Human resources business partner jobs in Wellington, FL - 82 jobs

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

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

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

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

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

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

At Everon, we truly believe that our people are the difference - for our organization, the customers we serve and the communities we protect. When you're a part of Everon, you'll have the opportunity to be a part of that difference every day. With more than 100 locations, a deep national presence, and comprehensive portfolio of solutions and services, our employees are always poised for career advancement and growth. For more information, visit *********************** or follow us on LinkedIn. This position is HYBRID in either **Boca Raton, FL** or **Irving, TX** **Position Summary:** The HR Business Partner provides strategic HR support to assigned group/s. The HR Business Partner is responsible for diagnosing business requirements and developing and executing a human capital strategy aligned to the business strategy. The HR Business Partner works both strategically and hands-on, as needed to deliver results for the business/functional groups. The HR Business Partner marshals the resources of the broader HR organization to enable the execution of this strategy, including leveraging the functional expertise and resources of partnered COE members, HR Operations, and engaging the Generalist Services team for regional delivery needs. The HR Business Partner also represents the broader, enterprise-wide philosophy and strategy to the function, ensuring appropriate alignment. **Duties & Responsibilities:** + Serve as a trusted advisor to leadership on business strategy and its people, organizational and capabilities implications for respective groups + Be an active participant on the leadership team for the supported group(s). + Work strategically and in partnership with the business to develop and implement focused workforce strategies ensuring alignment with both business and HR objectives. + Marshal the COEs, operations or generalists groups as appropriate to support business needs. + Provide management information and trend data to the group(s) through COE. + Identify and address organizational effectiveness challenges. In collaboration with the COEs, diagnose, plan, and manage human capital requirements such as workforce plans, organization effectiveness, talent management, employee engagement, and HR planning as well as collaborating with the HR Generalist Services organization to deliver to the business. + Ensure the talent management review for the business group is a living document and align with the talent COE to ensure appropriate focus on high potential talent and succession planning and plans to address potential organizational risk due to retention issues and competency gaps. + Serve as proactive advocate for business group requirements where the difference could produce competitive advantage. + Lead organizational change and design for groups supported by working proactively with senior management and HR Business Partners/Generalists to identify operating, process, and workforce requirements and implement appropriate solutions. Drive corporate change initiatives through to the business. + Oversee complex human capital issues; analyze analytics to diagnose underlying management or cultural issues and collaborate with COEs to develop remediation plans. + Maintain and drive visibility and advocacy of diversity and inclusion by engaging executive leadership and other team members. + Actively collaborate and communicate with HR COEs, Operations, Generalists, BPs and other appropriate stakeholders to 1) ensure enterprise-wide alignment of strategic initiatives, and 2) prioritize and develop solutions to achieve business strategy and promote employee engagement. + Take hands-on approach to providing excellent service to the business. A "roll-up-your sleeves" style is critical. + Continuously evaluate, measure and modify priorities, programs and plans to ensure alignment with and achievement of business strategy + Identify opportunities for process improvement and collaborate with COEs and across HR Operations and Generalist teams to improve overall HR effectiveness. + Leverage workforce data and information to inform and guide business-level decision-making. + Attract, retain, develop and evaluate talent. + Ensure HR governance. + Collaborate with Legal, Finance, Communications, EH&S, Operational Excellence, and other business functions to ensure connectivity and appropriate touch points. As a senior level HR team member, the HR Business Partner has an ownership stake in the success of the HR delivery model and works to ensure its effectiveness. This includes on-going communication and collaboration with HR COEs, Operations and other BPs, highlighting issues, suggesting resolution(s), and driving a positive impression of HR to the business. **_Core Competencies:_** + A "roll up your sleeves" style. + Influencing and collaboration skills. + Proven talent assessment, development and retention skills. + Highly collaborative and facilitative approach to effectively work in a matrixed organizational model. + Change management and leadership skills. + Visionary leadership and perspective to understand how to best achieve desired organizational results and change across a diverse set of markets and functions. + Understanding of the formal and informal organizational networks and channels to effectively navigate the organization and help management team reach desired business outcomes. + Strategic mindset. + Consultative skills. + Ability to integrate both enterprise and specific business group requirements and expert knowledge. **Education & Experience Required:** + Bachelor's degree with an advanced degree preferred. + PHR, SPHR preferred. + 5+ years of broad based human resources experience + Proven experience in strategy design and execution. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (**************************** notice from the Department of Labor.

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.

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

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.

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.

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

At American Express, our culture is built on a 175-year history of innovation, shared values and Leadership Behaviors, and an unwavering commitment to back our customers, communities, and colleagues. As part of Team Amex, you'll experience this powerful backing with comprehensive support for your holistic well-being and many opportunities to learn new skills, develop as a leader, and grow your career. Here, your voice and ideas matter, your work makes an impact, and together, you will help us define the future of American Express. How will you make an impact in this role? The Colleague Experience Group (CEG) has a simple vision: to provide a great colleague experience every day. We obsess over understanding the colleague experience at a deeper level to co-create simple and great ways of working that enable everyone to be and deliver their best. We make a difference in the lives of our people, providing a culture of learning and collaboration, and helping them with what they need to succeed and thrive. We have their backs as they grow their skills, conquer new challenges, or even take time to spend with their family or community. And when they're ready to take on a new career path, we're right there with them, giving them the guidance and momentum into the best future they envision. The Manager, HR Business Partner/Colleague Strategic Partner role will join the Global Servicing (GS) Colleague Strategic Partner (CSP) Team, which supports over 30,000 colleagues who deliver on the promise of the American Express brand to back our customers around the world. The Manager, CSP role will support the Global Servicing organization with colleagues around the globe who make Membership come to life, every day, for American Express customers. The CSP role will focus on talent, performance, change and culture, CEG processes, and partnering with business leaders in the delivery of multiple strategic priorities and projects. Responsibilities: * Providing high impact solutions to business challenges using insights, data and analysis and delivering clear presentations to influence outcomes * Engaging actively in organizational effectiveness and change efforts, with strong project management and execution * Coaching leaders and providing developmental feedback, as appropriate * Integrating inclusive leadership behaviors and ensuring a diverse workforce that is representative of our customers and the communities in which we operate * Setting and holding a high bar for performance enabling leaders to manage their talent against these standards * Designing products, processes and tools informed by colleague data and insights. Co-creating with business leaders and CEG colleagues to ensure the solutions meet business needs * Establishing proactive partnerships with CEG colleagues across the various markets and centers of excellence to ensure solutions are connected, and meeting business needs. Experience: * Data and Insights: Demonstrated ability to work with large sets of data with accuracy from multiple places to develop insights, make decisions, create solutions, and drive continuous improvement. * Project Management: ability to help organize and coordinate CEG processes and the business across various projects and timelines * Strategic thinking: develop ideas that drive meaningful colleague experiences and competitive advantage * Business acumen: understand our business strategy, plans, and the impact of internal and external factors * Ability and willingness to learn in a fast-paced environment with quality and speed * Knowledge of some CEG disciplines, including colleague labor relations, talent management, organizational effectiveness, compensation, and leadership development * Minimum of 5+ years of CEG/HR related, or organizational consulting experience preferred * A global mindset and experiences with different countries and cultures Salary Range: $89,250.00 to $150,250.00 annually + bonus + benefits The above represents the expected salary range for this job requisition. Ultimately, in determining your pay, we'll consider your location, experience, and other job-related factors. We back you with benefits that support your holistic well-being so you can be and deliver your best. This means caring for you and your loved ones' physical, financial, and mental health, as well as providing the flexibility you need to thrive personally and professionally: * Competitive base salaries * Bonus incentives * 6% Company Match on retirement savings plan * Free financial coaching and financial well-being support * Comprehensive medical, dental, vision, life insurance, and disability benefits * Flexible working model with hybrid, onsite or virtual arrangements depending on role and business need * 20+ weeks paid parental leave for all parents, regardless of gender, offered for pregnancy, adoption or surrogacy * Free access to global on-site wellness centers staffed with nurses and doctors (depending on location) * Free and confidential counseling support through our Healthy Minds program * Career development and training opportunities For a full list of Team Amex benefits, visit our Colleague Benefits Site. American Express is an equal opportunity employer and makes employment decisions without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, disability status, age, or any other status protected by law. American Express will consider for employment all qualified applicants, including those with arrest or conviction records, in accordance with the requirements of applicable state and local laws, including, but not limited to, the California Fair Chance Act, the Los Angeles County Fair Chance Ordinance for Employers, and the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance. For positions covered by federal and/or state banking regulations, American Express will comply with such regulations as it relates to the consideration of applicants with criminal convictions. We back our colleagues with the support they need to thrive, professionally and personally. That's why we have Amex Flex, our enterprise working model that provides greater flexibility to colleagues while ensuring we preserve the important aspects of our unique in-person culture. Depending on role and business needs, colleagues will either work onsite, in a hybrid model (combination of in-office and virtual days) or fully virtually. US Job Seekers - Click to view the "Know Your Rights" poster. If the link does not work, you may access the poster by copying and pasting the following URL in a new browser window: *************************** Employment eligibility to work with American Express in the U.S. is required as the company will not pursue visa sponsorship for these positions.

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

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

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

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

At American Express, our culture is built on a 175-year history of innovation, shared values and Leadership Behaviors, and an unwavering commitment to back our customers, communities, and colleagues. As part of Team Amex, you'll experience this powerful backing with comprehensive support for your holistic well-being and many opportunities to learn new skills, develop as a leader, and grow your career. Here, your voice and ideas matter, your work makes an impact, and together, you will help us define the future of American Express. **How will you make an impact in this role?** The Colleague Experience Group (CEG) has a simple vision: to provide a great colleague experience every day. We obsess over understanding the colleague experience at a deeper level to co-create simple and great ways of working that enable everyone to be and deliver their best. We make a difference in the lives of our people, providing a culture of learning and collaboration, and helping them with what they need to succeed and thrive. We have their backs as they grow their skills, conquer new challenges, or even take time to spend with their family or community. And when they're ready to take on a new career path, we're right there with them, giving them the guidance and momentum into the best future they envision. The Manager, HR Business Partner/Colleague Strategic Partner role will join the Global Servicing (GS) Colleague Strategic Partner (CSP) Team, which supports over 30,000 colleagues who deliver on the promise of the American Express brand to back our customers around the world. The Manager, CSP role will support the Global Servicing organization with colleagues around the globe who make Membership come to life, every day, for American Express customers. The CSP role will focus on talent, performance, change and culture, CEG processes, and partnering with business leaders in the delivery of multiple strategic priorities and projects. **Responsibilities:** + Providing high impact solutions to business challenges using insights, data and analysis and delivering clear presentations to influence outcomes + Engaging actively in organizational effectiveness and change efforts, with strong project management and execution + Coaching leaders and providing developmental feedback, as appropriate + Integrating inclusive leadership behaviors and ensuring a diverse workforce that is representative of our customers and the communities in which we operate + Setting and holding a high bar for performance enabling leaders to manage their talent against these standards + Designing products, processes and tools informed by colleague data and insights. Co-creating with business leaders and CEG colleagues to ensure the solutions meet business needs + Establishing proactive partnerships with CEG colleagues across the various markets and centers of excellence to ensure solutions are connected, and meeting business needs. **Experience:** + Data and Insights: Demonstrated ability to work with large sets of data with accuracy from multiple places to develop insights, make decisions, create solutions, and drive continuous improvement. + Project Management: ability to help organize and coordinate CEG processes and the business across various projects and timelines + Strategic thinking: develop ideas that drive meaningful colleague experiences and competitive advantage + Business acumen: understand our business strategy, plans, and the impact of internal and external factors + Ability and willingness to learn in a fast-paced environment with quality and speed + Knowledge of some CEG disciplines, including colleague labor relations, talent management, organizational effectiveness, compensation, and leadership development + Minimum of 5 years of CEG/HR related, or organizational consulting experience preferred + A global mindset and experiences with different countries and cultures **Qualifications** Salary Range: $89,250.00 to $150,250.00 annually bonus benefits The above represents the expected salary range for this job requisition. Ultimately, in determining your pay, we'll consider your location, experience, and other job-related factors. We back you with benefits that support your holistic well-being so you can be and deliver your best. This means caring for you and your loved ones' physical, financial, and mental health, as well as providing the flexibility you need to thrive personally and professionally: + Competitive base salaries + Bonus incentives + 6% Company Match on retirement savings plan + Free financial coaching and financial well-being support + Comprehensive medical, dental, vision, life insurance, and disability benefits + Flexible working model with hybrid, onsite or virtual arrangements depending on role and business need + 20 weeks paid parental leave for all parents, regardless of gender, offered for pregnancy, adoption or surrogacy + Free access to global on-site wellness centers staffed with nurses and doctors (depending on location) + Free and confidential counseling support through our Healthy Minds program + Career development and training opportunities For a full list of Team Amex benefits, visit our Colleague Benefits Site . American Express is an equal opportunity employer and makes employment decisions without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, disability status, age, or any other status protected by law. American Express will consider for employment all qualified applicants, including those with arrest or conviction records, in accordance with the requirements of applicable state and local laws, including, but not limited to, the California Fair Chance Act, the Los Angeles County Fair Chance Ordinance for Employers, and the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance. For positions covered by federal and/or state banking regulations, American Express will comply with such regulations as it relates to the consideration of applicants with criminal convictions. We back our colleagues with the support they need to thrive, professionally and personally. That's why we have Amex Flex, our enterprise working model that provides greater flexibility to colleagues while ensuring we preserve the important aspects of our unique in-person culture. Depending on role and business needs, colleagues will either work onsite, in a hybrid model (combination of in-office and virtual days) or fully virtually. US Job Seekers - Click to view the " Know Your Rights " poster. If the link does not work, you may access the poster by copying and pasting the following URL in a new browser window: *************************** Employment eligibility to work with American Express in the U.S. is required as the company will not pursue visa sponsorship for these positions. **Job:** Human Resources **Primary Location:** US-New York-New York **Other Locations:** US-Arizona-Phoenix, US-Florida-Sunrise **Schedule** Full-time **Req ID:** 26000136

Its our people that make Shoes For Crews special We hire talented people who support our values and provide training and coaching to our crew to meet their career objectives Our success comes from great team work and exceptional individual effort We strive to reward collaboration and recognize accomplishments in an environment of mutual support and respect Its much more than a great place to work its where our crew looks forward to Monday not Friday What You Will Love About US Great Company Culture Awarded one of the TOP companies to work for Competitive salary Generous Health Benefit Package some at NO cost Prepare for the future 401k with 3 match Paid vacation holidays and sick leave Hybrid and remote schedules Employee recognition platform Employee discounts Including a FREE pair of shoes Wellness program Robust onboarding program QUPID CommitteeEngagement CommitteeOur mission is to keep the workforce safe on the job with comfortable quality protective footwear solutionsreducing accidents and saving money Shoes For Crews LLC SFC is a dynamic designer manufacturer and business to business marketer of the most technologically advanced top rated slip resistant footwear for the foodservice hospitality industrial and healthcare workplaces SFC protects over 35 million workers per year in over 120000 workplaces from slip and fall accidents For over 30 years the Company has built its reputation through innovative product development technologies proprietary manufacturing and distinct niche marketing Position Summary The HR Business Partner provides general support to the organization Director People Operations and SVP People Operations in all aspects of the HR function This includes employee relations payroll administration benefits recruitment and compliance and training Duties & Responsibilities PayrollHRIS Duties Serve as the primary owner of all payroll operations ensuring timely accurate processing of biweeklysemimonthly payrolls for all employees Maintain and audit payroll data including new hires terminations rate changes earnings deductions and garnishments Oversee federal state and local payroll tax compliance including withholdings employer contributions quarterly filings and year end reporting W 2s taxable benefits etc Partner with Finance to reconcile payroll accounts validate tax payments and support audits Monitor changes in payroll laws and employment regulations to ensure ongoing compliance and update internal processes as needed Act as the main point of contact for employee payroll inquiries resolving issues with accuracy confidentiality and exceptional service Strategic Partnership Partner with business leaders to understand organizational goals and provide HR guidance that supports overall strategy Serve as a consultant on talent planning organizational design employee engagement and change management Use workforce data and insights to recommend solutions that improve team performance and retention Employee Relations Provide day to day support and coaching to managers on performance management conflict resolution and policy interpretation Conduct and document employee relations investigations ensuring fairness consistency and compliance Promote a positive work environment and proactively identify trends that may impact culture or morale Talent & Performance Management Support annual performance review cycles goal setting and development planning Partner with leaders to identify high potential employees and develop succession plans Collaborate with Talent Acquisition to ensure smooth hiring onboarding and internal mobility HR Operations Manage employee lifecycle changes onboarding offboarding promotions transfers and job changes Ensure HRIS data integrity and provide reporting and analytics as needed Maintain compliance with federal state and local employment laws as well as internal policies Support benefits leave of absence processes and HR program administration Policy & Compliance Interpret and apply company policies consistently across the organization Support audit requests compliance reviews and process improvements Recommend updates to HR policies and procedures as business needs evolve Well organized with good attention to detail and demonstrated ability to handle multiple projects simultaneously Exceptional interpersonal communication and relationship building skills organizational and customer service skills are required coupled with a strong sense of urgency toward problem resolution Demonstrated proficiency at an intermediate level of computer skill using MS Excel and Word PowerPointAbility to define problems collect data establish facts and draw valid conclusions Strong analytical skills for conducting reconciliations and data analysis Bachelors degree or equivalent experience in Human ResourcesPrevious experience working with HRISPayroll systems a must Preferable knowledge of PaylocityCapacity to work independently and in team settings with concentration on the goal and common good Sound decision making and problem solving skills Shoes For Crews North America LLC is an equal opportunity employer and does not discriminate in hiring or employment based on race color religion sex sexual orientation gender identity national origin age disability and veteran status or any other characteristic protected by applicable law As a federal contractor we comply with all applicable federal state and local employment laws We are committed to fair employment practices and ensuring a workplace free from unlawful discrimination and harassment If you require a reasonable accommodation during the application or hiring process please contact Talent Acquisition Manager