Human Resources Business Partner jobs at Lineage Logistics - 148 jobs

When you join Hines, you will embark on a career journey fueled by vision and guided by leaders who set the standards of our industry. Our legacy is rooted in innovation and excellence, earning us a spot on Fast Company's esteemed annual list of the World's Most Innovative Companies, as well as recognition as one of U.S. News & World Report's Best Companies to Work For in 2024. Discover endless opportunities to grow and make your mark at Hines. Responsibilities As the Senior Manager, HR Business Partner for our Americas Real Estate Support at Hines, you will be a trusted thought partner and analytical problem-solver to our senior business leaders and HR. You'll bring a data-driven mindset, strong business acumen, and a passion for translating complex information into insight. Your work will directly shape strategic decisions on organizational design, workforce planning, and talent management. This role is ideal for someone who enjoys turning numbers into narratives and using analytics to inform people and business outcomes. You will partner closely with senior leaders across the Americas Real Estate businesses-ensuring disciplined, data-informed HR strategy and flawless execution. You'll also serve as a key connector to HR centers of excellence, ensuring analytical consistency and operational rigor across all HR processes, while aligning HR goals with broader business priorities and adapting quickly as those priorities evolve based on leadership feedback. Strategic Talent Partner * Partner with senior leaders across Acquisitions & Development, Asset Management, and Design & Construction to deliver an integrated, data-driven HR strategy that is directly in service of business goals * Present in senior business meetings to provide data-backed recommendations that shape our most important talent strategies * Lead and operationalize key people initiatives, including performance reviews, compensation, promotions, and hiring - ensuring structure and equity in the process, and measurability of impact * Bring discipline to HR workstreams, ensuring talent analyses are grounded in benchmarks - and aligning insights and strategies with measurable action plans * When data is incomplete or directional, use strategic judgment to create structure, recommend next steps, and guide the business toward the strongest outcomes Workforce Planning and Analytics * Develop and maintain organizational KPIs that allow leaders to monitor and improve the health of our business * Build, analyze, and interpret data on headcount, compensation, hiring, and performance to support business planning * Identify trends, diagnose root causes, and propose data-informed solutions on topics like span of control, role leveling, and equity of opportunity * Partner with Finance and HRIS to reconcile and ensure data integrity across systems HR Centers of Excellence Connector * Work closely with Talent Acquisition, Compensation, Benefits, and Employee Relations to align hiring strategies, retention actions, and overall talent plans * Partner with Talent Acquisition to develop and execute recruiting strategies, ensuring strong calibration on skills and long-term talent needs for the business * Track HR cases, approvals, and data requests to ensure clarity of ownership, timely execution, and cross-functional alignment Qualifications Minimum Requirements include: * Bachelor's degree from an accredited institution. * 8+ years of HR generalist experience or 3+ years of applicable consulting experience * Demonstrated experience supporting senior stakeholders and managing confidential or sensitive topics * Experience with compensation, performance management, and organizational planning preferred * Consistent attention to detail and meeting deadlines; strong project management skills * Ability to synthesize complex people and business topics into clear and actionable recommendations * Advanced Excel and PowerPoint skills * Experience presenting to senior leadership; exceptional communication skills * Ability to build strong, trusting relationships and to influence across all levels / roles throughout the organization * Comfortable operating within ambiguity and manage shifting priorities * Compensation: San Francisco: $150,000 - $185,000; Houston - will be based on experience Closing At Hines, we strive for excellence as a leading global real estate investment manager, driven by our by our belief that real estate is fundamentally about people. Our diverse portfolio spans $93.2 billion¹ of assets across such property types as living, office, retail, mixed-use, logistics and life science projects - all designed to enhance value, connection and inspiration. Our strategic approach integrates local expertise with global knowledge, taking calculated risks aligned with our convictions to exceed expectations and tailor solutions to our clients' needs. While our projects are renowned for enhancing cities and pioneering sustainable practices, we recognize that the true driving force behind Hines' success is our 5,000 dedicated employees in 30 countries who draw on our 65-year history to build the world forward. This is why we prioritize investing in our people, offering comprehensive training, competitive compensation, robust benefits and generous vacation packages. By centering our focus on the growth and wellbeing of our team, we cultivate an inclusive environment where everyone, including our clients, can thrive. Hines is proud to be named to Fast Company's prestigious annual list of the World's Most Innovative Companies for 2024. ¹Includes both the global Hines organization and RIA AUM as of December 31, 2023. We are an equal opportunity employer and support workforce diversity. No calls or emails from third parties at this time please.

When you join Hines, you will embark on a career journey fueled by vision and guided by leaders who set the standards of our industry. Our legacy is rooted in innovation and excellence, earning us a spot on Fast Company's esteemed annual list of the World's Most Innovative Companies, as well as recognition as one of U.S. News & World Report's Best Companies to Work For in 2024. Discover endless opportunities to grow and make your mark at Hines. Responsibilities As the Senior Manager, HR Business Partner for our Americas Real Estate Support at Hines, you will be a trusted thought partner and analytical problem-solver to our senior business leaders and HR. You'll bring a data-driven mindset, strong business acumen, and a passion for translating complex information into insight. Your work will directly shape strategic decisions on organizational design, workforce planning, and talent management. This role is ideal for someone who enjoys turning numbers into narratives and using analytics to inform people and business outcomes. You will partner closely with senior leaders across the Americas Real Estate businesses-ensuring disciplined, data-informed HR strategy and flawless execution. You'll also serve as a key connector to HR centers of excellence, ensuring analytical consistency and operational rigor across all HR processes, while aligning HR goals with broader business priorities and adapting quickly as those priorities evolve based on leadership feedback. Strategic Talent Partner Partner with senior leaders across Acquisitions & Development, Asset Management, and Design & Construction to deliver an integrated, data-driven HR strategy that is directly in service of business goals Present in senior business meetings to provide data-backed recommendations that shape our most important talent strategies Lead and operationalize key people initiatives, including performance reviews, compensation, promotions, and hiring - ensuring structure and equity in the process, and measurability of impact Bring discipline to HR workstreams, ensuring talent analyses are grounded in benchmarks - and aligning insights and strategies with measurable action plans When data is incomplete or directional, use strategic judgment to create structure, recommend next steps, and guide the business toward the strongest outcomes Workforce Planning and Analytics Develop and maintain organizational KPIs that allow leaders to monitor and improve the health of our business Build, analyze, and interpret data on headcount, compensation, hiring, and performance to support business planning Identify trends, diagnose root causes, and propose data-informed solutions on topics like span of control, role leveling, and equity of opportunity Partner with Finance and HRIS to reconcile and ensure data integrity across systems HR Centers of Excellence Connector Work closely with Talent Acquisition, Compensation, Benefits, and Employee Relations to align hiring strategies, retention actions, and overall talent plans Partner with Talent Acquisition to develop and execute recruiting strategies, ensuring strong calibration on skills and long-term talent needs for the business Track HR cases, approvals, and data requests to ensure clarity of ownership, timely execution, and cross-functional alignment Qualifications Minimum Requirements include: Bachelor's degree from an accredited institution. 8+ years of HR generalist experience or 3+ years of applicable consulting experience Demonstrated experience supporting senior stakeholders and managing confidential or sensitive topics Experience with compensation, performance management, and organizational planning preferred Consistent attention to detail and meeting deadlines; strong project management skills Ability to synthesize complex people and business topics into clear and actionable recommendations Advanced Excel and PowerPoint skills Experience presenting to senior leadership; exceptional communication skills Ability to build strong, trusting relationships and to influence across all levels / roles throughout the organization Comfortable operating within ambiguity and manage shifting priorities Compensation: San Francisco: $150,000 - $185,000; Houston - will be based on experience Closing At Hines, we strive for excellence as a leading global real estate investment manager, driven by our by our belief that real estate is fundamentally about people. Our diverse portfolio spans $93.2 billion¹ of assets across such property types as living, office, retail, mixed-use, logistics and life science projects - all designed to enhance value, connection and inspiration. Our strategic approach integrates local expertise with global knowledge, taking calculated risks aligned with our convictions to exceed expectations and tailor solutions to our clients' needs. While our projects are renowned for enhancing cities and pioneering sustainable practices, we recognize that the true driving force behind Hines' success is our 5,000 dedicated employees in 30 countries who draw on our 65-year history to build the world forward. This is why we prioritize investing in our people, offering comprehensive training, competitive compensation, robust benefits and generous vacation packages. By centering our focus on the growth and wellbeing of our team, we cultivate an inclusive environment where everyone, including our clients, can thrive. Hines is proud to be named to Fast Company's prestigious annual list of the World's Most Innovative Companies for 2024. ¹Includes both the global Hines organization and RIA AUM as of December 31, 2023. We are an equal opportunity employer and support workforce diversity. No calls or emails from third parties at this time please. We can recommend jobs specifically for you! Click here to get started.

About Us At WeWork, we provide flexible workspace solutions to help businesses of all sizes thrive in more than 37 countries worldwide. The future of work is here, and we're not just a part of that movement-we're leading it. United by a desire to build a global community, our purpose is to give members the support to do their best work, and the space to take their ideas to new heights. Join us as we empower tomorrow's world at work. About the Opportunity We are looking for a Senior Manager, HR Business Partner to partner and collaborate with WeWork's functional Leaders to drive growth, increase efficiency, strengthen people capabilities and enable scale across the business and organization. You will be responsible for both contributing to the development of organization and people programs & initiatives, as well as the successful execution of various company wide people programs, business specific change initiatives, and employee engagement activities. In this role, you will: Act as a partner, trusted advisor, coach, and consultant for the senior most leaders, as well as managers, and employees. Collaborate with your dedicated Functional Leaders to understand the specific business needs and build people initiatives which align to their functional objectives but have a people focus in line with our WeWork Values. This will involve challenging them to be creative and innovative and support them in delivering with a People focused mindset. Partner closely with our Global People Team to be able to deliver on critical initiatives such as talent assessments, compensation planning & analytics, leadership development & training, organizational design, change management & communication strategies. Actively educate and provide strategic solutions to the business on employee retention, performance management, conflict resolution, compensation, promotion readiness, policy compliance, employment law, and separations. Deliver seamless People support to managers and employees by using people programs, processes and systems, educating on policies & standard methodologies, and always acting with authenticity, trust and respect. Works independently and effectively with robust data sets, such as employee engagement, performance and attrition metrics, to analyze and identify trends, issues and opportunities. Build and maintain knowledge of industry trends, employment legislation and ensure company compliance. Use company policy as a guide for decisions while problem solving in ambiguous situations. About You Does the below sound like you? If so, we'd love to hear from you! Bachelor's degree in a relevant subject. 8+ years HR Partnering experience, preferably within a fast-growing organization, or equivalent experience and exposure in a HR specialist role (e.g. Compensation, Employee Relations, Talent Development). Advantageous to have proven subject matter expertise in at least 1 or more functional areas of HR (e.g. compensation, talent development, M&A, etc.) Outstanding collaboration, problem solving skills, and solutioning skills, with an ability to understand & use data, identify value opportunities, and implement and drive processes. Customer-first attitude, inclusive of strong listening skills and the desire to achieve shared successes. Results-driven, user-centric, innovative, and comfortable in a highly matrixed and hyper growth environment. An ability to adapt quickly and seek constant learnings. Compensation & Benefits Base Pay: $123,750 to $170,000 annually Incentive Compensation: WeWork employees are eligible to participate in an incentive plan specific to their role. Your recruiter will detail what incentive plan is applicable to this specific role. WeWork incentive plans are subject to the terms of the applicable incentive compensation plan, which will be made available to you after commencing employment. WeWork reserves the right to amend its incentive plans, and nothing in this job requisition or any other document creates a right to a specific incentive plan payment. Benefits: Full-time employees are eligible for comprehensive benefits (subject to the terms of applicable plans/policies/agreements, which will be made available to you after commencing employment), including: 20 days of PTO, approximately 13 paid holidays, and 80 hours of paid sick time per full calendar year; 16 weeks paid parental leave; competitive healthcare benefits; 401k plan; and life and AD&D insurance. Life at WeWork Being a WeWorker is more than just a job. We believe the magic of work is sparked by the passion you bring, the places you go, the people you meet and the purpose you follow. And it starts here. Here you will brush shoulders with those who dare to dream and do. Here you will be welcomed by a community that embraces and inspires you-because together we can achieve more. Here we challenge ideas, and explore new ways of getting things done. Whether you are part of our Employee Community Groups, or part of a global project, we ask you to bring your open-minded attitude and collaborative spirit. In return, you will be part of a team where your unique perspectives are celebrated. WeWork is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon gender, sexual orientation, marital or civil status, pregnancy (or pregnancy-related conditions), gender identity or expression, transgender status or gender reassignment, race, color, national origin or ancestry, citizenship, religion or religious beliefs, age, physical or mental disability, genetic information (including genetic testing and characteristics), military or veteran status, or any other grounds or characteristic that is protected under the law. WeWork is also proud to be an affirmative action employer with respect to veterans and individuals with disabilities.

When you join Hines, you will embark on a career journey fueled by vision and guided by leaders who set the standards of our industry. Our legacy is rooted in innovation and excellence, earning us a spot on Fast Company's esteemed annual list of the World's Most Innovative Companies, as well as recognition as one of U.S. News & World Report's Best Companies to Work For in 2024. Discover endless opportunities to grow and make your mark at Hines. Responsibilities As the Senior Manager, HR Business Partner for our Americas Real Estate Support at Hines, you will be a trusted thought partner and analytical problem-solver to our senior business leaders and HR. You'll bring a data-driven mindset, strong business acumen, and a passion for translating complex information into insight. Your work will directly shape strategic decisions on organizational design, workforce planning, and talent management. This role is ideal for someone who enjoys turning numbers into narratives and using analytics to inform people and business outcomes. You will partner closely with senior leaders across the Americas Real Estate businesses-ensuring disciplined, data-informed HR strategy and flawless execution. You'll also serve as a key connector to HR centers of excellence, ensuring analytical consistency and operational rigor across all HR processes, while aligning HR goals with broader business priorities and adapting quickly as those priorities evolve based on leadership feedback. Strategic Talent Partner Partner with senior leaders across Acquisitions & Development, Asset Management, and Design & Construction to deliver an integrated, data-driven HR strategy that is directly in service of business goals Present in senior business meetings to provide data-backed recommendations that shape our most important talent strategies Lead and operationalize key people initiatives, including performance reviews, compensation, promotions, and hiring - ensuring structure and equity in the process, and measurability of impact Bring discipline to HR workstreams, ensuring talent analyses are grounded in benchmarks - and aligning insights and strategies with measurable action plans When data is incomplete or directional, use strategic judgment to create structure, recommend next steps, and guide the business toward the strongest outcomes Workforce Planning and Analytics Develop and maintain organizational KPIs that allow leaders to monitor and improve the health of our business Build, analyze, and interpret data on headcount, compensation, hiring, and performance to support business planning Identify trends, diagnose root causes, and propose data-informed solutions on topics like span of control, role leveling, and equity of opportunity Partner with Finance and HRIS to reconcile and ensure data integrity across systems HR Centers of Excellence Connector Work closely with Talent Acquisition, Compensation, Benefits, and Employee Relations to align hiring strategies, retention actions, and overall talent plans Partner with Talent Acquisition to develop and execute recruiting strategies, ensuring strong calibration on skills and long-term talent needs for the business Track HR cases, approvals, and data requests to ensure clarity of ownership, timely execution, and cross-functional alignment Qualifications Minimum Requirements include: Bachelor's degree from an accredited institution. 8+ years of HR generalist experience or 3+ years of applicable consulting experience Demonstrated experience supporting senior stakeholders and managing confidential or sensitive topics Experience with compensation, performance management, and organizational planning preferred Consistent attention to detail and meeting deadlines; strong project management skills Ability to synthesize complex people and business topics into clear and actionable recommendations Advanced Excel and PowerPoint skills Experience presenting to senior leadership; exceptional communication skills Ability to build strong, trusting relationships and to influence across all levels / roles throughout the organization Comfortable operating within ambiguity and manage shifting priorities Compensation: San Francisco: $150,000 - $185,000; Houston - will be based on experience Closing At Hines, we strive for excellence as a leading global real estate investment manager, driven by our by our belief that real estate is fundamentally about people. Our diverse portfolio spans $93.2 billion¹ of assets across such property types as living, office, retail, mixed-use, logistics and life science projects - all designed to enhance value, connection and inspiration. Our strategic approach integrates local expertise with global knowledge, taking calculated risks aligned with our convictions to exceed expectations and tailor solutions to our clients' needs. While our projects are renowned for enhancing cities and pioneering sustainable practices, we recognize that the true driving force behind Hines' success is our 5,000 dedicated employees in 30 countries who draw on our 65-year history to build the world forward. This is why we prioritize investing in our people, offering comprehensive training, competitive compensation, robust benefits and generous vacation packages. By centering our focus on the growth and wellbeing of our team, we cultivate an inclusive environment where everyone, including our clients, can thrive. Hines is proud to be named to Fast Company's prestigious annual list of the World's Most Innovative Companies for 2024. ¹Includes both the global Hines organization and RIA AUM as of December 31, 2023. We are an equal opportunity employer and support workforce diversity. No calls or emails from third parties at this time please. We can recommend jobs specifically for you! Click here to get started.

When you join Hines, you will embark on a career journey fueled by vision and guided by leaders who set the standards of our industry. Our legacy is rooted in innovation and excellence, earning us a spot on Fast Company's esteemed annual list of the World's Most Innovative Companies, as well as recognition as one of U.S. News & World Report's Best Companies to Work For in 2024. Discover endless opportunities to grow and make your mark at Hines. Responsibilities As the Senior Manager, HR Business Partner for our Americas Real Estate Support at Hines, you will be a trusted thought partner and analytical problem-solver to our senior business leaders and HR. You'll bring a data-driven mindset, strong business acumen, and a passion for translating complex information into insight. Your work will directly shape strategic decisions on organizational design, workforce planning, and talent management. This role is ideal for someone who enjoys turning numbers into narratives and using analytics to inform people and business outcomes. You will partner closely with senior leaders across the Americas Real Estate businesses-ensuring disciplined, data-informed HR strategy and flawless execution. You'll also serve as a key connector to HR centers of excellence, ensuring analytical consistency and operational rigor across all HR processes, while aligning HR goals with broader business priorities and adapting quickly as those priorities evolve based on leadership feedback. Strategic Talent Partner Partner with senior leaders across Acquisitions & Development, Asset Management, and Design & Construction to deliver an integrated, data-driven HR strategy that is directly in service of business goals Present in senior business meetings to provide data-backed recommendations that shape our most important talent strategies Lead and operationalize key people initiatives, including performance reviews, compensation, promotions, and hiring - ensuring structure and equity in the process, and measurability of impact Bring discipline to HR workstreams, ensuring talent analyses are grounded in benchmarks - and aligning insights and strategies with measurable action plans When data is incomplete or directional, use strategic judgment to create structure, recommend next steps, and guide the business toward the strongest outcomes Workforce Planning and Analytics Develop and maintain organizational KPIs that allow leaders to monitor and improve the health of our business Build, analyze, and interpret data on headcount, compensation, hiring, and performance to support business planning Identify trends, diagnose root causes, and propose data-informed solutions on topics like span of control, role leveling, and equity of opportunity Partner with Finance and HRIS to reconcile and ensure data integrity across systems HR Centers of Excellence Connector Work closely with Talent Acquisition, Compensation, Benefits, and Employee Relations to align hiring strategies, retention actions, and overall talent plans Partner with Talent Acquisition to develop and execute recruiting strategies, ensuring strong calibration on skills and long-term talent needs for the business Track HR cases, approvals, and data requests to ensure clarity of ownership, timely execution, and cross-functional alignment Qualifications Minimum Requirements include: Bachelor's degree from an accredited institution. 8+ years of HR generalist experience or 3+ years of applicable consulting experience Demonstrated experience supporting senior stakeholders and managing confidential or sensitive topics Experience with compensation, performance management, and organizational planning preferred Consistent attention to detail and meeting deadlines; strong project management skills Ability to synthesize complex people and business topics into clear and actionable recommendations Advanced Excel and PowerPoint skills Experience presenting to senior leadership; exceptional communication skills Ability to build strong, trusting relationships and to influence across all levels / roles throughout the organization Comfortable operating within ambiguity and manage shifting priorities Compensation: San Francisco: $150,000 - $185,000; Houston - will be based on experience Closing At Hines, we strive for excellence as a leading global real estate investment manager, driven by our by our belief that real estate is fundamentally about people. Our diverse portfolio spans $93.2 billion¹ of assets across such property types as living, office, retail, mixed-use, logistics and life science projects - all designed to enhance value, connection and inspiration. Our strategic approach integrates local expertise with global knowledge, taking calculated risks aligned with our convictions to exceed expectations and tailor solutions to our clients' needs. While our projects are renowned for enhancing cities and pioneering sustainable practices, we recognize that the true driving force behind Hines' success is our 5,000 dedicated employees in 30 countries who draw on our 65-year history to build the world forward. This is why we prioritize investing in our people, offering comprehensive training, competitive compensation, robust benefits and generous vacation packages. By centering our focus on the growth and wellbeing of our team, we cultivate an inclusive environment where everyone, including our clients, can thrive. Hines is proud to be named to Fast Company's prestigious annual list of the World's Most Innovative Companies for 2024. ¹Includes both the global Hines organization and RIA AUM as of December 31, 2023. We are an equal opportunity employer and support workforce diversity. No calls or emails from third parties at this time please.

Job Description Meriton is a national team of experts driving HVAC innovation through a network of high-performing companies. From strategy and support to systems and solutions, we work behind the scenes to strengthen operations and build value-for our partners and our people. If you're looking to make an impact, we're glad you're here. At Meriton, you'll join a team that believes in big ideas, doing great work, and building careers that matter-every step of the way. Position Description Job Title: People Strategy Partner Location: Doral/Miami, FL, Tampa, FL, or Jacksonville, FL (Travel to other FL offices required) Reports to: Chief People Officer FLSA Status: Exempt The Opportunity We are searching for a People Strategy Partner to join the People team to advance growth and fulfill strategic objectives as they apply to the human resources function. This role will report to the Chief People Officer and serve as a consultative and strategic partner to the leadership of our operating companies and shared services. The people Strategy Partner will be the dedicated advisor and support business leaders in driving the deployment of people initiatives within the business. Must be flexible in work schedule as well as be able to travel frequently as needs arise. Responsibilities: Provide strategic partnership and coaching to business leaders, managers, and team members to positively impact talent engagement, development, and retention. Actively participate in leadership meetings alongside the sales and operational leadership for the business they support. Provide effective guidance and coaching to leaders on HR policies, managing individual and team development and performance to achieve targeted business goals. Able to lead and coach by using relationships and influence through others to achieve the business's desired outcome. Guide leaders in identifying and developing emerging talent through talent review discussions and individual development planning. Seek to understand employees at all levels and drive consistent employee communications for clarity and focus within the business unit and across the organization. Develop HR plans and strategies to support achieving the company's business objectives. Strategic partnership with business leaders to develop a roadmap to ensure the people, programs, and processes align with business direction and create a career path, growth, and positive impact for all parties, creating a win-win. Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. Participate in the investigation and resolution of ongoing employee relations problems, anticipate problems whenever possible, and develop appropriate steps for resolution. Build strong relationships across the shared services teams that foster trust and communication. Collaborate within and across the HR teams to develop best practices for operating companies. Assist team members and leadership with developmental programs. Ensure effective controls are in place to proactively manage organizational risk and remain in compliance with company policies and procedures. Explore and identify emerging trends in strategies, approaches, and locations for recruiting, specifically in the HVAC industry. Develop plans for position successions and employee promotion/transfer policies. Represent the company as a knowledgeable professional within the company who explores and identifies emerging trends, strategies, approaches, and education, specifically within the HVAC industry. Performs other incidental and related duties as required and assigned. Must conduct yourself ethically, legally, and responsibly at all times. Must adhere to the policies, principles, and guidance within the Employee Handbook Competencies: Excellent communication and interpersonal skills with the ability to build strong relationships across all levels of the organization. Demonstrated experience benchmarking and implementing industry-leading strategies, processes, and programs. Accountable and transparent with a strong work ethic and the ability to handle sensitive and confidential information with professionalism and discretion. A proven track record of effective leadership of managing and leading through organizational change. Ability to effectively communicate and present information one-on-one in group situations and outside of the company. High level of initiative with the ability to prioritize, multi-task, deal with ambiguity in a highly entrepreneurial environment, and champion change. Ability to develop and execute strategic people plans aligned with business objectives with expertise in Change Management. Knowledge of employment regulations with the Department of Labor (DOL), Equal Employment Opportunity Commission (EEOC), and other legal requirements. Strong communicator with the ability to influence and persuade across all levels of the organization, exercising a high degree of professionalism, poise, tact, and diplomacy to accomplish objectives and hold others accountable. Education / Experience: Bachelor's degree in Human Resources, Business, Management / Leadership, or a related field. A Minimum of seven years of progressive experience in several of the following functions: people operations, organizational design, performance & talent management, learning and development, and employee engagement. Preferred two years of experience in a Business Partner role and a proven ability to work through others. Exceptional relationship and stakeholder-building skills with proven experience in influencing, collaborating, and actively for the best outcome for the client and company. Excellent communication skills, both oral and written, as well as the ability to facilitate both small and large groups in a variety of forms, including presentations, working meetings, business reviews, and informal discussions Experience building an inclusive, engaging company culture in a distributed, remote & in-office environment. Knowledge of market compensation data processes and labor and employment/recruitment laws. Past experience with leading developmental programs, engagement surveys, action planning, and the performance management process. A background with nationwide multi-brand organizations in rapid growth mode and the onboarding of M&A, and experience in an entrepreneurial, nimble environment, where strategic building towards the company's vision was essential. Experience in, and comfortable with, serving in a player-coach capacity, having successfully led others directly and through relationships and influence. Proficient knowledge of all Microsoft products, social media platforms, applicant tracking systems, HRIS, CRM, and a successful track record of implementations. Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential duties and responsibilities of the position. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions. The work location is in a corporate setting where noise level is usually moderate, and stress levels may be moderate to high on a regular basis. Although the position's primary work location is the shared services office in Irving, Texas, the position does follow an in-office schedule. Depending upon project, position, and/or company needs, the hybrid schedule may be offered in coordination with the Chief People Officer (CPO) or other sponsor, as appropriate. The position will require the ability to work a flexible schedule in order to plan, host, and attend educational institution events as needed. This position does have a requirement of approximately 60% travel to various locations across the US. Physical Demands While performing the duties of this job, the employee is regularly required to use hands to operate the computer keyboard and telephone reach with hands and arms. The employee frequently is required to stand, walk, and sit. The employee is occasionally required to climb, balance, stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to twenty-five pounds and frequently lift and/or move up to fifty pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus Employment practices will not be influenced or affected by an applicant's or employee's race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship. Salary ranges listed are dependent upon a candidate's qualifications, experience, internal equity, and the budgeted amount for the specific role and location.

Job Description Are you ready for a new adventure where you can put your HR and employee engagement talents to work? We're Community Management Holdings (CMH), a family of community association (HOA) management companies serving over 500,000 homes across 12 states. We partner with boards and residents to run great communities-operationally, financially, and experientially. Our goal is to increase the value of being a CMH client by offering new services that deliver meaningful benefits to boards and residents-and to leverage our growing scale to adapt quickly to client needs. Our team is growing and we are seeking an HR Business Partner to serve as a strategic partner to our CMH community operations and business support teams. What you will accomplish: Work collaboratively to improve relationships, build morale, enhance the employee experience and increase productivity and retention Partner with managers to provide guidance on our policies and employment law Manage employee relations and employment law matters Conduct timely, effective, thorough and fact-based investigations of employee relations matters Ensure fairness, diversity, inclusion and equity throughout our organization Reduce legal risks and ensuring regulatory compliance Monitor employee satisfaction through exit interviews, stay interviews, employee surveys and employee engagement efforts Additional duties may be assigned as necessary, including some travel to ensure understanding of the business and how best to support our team members What we're looking for: Five plus years of progressive Human Resources experience, including resolving complex employee relations issues A Bachelor's degree in Human Resources, Communications, Business, or Psychology (or related degree) PHR or SHRM-CP certification or ability to obtain certification within one year of employment Community management industry experience (preferred) What we offer: Comprehensive benefits package including medical, dental, and vision Wellness program Flexible Spending Accounts Company-matching 401k contributions Paid time off for vacation, holidays, medical, and volunteering Paid parental leave Training and educational assistance Support programs, including Employee Assistance Program and Calm Health Optional benefits including short- and long-term disability, life insurance, and pet insurance Most importantly, a caring team who is dedicated to your success!

Job Description Are you ready for a new adventure where you can put your HR and employee engagement talents to work? We're Community Management Holdings (CMH), a family of community association (HOA) management companies serving over 500,000 homes across 12 states. We partner with boards and residents to run great communities-operationally, financially, and experientially. Our goal is to increase the value of being a CMH client by offering new services that deliver meaningful benefits to boards and residents-and to leverage our growing scale to adapt quickly to client needs. Our team is growing and we are seeking an HR Business Partner to serve as a strategic partner to our CMH community operations and business support teams. What you will accomplish: Work collaboratively to improve relationships, build morale, enhance the employee experience and increase productivity and retention Partner with managers to provide guidance on our policies and employment law Manage employee relations and employment law matters Conduct timely, effective, thorough and fact-based investigations of employee relations matters Ensure fairness, diversity, inclusion and equity throughout our organization Reduce legal risks and ensuring regulatory compliance Monitor employee satisfaction through exit interviews, stay interviews, employee surveys and employee engagement efforts Additional duties may be assigned as necessary, including some travel to ensure understanding of the business and how best to support our team members What we're looking for: Five plus years of progressive Human Resources experience, including resolving complex employee relations issues A Bachelor's degree in Human Resources, Communications, Business, or Psychology (or related degree) PHR or SHRM-CP certification or ability to obtain certification within one year of employment Community management industry experience (preferred) What we offer: Comprehensive benefits package including medical, dental, and vision Wellness program Flexible Spending Accounts Company-matching 401k contributions Paid time off for vacation, holidays, medical, and volunteering Paid parental leave Training and educational assistance Support programs, including Employee Assistance Program and Calm Health Optional benefits including short- and long-term disability, life insurance, and pet insurance Most importantly, a caring team who is dedicated to your success!

The Senior HR Business Partner (SR HRBP) is a strategic and hands-on advisor who leads complex employee relations and labor relations initiatives, drives HR compliance, and partners with leaders to build high performing, engaged teams. This role serves as a trusted consultant to leadership, an advocate for employees, and a steward of company policies and employment law compliance across a multi-state, field-focused environment. Serves as an employee champion, advocate, and change agent. Establishes partnerships within the Human Resources department and across functions to deliver value-added service to employees and leaders. The Senior HR Business Partner demonstrates and adheres to the Company values of safety, honesty, ownership, respect, and teamwork to ensure a successful partnership with customers and employees that result in OmniTRAX' s continued success. ESSENTIAL RESPONSIBILITIES Employee Relations: Develop and drive implementation of employee relations strategies, policies, and procedures. Understand business operations strategically and tactically to proactively manage employee relations and act as a change agent. Partner with leaders and employees to establish and maintain a positive work environment; encourage full use of diverse talents and abilities; function as an employee advocate; help drive corporate and business initiatives. Consult with managers to build high-performance teams and engaged employees; coach, counsel, and guide leadership on employee relations and HR compliance issues (e.g., FLSA, EEO, ADA) prior to employment actions. Perform timely, impartial, quality investigations and partner with leadership and employees to implement recommendations as a result of the investigation Ensure high-quality customer service while working with leadership and employees in coaching and counseling. Support performance management discussions; develop strategies with employees and managers to identify and resolve problems; recommend best courses of action, including terminations when appropriate. Ensure compliance with Company policies and applicable federal, state, and local laws and regulations; apply consistency across all employee relations activities. Act as key manager of the case management system Key user of the case management system to document and capture incidents, investigations, complaints, and disciplinary actions through resolution on a timely basis Responsible for ensuring data in the case management system is comprehensive and provide quality reporting of the data from the system Serve as an active participant, providing insight to leadership in the Organizational Capability Review program. Conduct all in-person exit interviews; manage feedback from stay interview and exit interview/surveys; compile and present quarterly trends to leadership Manage all involuntary terminations end-to-end, including investigations, suspensions, recommendations to leadership, and obtaining approvals. Organize and manage reduction-in-force (RIF) activities when business changes are required, including severance analysis, implementation timelines, meeting agendas, outplacement coordination, coaching managers on employee conversations, preparing/processing severance packets and payments, and addressing employee/manager questions. Labor Relations: Serve as subject matter expert on collective bargaining agreements (CBAs), advising HR and leadership on contract provisions and interpretation. Establish and maintain strong relationships with union representatives at field properties, union chairpersons, and other stakeholders. Lead coordination and management of collective bargaining negotiations for all labor contracts: Oversee administrative procedures for negotiation meetings, partnering with field leadership who acts as lead negotiator. Attend and record all negotiation meetings and manage follow-up tasks. Partner with HR and leadership to strategically review current and proposed contract changes and compile necessary information (reference documents, statistical data on labor legislation, labor market conditions, prevailing union/management practices, wage and salary surveys, and employee benefit programs) prior to CBA negotiations. Review contract provisions and proposed changes; collaborate with leaders to evaluate and recommend modifications. Collaborate with HR/Payroll to ensure all terms, wage and benefit revisions from newly signed agreements are accurately updated in HR systems. Provide labor relations training to leaders and HR Manage grievance processes per CBA, investigating and resolving grievances; advise, consult, and prepare responses for leadership in grievances, arbitrations, unfair labor practice proceedings, and other labor matters. Collaborate with Legal, affected leadership, and labor relations consultants on grievance, arbitration, and unfair labor practices; develop and write arbitration submissions supporting terminations; serve as the Company representative in all arbitration hearings. Issue reinstatement letters; partner with Payroll on back pay calculations; manage Railroad Board reinstatement requirements and support rail properties for returning employees. Manage and maintain case management system by recording and updating grievances, claims, hearings/investigations, arbitrations, and related activities. Policy Development and Compliance: Research and stay current on employment laws, trends, and best practices to ensure: HR activities comply with all federal, state, and local employment laws and regulations. Company policies are updated timely to remain compliant. Best-practice employment policies are identified, developed, and updated for business operations and overall HR compliance. Develop and deliver HR compliance training modules/webinars for leadership, including (but not limited to) sexual harassment prevention and discrimination. Design clear, modern, and accessible communication strategies to educate managers and employees on HR policies. Manage and prepare compliance audit reports, including annual filings to government agencies and vendors. Maintain and process unemployment notices and potential charges in a timely, efficient manner. OTHER DUTIES Due to the nature of the role, the employee may be required, as needed, to assume additional HR or business activities/projects to solve problems for the organization that are not part of their normal employee relations or labor relations activities. Leverage technology to deliver HR value: create HR measurements and analyses; recommend and implement techniques to improve productivity and increase efficiencies across employee relations processes. Assist with mergers and acquisitions (HR due diligence, integration planning, employee communications, and policy/process alignment). Recommend and implement improvements and compliance measures as needed for HR best practices. SUPERVISORY RESPONSIBILITIES None REQUIRED QUALIFICATIONS, KNOWLEDGE, SKILLS, AND ABILITIES Bachelor's degree in Human Resources, Business, or related field 10+ years of progressive generalist experience in Human Resources with a strong background in employee relations, labor relations and employment law compliance Experience working in a multi-state, field focused organization Strong business and financial acumen to align business strategies to people initiatives Service oriented attitude with a sense of urgency and attention to detail Ability to manage personnel issues with confidentiality, respect, discretion and professionalism Thought leader to develop best practice workplace policies, and procedures Strategic and critical thinker with tactical application: present innovative solutions to business challenges with foresight and “big picture” perspective Sound decision making and problem-solving skills; resolve complex employee relations issues Research and analyze data to arrive at valid conclusions, recommendations and plans of action Identify and prioritize key HR needs; strategically develop and implement appropriate programs Superb consultation and influencing skills: establish trusted relationships with both employees and leaders Solid understanding and skill to be impartial, and exhibit extreme fairness to assess each situation Excellent verbal and written communication skills; effectively converse with all levels of the company Proficient computer skills in Microsoft Office Suite Professional integrity and accountability Ability to be agile and adapt to change & ambiguity well Work in fast-paced, collaborative environment PREFERRED QUALIFICATIONS, KNOWLEDGE, SKILLS, AND ABILITIES Previous experience in Rail Transportation, Supply Chain Logistics, Manufacturing Labor Relations experience and working with collective bargaining agreements Experience managing difficult employee relations issues PREFERRED CERTIFICATIONS AND LICENSES SPHR, PHR, SHRM-SCP or SHRM-CP WORK ENVIRONMENT Work in a climate-controlled office and routinely use standard office equipment TRAVEL Up to 25%, as the business requires PHYSICAL REQUIREMENTS Physical Requirements % of Work Time Remain in a seated position 80% Speak and hear clearly 100% Lift office products and supplies, up to 20lbs. 20% Stoop, kneel, bend and reach 10% Dexterity to write and manipulate keyboard and mouse 100% COMPENSATION Estimated Starting Annual Salary: $122,249 Exact starting salary is determined by merit; seniority; geographic location; education, training, and/or experience related to job duties and responsibilities FLSA Status: Exempt, Not Eligible for Overtime Eligible for Participation - Annual Discretionary Bonus BENEFITS • 401(k) / 401(k) matching• AD&D insurance• Dental insurance• Disability insurance• Employee assistance program• Health insurance• Health savings account• Life insurance• Mental wellbeing resources• Paid Maternity leave• Paid Parental leave• Referral program• Relocation assistance• Sick time• Vacation time• Vision insurance

Who: A fast-growing company seeking a strategic HR Business Partner to support leadership and drive workforce success. What: You will serve as a trusted advisor to leadership, lead employee relations, manage open enrollment, and work with hiring managers to identify recruiting needs. When: Actively hiring to support immediate organizational growth and transformation. Where: Preferably Atlanta, GA, but open to strong candidates nationwide. Why: We need a hands-on HR expert to strengthen our people strategy, improve employee engagement, and stabilize retention. Office Environment: In-Office Salary: $90,000 to $110,000 depending on experience and location. Position Overview: We are hiring an HR Business Partner to join our leadership team and help scale our rapidly expanding healthcare business. You will work closely with executives and frontline leaders to align HR strategies with business goals. The ideal candidate will have strong experience in employee relations, benefits administration, and talent planning support. Key Responsibilities: ● Serve as a key advisor to department heads and leadership on all people-related matters ● Lead employee relations including conflict resolution, investigations, and policy enforcement ● Manage and execute open enrollment processes and benefits communication ● Partner with hiring managers to assess staffing needs and coordinate with recruiting teams ● Support organizational change initiatives and talent development efforts ● Ensure consistent application of HR policies, procedures, and employment law compliance ● Help drive employee engagement and improve retention through proactive HR strategies Qualifications: ● 5-8 years of progressive HR experience, preferably in operations, or multi-site environments ● Proven success in employee relations, benefits management (including open enrollment), and HR compliance ● Strong collaboration skills and ability to influence leaders at all levels ● Experience working with recruiting teams to align hiring plans with business goals ● Comfortable in fast-paced, high-growth, and evolving environments ● PHR/SPHR or SHRM-CP/SCP preferred If you're interested in learning more about this opportunity or would like to discuss your qualifications, please apply now.

The Vice President of Human Resources is responsible for developing and executing human resources strategy in support of the organization's overall business plan and strategic direction, with emphasis on talent acquisition, compensation, benefits, and associate relations. The VP of HR leads a high performing HR team that champions culture, drives results, supports leaders, and enables associates to do their best work. Principal Duties and Responsibilities Collaborates with Operations and Corporate leadership to support organizational goals through talent management and a positive, strong, and values driven culture Influences, advises, and supports leaders through organizational change, including structures, people practices and best practice initiatives Provides guidance, training, and coaching to leaders and associates regarding performance expectations and management, talent acquisition, disciplinary procedures, and other associate matters Leads or conducts investigations into employment matters and coordinates necessary actions Conducts exit interviews for upper management positions Researches, develops, and implements competitive compensation, benefits, performance management, and incentive programs Identifies and tracks key performance indicators for human resources and talent functions; assesses market competitiveness and recommends adjustments based on findings Ensures compliance with employment, benefits, insurance, safety, and other applicable laws, regulations, and related requirements in all local operating jurisdictions Assesses regulatory and other requirements and implements necessary policies and procedures for new operating markets Exemplifies Diversity, Equity, and Inclusion (DE&I) by actively participating in the DE&I Council while maintaining an environment that emphasizes associate engagement and developing and implementing council recommendations Supervises the Sr. Talent Acquisition Manager, Sr. HR Specialist, and Benefits Manager. Responsibilities include interviewing, hiring, onboarding, and developing associates; planning, assigning, and directing work; evaluating performance; recognizing and addressing performance concerns; and resolving issues as they arise 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. Preferred Education and Experience Demonstrated commitment to valuing diversity and contributing to an inclusive work environment Bachelor's degree from an accredited 4-year college or university is required MBA or MA/MS Degree in Human Resources or related field is a plus A minimum of 15 years of Human Resources experience with at least five (5) years of executive HR experience is preferred SHRM Senior Certified Professional certification is preferred Predictive Index certification Strong sense of urgency with a service-focused mindset Strong analytical, problem-solving, and sound judgment skills Excellent organization, prioritization, and time management skills Exceptional communication skills with the ability to influence at all levels Excellent interpersonal and conflict-resolution skills Thorough knowledge of employment-related laws and regulations Demonstrated expertise across core HR disciplines, including associate relations, total rewards (compensation and benefits), performance management, and DE&I Proven people-leadership skills, including coaching, feedback, and team development Must be detail oriented, self-motivated, and willing to take the initiative to get things done Demonstrated commitment to valuing diversity and contributing to an inclusive work environment Customer Service Skills Interfaces effectively with associates and leaders at all levels, serving as a trusted resource and advisor Takes ownership to personally resolve customer problems (or find someone who can) Asks clarifying questions, and checks for agreement with customers Committed to following up with customers in all instances in a timely manner Strong sense of accountability - ensures that you will do what you say you are going to do Creates a personal connection with customers - smiles, warm greetings, acts friendly and respectful Computer Skills Proficient in Microsoft Office (Outlook, Word, Excel, PowerPoint) Knowledge of and experience with ADP Workforce Now Payroll system preferred Other Travel as required (approximately 10%) Note: This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the position. Perks/Benefits: At GR we recognize that exceptional people need exceptional rewards. Beyond our competitive total compensation packages, your schedule at GR will provide you with a quality of life that is difficult to achieve within hospitality or hotel roles. Additionally, our benefits package reflects our respect for workplace contributions, professional goals and personal priorities. Griffis Residential offers the following benefits to full time Associates: 11 paid holidays per year including floating holidays Up to 16 hours of volunteer time off Minimum of 120 hours (3 weeks) of paid time off (PTO) accrual starting immediately for new hires Medical insurance program options Dental insurance Vision insurance Flexible Spending Accounts and Health Savings Accounts Company paid Basic Life/AD&D insurance for Associate (1x your annual base earnings up to a maximum of $350,000) Voluntary Life/AD&D insurance for Associate, spouse, and children Company paid short and long term disability program Group accident insurance, critical illness insurance, hospital care plan Employee Assistance Program (EAP) Paid New Parent Leave (up to 6 weeks of 100% wage replacement for primary caregivers and 2 weeks 100% wage replacement for secondary caregiver) Generous tuition reimbursement up to $5,250 per year Associate Referral Award Program of $1,000 PTO Donation Program PTO Exchange for Student Loan Repayment Program Wellness Program including reimbursement for fitness and mindfulness memberships/subscriptions Associate discount program for travel, hotels, cell phones, pet insurance, and everyday items Associate Recognition Programs Griffis Residential 401K Retirement Savings Plan with company match Onsite Associate Bonus Program Corporate Associate Bonus Program Rental Discount of 20%-50% Job Post End Date : February 20th or until the position is filled Salary Range$200,000-$250,000 USD Applicants please click here to see our Job Applicant Privacy Notice.

Job Description Are you ready for a new adventure where you can put your HR and employee engagement talents to work? We're Community Management Holdings (CMH), a family of community association (HOA) management companies serving over 500,000 homes across 12 states. We partner with boards and residents to run great communities-operationally, financially, and experientially. Our goal is to increase the value of being a CMH client by offering new services that deliver meaningful benefits to boards and residents-and to leverage our growing scale to adapt quickly to client needs. Our team is growing and we are seeking an HR Business Partner to serve as a strategic partner to our CMH community operations and business support teams. What you will accomplish: Work collaboratively to improve relationships, build morale, enhance the employee experience and increase productivity and retention Partner with managers to provide guidance on our policies and employment law Manage employee relations and employment law matters Conduct timely, effective, thorough and fact-based investigations of employee relations matters Ensure fairness, diversity, inclusion and equity throughout our organization Reduce legal risks and ensuring regulatory compliance Monitor employee satisfaction through exit interviews, stay interviews, employee surveys and employee engagement efforts Additional duties may be assigned as necessary, including some travel to ensure understanding of the business and how best to support our team members What we're looking for: Five plus years of progressive Human Resources experience, including resolving complex employee relations issues A Bachelor's degree in Human Resources, Communications, Business, or Psychology (or related degree) PHR or SHRM-CP certification or ability to obtain certification within one year of employment Community management industry experience (preferred) What we offer: Comprehensive benefits package including medical, dental, and vision Wellness program Flexible Spending Accounts Company-matching 401k contributions Paid time off for vacation, holidays, medical, and volunteering Paid parental leave Training and educational assistance Support programs, including Employee Assistance Program and Calm Health Optional benefits including short- and long-term disability, life insurance, and pet insurance Most importantly, a caring team who is dedicated to your success!

When you join Hines, you will embark on a career journey fueled by vision and guided by leaders who set the standards of our industry. Our legacy is rooted in innovation and excellence, earning us a spot on Fast Company's esteemed annual list of the World's Most Innovative Companies, as well as recognition as one of U.S. News & World Report's Best Companies to Work For in 2024. Discover endless opportunities to grow and make your mark at Hines. Responsibilities As the Manager, HR Business Partner - Finance & Shared Services, you will be a trusted thought partner and key operational driver supporting the Director, HR Business Partner - Finance & Shared Services. You'll bring a sharp analytical and presentation toolkit, attention to detail, and strong communication skills to help deliver people strategies and organizational solutions that drive business outcomes. You'll be helping to lead HR strategy and execution across a large, high-impact group of senior stakeholders, including all leaders of our our Finance & Shared Services business lines. This is a critical role for scaling HR partnership across a broad and growing client group. You'll also serve as a key liaison to HR centers of excellence, ensuring smooth execution of day-to-day HR activities and issue resolution. Strategic HR Partnership & Stakeholder Management Serve as a key partner to the Director, HRBP to deliver a coordinated HR strategy across the Finance & Shared Services teams. Attend and represent HR in senior-level meetings, providing thoughtful input and clear follow-up to ensure continuity across workstreams. Partner with senior leaders to support org design, compensation strategy, talent planning, and headcount / resource decisions. Draft and refine key communications and presentations on a variety of topics, job descriptions, and other materials for senior audiences. Project Management & Execution Drive HR workstreams in partnership with stakeholders from Finance & Shared Services. Own end-to-end execution for people-related projects and initiatives, including talent reviews, workforce planning, and all other change initiatives. Quality check all HR deliverables before they are shared with senior leadership - ensuring accuracy, completeness, and alignment. Center of Excellence Liaison Serve as the primary interface with HR centers of excellence (e.g., Talent Acquisition, Compensation, Benefits, Employee Relations), ensuring that escalations and execution needs are met in a timely and coordinated way. Coordinate and track progress on open HR cases, approvals, and communications with COE partners. Analytics & Reporting Build and analyze headcount, compensation, hiring, and performance management data to inform decision-making. Analyze and transform data into clear, compelling recommendations for senior stakeholders. Qualifications Minimum Requirements include: Bachelor's degree from an accredited institution. Four or more years of either generalist business experience or HR generalist experience. Demonstrated experience supporting senior stakeholders and managing confidential or sensitive topics. Experience with compensation, performance management, and organizational planning preferred. Precise attention to detail and attentive project management skills, meeting deadlines and following through executing as promised. Ability to synthesize complex people and business topics into clear and actionable recommendations. At least foundational Excel and PowerPoint skills (strong skills preferable). Experience presenting to senior leadership. Exceptional interpersonal and communication skills, with the ability to influence across all levels of the organization. Comfortable operating with ambiguity and shifting priorities. Compensation: $105,000 - $135,000 Closing At Hines, we strive for excellence as a leading global real estate investment manager, driven by our by our belief that real estate is fundamentally about people. Our diverse portfolio spans $93.2 billion¹ of assets across such property types as living, office, retail, mixed-use, logistics and life science projects - all designed to enhance value, connection and inspiration. Our strategic approach integrates local expertise with global knowledge, taking calculated risks aligned with our convictions to exceed expectations and tailor solutions to our clients' needs. While our projects are renowned for enhancing cities and pioneering sustainable practices, we recognize that the true driving force behind Hines' success is our 5,000 dedicated employees in 30 countries who draw on our 65-year history to build the world forward. This is why we prioritize investing in our people, offering comprehensive training, competitive compensation, robust benefits and generous vacation packages. By centering our focus on the growth and wellbeing of our team, we cultivate an inclusive environment where everyone, including our clients, can thrive. Hines is proud to be named to Fast Company's prestigious annual list of the World's Most Innovative Companies for 2024. ¹Includes both the global Hines organization and RIA AUM as of December 31, 2023. We are an equal opportunity employer and support workforce diversity. No calls or emails from third parties at this time please. We can recommend jobs specifically for you! Click here to get started.

When you join Hines, you will embark on a career journey fueled by vision and guided by leaders who set the standards of our industry. Our legacy is rooted in innovation and excellence, earning us a spot on Fast Company's esteemed annual list of the World's Most Innovative Companies, as well as recognition as one of U.S. News & World Report's Best Companies to Work For in 2024. Discover endless opportunities to grow and make your mark at Hines. Responsibilities As the Manager, HR Business Partner - Finance & Shared Services, you will be a trusted thought partner and key operational driver supporting the Director, HR Business Partner - Finance & Shared Services. You'll bring a sharp analytical and presentation toolkit, attention to detail, and strong communication skills to help deliver people strategies and organizational solutions that drive business outcomes. You'll be helping to lead HR strategy and execution across a large, high-impact group of senior stakeholders, including all leaders of our our Finance & Shared Services business lines. This is a critical role for scaling HR partnership across a broad and growing client group. You'll also serve as a key liaison to HR centers of excellence, ensuring smooth execution of day-to-day HR activities and issue resolution. Strategic HR Partnership & Stakeholder Management Serve as a key partner to the Director, HRBP to deliver a coordinated HR strategy across the Finance & Shared Services teams. Attend and represent HR in senior-level meetings, providing thoughtful input and clear follow-up to ensure continuity across workstreams. Partner with senior leaders to support org design, compensation strategy, talent planning, and headcount / resource decisions. Draft and refine key communications and presentations on a variety of topics, job descriptions, and other materials for senior audiences. Project Management & Execution Drive HR workstreams in partnership with stakeholders from Finance & Shared Services. Own end-to-end execution for people-related projects and initiatives, including talent reviews, workforce planning, and all other change initiatives. Quality check all HR deliverables before they are shared with senior leadership - ensuring accuracy, completeness, and alignment. Center of Excellence Liaison Serve as the primary interface with HR centers of excellence (e.g., Talent Acquisition, Compensation, Benefits, Employee Relations), ensuring that escalations and execution needs are met in a timely and coordinated way. Coordinate and track progress on open HR cases, approvals, and communications with COE partners. Analytics & Reporting Build and analyze headcount, compensation, hiring, and performance management data to inform decision-making. Analyze and transform data into clear, compelling recommendations for senior stakeholders. Qualifications Minimum Requirements include: Bachelor's degree from an accredited institution. Four or more years of either generalist business experience or HR generalist experience. Demonstrated experience supporting senior stakeholders and managing confidential or sensitive topics. Experience with compensation, performance management, and organizational planning preferred. Precise attention to detail and attentive project management skills, meeting deadlines and following through executing as promised. Ability to synthesize complex people and business topics into clear and actionable recommendations. At least foundational Excel and PowerPoint skills (strong skills preferable). Experience presenting to senior leadership. Exceptional interpersonal and communication skills, with the ability to influence across all levels of the organization. Comfortable operating with ambiguity and shifting priorities. Compensation: $105,000 - $135,000 Closing At Hines, we strive for excellence as a leading global real estate investment manager, driven by our by our belief that real estate is fundamentally about people. Our diverse portfolio spans $93.2 billion¹ of assets across such property types as living, office, retail, mixed-use, logistics and life science projects - all designed to enhance value, connection and inspiration. Our strategic approach integrates local expertise with global knowledge, taking calculated risks aligned with our convictions to exceed expectations and tailor solutions to our clients' needs. While our projects are renowned for enhancing cities and pioneering sustainable practices, we recognize that the true driving force behind Hines' success is our 5,000 dedicated employees in 30 countries who draw on our 65-year history to build the world forward. This is why we prioritize investing in our people, offering comprehensive training, competitive compensation, robust benefits and generous vacation packages. By centering our focus on the growth and wellbeing of our team, we cultivate an inclusive environment where everyone, including our clients, can thrive. Hines is proud to be named to Fast Company's prestigious annual list of the World's Most Innovative Companies for 2024. ¹Includes both the global Hines organization and RIA AUM as of December 31, 2023. We are an equal opportunity employer and support workforce diversity. No calls or emails from third parties at this time please.

ABOUT SLATE At Slate, we're building safe, reliable vehicles that people can afford, personalize and love-and doing it here in the USA as part of our commitment to reindustrialization. The spirit of DIY and customization runs throughout every element of a Slate, because people should have control over how their trucks look, feel, and represent them. | WHO WE ARE LOOKING FOR Slate is looking for an energetic, organized, experienced Human Resources Business Partner (HRBP) to join our growing team. This position will play a key role as a partner to leadership team member(s) aligning an organization's people strategy with its business strategy by serving as an advisor and HR functional subject matter expert to management. This role will provide a broad range of strategic HR know-how and support to achieve functional objectives, including organizational development, talent management, learning and development, employee engagement, diversity and inclusion, and employee relations. This role will be the first point of contact and a change agent for organizational and human resource initiatives for all managers and employees in an assigned functional organization(s). Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results. | WHAT YOU GET TO DO Lead organizational development to ensure organizational structures are set up to improve both individual and organizational performance, aligned with short and long-term strategy. Guide leaders on role definition and position descriptions to partner with talent acquisition to accelerate critical hiring and talent pools to support succession and workforce planning. Consult and influence leaders to repurpose, rescope, and combine roles to support business needs and succession planning. Partner with business leaders to cultivate people leadership, diversity and inclusion, talent, and technical capability in the business. Provide coaching to leaders in the organization. Drive and guide managers on performance management process. Lead talent management activities and facilitate talent reviews and succession planning. Ensure alignment of talent development programs with business objectives. Be an engaged agent in shaping the culture by translating desired values into specific employee and managerial behaviors, actions, and processes. Proactively identify potential employee relations issues and develop initiatives to promote a productive and engaged workforce. Conduct investigations as needed. Drive execution of compensation processes, including annual planning, job benchmarking, job evaluations, and routine wage and salary administration. Serve as the first line of support responding to general HR inquiries, including but not limited to employment, benefit and leave programs. Prepare and maintain employee personnel files and HRIS records as needed, and exercise best practices for confidentiality and HR data integrity. Partner with COE's in the development of effective HR policies, practices, business procedures, and guidelines and enable implementation. Assist in gathering and preparing HR data for reporting requirements and analysis, including but not limited to the preparation of AAP's and EEO-1 reports. Ensure compliance with federal, state, and local legal requirements by reenforcing adherence and advising management on needed actions. | WHAT YOU BRING TO THE TEAM Bachelor's degree in Human Resources, Business Administration, or related field. 7+ years of relevant experience; or equivalent combination of education and experience. Automotive and start-up industry experience preferred. 3+ years of experience in an HR Business Partner role. Proven knowledge and experience and capabilities in all areas of human resources with a strong focus on talent management & development, organizational design & effectiveness, employee engagement, employee relations, and compensation management. Progressive human resources background with experience in roles which interact and influence leaders. Demonstrated ability to problem solve, lead change, and implement new HR initiatives. Ability to gather and interpret relevant data and information, think analytically, and solve problems, and translate HR Analytics into compelling summaries and recommendations. High proficiency in communicating both verbally and in writing vertically and horizontally in a business environment. Knowledge and understanding of employment laws, compliance, and HR practices. Project Management skills a plus. Must possess fundamental working knowledge of Workday HCM. WHY JOIN TEAM SLATE? At Slate, we're fueled by grit, determination, and attention to detail. The start-up spirit of ingenuity and resourcefulness move our business forward. Team Slate fosters a culture of excellence, innovation, and mutual respect, and is motivated by shared principles. Safety First Delight Customers One Team Relentless Improvement Fast, Frugal, and Scrappy Respectful Collaboration Positive Legacy WE WANT TO WORK WITH PEOPLE THAT REFLECT THE COMMUNITIES IN WHICH WE OPERATE. Slate is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, marital status, parental status, cultural background, organizational level, work styles, tenure and life experiences. Or for any other reason. Slate is committed to providing reasonable accommodation for qualified individuals with disabilities in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us at recar-talent_**********************.

At AD Mortgage, we've been helping clients achieve their homeownership dreams for over 20 years - and we couldn't do it without our team. With more than 400 passionate professionals (and growing!), we've built a culture rooted in collaboration, continuous growth, and shared success. Join a company that listens to your voice, invests in your development, and celebrates every win - big or small. Your future starts here. Let's grow together. Overall Responsibility: The HR Director will lead and manage the HR department, overseeing all aspects of human resource management and strategy to support organizational goals. This role will involve developing HR initiatives, employee relations, performance management, and compliance with labor laws. Key Responsibilities: Strategic Leadership: Develop and implement HR strategies aligned with business objectives, fostering a positive workplace culture and promoting employee engagement. Employee Relations: Serve as a key point of contact for employee concerns and resolve issues in a fair and timely manner. Performance Management: Design and implement performance evaluation systems that promote continuous feedback and professional development. Compensation and Benefits: Oversee compensation strategies and benefit programs to ensure competitiveness and compliance. Training and Development: Identify training needs and create development programs to enhance employee skills and career growth. Compliance: Ensure the organization adheres to labor laws and regulations, maintaining accurate records and policies. HR Metrics: Analyze HR metrics to assess the effectiveness of HR initiatives and make data-driven decisions. Qualifications Education: Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred. Experience: Minimum of 10 years of HR management experience, with a proven track record in leadership roles. Skills: Strong knowledge of HR practices, employment law, and regulations. Excellent communication, negotiation, and interpersonal skills. Certifications: HR certification (e.g., SHRM-CP, SPHR) is preferred. WE OFFER PTO/Sick Days Comprehensive medical, dental, vision benefits Paid volunteer hours Life Insurance, Short-term Disability, and Long term Disability Health Savings Account 401k Paid training and career development Healthy grab and go snacks Career Growth: As part of a growing and evolving company, you will have ample opportunities to develop your career, take on new challenges, and make a significant impact. Inclusive Culture: We are committed to fostering a diverse and inclusive workplace where all employees feel valued and empowered. We celebrate unique perspectives and believe diversity drives innovation. Cutting-Edge Technology: Access state-of-the-art learning tools and technologies to enhance your own professional development and that of the entire organization. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

Hilltop Holdings is looking to hire a SVP, Director, Human Resources. The SVP, Director, HR Business Partner (HRBP) works as a strategic partner to own and drive business-level and enterprise-wide HR deliverables. This role will balance providing the day-to-day HR support for leaders and employees in the assigned business units, while also leading enterprise-wide initiatives. Reporting to the CHRO, the Director, HRBP, partners closely with the HR Shared Services team and other Directors. We're looking for someone with: ✅ Experience in a mid-size or regional bank (750+ employees) ✅ Strong HR leadership and business partnership skills ✅ Direct people management experience If this sounds like you-or you know someone who'd be a great fit-please send me your referrals or apply directly! Please note: We're not accepting candidates from agencies, and candidates must have banking experience. Location: Dallas, Texas (on-site only - located by Snider Plaza) Bachelor's degree with significant coursework in human resources, psychology, business, public administration or related field OR equivalent professional-level HR experience with increasing responsibility levels (substituted on a year-for-year basis) required. Master's degree preferred. Relevant industry accreditations and/or certifications such as SPHR or SHRM-SCP are preferred. Seven (7) years of related professional-level experience in human resources or organizational development. Experience in the Banking and/or Financial Services industry (i.e. banking, broker-dealer, mortgage) is strongly preferred. Excellent knowledge of current human resources rules, regulations, laws, principles, practices and policies related to administration of all aspects of human resources (i.e., Employee Relations, Staffing, Compensation). Ability to provide strategic level consulting to business leaders and to influence senior executives on key human capital related needs or problems. Proven skills in conflict resolution/management and negotiating activities, with the ability to resolve complaints and business issues while maintaining superior composure. Skilled in investigating complaints. Ability to apply reasoning in conducting research and analysis of a variety of HR initiatives and topics. Ability to understand and interpret current company policies, practices and procedures and to provide recommendations to improve relevant company policies, practices and procedures as needed. Excellent verbal, written, and interpersonal communication skills with the ability to interact effectively at all levels across the organization and with external business partners as needed. Must also have refined professional presentation skills with the ability to present to C-level executives. Advanced computer skills, with strong experience in Microsoft Office suite as well as the ability to learn and use other work-related systems and applications such as the HRIS, Compensation system, Learning Management system, etc. Excellent time management and organizational skills with the ability to multi-task and work in a fast-paced, deadline-driven, and rapidly changing work environment. Must be self-motivated team player with strong attention to detail, high level of accountability, and the ability to work independently or with a team. Must have proven ability to manage a staff of professionals. The above statements are intended to describe the general nature and level of work being performed by individuals in, or assigned to, the above position and are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required and may be changed at the discretion of the Company. Essential Functions Serve as a strategic business partner for leaders and executives at PlainsCapital Bank, executing on programs and initiatives, managing employee relations matters, being a culture steward, and providing overall HR support to drive the Bank's growth vision. Provide leadership and direction on the Bank's key growth and development initiatives including Sales Recruiting and Banker Development Program. Drive strategy and execution for enterprise-wide HR initiatives including employee engagement survey, goal setting, performance reviews, succession planning, and other key initiatives. Directly lead, coach, support and manage a team of HR Business Partners delivering on both enterprise-wide and business unit specific HR tasks and initiatives. In partnership with CHRO, provide HR support to assigned Holding Company Corporate Departments and leaders. Partner closely with other HR Directors on enterprise-initiatives and HRBP coaching, alignment, and development finding the balance of driving consistency while also recognizing the unique needs of each business. Serve as a key leader on the Hilltop Holdings HR team serving as a respected and trusted partner providing guidance, input, and influence when needed or appropriate. Partner with the HR Shared Services teams to provide consultation and support in all talent management practices including employee engagement, total rewards, talent acquisition, performance management, and strategic workforce planning. Partner with the HR Shared Services teams to plan and implement HR strategies that support business needs. Analyze and compile information and statistics and develop reports and recommendations for executive-level meetings and decision-making. Ensure that HR-related and employment practices follow federal and state laws, regulations and guidelines. Manage employee relations to address workplace issues. Reviews results of investigations and make recommendations to resolve general, harassment and discrimination complaints.

Extell Hospitality Services Extell Hospitality Services is a dynamic extension of Extell Development Company, blending expertise in asset management, hotel and food & beverage operations with fiscal precision and innovative marketing. Headquartered in New York City and Deer Valley, Utah, Extell Hospitality Services is committed to elevating the art of hospitality with strategic, results-driven excellence. Location Nestled within the picturesque landscape of Deer Valley, Utah, the Canopy by Hilton at Deer Valley is located adjacent to the Jordanelle Express Gondola Deer Valley providing guests with easy access to skiing during the season. Canopy at Deer Valley will boast an enchanting evolution of this renowned ski destination over the years. As guests embark through the seasons, experiencing the thrill of downhill descents and the tranquility of snow-laden forests, all while enveloped in the warmth and hospitality of the Canopy at Deer Valley. Overview The Director of Human Resources is a strategic leader responsible for the efficient administration and management of all Human Resources functions for the hotel. This includes recruiting, training, wage and benefit administration, compliance with all applicable regulations, employee relations, and fostering a positive and productive work environment. This role requires a strong understanding of employment law, excellent communication skills, and the ability to lead and develop a high-performing HR team. Qualifications Key Responsibilities Labor Compliance & Legislation: Ensure compliance with state labor laws. Navigate and implement policies related to wage transparency laws. Experience with Contract Labor: Oversee compliance and manage the nuances of contract labor, including proper classification, onboarding, and adherence to freelance and contractor-specific legislation. Establish and monitor vendor and contractor agreements to ensure alignment with labor laws and hotel standards. Managing Franchise Obligations: Ensure all HR-related obligations-such as employee training, conduct, appearance, service standards, and reporting requirements-are met. Collaborate with the leadership team to align HR practices with brand standards and expectations. Oversee compliance with brand-specific KPIs, including employee satisfaction scores, adherence to training modules, and implementation of IHG-mandated safety policies or other brand-specific HR initiatives. Recruitment & Networking: Leverage an established recruiting network to attract top talent in a competitive market. Oversee full-cycle recruitment for all departments, ensuring a streamlined and efficient process. Collaboration with Third-Party Operators: Navigate the complexities of shared building operations with third-party food and beverage operators, ensuring cohesive HR practices and alignment on shared goals. Leadership & Talent Development: Lead by example, demonstrating a hands-on approach and fostering a culture of collaboration and respect. Identify, recognize, and develop top talent, implementing effective succession planning. Design and execute employee recognition and retention programs to strengthen engagement. Operational Excellence: Focus on productivity by analyzing and improving HR processes to align with organizational goals. Actively participate in hotel operations to understand team needs and provide proactive HR solutions. Employee Relations & Retention: Serve as a motivator and advocate for employees, ensuring a supportive and inclusive work environment. Address employee concerns promptly and professionally, fostering trust and open communication. Training & Development: Implement effective onboarding, training, and professional development programs. Ensure compliance with mandatory training and development programs. Strategic Planning: Collaborate with the leadership team to align HR strategies with the hotel's overall objectives. Provide strategic insights on workforce planning and organizational development. Qualifications Experience: Minimum of 5-7 years of HR leadership experience in a hotel environment Education: Bachelor's degree in Human Resources, Business Administration, or a related field preferred; HR certification (e.g., SHRM-CP, SHRM-SCP) is a plus. Preferred Experience: Luxury/Upper Upscale Lifestyle experience In-depth knowledge of labor laws and hotel-specific regulations Familiarity with franchise brand HR standards and obligations Expertise in managing contract labor and freelance agreements Skills: Proven ability to handle complex HR operations in a high-volume setting. Experience managing HR for multi-departmental operations, including third-party operators. Demonstrated success in talent acquisition, development, and retention strategies. Strong analytical and data interpretation skills. Exceptional communication, interpersonal and presentation skills. Proven leadership and team management experience. Ability to adapt and thrive in a fast-paced environment. In-depth knowledge of hospitality industry reporting, regulations, and best practices. Technical Skills: Proficiency in Microsoft Excel, Word, and PowerPoint. Strong understanding of HRIS, payroll, recruitment, and other relevant software. Why Join Extell Hospitality Services? EHS is dedicated to delivering exceptional hospitality through operational excellence and innovative strategies. This role provides an opportunity to lead a high-profile property and contribute to the success of a flagship operation in one of the world's most dynamic environments.

The Director of Human Resources is responsible for planning and executing core HR functions and initiatives that drive operational excellence, compliance, and engagement. This role ensures HR programs-including payroll, benefits, recruiting, employee relations, compensation, performance management, and HR technology-are delivered accurately, efficiently, and in alignment with organizational goals and values. As a key partner to leaders across the enterprise, the Director advances people strategies that support growth, foster a culture of accountability and inclusion, and create a premier experience for team members and stakeholders. Starting salary $105,000 annualized (and more based on experience). We are looking for someone who: Understands critical thinking and business acumen. Is always looking to improve leadership and talent development. Has strong relationship-building and communication skills. Is analytical and utilizes problem-solving skills. Remains adaptative and resilient in a dynamic environment. Is committed to continuous improvement and operational excellence. Job Duties Include: Develop and deliver annual and quarterly plans for assigned HR functions (which may include a combination of the following areas: Payroll, Benefits, Employee Relations, Recruiting, Compensation, Performance Management, Reporting, HR Technology) aligned with organizational goals and compliance standards. Ensure operational accuracy and timeliness across all processes. Maintain full compliance with employment and functional-related laws, regulatory requirements, and internal policies. Drive continuous improvement through process optimization and technology adoption to enhance efficiency and elevate team member and leader experience. Maintain fiscal responsibility through expense monitoring and sound decision-making. Execute strategies for assigned HR focus areas and collaborate with internal and external stakeholders to deliver integrated HR solutions that align with organizational vision, values, business objectives, and cultural priorities. Align HR decisions and initiatives with organizational operational, growth, and sustainability goals and objectives. Ensure initiatives are delivered on time, within scope, and demonstrate measurable impact on organizational performance. Mentor and develop team members. Foster a culture of accountability, inclusion, and continuous improvement across the broader HR team. Research, analyze, prepare and present people-related updates internally and externally. Lead HR engagement in programs, projects, and initiatives that advance operational efficiency, compliance, engagement, and talent development. Build and maintain trusted relationships with leaders, team members, external partners, and community organizations. Prepare and deliver clear, timely, and strategic communication about HR performance and priorities for diverse audiences through various communication platforms. Model organizational values and foster leadership development. Experience & Education: High School Diploma or GED required. Minimum 5 years of progressive HR leadership experience required, with demonstrated success in either HR Operations or Employee Experience. Strong knowledge of employment laws, HR technology, recruiting processes, employee relations, and HR operations processes required. Previous experience in providing guidance on employee relations required. Proven track record in functional planning, program execution, and team development required. Proficiency in Microsoft Suite including SharePoint, Word, Outlook, Excel, and Teams. Proficiency of the English language in reading, writing and verbal communication. Benefits: Your PTO grows with you - the longer you're here, the more time you earn. Celebrate your commitment with work anniversary milestone time off and gift card. Up to 120 hours each year, plus 11 paid holidays. Recharge with 4 "YOU" Days (32 hours) and give back with 16 paid volunteer hours each year. Leadership development programs support your professional growth and career advancement. Choose from 3 medical plans, 2 dental plans, and vision coverage options. Receive an annual company HSA contribution to help with out-of-pocket costs. Build your future with a 401(k) plan offering up to a 5% company match (vested immediately after eligibility requirements are met). Access an Employee Assistance Program (EAP) plus a range of voluntary benefits and life insurance options. Income-replacement benefits for qualifying life events.