Human resources manager jobs in Palmetto, FL - 165 jobs

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.

MISSION STATEMENT: To be a beacon of light by transforming lives in the Vincentian spirit of charity, justice, and mercy through interpersonal connectivity. SUMMARY: The HR Manager is responsible for assisting with daily human resource functions, payroll processing, and working with the CHR in the development of personnel procedures, all recruiting needs, providing administrative backup of HR processes for the agency. This individual will provide a variety of both complex and routine administrative services. ESSENTIAL DUTIES AND RESPONSIBILITIES : (These essential job functions are not to be construed as a complete statement of all duties performed. Employees will be required to perform other job-related duties as required. Nothing in this restricts management's rights to assign or reassign duties and responsibilities to this job at this time) Work with hiring managers to develop/update job descriptions Process all FMLA requests according to the DOL laws governing FMLA Process weekly timecards for bi-weekly payroll utilizing payroll software Oversee all recruiting needs for the agency including posting positions, conducting interviews, verifying references, and updating the Organizational Chart Process to cover reporting of Workers' Compensation Injury and monitor claims and return to work status Process all new employees and all change-of-status forms for payroll processing Process accurate PTO tracking in payroll system Coordinate implementation/maintenance of Human Resource Information Systems (HRIS) Quarterly review of all personnel files according to accreditation standards and agency policy Implementation of the on boarding module of the HRIS system Oversee the scheduling of background screenings and drug screenings for all new applicants Train new staff in benefits and payroll processes in Employee Formation Training Must maintain confidentiality at all times Oversight to the HR Representatives on benefits and payroll questions Assist CHR in implementation of performance management system Assist CHR in administering classification programs, which include classifying and reclassifying positions Assist CHR as requested OTHER RESPONSIBILITIES: Complies with all applicable training requirements Complies with all company safety, personnel and operational policies and procedures Complies with work schedule to ensure effective operations of Agency programs Contributes positively as a member of a productive and cooperative team Performs other duties as necessary to fulfill the Society of St. Vincent de Paul South Pinellas, Inc. Mission REQUIRED KNOWLEDGE, SKILLS AND ABILITIES: (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, skills, and abilities necessary. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.) Able to speak, write and understand English Possess basic computer skills Must be sensitive to and respect cultural diversity amongst clients, staff, and volunteers and able to work with diverse racial, ethnic, and economic groups Flexible work schedule including evenings, nights, weekends, and holidays Ability to set appropriate limits, work under deadlines and multi-task Ability to organize, prioritize, self-motivate, and deliver results Excellent communication and listening skills Possess strong work ethics Successfully pass Law Enforcement background screening Valid Florida driver's license if driving an agency vehicle or a personal vehicle for company business Must have reliable transportation Participate in Agency Performance Quality Improvement (PQI) program and Accreditation/ Reaccreditation process. Mission-driven attitude supplemented with integrity and passion Adherence to the highest ethical standards, personally and professionally A high level of openness and willingness to receive feedback/suggestions from superiors and others, and to learn new skills to improve job performance Evidence of deep alignment with the Society of St. Vincent de Paul South Pinellas, Inc. Mission and Values This position requires a Level 2 background screening through the Florida Background Screening Clearinghouse. For more information on screening requirements, process, and disqualifying offenses, please visit the official Clearinghouse Education and Awareness website. ******************************** ADDITIONAL KNOWLEDGE, SKILLS AND ABILITIES: (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, skills, and abilities necessary. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.) Proficient with Microsoft Office (Outlook, Excel, Word & Access) Knowledge of principles and practices of personnel administration Proficient with fax machine/copier/scanner Professional appearance at all times Use of independent thinking and judgment Ability to multi-task and think quickly Must have an “all hands-on deck” attitude EDUCATION AND EXPERIENCE: (Pending on position and if prior to hire is approved by Chief Executive Officer, a comparable amount of training, education or experience may be substituted for the minimum education qualifications) Bachelor's degree in Human Resource Management or related field or at least two years progressive Human Resources experience Strong interpersonal skills, both oral and written Strong understanding of state and federal requirements and regulations A minimum of 1 - 2 years of payroll processing experience is required Intermediate to advance skillset with Excel spreadsheets GENERAL PHYSICAL DEMANDS: These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job. Reasonable accommodation can be made, if appropriate, to enable people with disabilities to perform the described essential functions of job. Working in an office/site requires prolonged sitting at the computer workstation, standing, bending, reaching, lifting up to 20 lbs. and some driving. Requires manual dexterity sufficient to operate standard office machines such as computers, fax machines, calculators, telephones, and other office equipment. It is also required to regularly sit, speak, and listen, the employee is also required to walk, use hands and fingers to type, operate equipment, and maintain records and notes. Specific vision abilities required include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus. MENTAL DEMANDS: Must handle new and diverse work problems on a daily basis. Personal maturity is an important attribute. Must be able to resolve problems, handle conflict, and make effective decisions under pressure. Must have the ability to listen objectively to people, perceive the real problem and assist in bringing issues to a successful conclusion. Must relate and interact with, volunteers, clients, contractors, visitors, and employees at all levels within the Agency. WORK ENVIRONMENT: Environment will occasionally become noisy due to equipment operations and interactions among clients and staff. There may be the possibility of being exposed to communicable disease, possible exposure to verbal abuse or similar behavior from residents/clients. On an as needed basis, employees may be called upon to work outside of the established work schedule or work odd hours. All information associated with the Agency is confidential. Benefits: Health Insurance Life insurance Dental Insurance Vision insurance Short- and Long-Term Disability 120 hours of PTO accrued biweekly starting at day 1 of employment 13 Paid Holidays to include Employee's birthday and Date of Hire 403(b) with employer match up to 3% The Society of St. Vincent de Paul South Pinellas, Inc. is an Equal Opportunity Employer.

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

Shift4 (NYSE: FOUR) is boldly redefining commerce by simplifying complex payments ecosystems across the world. As the leader in commerce-enabling technology, Shift4 powers billions of transactions annually for hundreds of thousands of businesses in virtually every industry. For more information, visit *************** About the Role As the global HR lead for Shift4's Product & Technology division, this role will be responsible for shaping and executing HR strategies that support our high-performing teams across product management, engineering, and technology functions. The ideal candidate is a trusted advisor, strong negotiator, and strategic influencer with experience supporting global tech organizations. Key Responsibilities Strategic HR Leadership Serve as the primary HR leader and advisor to the Chief Product Officer and Technology leadership team, ensuring alignment between business goals and people strategy. Drive organizational design, workforce planning, and talent strategies to support a high-growth, fast-paced environment. Influence and negotiate with senior leadership on HR initiatives, workforce investments, and change management strategies. Work with local Country HR Leaders, HRBPs and COEs globally to execute on people strategy Talent & Leadership Development Design and implement career paths and development frameworks for Product & Technology teams, ensuring clear growth opportunities and skill development. Provide executive coaching to senior leaders, enhancing leadership effectiveness and team dynamics. Drive succession planning, leadership pipeline development, and high-potential programs for key talent. Retention & Engagement Develop strategies to attract, retain, and engage top technical talent in a competitive market. Partner with business leaders to drive culture, engagement, and change management efforts globally. Lead employee listening strategies, leveraging feedback to drive continuous improvement. HR Execution & Global Strategy Partner with COEs to design and deliver compensation, benefits, and workforce strategies tailored for the Product & Technology org. Ensure a consistent, scalable, and global approach to HR while accounting for local market needs. Lead HR transformation initiatives, integrating new tools and processes to support agility and efficiency. What We're Looking For 10+ years of HRBP experience, with at least 5+ years supporting technology organizations. Experience working in fintech, payments, or high-growth tech companies preferred. Proven ability to influence, negotiate, and drive HR strategy at a global level. Strong background in organizational design, leadership coaching, and workforce planning. Ability to thrive in ambiguity, drive change, and execute in a fast-moving environment. Experience leading global HR initiatives across multiple geographies. Strong data-driven approach, with ability to translate insights into action. Why Join Shift4? High-impact role supporting one of the most critical business functions. Opportunity to shape and scale the Product & Technology organization at a leading public fintech company. Direct exposure to C-level leadership and global strategic initiatives. Fast-paced, entrepreneurial culture with a focus on results. If you're an HR leader with deep tech experience, strategic mindset, and a passion for building high-performing teams, we'd love to hear from you! We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.

Who You Are The Human Resource Director will be responsible for overseeing the day-to-day administrative functions of the law firm. This leadership role ensures smooth operations, enhances efficiency, and supports the firm's attorneys and staff. The Human Resource Director will handle operational, human resources, and IT management tasks while also ensuring compliance with legal regulations and industry standards. The ideal candidate will have strong organizational, communication, and leadership skills, with experience in legal or professional services management. Work on-site: St.Petersburg, FL What You'll Do 1. Operations Management: Oversee the daily operations of the law firm to ensure efficiency and effectiveness. Develop, implement, and manage firm policies, procedures, and practices. Coordinate office space, supplies, and equipment needs. Manage scheduling, office calendars, and general administrative support. 2. Human Resources: Manage the recruitment, hiring, and onboarding process for new staff and attorneys. Oversee employee benefits, payroll, and compensation programs. Serve as the primary point of contact for HR-related issues, including employee relations, conflict resolution, and performance management. Develop and enforce personnel policies and procedures. Ensure compliance with employment laws and regulations. 3. IT and Systems Management: Oversee the firm's IT infrastructure, ensuring all systems are functioning effectively. Work with IT vendors to ensure security, software updates, and support. Ensure the firm utilizes appropriate legal technology, case management software, and document management systems. Train staff on software systems and new technological tools. 4. Compliance and Risk Management: Ensure the firm's operations comply with legal and regulatory requirements. Stay current on industry standards and best practices. Implement and monitor security protocols for confidential client and firm data. Handle risk management strategies and assist in resolving claims or disputes. 5. General Administrative Support: Provide administrative support to attorneys and management team as needed. Manage internal and external communications, including correspondence, meetings, and reports. Assist with firm marketing efforts, including events, social media, and website updates. What You Bring Bachelor's degree in Business Administration, Management, Human Resources, or a related field (MBA or Master's degree preferred). Minimum of 10 years of experience in law firm administration, legal operations, or similar role. Strong knowledge of law firm operations, legal technology, and compliance requirements. Proven leadership skills with the ability to manage and motivate a team. Demonstrated depth of experience in organizational development, change management, employee relations, talent acquisition and succession planning, policy development and HR operations/compliance experience. Excellent organizational, time-management, and problem-solving abilities. Strong communication skills, both written and verbal, ability to effectively interact with all levels of employees. Proficiency with office software (Microsoft Office Suite, Google Workspace, etc.), legal management software, and financial systems. Ability to handle confidential information with discretion and integrity. SHRM Certification preferred. Work Environment: This position is based in the firm's office in St. Petersburg, FL Travel required monthly/quarterly to various offices What We Offer Salary Range: $100k- $150k depending on experience Benefits: Medical, dental, vision, and 401k Competitive paid time off Yearly bonus #IND1

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.

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 ********************

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

Job Description The Human Resources Director will be a pivotal leader in shaping and scaling the company's human resources function. This role is ideal for a proactive and hands-on professional who thrives in a growth-oriented environment and is eager to build and implement foundational HR programs. The Director will be responsible for defining and reinforcing company culture, establishing employee development programs, and managing all aspects of human resources for a growing team. Products Tenex Health TX, Seg-WAY ligament release systems, mi-eye 3 Minimum Requirements Experience: Similar experience at a Director level within a similar-sized business (75-150 employees). Industry Preference: Manufacturing, Med Device, or Med Tech experience is a plus, but not critical. Strong people management skills are paramount. Certifications: SHRM certification is strongly preferred and may be a requirement for a true Director-level candidate. Skills: Assertive and proactive leadership style, Ability to "roll up their sleeves" and handle both strategic and "nuts and bolts" HR tasks, Strong communication and interpersonal skills, Adept at building and fostering a positive work environment. Job Requirements Strategic HR Leadership: Define and reinforce company culture, mission, and values across the organization. Employee Development: Design and implement comprehensive employee development programs from the ground up. Team Building: Build and lead a supporting HR team as the company scales. Operational HR: Manage day-to-day HR operations, including but not limited to payroll oversight, benefits management, and employee relations. Risk Mitigation: Address and mitigate HR-related risks, particularly concerning California employment laws. Best Practices: Introduce and integrate HR best practices to ensure long-term, intentional programs. Relocation/M&A (Preferred): Provide expertise and guidance in potential plant relocation efforts or merger and acquisition activities. Compensation Information Base: $150-200k Location Territory Parameters: Commutable distance to the Lake Forest office, with a flexible schedule allowing for a heavier on-site presence (3 days/week currently, though not strictly enforced).

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 Responsibilities1. 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 ExperienceEducation & 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.

Job Title: Human Resource Manager FLSA: Full-Time/Exempt Reports to: CEO COMPANY INFORMATION: FUSE is an acronym: For United States Employment. FUSE Fabrication started with a vision to employ Americans'. Since 2010, we have been dedicated to hiring and training professionals in a diverse set of disciplines and have transformed from a Custom Sheet Metal shop to a State-of the-Art manufacturing facility. FUSE Fabrication's turn-key approach helps clients at every step of the process from design to installation, and even offers on-going maintenance. Fuse Fabrication is a specialized sheet metal fabrication company in Central Florida. Our turn-key operation features high-quality, American-made fabricated and machined products that are competitively priced. We also create lasting relationships with our customers. By investing time and attention to detail for your project we act as your partner, ensuring the best possible outcome. Quality is our number one goal. Supervisory Responsibilities: * Gather documentation and information on employees who are up for evaluations. * May assist with constructive and timely performance evaluations. * Help enforce safety policies and disciplinary measures with all staff. Duties & Responsibilities: * Training and Licensure: Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. * Recruitment: Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. * Background Checks: Conducts or acquires criminal and MVR background checks and employee eligibility. * Orientation and Employee Recognition: Implements new hire orientation and employee recognition (birthday, anniversary, reward) programs. * Performance, Disciplinary Matters, Compensation: Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development, assist managers and employees with complex and/or sensitive matters. * Attends and participates in employee disciplinary meetings, terminations, and investigations. * Legal Compliance: Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. * Innovative Ideas and Practices: Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. * Performs other duties as assigned. Required Skills/Abilities: * Excellent verbal and written communication skills. * Excellent interpersonal, negotiation, and conflict resolution skills. * Excellent organizational skills and attention to detail. * Excellent time management skills with a proven ability to meet deadlines. * 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. Education and Experience: * Bachelor's degree in Human Resources, Business Administration, or related field required. * At least one year of human resource management experience preferred. * SHRM-CP a plus. 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. Apply Now Back to Careers

At CONMED, people are at the heart of everything we do. As a key member of our HR team, you won't just support the business - you'll help shape it. We are seeking a bold and strategic HR leader who can build trust, lead with action, and drive talent strategies that fuel business performance.This position plays a critical role in leading HR strategy across our Operations business unit. The ideal candidate will bring deep experience and the courage to influence at all levels of the organization. You will partner closely with leadership to foster a high-performance culture, develop talent pipelines, and manage change through growth and transformation.What You'll Be Responsible For Strategic HR Leadership: Serve as a trusted advisor to senior leaders, providing thought leadership on organizational design, workforce planning, and culture shaping. Talent Development: Lead succession planning, emerging leader development, and capability building across all levels of the organization. Employee Engagement: Champion initiatives that promote engagement, retention, and alignment with company values. Change Management: Drive and manage organizational change to support business transformation and scaling efforts. People Management: Provide guidance on complex employee relations, performance coaching, and talent decisions with clarity and confidence. Compliance & Communication: Ensure HR practices are compliant with labor laws and communicated effectively across teams. Best Practice Sharing: Identify and integrate HR best practices across functions and business units to strengthen our organizational effectiveness. What We're Looking ForExperience 7+ years of progressive HR leadership, ideally within the medical device or life sciences sector. Proven success partnering with business leaders in fast-paced, matrixed environments. Strong background in employee relations, talent development, change management, and organizational effectiveness. Experience influencing senior leadership and contributing to business strategy. Education Bachelor's degree in Human Resources, Organizational Development, Business, or related field. Master's degree or HR certification preferred. Key Competencies Decision Quality - Makes sound and timely decisions based on a blend of analysis, wisdom, experience, and judgment. Business Acumen - Understands the levers that drive operations and commercial success. Financial Acumen - Connects people decisions to financial impact; understands budgeting, cost drivers, and resource allocation. Builds Effective Teams - Inspires and develops others through collaboration and clarity. Action-Oriented - Moves with urgency and is comfortable navigating ambiguity. Manages Complexity - Handles multiple priorities with clarity, balancing strategic objectives and operational demands. Organizational Savvy - Navigates the business landscape with skill, knowing when and how to influence, challenge, or align. Communicates Effectively - Delivers clear, concise, and timely messages across all levels of the organization. Why Join Us?At CONMED, you'll have a direct impact on lives through the work we do in the medical space. You'll also be part of a people-first culture that values diversity, continuous improvement, and real results. If you're ready to lead with purpose and make a difference, we want to meet you. Benefits: CONMED offers a wide array of benefits to fit your unique needs. Visit our Benefits Page for more information. Competitive compensation Excellent healthcare including medical, dental, vision and prescription coverage Short & long term disability plus life insurance -- cost paid fully by CONMED Retirement Savings Plan (401K) -- CONMED matches your contributions dollar for dollar, with the potential for up to 7% per pay period Employee Stock Purchase Plan -- allows stock purchases at discounted price Tuition assistance for undergraduate and graduate level courses Know someone at CONMED? Have them submit you as a referral before applying for this position to be eligible for our Employee Referral Program incentives! CONMED is an equal opportunity employer and does not discriminate on the basis of any legally protected status or characteristic. Protected veterans and individuals with disabilities are encouraged to apply. The Know Your Rights: Workplace Discrimination is Illegal Poster reaffirms this commitment. Colorado Residents: In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information. If you feel you need a reasonable accommodation pursuant to the ADA, you are encouraged to contact us at ************ option #5.

Job DescriptionJob DescriptionDirector of Human Resources

Perform functions to assist with various aspects of Human Resources within assigned properties, including recruitment, associate relations, compensation, benefits administration and compliance, guided by precedent and working within the limits of established policies and procedures. The HR Generalist is a Hybrid position. The Office is in St. Petersburg, Florida. Your Responsibilities: * Serve as Human Resources contact for assigned properties. Respond to associate and management inquiries regarding policies, procedures, and programs. * Ensure compliance with HR related federal, state and local requirements and regulations, including but not limited to, Workers' Compensation, FMLA, I-9s, FLSA, EEO and FCRA . * Provide support with associate relation counseling and related activities. Assist management in the implementation and communication of associate handbooks, policies, procedures and provide interpretation as needed. Participate in the investigation of associate complaints. * Assist with the population and maintenance of the Human Resource Information System. * Partner with HR Corporate to administer functions in the areas of training and associate development, compensation and benefits. Coordinate daily transactions within properties and provide guidance and assistance to associates with research, questions and concerns. Participate in the annual benefits enrollment and performance evaluations processes. * May administer the recruiting process for specified properties. Place advertisements for job openings in approved sites. Receive, acknowledge, review, and file applications. Set interview appointments, and perform background checks and document findings. Maintain electronic application tracking system. * Coordinate the on-boarding process. Complete and maintain necessary documentation and may coordinate and conduct new hire orientation. * Coordinate the termination process including conducting exit interviews and completing necessary documentation. Skills & Responsibilities: * Bachelor's degree in human resources or related field from an accredited college or university, and three to five years of HR experience; or equivalent combination of education and experience. * Conduct business at all times with the highest standards of personal, professional and ethical conduct. * Perform or assist with any operations as required to maintain workflow and to meet schedules. Notify supervisor of unusual equipment or operating problems and the need for additional material and supplies. * May participate in any variety of meetings and work groups to integrate activities, communicate issues, obtain approvals, resolve problems and maintain specified level of knowledge pertaining to new developments, requirements, policies, and regulatory guidelines. * Ensure all safety precautions are followed while performing the work. * Follow all policies and Standard Operating Procedures as instructed by Management. * Perform any range of special projects, tasks and other related duties as assigned. * Visit assigned properties as required Travel: Work involves driving/traveling to properties. What we offer: As a full-time exempt associate, you will be eligible for full comprehensive benefits to include your choice of multiple medical plans, dental, and vision. In addition, you will be eligible for time off benefits, paid holidays, and a 401k with company match. Occasional travel may be required to attend training and other company functions. Disclaimer: The above information on this description has been designed to indicate the general nature and level of work performed by associates within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of associates assigned to this job. This is not an all-inclusive job description; therefore, management has the right to assign or reassign schedules, duties and responsibilities to this job at any time. #LI-TL1 INDHOH

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.

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

Employment Type: Contract Business Unit: Global External Workforce and HR Connect Americas Duration: 8+ months (with likely extensions) Notes: 100% onsite once COVID restrictions are lifted. Must be willing to work a 11:00am - 8:00pm Eastern Time. Must be based in Tampa, FL. Fluent in English and Spanish and ability to communicate effectively, both in English and Spanish, verbally and in written word. Posting Date: 04/25/2022 3 Key Consulting is hiring an Associate Human Resources for a consulting engagement with our direct client, a leading global biopharmaceutical company. Job Description: Client is seeking an Associate of Human Resources who will work on our Employee Services group. This person will have the opportunity to learn about the many aspects of human resources administration as they provide customer service support to staff members and managers as a member of our service delivery team. Additionally, the Incumbent will work with highly confidential information of all staff at all levels within the organization. Role Responsibilities: Triage inquiries/ raise issues according to defined processes and procedures; These issues may include: navigational support/answers regarding Workday, payroll, incident management Perform transactions and suggest improvements in Workday while maintaining content in the team's knowledgebase program Use pro-active communications to contribute to improving relationships and service levels with staff and Center of Excellence partners Providing superb customer service as measured by Service Level Agreements and contact center metrics. Support and back up other team members in their daily activities while encouraging and sustaining a positive work environment that fosters team performance through own work and behavior Manage other assigned activities as necessary Basic Qualifications: Bachelor's degree OR Associate degree and 4 years of Customer Service experience OR High school diploma / GED and 6 years of Customer Service experience Preferred Qualifications: 2 plus years' experience in Human Resources, Customer Service or Payroll Effective analytical thinking and attention to detail or related internship experience demonstrating same Strong working knowledge of Microsoft Word, Excel, and Power Point Ability to multi-task in a fast-paced environment to meet deadlines Strong team player who can collaborate with colleagues on complex tasks Flexibility to work hours in support of the west coast time zone, 10am to 7pm or 11am to 8pm Why is the Position Open? Supplement additional workload on team. Top Must-Have Skill Sets: 2 plus years' experience in Human Resources or Payroll 2 plus years experience in Customer Service or Shared Services Fluent in English and Spanish and ability to communicate effectively, both in English and Spanish, verbally and in written word Effective analytical thinking and attention to detail Employee Value Proposition: For business continuity in order to service our staff member considering our current staffing shortage , we need to expedite to job requisitions for the HR Connect EW roles. Red Flags: Lack of experience Human Resource or Payroll experience Lack of customer service or shared service experience Multiple employment gaps Grammar and spelling errors Interview process: Phone screening followed by in-person interview. We invite qualified candidates to send your resume to **************************. If you decide that you're not interested in pursuing this particular position, please feel free to take a look at the other positions on our website ******************************* You are also welcome to share this opportunity with anyone you think might be interested in applying for this role. Regards, 3KC Talent Acquisition Team

Salary: $62,100 - $65,000 annually Hillsborough County is committed to supporting the health and wellbeing of the people who serve our community. The Human Resource Wellness Coordinator (Nutrition-Focused) plays a key role in that mission by designing and delivering engaging wellness programs that help employees eat well, feel better, and prevent chronic disease. In this role, you'll blend your expertise in nutrition with corporate wellness program management to create budget-friendly cooking classes, evidence-based education, and creative wellness initiatives that support the County's Well4Life programs. You'll help employees make informed choices about their health while supporting a culture of wellbeing across the organization. How You'll Make an Impact Wellness Program Management Develop, plan, and implement wellness initiatives that support the County's overall HR and benefits strategy. Monitor, evaluate, and report on wellness metrics, including employee participation and health outcomes. Partner with the County's health plan (e.g., Cigna) and other vendors to enhance preventive health and lifestyle management programs. Research best practices and trends in workplace wellness and recommend new ideas. Assist the Wellness Manager with policies, procedures, and incentive programs that encourage healthy behaviors. Nutrition Education & Programming Design and deliver nutrition-focused programs to support employees managing or preventing conditions such as diabetes, high blood pressure, and high cholesterol. Create interactive workshops, seminars, and digital content on topics like healthy eating, meal planning, label reading, and portion control. Plan and lead budget-friendly healthy cooking demonstrations and classes aligned with wellness themes (e.g., heart health, stress management, mindful eating). Develop and share practical educational materials (for example: “Fuel for Energy,” “Eat Smart on a Budget,” “Healthy Lunches at Work”). Collaborate with local chefs, vendors, and community partners to expand nutrition and cooking offerings. Collaboration & Communication Serve as the subject matter expert in nutrition and wellness for HR and County departments. Lead internal communications for nutrition and wellness campaigns (e.g., Meal Prep Mondays, Tasty Tuesdays, Eat Well-Work Well content on COIN). Work closely with HR Benefits, Communications, and other departments to ensure programs align with County goals and employee needs. Coordinate and support the Wellness Influencers network with resources, education, and friendly wellness challenges. Help support, monitor, and promote the use of on-site wellness and fitness spaces. Evaluation & Reporting Track participation and outcomes for wellness and nutrition initiatives using data and analytics. Prepare clear, professional reports and presentations for leadership to demonstrate progress toward wellness goals. Recommend program improvements based on trends, outcomes, and employee feedback. Ideal Candidate Profile Passionate about public service and improving the health of a diverse workforce. Strong background in nutrition, dietetics, or public health, with an understanding of how nutrition affects chronic disease and preventive health. Comfortable presenting to groups, engaging different audiences, and making complex health concepts easy to understand. Collaborative, relationship-focused, and able to work across departments and with external partners. Data-informed and comfortable using metrics to evaluate program success and make recommendations. Minimum Qualifications Education: Bachelor's degree in Nutrition, Dietetics, Public Health, or a related field; OR Credentialed as a Registered Dietitian (RD/RDN) or Certified Nutrition Specialist (CNS). Experience: At least two (2) years of experience in health promotion, nutrition education, or corporate/employee wellness programming. Licenses/Requirements: Possession of a valid Florida Driver's License. Reliable transportation to travel to various County worksites and field locations as needed. Preferred Qualifications Experience working in a corporate or employee wellness setting. Experience designing and delivering cooking demonstrations or hands-on nutrition programs. Familiarity with wellness technology platforms and digital engagement tools. Knowledge, Skills & Abilities Strong knowledge of nutrition, dietetics, and wellness promotion practices. Understanding of the relationship between nutrition, chronic disease management, and prevention. Familiarity with federal and state regulations impacting wellness programs (e.g., HIPAA, EEOC, GINA, ADA). Excellent presentation, public speaking, and group facilitation skills. Ability to research, analyze data, and evaluate program effectiveness. Strong interpersonal skills and the ability to build partnerships inside and outside the organization. Proficiency with Microsoft Office and comfort using wellness and digital engagement platforms. Physical & Work Conditions Regularly required to talk, hear, stand, walk, and use hands to handle or reach. Occasionally required to sit, climb, or kneel; must be able to lift up to 50 pounds (e.g., program materials, equipment). Classified as Medium Work - exerting up to 50 pounds occasionally and/or 20 pounds frequently to move objects. Emergency Management Responsibilities In the event of an emergency or disaster, an employee may be required to respond promptly to duties and responsibilities as assigned by the employee's department, the County's Office of Emergency Management, or County Administration. Such assignments may be for before, during or after the emergency/disaster. When you join Hillsborough County, you join a team dedicated to public service and making a difference in the community we serve. In addition to meaningful work, eligible employees enjoy a comprehensive benefits package that may include: Generous paid time off and holiday schedule Multiple health insurance plan options Dental and vision coverage Health Savings and Flexible Spending Accounts Life insurance and disability coverage Employee Assistance Program (EAP) Retirement plans and deferred compensation options Tuition reimbursement and professional development opportunities