Human resources manager jobs in Clearwater, FL

Condominium Associates began managing condominium and homeowner associations in the Tampa Bay area in 1982 and presently have offices in Pasco, Pinellas, Sarasota and Hillsborough counties. We are a full-service association management company providing services in the areas of facilities management, financial management and administration. Job Summary: Join our dynamic team as an On-Site Association Manager! We're on the lookout for a licensed community association manager (LCAM) in sunny Florida to lead the charge in managing single associations, master associations, or those with multiple sub-associations. This isn't just a job; it's an invitation to be at the forefront of creating thriving communities. Responsibilities: In this impactful role, you will manage a single association, master association, or master association with multiple sub-associations, making a tangible difference in their day-to-day operations. Our collaborative environment will have you work closely with board members, fostering professional relationships and contributing to the long-term planning for the association. No day will be the same as you will have diverse responsibilities from attending and facilitating meetings to coordinating security matters, your role will be varied and engaging. Take on supervisory responsibilities, ensuring the efficient functioning of on-site maintenance and personnel. Bring your innovative ideas to the table, actively suggesting improvements and organizational tools that can enhance efficiency. Be ready for professional growth as you attend management company training classes, meetings, and seminars, continually expanding your knowledge and skills. You will be making a community impact while being a driving force in enforcing restrictions, regulations, and contributing to the overall well-being of the community. And so much more! Requirements Qualifications: Working knowledge of statutes for assigned Condominium or Homeowner Association type. Excellent written and verbal communication skills, with the ability to articulate complex ideas. Proven ability to multitask and manage priorities efficiently in a dynamic environment. Strong initiative, problem-solving skills, and a proactive approach to continuous improvement. Project management and leadership skills, especially supervising on-site personnel. Proficient in Microsoft Office Applications and tech-savvy in leveraging tools for administrative efficiency. Education and Experience: LCAM Certification in accordance with Florida state laws 2-3 years of relevant experience in community association management. Physical Requirements: Prolonged periods sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at times. Equal Opportunity Employment We are an equal opportunity employer committed to fostering a diverse and inclusive workplace. We celebrate the unique backgrounds, perspectives, and talents of all employees, creating an environment where everyone feels valued, respected, and empowered. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, marital status, veteran status, disability status, or any other characteristic protected by applicable laws and regulations. We comply with all federal, state, and local laws governing nondiscrimination in employment. In addition, we offer competitive salaries commensurate with experience, a comprehensive benefits package including health, dental, and retirement options, professional development opportunities, and a collaborative work environment.

At PODS (Portable On Demand Storage), we don't just lead the moving and storage industry we redefined it. Since 1998, we've empowered customers across the U.S. and Canada with flexible, portable solutions that put customers in control of their move. Whether it's a local transition or a cross-country journey, our personalized service makes any experience smoother, smarter, and more human. We're driven by a culture of trust, authenticity, and continuous improvement. Our team is the heartbeat of our success, and together we strive to make each day better than the last. If you're looking for a place where your work matters, your ideas are valued, and your growth is supported- PODS is your next destination. JOB SUMMARY The Director of HR Operations - Corporate & Call Center Operations serves as the HR leader supporting our corporate functions and high-volume Sales and Service Center operations. This role leads a team of HR professionals who deliver strategic and operational HR support across diverse corporate departments and customer-facing Sales and Service Center teams. As a trusted advisor to leaders, this position aligns people strategies with business objectives to enhance performance, employee experience, workforce efficiency, and organizational health. The Director ensures consistent execution, measurement, and communication of HR policies, processes, and programs across corporate and Sales and Service Center environments. This leader drives initiatives related to talent development, workforce planning, employee relations, performance management, and operational readiness. The ideal candidate is data-driven, skilled at leading and developing HRBPs, and highly experienced in supporting both knowledge-based corporate roles and high-volume, schedule-driven call center operations. General Benefits & Other Compensation: Medical, dental, and vision insurance Employer-paid life insurance and disability coverage 401(k) retirement plan with employer match Paid time off (vacation, sick leave, personal days) Paid holidays Parental leave / family leave Bonus eligibility / incentive pay Professional development / training reimbursement Employee assistance program (EAP) Commuter benefits / transit subsidies (if available) Competitive Pay Other fringe benefits (e.g. wellness credits) What You Will Do: Strategic Leadership & Partnership • Serve as the primary strategic HR partner to corporate and Sales & Service Center leaders, aligning HR strategies with functional and operational priorities. • Lead, develop, and coach a team of HR professionals to deliver effective, business-oriented HR support across multiple functions. • Partner with leaders to anticipate workforce needs, organizational gaps, and opportunities for improved performance and engagement. HR Policy, Communication & Compliance • Support the consistent communication and compliance of HR policies and programs across corporate departments and Sales & Service Center teams. • Develop and monitor mechanisms for measuring policy effectiveness, organizational adoption, and areas for improvements or standardization. • Ensure all HR practices comply with federal, state, and local labor laws, especially those applicable to Sales & Service Center environments (e.g., scheduling, breaks, attendance). • Provide clear and effective HR communications, toolkits, and resources to leaders and employees. Talent & Workforce Management • Support talent management efforts, including succession planning and leadership development for both corporate and Sales & Service Center teams. • Support Sales & Service Center workforce planning including staffing models, volume forecasting partnerships, and retention strategies. • Guide HRBPs in delivering performance management coaching and employee development across varying role types-from corporate professionals to hourly Sales & Service Center agents. • Support recruiting strategies in partnership with Talent Acquisition, ensuring the unique hiring needs of corporate and Sales & Service Center functions are met. Employee Relations & Culture • Oversee complex employee relations issues, ensuring fair, consistent, and legally compliant outcomes. • Monitor and address employee sentiment, culture trends, and engagement drivers in fast-paced Sales & Service Center environments and across corporate teams. • Serve as a senior escalation point for HRBPs and leaders on sensitive or high-impact ER issues, investigations, or policy concerns. • Support initiatives that improve retention, reduce absenteeism, and strengthen the overall employee experience. Data, Reporting & Analytics • Leverage HR and operational performance data-including turnover, absenteeism, schedule adherence, productivity, and engagement-to identify trends and recommend solutions. • Develop dashboards and reporting tools tailored to the needs of corporate and Sales & Service Center operations. • Guide HRBPs in using data to influence decision-making and measure the impact of HR initiatives. Cross-Functional Collaboration • Partner with all areas of HR -including Total Rewards, Talent Acquisition, Learning & Development and Internal Communications -to ensure corporate and Sales & Service Center needs into are incorporated into enterprise strategies. • Collaborate closely with Workforce Management teams to ensure HR strategies and staffing plans support service levels, customer experience expectations, and operational performance. • Act as a liaison between corporate support teams, Sales & Service Center leadership, and Corporate HR to drive alignment, clarity, and operational readiness. MANAGEMENT & SUPERVISORY RESPONSIBILTIES • Typically reports to Chief Human Resource Officer. • Job is directly responsible for managing other employees (e.g., hiring/termination and/or pay decisions, performance management) What You Will Need: • Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (SPHR/SHRM-SCP) preferred. • 10+ years of progressive HR experience, including at least 5 years in a leadership role supporting corporate and/or call center environments. • Experience leading and developing HR Business Partners. • Strong expertise in employee relations, HR policy, and compliance. • Proven ability to partner with operational leaders and influence outcomes. • Demonstrated ability to use HR analytics and data insights to drive decisions. • Experience in a service-focused, distributed workforce environment preferred. • Or an equivalent combination of education, training or experience NOTE: This role is onsite at our Clearwater, FL headquarters with a 4/1 schedule; in office Monday-Thursday and remote on Fridays. Assessment Notice: By submitting an application for this position, you acknowledge and consent that you may be asked to complete a personality and/or skills assessment as part of the hiring process. These assessments are used solely as one component of the overall candidate evaluation and will not be the sole basis for any hiring decision. All assessment results will be handled in accordance with applicable laws and our internal selection guidelines. Should you need to request a reasonable accommodation, please submit request to ******************* DISCLAIMER The preceding job description has been designed to indicate the general nature of work performed; the level of knowledge and skills typically required; and usual working conditions of this position. It is not designed to contain, or be interpreted as, a comprehensive listing of all requirements or responsibilities that may be required by employees in this job. Equal Opportunity, Affirmative Action Employer PODS Enterprises, LLC is an Equal Opportunity, Affirmative Action Employer. We will not discriminate unlawfully against qualified applicants or employees with respect to any term or condition of employment based on race, color, national origin, ancestry, sex, sexual orientation, age, religion, physical or mental disability, marital status, place of birth, military service status, or other basis protected by law. No Unsolicited Resumes from Third-Party Recruiters: Please note that as per PODS policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our Inclusive Diversity values. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that PODS will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person, or entity.

Reporting to the Chief Operating Officer, the Vice President of Human Resources and Enterprise Risk Management is a senior executive leadership role responsible for overseeing strategic human capital programs and enterprise risk initiatives. This leader guides a high-performing Human Resources team and a centralized Enterprise Risk Management function to ensure organizational alignment, accountability, and operational excellence. Key responsibilities include: Modernizing HR systems and practices Overseeing workforce development, succession planning, labor relations, and employee engagement initiatives Leading the Enterprise Risk Management function, including risk identification and insurance management Integrating organization-wide safety efforts to enhance risk visibility and mitigation strategies Requirements Proven senior leadership experience in Human Resources and Enterprise Risk Management Strong background in strategic HR management, including workforce planning and labor relations Experience leading enterprise risk functions, including risk assessment and mitigation Ability to lead and develop high-performing teams across multiple disciplines Excellent communication and stakeholder management skills Demonstrated success in driving organizational change and modernization efforts Familiarity with safety programs and regulatory compliance Working Place: Tampa, Florida, United States Company : 2025 June 26th Virtual Fair - Tampa Airport Authority

Working Title: FDC-HUMAN RESOURCE CONSULTANT/HR-SES - 70002758-ZEPHYRHILLS CORRECTIONAL INSTITUTION Pay Plan: SES 70002758 Salary: $56,984.72 - $62,682.88 Total Compensation Estimator Tool FLORIDA DEPARTMENT OF CORRECTIONS We Never Walk Alone ADVERTISING/WORKING TITLE: Human Resource Consultant - SES (Wardens Office) This open competitive advertisement is for a SES (Selected Exempt Service) position located at Zephyrhills Correctional Institution. This position is not a telework position and is required to report to the FDC office in the area it serves. The Florida Department of Corrections (FDC) is seeking a versatile and dedicated human resource professional to serve as the Human Resource Consultant at Zephyrhills Correctional Institution. Compensation Range: $56,984.72 - $62,682.88 POSITION OVERVIEW: As the Human Resource Consultant, you will be the primary contact for all human resources (HR) matters at your assigned Institution and act as a liaison between the Institution and Central Office. Key Responsibilities: In this role, you will coordinate and support Institutional recruitment and selection efforts, facilitate employee fingerprinting, drug testing, and physicals, ensuring compliance from the start. You will support managers with performance management and manage various attendance and leave programs, such as FMLA and Workers Compensation. You will also perform payroll processing actions to ensure wage and hour compliance, such as verifying timesheets and monitoring pay additives. Acting as a liaison, you will handle employee relations issues and coordinate essential tasks like facilitating new employee orientation, direct deposit compliance, benefits enrollment, and vacancy tracking. KNOWLEDGE, SKILLS & ABILITIES (KSA): To excel as a Human Resource Consultant, candidates should possess a solid understanding of data collection methods, Collective Bargaining Agreements, and the Department of Management Services Personnel Rules. Proficiency with computer applications is essential, along with strong communication skills that enable clear and concise conveyance of information, both verbally and in writing. Success in this role also requires an ability to locate and identify critical information, along with excellent time management skills to handle multiple priorities efficiently. The ideal candidate will demonstrate skill in motivating, developing, and guiding employees, including recognizing strengths and identifying the best candidates for specific roles. Additionally, they must be adept at understanding and applying HR rules, policies, and procedures, as well as managing personnel data and records. Effective planning, organizing, and coordinating of assignments is crucial for providing seamless HR support for the institution. BENEFITS: * Paid vacation, sick leave, and holidays. * Comprehensive health insurance and life insurance with accidental death and dismemberment benefits. * Supplemental Dental, Vision, Life, Disability, and Hospitalization insurance. * Tuition-Free college courses. * Retirement Plans with the Florida Retirement System: * Pension Plan (Traditional Retirement Pension Plan) * Investment Plan (401(K)-Type Retirement Plan) * Deferred Retirement Option Program (Drop) * Deferred Compensation * Recently Retired? Beginning July 1, 2024, there is no longer a reemployment limitation; beginning with the 7th calendar month from the member's distribution date, there are no restrictions on working for an FRS employer. You will not be required to repay any prior distributions, and you may continue receiving distributions from the Investment Plan or Pension Plan without interruption. REQUIRED QUALIFICATIONS: Please note that when submitting a college/university degree, if selected for this position, official transcripts will be required. * A high school diploma or its equivalent. * Six (6) years of experience in performing and/or managing human resources/personnel. * College education may substitute for the required experience as outlined below: * Completion of an advanced degree from an accredited college AND one (1) year of experience in performing and/or managing human resources/personnel. * Completion of a four-year degree from an accredited college or university AND two (2) years of experience in performing and/or managing human resources/personnel. PREFERRED QUALIFICATIONS: * Experience in the State of Florida's People First system. * Experience in a correctional setting. * Advanced experience with Microsoft Suite applications. Support of knowledge, skills, and abilities should be demonstrated on the application, in the education, in the work experience, in the work sample, in the interview, and/or during reference checks. ADDITIONAL INFORMATION: BACKGROUND SCREENING REQUIREMENT The Florida Department of Corrections requires all job applicants and volunteers to pass a Level 2 background check as per Chapter 435, Florida Statutes. This check must be completed before they can start working or volunteering. EMPLOYMENT ELIGIBILITY The Florida Department of Corrections (FDC) only hires U.S. citizens and those authorized to work in the U.S. FDC uses E-Verify to confirm an employee's eligibility to work after completing the I-9 form. For online application issues, call the People First Service Center at **************. Applications will be accepted until 11:59 PM EST on the closing date. The State of Florida is an Equal Opportunity Employer/Affirmative Action Employer, and does not tolerate discrimination or violence in the workplace. Candidates requiring a reasonable accommodation, as defined by the Americans with Disabilities Act, must notify the agency hiring authority and/or People First Service Center (***************. Notification to the hiring authority must be made in advance to allow sufficient time to provide the accommodation. The State of Florida supports a Drug-Free workplace. All employees are subject to reasonable suspicion drug testing in accordance with Section 112.0455, F.S., Drug-Free Workplace Act. Location:

Compensation: $140K - $160K base + bonus, and benefits (salary commensurate with experience) A rapidly growing, multi-location organization in the hospitality sector is seeking a seasoned HR leader to help scale operations and build a strong foundation for growth. The company is known for delivering exceptional customer experiences and is expanding its footprint in the region. The Director of Human Resources will be a key member of the leadership team, responsible for developing and executing HR strategies aligned with business objectives. This role oversees all aspects of HR, including talent acquisition, employee relations, benefits administration, compliance, and organizational development. The ideal candidate is innovative, experienced in scaling HR functions, and passionate about fostering a high-performing culture. Key Responsibilities Strategic Leadership: Develop and implement HR strategies to support organizational growth. Talent Management: Lead recruitment, onboarding, and career development initiatives. Compensation & Benefits: Oversee payroll, manage benefits programs, and implement a 401(k) plan. Employee Relations & Compliance: Ensure compliance with employment regulations and serve as a trusted advisor. Culture & Engagement: Drive programs that enhance employee engagement and retention. Qualifications Bachelor's degree in HR, Business, or related field (Master's preferred). 7+ years of progressive HR experience, ideally in hospitality or similar multi-site, customer-focused industries. Proven ability to scale HR operations for growth. Strong knowledge of employment law, compensation, and HR best practices. Exceptional leadership, communication, and problem-solving skills. At Taylor White, we specialize in Accounting & Finance roles in Tampa Bay and beyond. Our industry knowledge combined with our extensive recruiting experience means we not only know what you're looking for-we know how to find it! For more information, please contact us via our website at ********************

Leixir is seeking a hands-on, execution-oriented Director of HR to lead HR operations across its US-based dental labs. This leader will drive HR operational excellence, ensure multi-state compliance, strengthen employee relations, manage benefits and payroll governance, and support managers with consistent HR processes. This role requires someone who is both strategic and deeply operational, with strong experience in multi-state HR, compliance, benefits, investigations, ADP/payroll systems, and daily HR management in a fast-paced, multi-site environment. Objectives of this Role Oversee, refine, and execute employee standards and procedures, improving existing HR systems and processes. Maintain and enhance employee benefits programs, including compensation structures, health insurance, PTO/vacation policies, and other personnel packages. Support recruitment efforts and prepare employees for success through structured orientation and training programs. Ensure legal compliance by monitoring federal and state HR requirements, conducting investigations, and maintaining compliant, audit-ready records. Identify and recommend improvements to HR SOPs, including organizational restructuring opportunities and morale-strengthening initiatives. Daily and Monthly Responsibilities Support departments in developing and delivering HR strategies aligned with business direction. Plan, monitor, and appraise HR activities, organize management-employee conferences, resolve grievances, and coach managers on discipline and performance matters. Maintain up-to-date HR policies and management guidelines by preparing, updating, and recommending new or revised procedures. Build strong relationships with external partners (benefits brokers, payroll providers, legal counsel) to ensure smooth HR operations. Handle confidential and sensitive matters with the highest level of discretion. Key Responsibilities 1. HR Operations & Compliance Leadership Lead end-to-end HR operations across all US entities. Ensure strict compliance with federal, state, and local labor laws across multiple states. Maintain policies aligned with state-specific rules (wage/hour, PTO, meal/rest breaks, safety compliance, employee classification). Conduct HR audits and partner with legal counsel for risk mitigation. 2. Employee Relations, Investigations & Discipline Primary contact for employee relations, performance management, and corrective action. Lead investigations related to harassment, discrimination, misconduct, and policy violations. Standardize disciplinary processes across labs. Train managers on documentation standards and ER best practices. 3. Payroll, Benefits & PTO Governance Oversee payroll governance in partnership with Finance, payroll team based out of India, and ADP or equivalent payroll systems. Ensure accurate payroll inputs (new hires, FMLAs, terminations, bonuses, RIF calculations). Lead annual benefits enrollment with brokers and ensure accurate benefits administration. Manage PTO corrections, reconciliation, and communication. 4. Attendance Management & Workforce Discipline Implement consistent attendance policies across all labs. Ensure enforcement, documentation, and communication of attendance and discipline frameworks. Support lab leaders on absenteeism and scheduling challenges. 5. HR Business Partnering for US Labs Partner with Lab GMs and supervisors on workforce planning, ER issues, and day-to-day HR support. Create consistency across labs in onboarding, policies, documentation, and training. Support lab audits, quality issues, operational escalations, and staffing needs. 6. Support Critical HR Cycles Lead HR components of restructuring, RIF processes, and change management. Ensure documentation, communication protocols, and legal compliance. Support performance reviews, talent discussions, and workforce planning. 7. HR Systems, Reporting & Process Improvement Ensure accuracy and hygiene of HRIS data. Strengthen dashboards for headcount, attrition, PTO, compliance, and hiring. Enhance HR workflows, SOPs, templates, and communication standards. Optimize utilization of ADP / HRIS systems across labs. Required Experience Education & Background Bachelor's degree required. Masters preferred. 8-12+ years of progressive US HR experience, including 3-5 years in an HR Manager/Director role supporting multi-site operations. Experience in healthcare, manufacturing, dental labs, medical devices, or similar environments preferred. Technical Expertise Deep knowledge of multi-state employment laws. Strong experience with ADP Workforce Now or similar HRIS/payroll platforms. Benefits administration, annual enrollment, and payroll coordination experience. Strong ER investigations and disciplinary process expertise. Skills & Leadership Attributes Hands-on, detail-oriented operator. High judgment and excellent documentation discipline. Strong partnership skills with legal, finance, and operations. Ability to coach managers and influence outcomes. Strong communication and professionalism. Thrives in fast-paced environments with competing priorities. Low-ego, high-ownership leadership style. What Success Looks Like HR operations become consistent, compliant, and well-documented across all labs. ER cases resolved promptly with strong manager partnership. Payroll, PTO, and benefits cycles run smoothly and accurately. Attendance and discipline processes standardized and predictable. State laws followed rigorously, reducing legal and HR risk. Lab leaders experience HR as a reliable, responsive strategic partner. HR shifts from reactive to proactive through strong governance and process discipline.

Position directs and works with human resource employees on recruitment, total compensation, employee relations and training and development. Executes against objectives outlined in the Human Resource Business Plan and delivers services that meet or exceed the needs of employees and enable business success. Ensures compliance with applicable laws and regulations as well as Standard Operating Procedures. CANDIDATE PROFILE Education and Experience • High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area. OR • 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing Legal and Compliance Practices • Ensures terminated employee files are retained for the required length of time. • Ensures compliance on all human resource audits. • Ensures proper documentation of all progressive disciplinary action is kept in employee file. • Ensures compliance with key policies (e.g., Sexual Harassment, Non-Harassment, Non-Discrimination, No Solicitation). • Works with the unemployment services provider to respond to unemployment claims. • Attends unemployment hearings and ensures property is properly represented. • Ensures employees are treated fairly and equitably. • Ensures Guarantee of Fair Treatment policy is consistently followed and proper documentation is maintained on all disciplinary issues. • Ensures employees are treated fairly and equitably and that issues are brought to resolution. • Administers property policies fairly and consistently. • Ensures disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and support the Peer Review Process. Managing Human Resources Communication • Communicates changes to the benefit plans in a timely manner. • Communicates property rules and regulations via an employee handbook. • Coaches managers on progressive discipline process. Managing Staffing and Employee Development Activities • Participates in the interviewing and hiring of Human Resources employee team members. • Ensures performance evaluations and merit increase paperwork are maintained in employee files. • Manages performance appraisal process (e.g., ensures reviews are conducted in a timely manner, increases are processed quickly, and management performance appraisal is completed). Maintaining Employee Relations • Establishes and maintains open, collaborative relationships with employees. • Utilizes an “open door” policy to address employee problems or concerns in a timely manner. • Ensures effective employee communication channels are established and active in departments. • Ensures employees establish and maintain open, collaborative relationships with their team members. • Strives to improve employee retention. • Monitors work environment for signs of union organization. • Solicits employee feedback. • Organizes Spirit to Serve Our Communities events. At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

OPSWAT, a global leader in IT, OT, and ICS critical infrastructure cybersecurity, delivers an end-to-end platform that gives public and private sector organizations and enterprises the critical advantage needed to protect their complex networks, secure their devices, and ensure compliance. Over the last 20 years our commitment to innovative technology has earned the trust of more than 1,700 organizations, governments, and institutions globally, solidifying our role in protecting the world's critical infrastructure and securing our way of life. The Position The Director, Human Resources - Americas is a critical leadership role reporting directly to our Global Head of HR, Jennifer Erfurth, and serving as a key business partner to our U.S. leadership team. This is not a maintenance role. It is a build, scale, and lead opportunity - perfect for someone who thrives in a high-growth environment and wants to leave a mark on how a global technology company grows, leads, and engages its people. You will lead the HR function for the Americas region, drive strategic people initiatives, and develop programs that strengthen leadership, elevate culture, and enable high performance. If you are passionate about transforming potential into performance and working alongside an executive team that values your voice, this is your stage. This is an in-office position based in our global corporate HQ in Tampa; you will be instrumental in helping us continue creating a collaborative in-office environment with stronger relationships and cultural integration to embody and invigorate OPSWAT's culture. What You Will Be Doing * Serve as a strategic business partner to the Americas leadership team, aligning people strategies with business objectives. * Build and scale core HR programs that enhance organizational health, capability, and engagement. * Lead initiatives around the future of work, leadership development, and workforce planning. * Shape and implement HR policies, practices, and systems that keep pace with OPSWAT's growth. * Partner closely with global HR teams to deliver an exceptional employee experience across the lifecycle. * Coach and develop managers to lead effectively through change and growth. * Use data and analytics to tell a story, influence outcomes, and make informed decisions. * Oversee all aspects of employee relations, ensuring fairness, compliance, and cultural alignment. * Lead, mentor, and grow a talented regional HR team focused on speed, accountability, and impact. What We Need From You * Bachelor's or Master's degree in HR or related field. * 10+ years of HR leadership experience in a fast-paced, global technology environment. * Proven ability to balance strategic thinking with hands-on execution. * Deep knowledge of U.S. employment law, organizational design, talent management, and employee engagement. * Strong business acumen and executive presence - you speak the language of both people and performance. * Demonstrated success building high-performing teams and leading through transformation. * Data-driven mindset with the ability to turn insights into action. * A sense of urgency, humor, and heart - you lead with clarity, empathy, and courage. Why OPSWAT, Why Now You'll be joining an organization that: * Is poised for IPO, with global expansion well underway. * Invests in AI-driven HR, automation, and leadership excellence. * Values transparency, accountability, and continuous learning. * Offers the rare mix of startup agility and enterprise scale. * Operates with a people-first mindset - led by a Global Head of HR who is hands-on, growth-focused, and deeply invested in her leaders' success. If you are ready to grow with a company that is transforming cybersecurity and redefining what great leadership looks like - OPSWAT is where you belong. OPSWAT is an equal opportunity employer. We celebrate diversity and are committed to providing an environment where equal employment opportunities are extended to all employees and applicants, free of discrimination and harassment of any type. All employment decisions are based on individual qualifications, job requirements, and business needs 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 category protected by federal, state, or local laws. Recruiting Agencies: we do not accept unsolicited resumes from third party agencies for any of our open positions. To submit resumes for our jobs, there must be a recruiting contract approved by our legal team and endorsed by both parties. We are currently not accepting additional 3rd party agencies at this time. Apply for This Job

Job Description Company: SCC Soft Computer Industry: Software | Laboratory & Genetics Information Systems About SCC Soft Computer SCC Soft Computer is a global leader in laboratory and genetics information systems, dedicated to advancing healthcare diagnostics and laboratory management through innovative software solutions. With a diverse global workforce and operations spanning multiple continents, SCC has been at the forefront of healthcare technology for over four decades, delivering world-class software and services to clinical laboratories and healthcare organizations worldwide. Position Overview We are seeking an experienced and strategic HR Director to join our executive leadership team. This role will lead global HR initiatives to support SCC's continued growth, transformation, and organizational excellence. The ideal candidate will have a strong background in the software or SaaS industry and proven experience managing global talent operations, compensation design, performance management systems, and organizational restructuring. Key Responsibilities Partner with executive leadership to align HR strategy with SCC's global business objectives and growth plans. Develop and execute performance management frameworks that drive accountability, innovation, and continuous improvement. Provide strategic guidance on organizational design, right-sizing, and restructuring initiatives to support operational efficiency and scalability. Serve as a trusted advisor to senior management on all people-related matters, including succession planning, workforce planning, and leadership development. Foster a culture of engagement, inclusion, and high performance aligned with SCC's mission and values. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 8+ years of progressive HR leadership experience, with at least 4 years in a director-level or above role within the software or SaaS industry. Proven success in compensation and performance design, organizational restructuring, and change management. Strong understanding of the technology sector's talent market and evolving workforce trends. Exceptional communication, leadership, and stakeholder management skills. Why join SCC Soft Computer Work with a global leader at the intersection of technology and healthcare. Shape the future of a people-first, innovation-driven organization. Collaborate with diverse, talented professionals across the world. Enjoy a culture that values integrity, collaboration, and continuous improvement. Ready to make an impact? If you're a visionary HR leader with a global mindset and tech-savvy approach, apply now and help us shape the future of our workforce!

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

The Director of Human Resources is responsible for the smooth and profitable operation of the Firm's human resources function. The Director of Human Resources guides and manages the overall provision of human resources services, policies, and programs for the Firm. They will plan, design, develop, and evaluate human resources related initiatives that support organizational strategic goals and takes a leadership role in developing a culture that enables employees to perform in accordance with the Firm's objectives. The Director of Human Resources will report to the Chief Operating Officer. The Director of Human Resources will: Be responsible for recruiting and staffing, compensation and benefits administration, employee orientation, development and training, HR budget preparation, performance management and employee relations, and regulatory compliance with employment and labor law requirements and reporting. Develop organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. Implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, and EEO compliance. Manage human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change. Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances. Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. Support management by providing human resources advice, counsel, and decisions; analyzing information and applications. Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. Comply with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. Enhance department and organization reputation by accepting ownership for accomplishing new and different requests, exploring opportunities to add value to job accomplishments. Qualifications A minimum of 10 years of broad-based human resources leadership experience with demonstrable results in building, enhancing, and leading all functional areas of human resources, including strategic planning, performance management, employee relations, recruiting, payroll and benefits and compensation administration in a highly sophisticated multi-office, service-oriented, or professional services organization. The Director of Human Resources must demonstrate business acumen and HR expertise, including broad knowledge and experience in employment law, compensation, organizational planning and development, employee relations, and training and development Strong technical HRIS skills, Dayforce preferred. Exceptional oral and written communication skills, high moral and ethical standards, as well as leadership and relationship management skills Demonstrated ability to interact effectively with the firm's senior management team, including evidence of experience in dealing with highly sensitive issues requiring a high level confidentiality Excellent organizational skills Experience in the administration of benefits, payroll, compensation, and other HR programs Must have the ability to identify and analyze complex problems and recommend and implement solutions Excellent interpersonal, leadership, and supervisory skills along with a high degree of emotional intelligence are also required Minimum of a Bachelor's Degree or equivalent in Human Resources, Business, Organization Development.

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You'll find an environment that inspires and empowers you to thrive both personally and professionally. There's no one like you and that's why there's nowhere like RSM. As a Human Resources Outsourcing (HRO) Associate at RSM, you will play a critical role in delivering comprehensive HR consulting and outsourced HR services to small and mid-sized businesses across diverse industries. You will act as a key HR partner to multiple clients, ensuring compliance, operational efficiency, and effective HR service delivery. This role requires strong HR generalist expertise, the ability to navigate multi-state employment environments, and adaptability to shifting priorities and business needs. Hybrid Position: Remote work is available most days, with occasional in-office collaboration required. Responsibilities: Serve as a primary HR point of contact for assigned clients, managing day-to-day HR operations such as onboarding, offboarding, benefits administration, payroll coordination, and employee relations. Advise clients on HR policies, multi-state compliance requirements, and employment regulations, ensuring adherence to legal and best practice standards. Assist in the development and optimization of HR workflows, employee lifecycle processes, and operational efficiencies tailored to client needs. Leverage experience with HRIS and payroll systems (e.g., Paychex, ADP, Rippling) to support client HR operations, data integrity, and system implementation. Guide clients on best practices for performance management, coaching, disciplinary actions, and conflict resolution. Support HR assessments, prepare HR compliance reports (EEO-1, OSHA), and ensure documentation and policies align with federal and state regulations. Assist in building repeatable, scalable HR processes that enhance service delivery across multiple client organizations. Effectively communicate HR updates, present findings to clients, and collaborate with vendors and leadership to drive HR initiatives. Contribute to proposal development and support business development activities by demonstrating HR subject matter expertise. Basic Qualifications: Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field. 2+ of HR Generalist or HR Consulting experience with exposure to multiple HR functions. Experience with HRIS and payroll systems (Rippling, ADP, Paylocity, UKG, Paychex, etc.). Multi-state HR experience, including knowledge of state-specific employment regulations. Strong ability to multi-task, manage competing deadlines, and support multiple clients. Exposure to HR assessments, compliance filings (EEO-1, OSHA), and HR reporting. Knowledge of employee benefits administration, onboarding, and offboarding. Strong written and verbal communication skills for client interactions and stakeholder management. Proficiency in Microsoft Word, PowerPoint, and Excel. Ability to adapt to a fast-paced, evolving work environment. Preferred Qualifications: SHRM and/or HRCI certification Experience in HR outsourcing or HR consulting firms Benefits certifications or insurance licenses are a plus At RSM, we offer a competitive benefits and compensation package for all our people. We offer flexibility in your schedule, empowering you to balance life's demands, while also maintaining your ability to serve clients. Learn more about our total rewards at ************************************************** All applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender; sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at ************ or send us an email at *****************. RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate. RSM will consider for employment qualified applicants with arrest or conviction records. For those living in California or applying to a position in California, please click here for additional information. At RSM, an employee's pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range. Compensation Range: $62,800 - $103,400

Reports To: Chief Communications & People Officer Exempt / 35 Hours per week The Director of Human Resources supports the Chief Communications & People Officer to plan, manage, and coordinate activities to maximize the strategic use of human resources at University Area CDC and maintain functions such as employee compensation & benefits, recruitment & staffing, personnel policies, performance evaluation, and regulatory compliance. The position also manages staff growth & development, including the creation of training plans, implementation of training for new and existing staff, and tracking/compliance of staff trainings. ESSENTIAL DUTIES AND RESPONSIBILITIES Core duties and responsibilities include the following and other duties may be assigned. Develop and monitor overall HR strategies, systems, tactics and procedures across the organization. Coordinate with Finance Department on benefits program, including managing open enrollment and ACA compliance and reporting. Utilize the organization's HCM system to its full potential by entering and monitoring employee information and communications. Explain company personnel policies, benefits, and procedures to employees and job applicants. Examine employee files to answer inquiries and provide information for personnel actions. Answer questions regarding evaluations, eligibility, salaries, benefits, and other pertinent information. Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns. Manage recruiting/application process across organization, including job posting, pre-selection, interview questions, job offers, background check, reference calls, drug testing, job specific questionnaires, etc. Administer new hire on-boarding process: complete new hire package and coordinate new hire orientation. Administer screenings for organizational and programmatic contractors and interns. Manage University Area CDC employee trainings, including the creation of annual training plans, implementation of training plans, coordination of outsourced trainings and tracking of annual employee trainings. Manage Paylocity learning module, UACDC's learning management system (LMS). Occasionally lead pre-determined, organization-wide trainings for employees. Maintain and regularly update the Employee Handbook, HR Policy Manual, and all legally required workplace notices to ensure compliance with current laws, regulations, and company standards. Attend manager meetings as needed to ensure continuity of HR related practices and policies, and develop/facilitate trainings. Create and maintain employee records following legal guidelines and HR best practices. Conduct off-boarding/exit interview surveys and prepare related letters/correspondence. Assist in developing initiatives to promote employee engagement. Manage and maintain compliance for leave of absences to include tracking and monitoring of FMLA. Administer worker's compensation process and safety trainings. Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action plan and laws, such as the Americans with Disabilities Act (ADA) and Federal contracting employment laws. Provide oversight and management of Drug Free Workplace program including pre-employment referrals and accident follow up. Conduct compensation reviews and maintain pay plan. ACCOUNTABILITY Employee Relations, Employee Motivation, Employment File Maintenance, Labor Law Compliance. SUPERVISORY RESPONSIBILITIES This job has no supervisory responsibilities. COMPETENCIES To perform the job successfully, an individual should demonstrate the following competencies: Presentation Skills Excellent analytical and presentation skills including demonstrated ability to handle many assignments simultaneously. Motivation & Initiative Sub competencies: Ethical, Professional, and Persuasive - Shows commitment to the company and employees; Assertive-takes a lead role; Creates new ideas; Exhibits self-confidence; is achievement oriented; Ability to be persuasive and an effective negotiator. Administrative Skills Sub competencies: Detail Orientation, Planning & Organizing - Possesses ability to organize, plan and follow-through on multiple tasks, recognizes and attends to important details with accuracy and efficiency, effectively prioritizes work, establishes clear goals, tasks and plans, anticipates potential problems and analyzes alternative solutions. Interpersonal Style Sub competencies: Interpersonal Skills, Communication, and Teamwork - Relates to people in an open, honest, sincere manner. Treats people with respect. Develops effective working relationships and is friendly and approachable. Listens attentively to others. Communicates ideas clearly and communicates appropriately with supervisor, co-workers and direct reports. Self-Management Sub competencies: Adaptability, Reliable, Dependable, Self Sufficient, and Composure - Adapts readily to change. Works effectively under stress. Needs minimal supervision and is comfortable working in a fast-paced environment. Is reliable, dependable and results oriented. Maintains productivity & composure under pressure. Views problems as opportunities to create new solutions. Thinking & Problem Solving Sub competencies: Problem Solving, Judgment & Decision Making - Diagnoses problems efficiently and gathers sufficient input before making decision or plans. Makes timely decisions. Quickly determines source of problem, identifies information needed to solve problem and analyzes alternative solutions. Customer Focus / Orientation Sub competencies: Customer Orientation Sensitive & Responsive to Internal and External Customer Needs - Demonstrates skills in customer service and satisfaction, maintains a positive attitude, willing to listen to customer problems & seeks solutions, stays in tune with changing needs of customers. BUSINESS RELATED CONTACTS All employees at all levels from UACDC, various area leaders and functional experts, as well as third party vendors/contacts servicing all areas of UACDC employment management. Requirements QUALIFICATIONS 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. EDUCATION AND/OR EXPERIENCE Bachelor's Degree in human resources or related field, HR Certification (SHRM or HRCI), a minimum of 6 years work experience in human resources (or equivalent education and experience), and extensive knowledge of the Paylocity HCM platform. Non-profit experience is a plus. General skillsets include excellent computer competencies including all MS Office applications (Word, Excel, Outlook, PowerPoint), the ability to multi-task, strong problem-solving capabilities, organizational and collaboration skills, strong proof reading abilities, quality control skills, and proficient time management skills. Key areas of expertise include, but are not limited to: · Employment & labor law compliance · Talent acquisition and workforce planning · Employee relations and engagement · Compensation and benefits strategy · Organizational development and change management · HR technology and analytics · Strategic planning aligned with organizational goals LANGUAGE SKILLS Ability to read, comprehend and write simple instructions, short correspondence, and memos. Ability to effectively present information in one-on-one and small group situations to customers, clients, and employees of the organization. Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports and business correspondence. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. MATHEMATICAL SKILLS Ability to apply mathematical concepts REASONING ABILITY Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. COMPUTER SKILLS To perform this job successfully, an individual should have knowledge of Internet software; Spreadsheet Word Processing and multi-media presentation software. CERTIFICATION, LICENSES, REGISTRATIONS CPR (Cardiopulmonary Resuscitation) First Aid Training AED (Automated External Defibrillator) OTHER QUALIFICATIONS Must have access to reliable transportation. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee is occasionally required to stand and walk. The employee must regularly lift and/or move up to 10 pounds, frequently lift and/or move up to 25 pounds and occasionally lift and/or move from 50 pounds up to 80 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision and depth perception. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate. Disclaimer: s are not meant to be all-inclusive and the job itself is subject to change. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time due to reasonable accommodation or other reasons. University Area CDC does not discriminate applicants or employees for terms of employment on the basis of race, color, religion, sex (including pregnancy, and sexual orientation), national origin, age, disability, or genetic information. University Area CDC is a drug-free workplace. Salary Description $80,000 to $84,000 annually

Summary/Objective The Director of Human Resources is responsible for developing and executing human resource strategy in support of the overall business initiatives and strategic direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, and compensation. This position leads and develops Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, safety, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. This role will be a combination of strategic leadership and hands-on execution. The Director should be energetic, forward-thinking, and a strategic visionary possessing the necessary experience and knowledge in human resources administration to promote and further the company's core values. The Director of Human Resources will be responsible for confidential and time sensitive material and must be familiar with a variety of human resources and legal concepts, practices, and procedures. This position will be responsible for all Precision Build Companies subsidiaries and certain affiliates. The Director of Human Resources will report to the CFO and work closely with all departments within the company. Essential Functions Develop and implement strategies for talent acquisition, retention, development, and succession planning to align with organizational goals. Plans, organizes and controls the activities and actions of the HR Department, develops and administers human resources plans and procedures. Directly manages two or more employees Ensure compliance with labor laws, regulations, and internal policies while establishing frameworks for employee relations, performance management, and compensation. Drive the selection, implementation, and optimization of Human Resources Information Systems (HRIS) to streamline HR processes, improve data accuracy, and enable strategic decision-making. Lead the design, implementation, and management of competitive employee benefit programs, including health insurance, retirement plans, wellness initiatives, and other offerings that attract and retain top talent. Ensures accurate maintenance, confidentiality, and retention of personnel records in accordance with legal and company requirements. Assists with organization development, coordinates management training in interviewing, hiring, terminations, promotions, performance review, safety, and other required training. Develops and implements compensation strategies and structures that align with company goals. Involved in personnel issues and responsible for advising management in appropriate resolution of employee relations issues. Lead HR integration for acquisitions, including harmonization of benefits, policies, compensation structures, and culture. Support due diligence efforts related to human capital, benefits, labor risk, and compliance. Performs other duties as assigned Required Competencies Excellent verbal and written communication skills. Excellent interpersonal and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Strong supervisory and leadership skills. Thorough knowledge of employment-related laws and regulations. Knowledge of and experience with varied human resource information systems. Proficient with Microsoft Office Suite or related software. Ability to exercise sound judgment and discretion in sensitive and confidential matters. Work Environment Professional office environment. This position requires competency in using standard office equipment and software such as Microsoft Word and Excel. Familiarity with payroll and other HRIS systems required. Classification/Expected Hours of Employment This position is a full-time position and is exempt from minimum wage and overtime pay requirements under federal and all applicable state or local laws. There will be travel needed to build relationships with teams and outside stakeholders. Required Education and Experience A BS/BA degree from an accredited college/university; MBA or MA/MS in human resources or related field preferred. A minimum of 10 years of HR experience Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development. Knowledge of human resources practices, policies, and regulations. Intermediate computer and software skills required. Proficiency in Microsoft Excel, PowerPoint, and Word Experience with union labor relations (preferred) Disclaimer This job description is not intended to be a comprehensive list of the duties and responsibilities of the position, and the duties and responsibilities may change without notice. The Company is an Equal Opportunity Employer and complies with all applicable federal, state, and local employment laws. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. Powered by JazzHR bU93qeMQvy

A client of Sharp Decisions is looking to hire a Human Resources Operations Associate located in FishHawk, FL 33547. The pay rate is $25.90 per hour. Qualification: Collaborating efficiently and effectively with team members across functional areas, seeking input and assistance as needed. Responsibilities include processing advanced transactions through Service Now tickets and Workday inbox items, adhering to established performance standards including quality and timeliness. This encompasses primary support for tasks such as US and CA terminations, job and organizational changes, CA leaves, anniversary award processing, job profile updates and code assignments, DOT process management, escalated items, and related activities. Additionally, the role requires sharing relevant information to ensure transparent knowledge transfer and enhance the overall capability of the HR functional team, while maintaining confidentiality in all transactions. Provides secondary support for various tasks, including job bidding, onboarding requirements, tuition reimbursement, basic job changes, badging, union membership updates, unlocking timecards, and job qualification updates. Depending on training level and business needs, the role may involve performing more advanced transactions. Additionally, this position is responsible for processing and supporting HR requests such as benefit plan enrollment forms and employee separation/leaves documentation. The role also includes providing basic support, education, and direction to people leaders as needed, and preparing and sending all required information to the Payroll team before the closing of time and attendance. All incoming inquiries and documents are entered in detail into the case management system to ensure a seamless transition from one representative to another. Backup responsibilities for handling incoming calls, responding to voicemails, and converting calls and questions into tickets for closure or further vetting. This also involves managing incoming tickets in the HRC Queue and transferring them to the appropriate HR service for immediate processing. Reviewing documentation and providing timely status updates, guidance, and information to customers, key stakeholders, and peers within the HR functional area teams to ensure case resolution. This includes responding to questions on standard administrative procedures and practices through multiple channels (e.g., ServiceNow, email, phone) as well as creating and/or updating SOPs as needed. The role also involves educating HR customers, encouraging and assisting with self-service tools when appropriate, and escalating non-routine matters to the appropriate individuals. Participates in audit requests, preparing and reviewing documents, engaging in project work, and handling other ad hoc items as requested.

Busch Gardens is a place of thrills, fun and positive, lasting memories. And that's just what its like to work here! As a key member of our team, you'll play a major role in bringing happiness and excitement to people from around the world. If you're dedicated, dependable and driven to deliver exceptional guest service, this is a place for you! What you get to do: * Conduct training for Ambassadors to include facility tours, safety training, and assigned station training * Provide ongoing coaching and retraining opportunities to Ambassadors and support team members through positive reinforcement. * Communicate with Supervisor and department trainer concerns regarding Ambassador's progress; Identify additional training needs * Conduct necessary training classes and ensure completion of training materials and paperwork for Ambassador and department records * Provide answers to Ambassadors to achieve job proficiency * Assist other facilities throughout the park as needed * Support facility integrity by maintaining high level of quality and cleanliness. * Consistently practices safe work habits including but not limited to use of personal protective equipment, lifting, driving, and reporting of unsafe situations. * Consistently demonstrates courteous and professional behavior in all work aspects with all Ambassadors and guests. * Works as part of a team to increase productivity and while providing excellent guest service. * Maintains a professional appearance that meets grooming standards. What it takes to succeed: * Must have High School Diploma or Equivalent * Minimum of three (3) months theme park experience preferred * Previous training, teaching, and/or presenting experience a plus * Exhibit effective verbal and written communication skills; speak comfortably in front of small and large groups; respond effectively to individual and group questions * Create and maintain a cooperative team environment, to establish positive behaviors and actions of Ambassadors * Work effectively within a diverse work environment to meet and exceed guest and Ambassador expectations * Organize resources, establish priorities and monitor multiple projects and assignments; results oriented * Must be able to walk and stand for long periods of time in extreme weather conditions * Must be willing to work a flexible schedule that includes weekdays, weekends, evenings, and holidays. * Must be willing to work as part of a team as well as work independently with little or no supervision. * Must be able to complete all required Train-the-Trainer programs and certifications required for delivery of department trainings * Must be able to multitask while maintaining a positive attitude to ensure excellent guest service. * Consistently practices safe work habits including but not limited to the use of personal protective equipment, lifting and reporting of unsafe situations. * Must be willing to comply with all United Parks & Resorts grooming guidelines and employment standards. * Must be able to successfully complete all legal, company and department training requirements to include but not limited to passing required tests and certifications within established timelines. * Must have basic computer and audio/visual skills and be proficient in the use of PowerPoint; familiar with standard computer software programs, i.e., MS Office, Outlook and Windows. The perks of the position: * Paid Time Off * Complimentary Park Tickets and Passes * Park Discounts on Food and Merchandise * Medical, Dental, and Vision Insurance * 401K Retirement plan * Voluntary Insurance * Life Insurance * Disability Benefits * Tuition Reimbursement * Dependent and Health Care Flexible Spending Accounts * Employee Assistance Program * Legal Assistance Plan EEO Employer: SEAWORLD PARKS & ENTERTAINMENT IS AN EQUAL OPPORTUNITY EMPLOYER. ALL APPLICANTS WILL BE CONSIDERED WITHOUT REGARD TO AGE, RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN, SEXUAL ORIENTATION, PREGNANCY, GENDER IDENTITY OR EXPRESSION, DISABILITY OR COVERED VETERAN STATUS.

Busch Gardens is a place of thrills, fun and positive, lasting memories. And that's just what its like to work here! As a key member of our team, you'll play a major role in bringing happiness and excitement to people from around the world. If you're dedicated, dependable and driven to deliver exceptional guest service, this is a place for you! What you get to do: Conduct training for Ambassadors to include facility tours, safety training, and assigned station training Provide ongoing coaching and retraining opportunities to Ambassadors and support team members through positive reinforcement. Communicate with Supervisor and department trainer concerns regarding Ambassador's progress; Identify additional training needs Conduct necessary training classes and ensure completion of training materials and paperwork for Ambassador and department records Provide answers to Ambassadors to achieve job proficiency Assist other facilities throughout the park as needed Support facility integrity by maintaining high level of quality and cleanliness. Consistently practices safe work habits including but not limited to use of personal protective equipment, lifting, driving, and reporting of unsafe situations. Consistently demonstrates courteous and professional behavior in all work aspects with all Ambassadors and guests. Works as part of a team to increase productivity and while providing excellent guest service. Maintains a professional appearance that meets grooming standards. What it takes to succeed: Must have High School Diploma or Equivalent Minimum of three (3) months theme park experience preferred Previous training, teaching, and/or presenting experience a plus Exhibit effective verbal and written communication skills; speak comfortably in front of small and large groups; respond effectively to individual and group questions Create and maintain a cooperative team environment, to establish positive behaviors and actions of Ambassadors Work effectively within a diverse work environment to meet and exceed guest and Ambassador expectations Organize resources, establish priorities and monitor multiple projects and assignments; results oriented Must be able to walk and stand for long periods of time in extreme weather conditions Must be willing to work a flexible schedule that includes weekdays, weekends, evenings, and holidays. Must be willing to work as part of a team as well as work independently with little or no supervision. Must be able to complete all required Train-the-Trainer programs and certifications required for delivery of department trainings Must be able to multitask while maintaining a positive attitude to ensure excellent guest service. Consistently practices safe work habits including but not limited to the use of personal protective equipment, lifting and reporting of unsafe situations. Must be willing to comply with all United Parks & Resorts grooming guidelines and employment standards. Must be able to successfully complete all legal, company and department training requirements to include but not limited to passing required tests and certifications within established timelines. Must have basic computer and audio/visual skills and be proficient in the use of PowerPoint; familiar with standard computer software programs, i.e., MS Office, Outlook and Windows. The perks of the position: Paid Time Off Complimentary Park Tickets and Passes Park Discounts on Food and Merchandise Medical, Dental, and Vision Insurance 401K Retirement plan Voluntary Insurance Life Insurance Disability Benefits Tuition Reimbursement Dependent and Health Care Flexible Spending Accounts Employee Assistance Program Legal Assistance Plan EEO Employer: SEAWORLD PARKS & ENTERTAINMENT IS AN EQUAL OPPORTUNITY EMPLOYER. ALL APPLICANTS WILL BE CONSIDERED WITHOUT REGARD TO AGE, RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN, SEXUAL ORIENTATION, PREGNANCY, GENDER IDENTITY OR EXPRESSION, DISABILITY OR COVERED VETERAN STATUS.

At PODS (Portable On Demand Storage), we don't just lead the moving and storage industry we redefined it. Since 1998, we've empowered customers across the U.S. and Canada with flexible, portable solutions that put customers in control of their move. Whether it's a local transition or a cross-country journey, our personalized service makes any experience smoother, smarter, and more human. We're driven by a culture of trust, authenticity, and continuous improvement. Our team is the heartbeat of our success, and together we strive to make each day better than the last. If you're looking for a place where your work matters, your ideas are valued, and your growth is supported- PODS is your next destination. JOB SUMMARY The Director of HR Operations - Corporate & Call Center Operations serves as the HR leader supporting our corporate functions and high-volume Sales and Service Center operations. This role leads a team of HR professionals who deliver strategic and operational HR support across diverse corporate departments and customer-facing Sales and Service Center teams. As a trusted advisor to leaders, this position aligns people strategies with business objectives to enhance performance, employee experience, workforce efficiency, and organizational health. The Director ensures consistent execution, measurement, and communication of HR policies, processes, and programs across corporate and Sales and Service Center environments. This leader drives initiatives related to talent development, workforce planning, employee relations, performance management, and operational readiness. The ideal candidate is data-driven, skilled at leading and developing HRBPs, and highly experienced in supporting both knowledge-based corporate roles and high-volume, schedule-driven call center operations. General Benefits & Other Compensation: Medical, dental, and vision insurance Employer-paid life insurance and disability coverage 401(k) retirement plan with employer match Paid time off (vacation, sick leave, personal days) Paid holidays Parental leave / family leave Bonus eligibility / incentive pay Professional development / training reimbursement Employee assistance program (EAP) Commuter benefits / transit subsidies (if available) Competitive Pay Other fringe benefits (e.g. wellness credits) What You Will Do: Strategic Leadership & Partnership • Serve as the primary strategic HR partner to corporate and Sales & Service Center leaders, aligning HR strategies with functional and operational priorities. • Lead, develop, and coach a team of HR professionals to deliver effective, business-oriented HR support across multiple functions. • Partner with leaders to anticipate workforce needs, organizational gaps, and opportunities for improved performance and engagement. HR Policy, Communication & Compliance • Support the consistent communication and compliance of HR policies and programs across corporate departments and Sales & Service Center teams. • Develop and monitor mechanisms for measuring policy effectiveness, organizational adoption, and areas for improvements or standardization. • Ensure all HR practices comply with federal, state, and local labor laws, especially those applicable to Sales & Service Center environments (e.g., scheduling, breaks, attendance). • Provide clear and effective HR communications, toolkits, and resources to leaders and employees. Talent & Workforce Management • Support talent management efforts, including succession planning and leadership development for both corporate and Sales & Service Center teams. • Support Sales & Service Center workforce planning including staffing models, volume forecasting partnerships, and retention strategies. • Guide HRBPs in delivering performance management coaching and employee development across varying role types-from corporate professionals to hourly Sales & Service Center agents. • Support recruiting strategies in partnership with Talent Acquisition, ensuring the unique hiring needs of corporate and Sales & Service Center functions are met. Employee Relations & Culture • Oversee complex employee relations issues, ensuring fair, consistent, and legally compliant outcomes. • Monitor and address employee sentiment, culture trends, and engagement drivers in fast-paced Sales & Service Center environments and across corporate teams. • Serve as a senior escalation point for HRBPs and leaders on sensitive or high-impact ER issues, investigations, or policy concerns. • Support initiatives that improve retention, reduce absenteeism, and strengthen the overall employee experience. Data, Reporting & Analytics • Leverage HR and operational performance data-including turnover, absenteeism, schedule adherence, productivity, and engagement-to identify trends and recommend solutions. • Develop dashboards and reporting tools tailored to the needs of corporate and Sales & Service Center operations. • Guide HRBPs in using data to influence decision-making and measure the impact of HR initiatives. Cross-Functional Collaboration • Partner with all areas of HR -including Total Rewards, Talent Acquisition, Learning & Development and Internal Communications -to ensure corporate and Sales & Service Center needs into are incorporated into enterprise strategies. • Collaborate closely with Workforce Management teams to ensure HR strategies and staffing plans support service levels, customer experience expectations, and operational performance. • Act as a liaison between corporate support teams, Sales & Service Center leadership, and Corporate HR to drive alignment, clarity, and operational readiness. MANAGEMENT & SUPERVISORY RESPONSIBILTIES • Typically reports to Chief Human Resource Officer. • Job is directly responsible for managing other employees (e.g., hiring/termination and/or pay decisions, performance management) What You Will Need: • Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree or HR certification (SPHR/SHRM-SCP) preferred. • 10+ years of progressive HR experience, including at least 5 years in a leadership role supporting corporate and/or call center environments. • Experience leading and developing HR Business Partners. • Strong expertise in employee relations, HR policy, and compliance. • Proven ability to partner with operational leaders and influence outcomes. • Demonstrated ability to use HR analytics and data insights to drive decisions. • Experience in a service-focused, distributed workforce environment preferred. • Or an equivalent combination of education, training or experience NOTE: This role is onsite at our Clearwater, FL headquarters with a 4/1 schedule; in office Monday-Thursday and remote on Fridays. Assessment Notice: By submitting an application for this position, you acknowledge and consent that you may be asked to complete a personality and/or skills assessment as part of the hiring process. These assessments are used solely as one component of the overall candidate evaluation and will not be the sole basis for any hiring decision. All assessment results will be handled in accordance with applicable laws and our internal selection guidelines. Should you need to request a reasonable accommodation, please submit request to ******************* DISCLAIMER The preceding job description has been designed to indicate the general nature of work performed; the level of knowledge and skills typically required; and usual working conditions of this position. It is not designed to contain, or be interpreted as, a comprehensive listing of all requirements or responsibilities that may be required by employees in this job. Equal Opportunity, Affirmative Action Employer PODS Enterprises, LLC is an Equal Opportunity, Affirmative Action Employer. We will not discriminate unlawfully against qualified applicants or employees with respect to any term or condition of employment based on race, color, national origin, ancestry, sex, sexual orientation, age, religion, physical or mental disability, marital status, place of birth, military service status, or other basis protected by law. No Unsolicited Resumes from Third-Party Recruiters: Please note that as per PODS policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our Inclusive Diversity values. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that PODS will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person, or entity.

Company: SCC Soft Computer Industry: Software | Laboratory & Genetics Information Systems About SCC Soft Computer SCC Soft Computer is a global leader in laboratory and genetics information systems, dedicated to advancing healthcare diagnostics and laboratory management through innovative software solutions. With a diverse global workforce and operations spanning multiple continents, SCC has been at the forefront of healthcare technology for over four decades, delivering world-class software and services to clinical laboratories and healthcare organizations worldwide. Position Overview We are seeking an experienced and strategic HR Director to join our executive leadership team. This role will lead global HR initiatives to support SCC's continued growth, transformation, and organizational excellence. The ideal candidate will have a strong background in the software or SaaS industry and proven experience managing global talent operations, compensation design, performance management systems, and organizational restructuring. Key Responsibilities * Partner with executive leadership to align HR strategy with SCC's global business objectives and growth plans. * Develop and execute performance management frameworks that drive accountability, innovation, and continuous improvement. * Provide strategic guidance on organizational design, right-sizing, and restructuring initiatives to support operational efficiency and scalability. * Serve as a trusted advisor to senior management on all people-related matters, including succession planning, workforce planning, and leadership development. * Foster a culture of engagement, inclusion, and high performance aligned with SCC's mission and values. Qualifications * Bachelor's degree in Human Resources, Business Administration, or related field. * 8+ years of progressive HR leadership experience, with at least 4 years in a director-level or above role within the software or SaaS industry. * Proven success in compensation and performance design, organizational restructuring, and change management. * Strong understanding of the technology sector's talent market and evolving workforce trends. * Exceptional communication, leadership, and stakeholder management skills. Why join SCC Soft Computer * Work with a global leader at the intersection of technology and healthcare. * Shape the future of a people-first, innovation-driven organization. * Collaborate with diverse, talented professionals across the world. * Enjoy a culture that values integrity, collaboration, and continuous improvement. Ready to make an impact? If you're a visionary HR leader with a global mindset and tech-savvy approach, apply now and help us shape the future of our workforce!