, to include collective bargaining, recruitment and selection, compensation, benefits administration, organizational development, labor/employee relations, and risk management, including five (5) years of supervisory/management experience (Government experience preferred). Necessary Knowledge Skills and Abilities Advanced knowledge of contemporary human resources management theory, principles, and practices. Sound knowledge of federal, state and local employment law and regulations affecting the field of Human Resource Management Sound knowledge of risk management methods, techniques, policies and procedures. Demonstrated experience in budget preparation and administration. Demonstrated experience in developing and implementing policies and procedures. Capable of thinking strategically and designing multiple ways to accomplish goals; a solutions provider with analytical troubleshooting and decision-making skills. Proven record of accomplishment in Training and Development initiatives including designing, producing and implementing programs; excellent presentation skills. Demonstrated leadership skills, well-honed conflict resolution skills and demonstrated strength in developing relationships built on trust and integrity. Sound knowledge of compensation strategies and best practices. Strong program and project management skills; Effective in establishing priorities aligned with organization's goals, monitoring, and modifying as appropriate. Proven skills in collaborating successfully with diverse individuals and groups; strong oral and written communication skills and facilitation and collaboration competence. Basic knowledge of qualitative and quantitative data collection methods Proven ability to maintain a high degree of confidentiality Licensing and Certification National Incident Management System (NIMS) Certification in accordance with Village policy. WORK ENVIRONMENT Works in an office; required to occasionally visit off-site locations Occasional need to lift, carry, push and/or pull objects weighing up to 25 pounds Performs tasks involving extended periods of time at a keyboard or workstation The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and the requirements of the job change. Requirements are representative of minimum levels of knowledge, skills, or abilities.

It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today - ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500 . Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone. Job Description What You Get to Do in This Role As a Partner Business Development - CRM Transformation (Global Partners), you will be responsible for driving CRM business development initiatives that help ServiceNow's Global Partners embed ServiceNow's CRM technology into their go-to-market motions, solution portfolios, and customer transformation strategies. This individual contributor role focuses on partner penetration and enablement at a global scale, ensuring CRM transformation is incorporated into partners' reference architectures and business strategies. You will identify and activate partners capable of delivering measurable impact through CRM-led transformation-building joint pipeline, accelerating design wins, and scaling success across geographies in close alignment with ServiceNow's CRM specialist selling teams. The ideal candidate combines global partner ecosystem experience, strategic business acumen, and execution excellence to expand CRM adoption and partner-led growth worldwide. The Global Partners include Accenture, Deloitte, KPMG, EY, IBM, DXC, Kyndryl, BCG, Kearney, Capgemini, Fujitsu, NTT, Cognizant, HCL, Infosys, Tech M, TCS, and Wipro. Key Responsibilities · Global Partner Engagement & Penetration: Engage directly with ServiceNow's global partners to ensure their business strategies and solution architectures incorporate ServiceNow's CRM technology. Identify CRM transformation opportunities across geographies and translate them into actionable go-to-market initiatives. · Strategic Influence: Guide partners in adapting their global business strategies and reference architectures to prioritize ServiceNow CRM as a driver of customer value and partner growth. · Business Development & Pipeline Creation: Lead global business development initiatives to drive joint CRM pipeline creation with measurable business outcomes. Collaborate with CRM specialist sellers, regional partner teams, and global account leaders to accelerate deal execution and early customer wins. · CRM Practice Expansion: Work with Global Partners to expand their CRM capabilities and align transformation strategies with ServiceNow. Guide partners through business case development, operational planning, and investment prioritization for CRM transformation. · Joint Go-to-Market & Global Execution: Coordinate with global and regional marketing, sales, and operations teams to deliver campaigns, enablement sessions, and co-selling programs. Ensure CRM is embedded as a strategic component of partner offerings and solution reference architectures. · Thought Leadership: Represent ServiceNow and its partners in joint industry events, executive forums, and go-to-market activities as leaders in CRM transformation. · Customer Design Wins & Impact: Collaborate with partners and CRM specialists globally to secure customer design wins that validate CRM business cases. Amplify success stories to drive replication and scaling across regions and industries. · Market & Partner Insights: Provide feedback and insights from the partner ecosystem to inform global CRM strategy, enablement, and investment priorities. Qualifications Qualifications · 7+ years' experience in partner business development, ISV/channel sales, or enterprise software business development at a global level. · Proven success in driving partner-led transformation initiatives and developing joint business plans with measurable pipeline impact. · Deep understanding of the CRM ecosystem, including systems integrators, ISVs, and hyperscaler partnerships. · Experience working with the Global Partner organizations and influencing across diverse regions and business cultures. · Strong ability to connect partner business models and technical architectures to CRM transformation strategies. · Excellent collaboration skills across global matrixed teams-sales, marketing, and product. · Strategic thinker with strong execution capability and results orientation. · Exceptional communication and executive presence. · Fluency in English required; additional global languages a plus. Success Measures · Number of global partners integrating ServiceNow CRM into their strategic reference architectures. · Volume of global CRM-sourced pipeline created and executed. · Customer design wins achieved through global partner collaboration. · Speed and scale of CRM activation across the top 20+ global partners. · Growth of partner-led CRM transformation practices across multiple geographies. Additional Information Work Personas We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here. To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service. Equal Opportunity Employer ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements. Accommodations We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact [email protected] for assistance. Export Control Regulations For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities. From Fortune. ©2025 Fortune Media IP Limited. All rights reserved. Used under license.