Human resources business partner jobs in The Villages, FL - 527 jobs

Who We Are: Crowther Roofing and Cooling's story began in 1974 when Lee J. Crowther relocated from Chicago to Fort Myers, Florida. Seeking a market where he could practice his roofing trade year-round, Lee brought with him years of experience from his family's successful roofing business in Chicago. Family-Operated, Five Generations Strong Today, we are a fifth-generation family-operated business proudly led by Lee S. Crowther as CEO, supported by Kevin Callans, the President. Our company benefits significantly from the involvement of various Crowther family members across all divisions, from upper management and the sheet metal shop to customer service roles. Crowther Roofing and Cooling operates out of four strategic locations in Florida: two in Fort Myers, Sarasota, and Jupiter. Our team comprises over 900 dedicated employees and a robust fleet of 475 service vehicles. As active members of the National Roofing Partners (NRP) and the National Roofing Contractors Association (NRCA), we are a nationally recognized leader in the roofing industry with annual sales nearing $192 million. Crowther Roofing & Cooling is a USA Today and Tampa Bay Top Workplace Recipient. We continually strive to be the Employer of Choice for highly motivated team members who want to succeed in a high-growth environment. We encourage initiative, independence, diversity, and personal career growth. The Role: This position manages, directs, and coordinates the Human Resource policies and programs covering several of the following: labor relations, wage and salary administration, orientation and training, safety and health, benefits, and employee services. This position also manages the recruitment, development, and retention of employees; has knowledge of EEO laws and general human resources concepts. Responsibilities: Management and Department Head Resource: Works very closely with local Management, keeping them informed of all matters in which the company could improve, employee concerns, anticipated issues that could be avoided or items that need to be addressed. Work with Management and Department heads to foster an environment with open communication and fair/consistent treatment for all employees. Coach, mentor and train Management and Department Heads through various methods to help them become a more effective and respected leader. Regulatory and Compliance Responsibilities: Vetting potential candidates, orientation with all Office new hires, and assist, as needed, with safety training of new employees for the field. Responsible for preparing monthly & annual federal reporting requirements, such as Bureau of Labor Statistics census data requests, OSHA 300 logs, etc. Handles all motor vehicle accident coordination between insurance companies and individuals involved. Safety Compliance, Documentation and Training: Participates and documents all OSHA inspections in tandem with the Safety Department. Effectively assist in the Company's defense of any citations received including attendance at any court proceedings. Initiate reporting, tracking, and management of Workers' Compensation claims, and participate in claims reviews, as necessary. Employee Recruitment and Retention: Manages all new employee recruitment, orientation, and training with the assistance of Safety Department and Management depending on the position. Conduct new employee orientations that foster a positive attitude and understanding of the Company, its goals, policies and procedures. Resolve employee-relations issues and participate in decisions relative to corrective action, performance concerns, employee separation, and conflict resolution. Manages situations involving policy interpretation and compliance while remaining neutral. Employee and Employer advocate: Assisting the employee to navigate the policies & procedures while supporting the company initiatives. Helps mediate employee disputes and make recommendations for performance management track where necessary. Leads and mentor's others to ensure consistent application of all such rules and policies. Maintain records of personnel actions, such as hires, promotions, transfers, performance reviews, disciplinary action, reviews terminations and resignations. Facilitate Exit interviews and analyze data. Administers Health Insurance program, ensuring that all eligible employees receive the opportunity to participate; and cobra notifications are made on a timely basis, complying with all federal regulations. Use initiative and judgment in making decisions, keeping with the Company's best interests. Coordinate corporate functions with the assistance of the Marketing Coordinator and Management. Process and report employee complaints and/or grievances in a timely manner while remaining neutral. Must maintain the utmost confidentiality with employee's personal data, HR investigations, employee reviews, etc. Prepare and edit s, employment agreements, employment policies and updating employee handbook(s) as needed. Qualifications Deep understanding of employment law, training managers on compliance and employee entitlement and protections under employment law deep knowledge of Leave Administration and Labor laws PHR Certification Preferred 7-10 years' experience in an HR Manager Role Required Skills Must have excellent communication skills both verbal and written as well as presentation skills. Must be proficient in Microsoft Office Programs, including Word, Excel, PowerPoint, and Outlook. Focused on Details. Maintains a professional demeanor when dealing with stressful situations or difficult personalities, while investigating HR complaints. Teamwork Oriented. The position may operate a variety of office machines (for example copier/scanner/ fax machine/printer/computer). Must have a valid driver's license and insurable driving record for occasional travel. High level of integrity and dependability with a strong sense of urgency. HR is held to higher standards, leading though example for the entire Company and Staff. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Depending on the company's needs, duties, obligations, and activities may change at any time, with or without notice. Equal Opportunity Statement We are committed to diversity and inclusivity.

As an HR Transformation Senior Manager, you will lead and shape how organizations approach HR in the digital age. Your role involves defining, shaping, selling and executing HR transformation projects that integrate digital solutions, automation, process, and organization optimization. You will work closely with clients to improve HR functions, enhancing both business performance and employee satisfaction. This high-visibility role requires strategic thinking, deep expertise in HR transformation, strong client relationships, and effective project delivery. Key Responsibilities: Client Leadership & Relationship Management + Build strong, trusted long-term relationships with senior client stakeholders. + Advise clients on HR operating models, technology, and transformation strategies aligned with business goals. + Build perspectives on how the HR Strategy needs to evolve based on the evolution of the business strategy. + Help clients optimize HR functions for efficiency, scalability, and strategic alignment. HR Transformation Strategy and Value Case + Develop and implement HR transformation strategies that blend traditional HR practices with digital innovations like AI, GenAI, and automation. + Leverage analytics to assess current HR operations and design future-state models with technology-driven solutions to improve talent management, employee engagement, and workforce planning. + Drive HR activity analysis to understand allocations of HR staff time and effort; compare to industry benchmarks and leading practices. Recommend options to optimize HR resource allocation and align with organizational goals. + Work with clients to create HR transformation value cases and roadmaps that align HR with business strategy and deliver measurable outcomes. HR Operating Model and Service Delivery Framework + Design new HR operating models and service delivery frameworks for clients, infusing leading practices from areas such as employee experience, digital HR, shared services, and outsourcing. + Lead HR organization design efforts, articulating interaction models, location strategy, and sizing. Employee Experience & Talent Management + Lead initiatives to enhance employee experience through personalization, engagement, and alignment with company culture. + Use HR technology, process improvement methodologies and data analytics to improve talent acquisition, performance management, and employee well-being. + Design talent management frameworks that integrate automation and AI to optimize workforce planning. HR Technology Evaluation & Selection + Lead the evaluation and selection of HR technologies (e.g., HRIS, AI tools) that fit client needs, culture, and business goals. + Guide clients through the vendor selection process, including creating RFPs and evaluating capabilities. Generative AI & Emerging Technologies + Articulate how organizations should leverage GenAI and other advanced technologies to improve the HR function. + Stay up-to-date on emerging digital HR trends and bring innovative solutions to clients. HR Operations, Shared Services & Outsourcing + Advise clients on transforming HR operations through shared services, outsourcing, and integrating digital tools and automation. + Help clients evaluate sourcing options, driving cost efficiency and quality. + Design and implement HR operating models leveraging these components. Process Optimization & Automation + Lead initiatives to streamline HR processes using automation, AI tools, and data analytics. + Implement intelligent automation solutions to enhance process efficiency, scalability and accuracy. Project Management & Delivery + Lead end-to-end delivery of HR transformation projects, ensuring timely, on-budget, and high-quality outcomes. + Manage cross-functional teams to execute solutions across HR domains. + Integrate new technologies like cloud-based HR systems and AI platforms into existing HR ecosystems. Change Management & Stakeholder Engagement + Guide change management efforts to ensure smooth transitions to new HR processes and technologies. + Facilitate stakeholder engagement, ensuring alignment with key business leaders and fostering buy-in and commitment at all levels of the organization. + Empower clients with the knowledge and tools needed to activate, apply, and sustain transformation initiatives long-term. Business Development & Sales + Lead business development efforts by identifying and generating new HR transformation opportunities, building on strong relationships with prospective clients. + Write and present high-quality client proposals, business cases, and RFP responses that clearly articulate the value of our HR transformation capabilities, ensuring alignment with client needs and expectations. + Support business growth by working closely with senior leadership on strategic business development initiatives, offerings, and cultivating a pipeline of potential opportunities. Practitioner Development, Thought Leadership, and Innovation + Develop and coach practitioners on the functional craft of HR Transformation; support learning programs and training efforts to develop our people. + Contribute to thought leadership on HR transformation trends and emerging areas of interest. + Represent Accenture at industry events and conferences to enhance visibility and reputation. + Foster a culture of innovation and continuous learning within the HR Transformation practice. Core Skills: Basic Qualifications: + Minimum of 8 years' experience in HR transformation, digital HR, or HR technology consulting, with at least 4 years in a senior managerial or leadership role. + Minimum of 5 years leading large-scale HR transformation projects. + Minimum of 4 years' experience in designing and implementing HR operating models, shared services, and outsourcing strategies. + Minimum of 2 years' experience in the Insurance Industry Bonus Skills: HR Technology Expertise: + In-depth understanding of leading HR platforms (e.g., Workday, SuccessFactors, Oracle HCM) and their role in transforming HR operations and the employee experience. + Expertise in evaluating HRIS, talent management systems, and AI-driven solutions. + Experience managing vendor relationships and technology selection processes. HR Operating Model Design: + Strong understanding of HR operating models, including shared services, outsourcing, and service delivery optimization. + Ability to design and optimize HR operating models that integrate digital tools to drive efficiency and business outcomes. Employee Experience Focus: + Proven experience enhancing employee engagement and well-being through innovative HR strategies and digital solutions. + Ability to design employee-centric HR solutions that align with company culture and business objectives. Project Management & Delivery: + Expertise in managing complex projects from strategy to execution, on time, within budget, and with quality. + Familiar with Agile and Waterfall methodologies and project management tools (e.g., Jira, MS Project). Business Development & Sales: + Skilled in leading business development leadership and building strong client relationships. + Experience writing compelling proposals and presenting to senior leadership to win HR transformation engagements. Thought Leadership & Innovation: + Contributions to industry thought leadership through writing, speaking engagements, and research. + Active participation in industry events to stay current on HR transformation trends. Client Relationship & Stakeholder Management: + Strong interpersonal skills for building trusted relationships with C-suite executives and senior stakeholders. + Ability to influence senior leadership on HR strategy and technology decisions. Consulting & Strategic Thinking: + Ability to think strategically and develop innovative HR solutions that leverage digital technologies. + Excellent written and verbal communication skills, with the ability to translate complex HR transformation concepts into clear, actionable strategies. + Strong business acumen and ability to align HR transformation with organizational goals. Advanced Data Analytics & HR Metrics: + Experience with workforce analytics and creating HR dashboards using tools like Power BI or Tableau. Global & Multinational Experience: + Experience with global clients and knowledge of international HR practices and compliance. Agile & Scrum Certification: + Certification in Agile or Scrum methodologies. Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired as set forth below.We accept applications on an on-going basis and there is no fixed deadline to apply. Information on benefits is here. (************************************************************ Role Location Annual Salary Range California $132,500 to $338,300 Cleveland $122,700 to $270,600 Colorado $132,500 to $292,200 District of Columbia $141,100 to $311,200 Illinois $122,700 to $292,200 Maryland $132,500 to $292,200 Massachusetts $132,500 to $311,200 Minnesota $132,500 to $292,200 New York/New Jersey $122,700 to $338,300 Washington $141,100 to $311,200 Requesting an Accommodation Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired. If you would like to be considered for employment opportunities with Accenture and have accommodation needs such as for a disability or religious observance, please call us toll free at **************** or send us an email or speak with your recruiter. Equal Employment Opportunity Statement We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities. For details, view a copy of the Accenture Equal Opportunity Statement (******************************************************************************************************************************************** Accenture is an EEO and Affirmative Action Employer of Veterans/Individuals with Disabilities. Accenture is committed to providing veteran employment opportunities to our service men and women. Other Employment Statements Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States. Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration. Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process. Further, at Accenture a criminal conviction history is not an absolute bar to employment. The Company 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. Additionally, 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 Company's legal duty to furnish information. California requires additional notifications for applicants and employees. If you are a California resident, live in or plan to work from Los Angeles County upon being hired for this position, please click here for additional important information. Please read Accenture's Recruiting and Hiring Statement for more information on how we process your data during the Recruiting and Hiring process.

Canela Media is the fastest-growing diverse-owned media & entertainment company. This technology-focused & innovation-driven company is based in the United States and Latin America. Canela.TV is it's standalone AVOD platform, with various content verticals across Original Series & Movies, Music, Kids, Sports and News. The company was founded in 2019 and Canela.TV launched in 2020 reaching significant growth and innovation milestones in its first five years of being in business achieving industry-wide recognition. Overview: Canela is excited to announce an opening for a Head of Human Resources to lead the People function across its U.S. and LATAM operations. Reporting directly to the Global President, you'll be responsible for building operational excellence across our U.S. and LATAM operations (based in Mexico), leading all aspects of the people function, from talent acquisition, onboarding, performance management, organizational effectiveness, compliance, people analytics, total rewards, and employee relations. You will partner closely with the senior leadership team to drive talent strategy, strengthen core people programs, and maintain a consistent and high-quality employee experience at every stage. Our ideal candidate combines operational rigor with strong people instincts. You bring structure to start-up organizations, strengthening HR foundations to ensure that people operations run seamlessly and efficiently - enabling the business to perform at its best. Responsibilities: HR Operations & Compliance Oversee all day-to-day HR operations, including talent acquisition, onboarding, HRIS, compensation and benefits administration, compliance, performance management, and employee relations. Maintain HR systems integrity and reporting dashboards for headcount, turnover, engagement, and compliance. Manage annual headcount and budget for the team and partner with the CFO to develop annual strategic priorities for the business and drives results against established priorities. Partner with Legal (internal and external counsel) and Finance to ensure compliance with employment laws, audits, and policy governance across all locations; research and review new legislation to maintain compliance as well as ensure proper employee notices are updated and posted; maintain various employee legal documentation from hire letters, job change letters and departure documentation for all locations. Responsible for global policy creation and revisions as well as annual acknowledgements for the country-specific offices based on cultural and business alignment and to ensure compliance. Partner with the CFO in overseeing payroll, year-end reporting activities, and payroll tax matters Oversee the HR team to ensure accurate benefit and payroll administration related to employee changes, including onboarding & offboarding processes, job changes/ promotions, accurate employee data/record management Responsible for data accuracy and regular audits to ensure alignment with established guidelines. Business Partnership & Talent Management Partner with the Global President and senior leaders to ensure organizational structures, staffing plans, and workforce data align with business objectives and budgets. Deliver insights through HR metrics and analytics to guide decision-making on headcount, retention, and organizational effectiveness. Manage employee relations matters with professionalism, confidentiality, and balanced judgment; support the HR team in responding to employee questions; evolve self-service and materials to proactively address common questions Responsible for developing and driving talent acquisition and management strategies and processes including best practices by market (US & LATAM) to source, recruit and retain top talent Defines KPI's to measure and improve effectiveness of the recruitment process Drives workforce & succession planning processes Support performance management review process - continuously refine performance management strategy to meet the development needs of the growing team; provide analysis to stakeholders on talent performance within their business units Benefits & Compensation Design and execute compensation and benefits plans for U.S. & Mexico, leveraging market insights and analytics to ensure competitiveness and pay equity. Evaluate plans and make data driven recommendations (job analysis & descriptions, market trends, benchmarks, local industry insights and practice improvements). Oversee annual review processes; evaluate promotion recommendations to ensure they are within the appropriate benchmarks and consistent with company policy. Manage programs and initiatives promoting health, work-life balance, and overall well-being. Employee Experience & Culture Ensure that policies and practices are both compliant and reflective of the company's values and culture - setting the tone for a culture of trust and performance. Drive engagement, development, and recognition programs that enhance connection and retention; assess and promote team culture by identifying desired goals and creating programs (including offsites) to drive progress. Team Management Oversee a team of three professionals in Mexico for HR and Office Management Hiring and developing the team on best practices and new capabilities Qualifications: Minimum of 10 years progressive HR experience; at least five years of HR management experience with demonstrated strength in HR operations, compliance, HRIS, employee relations, and HR program design and execution. Bilingual Spanish and English Bachelor's degree in Human Resources, Business, or related field; advanced degree and/or HR certification a plus. Experience in media/entertainment (ideally digital media) including experience working in companies with entities in U.S. and Latin America; understanding of multicultural markets and talent needs. Strong business acumen, with the ability to influence senior leadership and develop strong working relationships with key internal and external stakeholders Outstanding customer service orientation, interpersonal and communication skills. Proven track record of designing and implementing compensation & benefits programs in multi-country environments; strong foundation in U.S. & LATAM compensation & benefit design and administration (job analysis, market trends, benchmarks, local industry insights and practice improvements) Critical thinking capabilities and broad knowledge and enthusiasm for evolving Human Resource trends: ability to understand the business and internal processes to recommend, communicate, and implement new processes, approaches, policies, practices and procedures across all areas to drive continuous improvement while ensuring effectiveness to the overall employee experience. Skilled in HRIS management (Gusto experience preferred), reporting, and data-driven decision-making. A hands-on, results-oriented and highly collaborative people leader who thrives in a fast-paced environment, leads with clarity and empathy, and views HR not as a back-office function, but as a core partner and business enabler. Experience implementing and managing Talent Management programs & initiatives. Experience in full-cycle recruiting with a proven track record of successful recruitment in a fast-paced environment / start-ups. Experience in creating and implementing Learning & Development programs. Experience establishing surveys and other feedback mechanisms to assess effectiveness of programs/process. Compensation Range: $140,000-$160,000 per year (base salary only). Actual base salary within this range will be determined based on skills, experience, and qualifications. Additional compensation includes discretionary bonus opportunities aligned with objectives. The functions listed are not fixed or unique and may vary according to the needs of the company.

At Jabil we strive to make ANYTHING POSSIBLE and EVERYTHING BETTER. We are proud to be a trusted partner for the world's top brands, offering comprehensive engineering, manufacturing, and supply chain solutions. With over 50 years of experience across industries and a vast network of over 100 sites worldwide, Jabil combines global reach with local expertise to deliver both scalable and customized solutions. Our commitment extends beyond business success as we strive to build sustainable processes that minimize environmental impact and foster vibrant and diverse communities around the globe. How Will You Make An Impact? The Director of Labor Relations serves as a strategic HR leader dedicated to fostering positive employee relations and advancing Jabil's labor relations strategy. Based at Jabil's Corporate Office, the Labor Relations Director develops and leads the company's labor relations strategy across all U.S. manufacturing sites, ensuring alignment with corporate objectives, compliance with federal and state labor laws, and promotion of positive employee-management relationships. This role oversees union interactions, collective bargaining, labor compliance, risk mitigation, and workforce-related change management while partnering closely with HR, Legal, Operations, and senior leadership. Location: This role will be based on-site at our St. Petersburg, FL Corporate Headquarters. Relocation is approved for non-local talent. The position will also involve roughly 25% travel (domestically) to various manufacturing sites, as needed. What Will You Do? Develop and execute a comprehensive labor relations strategy that supports business objectives, operational performance, and workforce stability. Build out and deploy a labor relations team to support and execute the labor relations strategy. Serve as the company's senior expert on labor relations matters, providing guidance to executives, plant leadership, and HR teams. Lead labor relations planning for plant expansions, consolidations, M&A activity, and organizational change. Lead contract negotiations across multiple unions and locations; act as the company's chief spokesperson when required. Develop bargaining strategies, costing models, and negotiation positions in collaboration with HR, Legal, Finance, and Operations leaders. Manage grievance and arbitration processes, including case assessment, preparation, settlement negotiation, and representation in arbitrations. Maintain strong working relationships with union leadership while protecting the company's operational and financial interests. Ensure full compliance with the National Labor Relations Act (NLRA) and all other applicable federal and state labor laws. Oversee responses to NLRB charges and hearings; partner with internal and external legal counsel as necessary. Conduct regular risk assessments of labor practices, collective bargaining agreements (CBAs), and workforce policies to identify and mitigate potential issues. Build frameworks to support consistent, fair, and compliant employee relations practices across all U.S. manufacturing sites. Partner with HR and Operations to drive workplace culture initiatives, dispute resolution, and early intervention strategies. Provide training to leaders and supervisors on contract interpretation, labor law compliance, and effective employee relations practices. Monitor labor trends, union organizing activity, legislative changes, and economic conditions impacting the manufacturing workforce. Partner with Corporate Communications on messaging related to labor activity, negotiations, and issues that may carry investor or public impact. Work closely with Legal on litigation strategy, arbitration, compliance matters, and risk management. Support HR COEs (Total Rewards, Talent Acquisition, Talent Management) on policies and programs affected by labor agreements or employee relations considerations. Serve as a key member of the crisis response team for labor-related disruptions, strike contingency planning, and operational risk scenarios. Develop and maintain strike preparedness plans, contingency staffing models, communication plans, and operational continuity strategies. How Will You Get Here? Education: Bachelor's degree in Human Resources, Labor Relations, Industrial Relations, Business, or related field; Master's/JD strongly preferred. Experience: 10+ years of progressive labor relations experience (traditional labor) in a multi-site U.S. manufacturing (or similar industry) environment. Direct experience leading complex collective bargaining negotiations and managing relationships with multiple unions (e.g., UAW, IAM, Teamsters, USW, IBEW). Direct experience with building out a team and managing people. Knowledge, Skills, Abilities: Expert knowledge of NLRA, NLRB processes, and state labor laws. Demonstrated experience managing disputes, grievances, arbitrations, and union campaigns. Strong financial acumen, including labor costing, modeling, and scenario analysis. Excellent communication, influencing, and conflict-resolution skills. Proven ability to operate in highly regulated environments where compliance, documentation, and risk management are essential. Ability to manage sensitive, confidential, and high-impact negotiations with discretion and professionalism. Change leadership experience in union and union-free environments. Strong analytical skills with experience using data to inform labor strategies and operational decisions. What Can Jabil Offer You? Along with growth, stability, and the opportunity to be challenged, Jabil offers a competitive benefits package that includes: Medical, Dental, Prescription Drug, and Vision Insurance with HRA and HSA options 401K Match Employee Stock Purchase Plan Paid Time Off Tuition Reimbursement Life, AD&D, and Disability Insurance Commuter Benefits Employee Assistance Program Pet Insurance Adoption Assistance Annual Merit Increases Community Volunteer Opportunities

We are seeking an experienced Human Resources Manager to oversee and guide all core HR functions within a growing organization. This role is responsible for developing people strategies, supporting leadership, ensuring regulatory compliance, and fostering a positive and productive workplace culture. The ideal candidate brings a balanced mix of strategic insight, operational execution, and strong interpersonal skills. Key Responsibilities Develop, implement, and maintain human resources policies, procedures, and best practices aligned with organizational objectives. Lead end-to-end talent acquisition efforts, including workforce planning, sourcing, interviewing, and onboarding. Manage employee onboarding, training initiatives, and ongoing professional development programs. Serve as a point of contact for employee relations matters, providing guidance on conflict resolution and performance issues. Maintain accurate employee data and reporting through HR information systems. Oversee payroll administration to ensure timely, accurate processing and compliance with applicable regulations. Administer employee benefit programs and coordinate compliance with workers' compensation and related requirements. Support performance management processes, including evaluations and improvement planning. Partner with management to identify staffing needs and support organizational growth initiatives. Monitor employment laws and HR trends to ensure ongoing compliance and continuous improvement. Promote a workplace culture that supports engagement, accountability, and retention. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. 5+ years of experience Advanced degree in Human Resources or a related discipline is preferred. HR certifications or professional credentials are a plus. Demonstrated experience across multiple HR disciplines, including recruiting, payroll, employee relations, and performance management. Proficiency with HR systems and technology platforms. Strong communication, organizational, and relationship-building skills. Ability to manage competing priorities in a dynamic environment. Solid understanding of HR best practices and employment regulations. Bilingual fluency in Spanish (written and verbal) is required. Preferred Competencies Experience tracking and analyzing HR metrics for reporting and decision-making. Knowledge of performance management frameworks and tools. High level of discretion and professionalism when handling sensitive matters. Exposure to process improvement methodologies such as Six Sigma is beneficial. Ascendo is a certified minority owned staffing firm, and we welcome and celebrate diversity. Ascendo is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, parental status, military service or any other characteristic protected by federal, state or local law. Contact information Jonathan Jankowski

This is a full-time position. 2nd Shift - Days and hours of work are Monday through Thursday, 2:30 p.m. to11:30 p.m. and Friday 12:00 p.m. to 9:00 p.m. Stellar Energy provides state-of-the-art solutions customers build in for optimized energy performance now; and in the preparation for the energy needs of tomorrow. In business for 25 years, we've delivered added energy efficiency and capacity to customers in more than 15 countries. More dispatchable power. Increased LNG production. Greater Data Center efficiency and lower costs. Hyperscale deployment at the best possible speed to first megawatt. All delivered with the lower emissions required to support our partners' unique sustainability objectives. Stellar Energy specializes in a wide range of engineering and manufacturing solutions within the energy sector including turbine inlet air chilling, central utility plants, district cooling, combined heat & power systems, thermal energy storage, inlet air heating, data center chilling, and inlet air chilling for LNG facilities. Additionally, our expertise extends to start-up & commissioning, system health analysis, services, and training. Our in-house team of skilled engineers and dedicated tradespeople are the reason we are the global leader in customized solutions. Stellar Energy strives to add value to today's energy infrastructure, achieving secure, affordable, and sustainable energy that will help to create a responsible energy economy. Summary As the 2nd shift Human Resources Business Partner (HRBP) you will be working closely with leaders across the business to support and drive HR initiatives. Our team achieves results by being innovative, driven, collaborative, and trustworthy. This role is both hands-on and strategic, providing expertise in employee relations, workforce planning, performance management, employee retention, coaching/development, and conflict management. This position requires working second shift and overseeing HR operations across two locations: Imeson and Normandy. The ideal candidate must be flexible, adaptable, and able to provide HR support across multiple shifts and sites while ensuring consistency in policies and procedures. The HRBP also plans, develops, recommends, and implements human resources activities, policies, procedures, and programs for an organization, assisting upper management as requested. This position requires an extremely perceptive person who can relate to individuals at all levels within the organization. Essential Functions Responsible for effectively identifying, investigating, and resolving employee relations issues. Manages activities relating to staffing, employee education and training, management development, employee relations, benefits administration, and salary administration. Ensures workplace accidents are investigated and prepares reports for insurance carrier. Prepares reports and recommends procedures to reduce absenteeism and turnover. Manages and monitors employee programs. Plans and conducts new employee orientation to foster positive attitude toward company goals. Keeps records of insurance coverage, and personnel transactions, such as hires, promotions, transfers, and terminations. Administers pre-employment tests to applicants. Counsels and aids employees, and all levels of management, in employee or management issues relating to promotion, termination or disciplinary action. Manages and tracks all employee disciplinary action. Reviews employee performance evaluations to ensure integrity of the evaluation system and manages the monthly performance improvement program at the manufacturing facility. Monitors tardy and absenteeism reports and ensures proper documentation is issued on employees who have excessive tardiness or absenteeism problems. Report's vacation, sick, personal day and holiday use to payroll and scheduling. Maintains and distributes report of same. Monitors employee eligibility for benefits plans. Reviews benefits with employees and processes enrollment, cancellation, or changes. Writes separation notices for employees separating with cause and oversees exit interviews to determine reasons behind separations. Required Education and Experience 3 to 5 years of human resources management experience. Proficient in Microsoft Office. Preferred Education and Experience PHR or SHRM-CP certification. ADP Workforce Now. A bachelor's degree in human resources or equivalent experience.

About Progressive Dental Marketing Progressive Dental Marketing helps high-performing dental practices scale through industry-leading marketing, sales training, events, and technology. As we expand our marketing services, SaaS platform, and national events portfolio, we're building a world-class internal team to support that growth. We are looking for a Talent Acquisition Lead to own and scale our hiring engine. This is not a transactional recruiter role. This is a strategic, embedded partner to leadership who will help us build teams across Marketing, Sales, Product, Engineering, Operations, and Events. The Role You will be responsible for end-to-end recruiting across the organization, including: Marketing & Creative Sales & Revenue Operations SaaS / Product / Engineering Operations, Finance, and Leadership Events & Production Teams You will partner closely with department heads to forecast hiring needs, define roles, attract top-tier talent, and continuously raise the talent bar at Progressive Dental. Key Responsibilities Talent Strategy & Workforce Planning Partner with leadership to forecast hiring needs tied to growth plans, product launches, and event expansion. Help define org structure, role scopes, and leveling frameworks. Advise leadership on market compensation, role design, and hiring strategy. Recruit across a wide range of roles: marketing, paid media, creative, sales, operations, tech, and leadership. Sourcing & Talent Pipeline Build proactive talent pipelines using LinkedIn, referrals, communities, and outbound sourcing. Develop and maintain bench strength for critical roles. Create a repeatable sourcing engine rather than reactive hiring. Hiring Process & Quality Bar Design and run structured interview processes. Train hiring managers on interviewing and selection. Ensure consistent evaluation standards and high hiring quality. Employer Brand & Candidate Experience Help position Progressive Dental as a destination workplace. Create strong candidate experiences from first touch to offer. Partner with marketing to improve careers page, job postings, and employer branding. Systems & Process Build scorecards, interview templates, and hiring playbooks. Track metrics: time-to-fill, quality of hire, source performance, offer acceptance rate. What Success Looks Like Hiring is predictable, fast, and high quality Leadership trusts recruiting as a strategic function, not a bottleneck You've built deep pipelines for key recurring roles (PPC, SEO, AMs, Sales, Product, Tech, Events) Time-to-fill is down, quality-of-hire is up Progressive Dental has a strong reputation in the market as a great place to work Experience 3-7+ years in internal recruiting or talent acquisition (agency + in-house is great) Experience hiring across marketing, sales, and/or tech roles Comfortable recruiting both individual contributors and leaders Highly organized and process-driven Strong stakeholder management and executive communication skills Data-driven, but also high-EQ and brand-minded Startup / scale-up or high-growth company experience preferred Nice-to-Haves Experience in SaaS, marketing agencies, or fast-growing services companies Experience building recruiting processes from scratch or scaling them Familiarity with ATS systems, structured interviews, and hiring scorecards

We are seeking an experienced Talent Acquisition Project Manager to drive technical and process improvement initiatives within the Talent Acquisition (TA) function. This role operates within an established PMO cadence and is responsible for planning, execution, tracking, reporting, and stakeholder alignment to ensure recruiting initiatives are delivered on time and within budget. The ideal candidate will collaborate closely with TA, HR, business leaders, RPO partners, and HR technology and analytics teams, leveraging data and tools to drive visibility, productivity, and results. Key Responsibilities Lead and manage prioritized Talent Acquisition projects using structured PMO methodologies Develop and maintain project plans, schedules, documentation, and productivity tools Drive execution, monitor progress, identify risks, and remove delivery roadblocks Coordinate across TA, HR, business stakeholders, RPO vendors, and analytics/HR tech teams Track hiring progress and performance metrics using Workday Recruiting, dashboards, and reporting tools Prepare and deliver regular status updates, insights, and recommendations to stakeholders Support budget tracking and ensure initiatives remain aligned with hiring goals Required Qualifications Bachelor's degree required 3+ years of proven project management experience supporting Talent Acquisition or HR programs Strong experience with stakeholder management, communications, planning, tracking, and reporting Hands-on experience with Workday Recruiting or another ATS, including pulling and analyzing reports Advanced Excel skills Working knowledge of Power BI or similar analytics/reporting tools Experience coordinating with RPO partners, vendors, and cross-functional HR teams Preferred Qualifications Familiarity with recruiting PMO methodologies (e.g., role tagging, dashboards, structured cadences) Experience with A3, Daily Management, Lean, or continuous improvement practices Work Schedule & Location Standard workday schedule 4 days onsite in Palm Beach Gardens, FL 1 remote day per week

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

A large healthcare company is seeking a VP of HR to oversee all day-to-day HR operations and strategy. This role reports directly to the CEO and will lead the HR function across the organization. Responsibilities Include: Overseeing all HR operations and strategy Managing recruitment, onboarding, and retention processes Leading performance management and employee relations Developing and implementing HR policies and procedures Advising leadership and reporting directly to the CEO Ensuring compliance with employment laws and regulations Ideal Qualifications: Senior-level HR leadership experience Experience in healthcare or complex organizations preferred Strong leadership and strategic thinking skills Excellent communication and interpersonal skills Ability to operate at both strategic and hands-on levels Salary: $150k/Year To apply, please send your resume to *******************

Who We Are Recognized for 30 years of success in guiding insurance companies and their insureds, Traub Lieberman Straus & Shrewsberry's breakthroughs in coverage analyses, complex litigation, commercial and professional dispute resolution, and cyber and technology counseling continue to drive our renowned excellence in the legal profession. As Traub Lieberman grows, we remain dedicated to building relationships and resolving claims in the most effective and efficient manner. Who You Are The Human Resource Director will be responsible for overseeing the day-to-day administrative functions of the law firm. This leadership role ensures smooth operations, enhances efficiency, and supports the firm's attorneys and staff. The Human Resource Director will handle operational, human resources, and IT management tasks while also ensuring compliance with legal regulations and industry standards. The ideal candidate will have strong organizational, communication, and leadership skills, with experience in legal or professional services management. Work on-site: St. Petersburg, FL What You'll Do 1. Operations Management: Oversee the daily operations of the law firm to ensure efficiency and effectiveness. Develop, implement, and manage firm policies, procedures, and practices. Coordinate office space, supplies, and equipment needs. Manage scheduling, office calendars, and general administrative support. 2. Human Resources: Manage the recruitment, hiring, and onboarding process for new staff and attorneys. Oversee employee benefits, payroll, and compensation programs. Serve as the primary point of contact for HR-related issues, including employee relations, conflict resolution, and performance management. Develop and enforce personnel policies and procedures. Ensure compliance with employment laws and regulations. 3. IT and Systems Management: Oversee the firm's IT infrastructure, ensuring all systems are functioning effectively. Work with IT vendors to ensure security, software updates, and support. Ensure the firm utilizes appropriate legal technology, case management software, and document management systems. Train staff on software systems and new technological tools. 4. Compliance and Risk Management: Ensure the firm's operations comply with legal and regulatory requirements. Stay current on industry standards and best practices. Implement and monitor security protocols for confidential client and firm data. Handle risk management strategies and assist in resolving claims or disputes. 5. General Administrative Support: Provide administrative support to attorneys and management team as needed. Manage internal and external communications, including correspondence, meetings, and reports. Assist with firm marketing efforts, including events, social media, and website updates. What You Bring Bachelor's degree in Business Administration, Management, Human Resources, or a related field (MBA or Master's degree preferred). Minimum of 10 years of experience in law firm administration, legal operations, or similar role. Strong knowledge of law firm operations, legal technology, and compliance requirements. Proven leadership skills with the ability to manage and motivate a team. Demonstrated depth of experience in organizational development, change management, employee relations, talent acquisition and succession planning, policy development and HR operations/compliance experience. Excellent organizational, time-management, and problem-solving abilities. Strong communication skills, both written and verbal, ability to effectively interact with all levels of employees. Proficiency with office software (Microsoft Office Suite, Google Workspace, etc.), legal management software, and financial systems. Ability to handle confidential information with discretion and integrity. SHRM Certification preferred. Work Environment: This position is based in the firm's office in St. Petersburg, FL Travel required monthly/quarterly to various offices What We Offer Salary Range: $100k- $150k depending on experience Benefits: Medical, dental, vision, and 401k Competitive paid time off Yearly bonus

Department: Admin - CHRO Work Type: Full Time Shift: Shift 1/8:00:00 AM to 5:00:00 PM Minimum to Midpoint Pay Rate:$42.09 - $56.83 / hour The Program Director, HR Policy & Compliance, serves as a strategic leader and subjectmatter expert responsible for driving systemwide HR policy governance, regulatory compliance, and workforce risk management across the health system. This role ensures that all policies, procedures, and employmentrelated practices align with Federal, State, and Local regulatory requirements, national best practices, and Lee Healths strategic objectives. The Program Director leads the development, implementation, and continuous improvement of HR policies and compliance frameworks, ensuring readiness for DNV Healthcare Accreditation and other regulatory audits. The role fosters a highintegrity, fair, and just culture by educating leaders and staff, partnering closely with Quality, Patient Safety, Corporate Compliance, and Legal Services. A key function of this position is advancing a mature workforce risk management program and leading highimpact organizational initiatives that strengthen operational consistency, regulatory adherence, and organizational culture. The Program Director oversees three primary domains: (1) HR Policy, Governance & Culture (2) Workforce Risk Management & Compliance (3) HR Partnerships, Processes & Projects Requirements Educational Requirements Degree/Diploma ObtainedProgram of StudyRequired/ Preferredand/or Bachelor'sRequired Experience Requirements Minimum Years RequiredArea of ExperienceRequired/ Preferredand/or5-7 YearsHuman ResourcesRequiredandEmployee RelationsRequiredandSupervisor/ManagementRequired State of Florida Licensure Requirements LicensesRequired/ Preferredand/or Not Required Certifications/Registration Requirements Certificates/RegistrationsRequired/ Preferredand/or US:FL:Fort Myers

The Global Director of Human Resources provides critical strategic leadership by developing, executing, and managing organization-wide human resources initiatives in the areas of workforce planning, talent management, performance management, training and development, employee relations and engagement. This position serves as a true business partner to provide human capital expertise and leadership to achieve operational excellence. This includes enterprise risk mitigation, organizational culture change initiatives, and continuous improvement activities. Supervisory Responsibilities: * This position has matrixed responsibility for HR teams across the Motion Control Technologies business, within the Hydraulics Segment of Helios Technologies, with local Managing Directors. Direct responsibility for regional Safety Manager. Duties/Responsibilities: * Management and oversight of the Human Resources function to ensure that all programs and initiatives are integrated and effective in supporting the overall mission, goals, and strategy of the Motion Control Technologies business within the Hydraulics Segment. * Directly participate in the planning and decision-making as a member of the Senior Leadership Team, and providing broad leadership and coordination to the business * Serve as internal consultant and strategic advisor to the Senior Leadership Team on people and culture development * Align our talent strategy to be an employer of choice within our industry * Establish a plan of management succession that corresponds to the strategy and objectives of the business * Provide oversight for safety culture and practices within the Motion Control Technologies business. * Provide organizational leadership around culture assessment and development, introducing and managing organizational change and development initiatives * Build a robust recruitment strategy that is aligned with our Core Values and drives towards current and future talent needs * Provides support on compensation and benefits, ensuring regulatory compliance, equity, and competitive salary levels necessary to attract and retain qualified staff in conjunction with the Helios Technologies framework * Directs, with support of Helios' Talent Development Team, the development of training and organizational development programs through staff or external consultants that address personal, professional, and organizational needs of employees and departments, supporting equitable opportunities for continuous learning * Provide coaching/advising of senior leaders on team development and key organizational and management issues by offering a unified approach and corresponding tools for executive and senior leaders to evaluate, design and align their structures to build high-performing teams * Function as Human Resources lead in due diligent practices in support of the M&A initiatives * Responsible for budgeting departmental needs * Other duties as assigned

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

About Our Client Our client is Tampa-Bay area-based multi-location organization with a strong, established company culture. The role is hybrid and requires some travel to their office locations. What You'll Do In the role of Human Resources Director, you'll lead all strategic and tactical aspects of the HR function to create a meaningful employee experience. This role requires an experienced HR professional who can manage payroll operations, oversee employee relations, navigate complex leave management, and provide coaching to leaders and staff while ensuring compliance with employment regulations. Day-to-Day Responsibilities Oversee end-to-end payroll processing for all locations, ensuring accuracy, compliance, and timely resolution of payroll issues Serve as primary contact for employee relations matters including conflicts, coaching and support, investigations, and disciplinary processes Provide coaching and guidance to managers on performance management, conflict resolution, and leadership development Oversee recruitment, onboarding, and retention strategies across all locations Lead employee benefits programs, open enrollment, and serve as liaison with benefits vendors Administer all leave programs including FMLA, ADA accommodations, workers' compensation, and state-specific leave laws Ensure compliance with employment laws and maintain employment files, policies, and employee handbook Complete analysis of workforce metrics and develop HR strategies to support organization's overall strategy and goals Support M&A activities for newly acquired and integrated organizations and team members Design and implement performance evaluation systems and support performance improvement initiatives What We're Looking For Must-Haves: Bachelor's degree in Human Resources, Business Administration, or related field Minimum 7 years of progressive HR experience, with at least 3 years in a leadership role Proven hands-on experience managing payroll operations Extensive knowledge of employment law, leave management (FMLA, ADA, workers' comp), and HR compliance Demonstrated expertise in employee relations, investigations, and conflict resolution Experience with mergers, acquisitions, and organization integration Experience coaching managers and conducting leadership development Proficiency with HRIS, payroll systems, and applicant tracking systems Excellent communication, interpersonal, and problem-solving skills Ability to handle sensitive and confidential information with discretion Valid driver's license and ability to travel between locations as needed Nice-to-Haves: Master's degree in Human Resources or related field PHR, SPHR, or SHRM-CP/SHRM-SCP certification Experience in a multi-unit or multi-site organization #LI-MW1

Webull is a leading digital brokerage platform built on next-generation global infrastructure. Our mission is to empower individual investors with the tools, data, and technology they need to take control of their financial future. From zero-commission trading to advanced analytics and global market access, we are committed to delivering a best-in-class investing experience. As Webull continues to scale its U.S. and global operations, our People function plays a critical role in enabling sustainable growth, strong governance, and an exceptional employee experience. About The Role & Team We are seeking an Associate Director of Human Resources to join our St. Petersburg office and serve as a senior HR leader supporting Webull's growing U.S. workforce. This role sits at the intersection of people strategy, compliance, talent, and execution, and partners closely with business leaders, Legal, Compliance, Finance, and Recruiting. This is a high-impact, hands-on leadership role for an HR professional who is equally comfortable managing complex employee issues, owning immigration and recruiting processes, and building scalable HR programs in a fast-paced, regulated fintech environment. In This Role, You Will * Lead complex employee relations matters, including investigations, performance issues, and sensitive terminations. * Ensure compliance with federal, state, and local employment laws across a multi-state workforce. * Partner closely with Legal and Compliance on employment risk, policy interpretation, and regulatory readiness. * Own and manage the U.S. immigration lifecycle, including H-1B, OPT, STEM OPT, TN, and permanent residency cases. * Partner with external immigration counsel and internal stakeholders to ensure timely, compliant filings. * Advise leaders and employees on immigration timelines, risks, and workforce planning implications. * Maintain accurate immigration records and ensure compliance with all reporting and documentation requirements. * Partner closely with Recruiting and business leaders on hiring strategy, workforce planning, and headcount approvals. * Support full cycle recruiting efforts for key roles as needed, including interview alignment, offer structuring, and decision-making. * Ensure a consistent, compliant, and high-quality candidate experience across the hiring process. * Advise on compensation, leveling, and internal equity during offer development. * Oversee day-to-day HR operations in the St. Petersburg office while ensuring alignment with firm-wide practices. * Support benefits administration, leaves of absence, accommodations, and return-to-work planning. * Contribute to the design and implementation of scalable HR programs, policies, and processes. The Skills You Bring * 6-8+ years of progressive HR experience, including senior HRBP or HR leadership responsibilities. * Direct experience managing U.S. employment-based immigration programs. * Experience partnering with recruiting teams in high-growth environments. * Strong knowledge of U.S. employment law and HR best practices; regulated industry experience strongly preferred. * Proven ability to manage sensitive issues with sound judgment, discretion, and empathy. * Strong executive presence and ability to influence at all levels of the organization. * Highly organized, detail-oriented, and comfortable operating in a fast-paced environment. What Makes You Stand Out * You balance people-first thinking with business pragmatism. * You bring structure to complexity and clarity to ambiguity. * You are comfortable owning critical processes end-to-end (immigration, ER, hiring). * You build trust quickly with leaders and employees alike. * You value accountability, transparency, and thoughtful decision-making. Why Webull? Webull is more than a fintech company-we're a global community of innovators, collaborators, and trailblazers. Headquartered in St. Petersburg, FL, Webull operates in 15 regions worldwide, serving over 20 million users. At Webull, your ideas matter, your voice is heard, and your work makes a real impact. Investing in our people is a top priority for us, which is why we have a comprehensive benefits package that includes: * Comprehensive Health Coverage: 100% paid medical and dental insurance for employees and dependents, vision insurance, and more! * Financial Support: 401(k) match, commuter benefits for NY positions, and short-term disability coverage. * Work-Life Balance: Generous time off that increases with tenure, paid parental leave, personal days, sick time, volunteer days and company holidays. * Wellness & Pet Care: Fitness and wellness benefits, plus pet insurance for your furry friends. * Investing in Your Future: We provide tuition reimbursement to help you pursue relevant degrees, certifications, and training that align with your career goals. * Dynamic Office Perks: Catered lunches (every Friday), fully stocked kitchens, and monthly happy hours to connect and collaborate. This role is based in our St. Pete office (200 Carillon Pkwy, St. Petersburg, FL) where in-person collaboration fuels growth, mentorship, and innovation. EEOC Statement Webull is an equal opportunity employer. We're committed to building a diverse and inclusive team where all backgrounds, perspectives, and talents are valued.

Day-to-Day: · Front line of HR operations · Overseeing and managing department · Making sure staying up to date and compliant with documents · Understand and apply policies and procedures in place · Keep KPI's on task · Streamline processes Making sure onboarding and all paperwork is completed We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to ********************.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: **************************************************** Skills and Requirements Must-Haves: · Bachelor's Degree in a related field · 5 years of HR experience · 2 years in Managerial or Supervisory role · Generalist experience in HR · Microsoft and technical experience · Detailed Oriented · Interpersonal skills Plusses: · Medical experience (mental or behavioral health, physical therapy, etc) · Master's Degree in related field Datis or Relias System experience

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

Job 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.