Talent acquisition partner jobs in Florida

LCS is seeking a Regional Talent Acquisition Business Partner who excels at building relationships, driving strategy, and making an impact. In this role, you will collaborate with operational and community leaders to develop and execute talent strategies that attract top talent to our senior living communities. You will play a vital role in identifying and hiring exceptional leaders who share our passion for serving seniors with heart, hospitality, and innovation. Experience is Everything. At LCS, experience is everything. We provide you the opportunity to use your talents in a progressive, growing organization that makes a positive difference in the lives of the seniors we serve. If you are seeking an organization that gives back, you'll love working here. Our principles and hospitality promises define our company culture. LCS employees can be found participating in volunteer activities, getting involved in our committees or collaborating with team members in our innovative workspace. You'll find several opportunities to grow as a professional, serve the community, and enhance the lives of seniors. What You'll Do: * Builds applicant sources by researching, contacting, and building ongoing relationships and rapport with resource * Manage partnerships including professional organizations, internet sites, media, social media, industry contacts, association members, colleges/universities, and employees. * Contributes to the community's overall recruitment & onboarding strategy, with the goal of ensuring the staffing needs of the company are met, with a long-term talent strategy & retention in mind. * Works with hiring managers and human resources team members to develop recruiting strategies for each open position. * Conducts regular follow-up with leaders/hiring managers to determine the effectiveness of recruiting plans and reevaluates if necessary. * Attracts applicants by posting openings in advertisements, with professional organizations, and in other appropriate venues. * Research and recommend new sources for active and passive candidate recruiting; build networks to find qualified passive candidates.. * Efficiently and effectively screens and sources qualified "just-in-time" candidates to the appropriate hiring managers to fill open positions. * Make presentations to professional organizations and other resources to promote the organization and broaden the recruiting net. * Implements and maintains tracking recruiting results and appropriate other tracking mechanisms and reports, including the weekly update of the recruitment spreadsheet. * Maintains a working knowledge of applicable state and federal employment laws and ensures compliance with employment laws in the recruitment process. * Accomplishes human resources strategic initiatives and LCS mission by completing related duties/tasks as needed. * Assists in college recruitment initiatives, including attending career fairs; works with human resource team members to develop working relationships with colleges to aid in recruiting. What We're Looking For: * A minimum of 5+ years of recruiting experience, preferably in the senior living/health care/hospitality area * Bachelor's degree in human resources management or related field preferred * Experience with an applicant tracking system * Ability to work effectively and diplomatically with a variety of publics, including potential candidates, hiring managers, residents, Board of Directors, community groups, government agencies, etc. * Excellent presentation skills. * Excellent phone skills, recruiting skills, interviewing/selection skills, people skills, results driven, professional, organized, good judgment. * Updates job knowledge and skills by participating in educational opportunities, reading professional publications; maintaining personal networks; participating in professional organizations. Why Join Us? * Industry Leader. * Inclusive & collaborative culture. * Top Workplace USA. * Top Workplace Iowa. * Charity and community involvement. * Outstanding advancement opportunities. * Ongoing career development. Benefits Competitive pay, great benefits and vacation time. We are an equal opportunity employer with benefits including medical, dental, life insurance, disability, 401(K) with company match and paid parental leave. Our Commitment LCS creates living experiences that enhance the lives of seniors. You'll see this commitment in our people. They're talented, dedicated professionals who truly care about residents, with each conducting his or her work with integrity, honesty and transparency according to the principles of LCS. We strive to help every community succeed-strengthening available resources, establishing proven practices that lead to long-term growth and value for those living in, working for and affiliated with the community. Check us out on our website: ************************* Additional Information Travel frequency: 20-25% Estimated Salary: $83,000 - $95,000 The actual title & salary will carefully consider a wide range of factors, including your skills, qualifications, experience, and other relevant factors. A POST-OFFER BACKGROUND CHECK, INCLUDING REFERENCES IS REQUIRED. LCS IS AN EQUAL OPPROTUNITY EMPLOYE

A Day in the Life: The primary mission of the Talent Acquisition Partner is to source and attract a diversified pool of high talent within [Operations / Corporate / COE / Region]. Based on volume and business demands, this savvy individual consults with key stakeholders to identify the qualified talent, while managing a full-cycle recruitment desk. This position requires critical and strategic thinking as well as strong recruiting, sourcing, communication, and relationship-building skills. This position is [onsite / remote / hybrid] based out of [location]. The salary range for this position is $XX-$XX What You'll Do: Develop, engage, and hire from a candidate pipeline; developed through market insights, sourcing methods, and talent acquisition process. Establish strong internal stakeholder relationships and serve as a primary source of recruitment strategy, advice, consultation, and education. Maintain requisition, applicant, and offer details in the applicant tracking system and proactively communicate updates to key partners including Hiring Managers, Human Resources, and Talent Acquisition Leaders. Perform candidate screening and build rapport while underlining the employee value proposition of “Why Hertz” by sharing information about the culture, initiatives, career opportunities, and benefits. What We're Looking For: Minimum 3 years of experience with a proven track record of full cycle recruitment Corporate recruitment experience strongly preferred. Extensive interviewing and sourcing experience with a strong record of success filling positions at all corporate levels of the organization Recent experience in strategic sourcing within a digital environment Ability to develop, understand, manage, and action job descriptions and other tasks within an applicant tracking system; Oracle Cloud, a plus Ability to influence while driving process. Ability to collaborate with internal and external stakeholders across multiple functions and locations. Ability to see the big picture and leverage critical thinking and decision-making skills. Excellent organization, time management, delegation, and prioritization skills. What You'll Get: Up to 40% off the base rate of any standard Hertz rental Paid Time Off Medical, Dental & Vision plan options Retirement programs, including 401(k) employer matching Paid Parental Leave & Adoption Assistance Employee Assistance Program for employees & family Educational Reimbursement & Discounts Voluntary Insurance Programs - Pet, Legal/Identity Theft, Critical Illness Perks & Discounts -Theme Park Tickets, Gym Discounts & more

Discover Your Purpose with Us at Discovery Senior Living! Discovery Senior Living is a family of companies that includes Discovery Management Group, Integral Senior Living, Provincial Senior Living, Morada Senior Living, TerraBella Senior Living, LakeHouse Senior Living, Arvum Senior Living, Discovery Development Group, Discovery Design Concepts, STAT Marketing, and Discovery At Home. With three decades of experience, the award-winning management team has been developing, building, marketing, and managing diverse senior-living communities across the United States. By leveraging its innovative “Experiential Living” philosophy across a growing portfolio in excess of 350 communities and over 35,000 homes in nearly 40 states, and 19,000 dedicated employees, Discovery Senior Living is a recognized industry leader for performance, innovation and lifestyle customization and, today, ranks among the 2 largest U.S. senior living operators. Primary Office Location: Remote located with travel to communities and business offices as needed. POSITION SUMMARY The Senior Talent Acquisition (TA) Partner is a strategic, full-cycle recruiter responsible for planning and executing hiring strategies that meet near-term and long-range workforce needs across Discovery Senior Living (DSL). This role is split between Discovery At Home (DAH) and DSL and is accountable for building high-quality pipelines and delivering hires for: DAH clinical roles (e.g., Physical Therapists, Occupational Therapists, Speech-Language Pathologists, Registered Nurses, Licensed Practical/Vocational Nurses, Home Health Aides) DAH and DSL leadership roles (community and regional level) Critical roles for our Management Companies (ManCos) across the DSL portfolio The Senior TA Partner partners closely with DAH operations and clinical leadership, community and regional leaders, HR Business Partners, and corporate stakeholders to align recruiting efforts with patient care and resident experience goals, census and growth plans, quality and compliance standards, and budget/ROI expectations. ESSENTIAL DUTIES AND RESPONSIBILITIES Talent Strategy & Workforce Planning Translate DAH and DSL business plans into talent acquisition roadmaps with quarterly targets, sourcing mixes, and budget assumptions. Prioritize critical ManCo roles and DAH clinical and leadership openings using data on vacancy impact, time-to-fill, overtime/agency utilization, patient/resident care metrics, and revenue/census goals. Advise leaders on market conditions (supply, compensation, licensure requirements, competition), recommending hiring plans, talent pools, and contingency approaches. Own requisitions from intake through offer acceptance and pre-boarding: role scoping, competency profiles, sourcing strategy, marketing, screening, interviewing, selection, offer development, and hand-off to onboarding. Source passive and active candidates using targeted outreach, clinical networks, university relations, specialty job boards, referrals, pipelines, and community partnerships. Ensure licensure and credential verification workflows are initiated timely for clinical hires; partner with Compliance/Hiring Manager/HR Ops to meet federal, state, and payer requirements for home health and senior living. Facilitate structured, behavior-based interviews and job-relevant assessments; enable selection decisions with rubric-based scorecards to reduce bias and improve quality-of-hire. Lead offer negotiations (base, differentials, sign-on/retention, relocation) within budget guardrails; present data-backed recommendations to hiring leaders. Full-Cycle Recruiting (DAH Clinical, Leadership, and Critical Roles) Stakeholder Management & Collaboration Serve as the primary TA advisor to DAH clinical leadership and DSL community/regional leaders; conduct regular pipeline reviews and “forecast to fill” checkpoints. Coach hiring managers on interview best practices, candidate experience, and decision speed; drive accountability for SLA adherence (feedback, scheduling, references). Partner with HRBPs, Compensation, and Learning to ensure market-aligned offers and smooth onboarding with early engagement plans for clinical roles. Qualifications Bachelor's degree required; concentration in Human Resources, Business, Healthcare Administration, or related field preferred. 7+ years of progressive full-cycle recruiting experience, including hands-on clinical recruiting (e.g., PT/OT/SLP, RN/LPN/LVN) and leadership roles in healthcare, home health, or senior living; multi-site experience strongly preferred. Demonstrated success recruiting for critical ManCo roles and scaling pipelines across diverse geographies. Proficiency with modern ATS and CRM tools and virtual interviewing/scheduling platforms; strong Excel/Sheets skills for funnel analytics and reporting. Deep knowledge of clinical licensure/credentialing workflows and compliance requirements; familiarity with payer and state-specific rules a plus. Excellent stakeholder management, consulting, and communication skills; ability to influence at executive and community levels. Strong business acumen with the ability to balance speed, quality, compliance, and cost. Commitment to diversity, equity, inclusion, and a mission-driven approach to patient/resident care. Core Competencies Strategic Talent Planning & Market Intelligence Relationship Building & Influencing Data-Driven Decision Making & Continuous Improvement Candidate Experience & Employer Branding Operational Rigor, Compliance, and Documentation Collaboration and Cross-Functional Execution Benefits: In addition to a rewarding career and competitive salary, Discovery offers a comprehensive benefit package. Eligible team members are offered a comprehensive benefit package including medical, dental, vision, life and disability insurances, paid time off and paid holidays. Team members are eligible to participate in our outstanding 401(k) plan with company match our Employee Assistance Program and accident insurance policies. No agencies, please. We do not accept any unsolicited resumes from agencies under any circumstances. We receive inquiries from agencies daily. Agencies should not direct any inquiries or emails to hiring managers. Thank you. JOB CODE: 1004427

Senior Talent Acquisition Partner Trisian-Global Consulting LLC is seeking a highly motivated and experienced Senior Talent Acquisition Partner with Corporate Recruiting experience in the Financial Services Industry. In this role, you will be responsible for full-cycle professional services Recruiting working closely with hiring managers and department heads to understand their staffing needs and develop effective recruitment strategies. The ideal candidate will have a strong background in full-cycle recruiting, excellent communication and interpersonal skills, and a passion for finding the best talent. Key Responsibilities: The Talent Acquisition (TA) Partner collaborates with business leaders and hiring managers on the recruitment and selection of candidates for open positions across the company, as well as proactive talent sourcing for future staffing needs. This role manages more complex roles to include sales, information technology, management and other niche positions. The TA Partner also manages a high volume of recruitment opportunities. Responsibilities include attracting, sourcing, screening and recommending top talent to the company through proactive networking, facilitation of job postings, development of talent pipelines and deployment of talent acquisition campaigns that elevate the quality of candidates and new team members selected to join the organization. This role will manage talent acquisition processes and actively drive workflows to ensure effective candidate management through timely screening, selection and onboarding. The TA Partner will consult with hiring managers to make good hiring decisions that upgrade the skills, capability and overall caliber of the Company. This position works with the TA Specialist to manage the candidate lifecycle from requisition to onboarding, curating the candidate experience on behalf of the company. The TA Partner may also participate in process re-engineering and/or drive projects to improve the workflow and capabilities of the Talent Acquisition Team. Qualifications: Bachelors degree (or equivalent combination of years of experience with High School diploma/GED) with 5-10 years direct Corporate recruitment experience in the Financial Services Industry. Experience recruiting for multiple levels of roles across multiple disciplines, a matrixed environment and a distributed workforce. Previous experience successfully recruiting for Sales and/or Technology roles, positions of complexity and senior level opportunities. Ability to recruit management level - AVP, VP, Director etc. Must be a hunter. Proficiency with online recruiting platforms, such as LI Recruiter, Indeed etc. Familiarity with relevant regulations, market trends, and typical roles, to effectively partner with hiring managers and deliver qualified talent. Strong project management skills with demonstrated project management experience specifically focused on new process implementation or process re-engineering. Knowledge of federal/ state employment laws and regulatory requirements with ability to appropriately apply them and exercise judgement. Experience with and adept at utilizing ATS platforms, UltiPro/ UKG a plus.

It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today - ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500 . Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone. Job Description We are seeking an experienced and strategic Talent Strategy Partner to play a pivotal role in driving our company's talent growth and development in West Palm Beach (WPB), Florida-a key and critical market for ServiceNow's long-term expansion. This individual will serve as “feet on the ground” to support the broader HR organization as it works to build talent strategies to build a local talent community. This individual will serve as the connective tissue across our HR - including Talent Acquisition, Workforce Planning, Culture, and Early-in-Career teams - ensuring that our local talent strategies align with enterprise goals and deliver a best-in-class employee experience. They will also be the voice back to the HR team providing local feedback and insights that will help shape the ServiceNow West Palm Beach talent approach. Key Responsibilities: Strategic Talent Development Assistance Assist HR Business Partners (HRBPs) and functional leaders to develop and execute integrated talent strategies that support growth in West Palm Beach. Translate company-wide talent priorities into localized plans that attract, retain, and develop talent in the region. Work with Workforce Planning to identify critical skill needs and ensure alignment with future workforce demand. Talent Acquisition & Pipeline Growth Collaborate closely with Talent Acquisition and Early-in-Career teams to support local hiring initiatives, campus engagement, and recruiting events. In partnership with TA, build strong partnerships with local universities, workforce boards, and community organizations to grow regional talent pipelines. Support initiatives that expand the company's visibility and employer brand in the South Florida market. Employee Experience & Onsite HR Support Serve as the onsite HR representative in West Palm Beach, providing HR guidance and fostering a connected, engaging employee experience. Partner with Workplace Services, Communications and HR functions to support cultural alignment as the office begins to grow. Act as a key resource for local managers and employees, ensuring HR services are accessible and responsive. Cross-Functional Collaboration Work closely with the WPB Program Manager (under Workplace Services) and other local leaders as part of a cross-functional “WPB Squad” to coordinate initiatives supporting the market's growth. Provide local insights to inform enterprise-level talent planning, location strategy, and employee engagement efforts. Qualifications To be successful in this role you have: Experience in leveraging or critically thinking about how to integrate AI into work processes, decision-making, or problem-solving. This may include using AI-powered tools, automating workflows, analyzing AI-driven insights, or exploring AI's potential impact on the function or industry. 8+ years of progressive HR experience in roles such as HRBP, Talent Strategy, or Workforce Planning. Demonstrated experience developing and implementing talent strategies in high-growth or new-market environments. Proven ability to collaborate across HR disciplines and partner effectively with leaders at all levels. Strong business acumen with the ability to link people strategy to business outcomes. Excellent communication, stakeholder management, and project management skills. Familiarity with the Florida talent market or similar regional ecosystems strongly preferred. Must live locally - this is not a remote position, and will require office attendance 3 days a week FD21 Additional Information Work Personas We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here . To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service. Equal Opportunity Employer ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements. Accommodations We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact [email protected] for assistance. Export Control Regulations For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities. From Fortune. ©2025 Fortune Media IP Limited. All rights reserved. Used under license.

Job Description At Orion180, we don't just stand out for what we do, we shine because of how we do it. By integrating cutting-edge proprietary technology, innovative solutions, and compassion for serving our customers, we are redefining the insurance experience. Our vision is to be the global premier provider of insurance solutions. Our mission is to deliver an exceptional insurance experience through innovative technology, unparalleled customer service, and a comprehensive suite of products. Orion180 is proud to call two vibrant cities home. Our headquarters on Florida's stunning Space Coast in Melbourne offers an exceptional quality of life, with affordable housing, excellent transportation, and close proximity to major cities like Orlando, Tampa, and Miami. Our Dallas, Texas location places us in a dynamic center of culture, business, and entertainment, keeping us deeply connected to innovation and growth. Join our Team as a Talent Acquisition Partner! Are you a passionate, creative, and driven recruiter ready to help shape the future of our workforce? As a Talent Acquisition Partner with Orion180, you'll be at the heart of our hiring strategy to attract, engage, and onboard top-tier talent. This is your chance to craft an unforgettable candidate experience, drive innovative recruitment strategies, and build a high-performing team that powers our company's success. This is a 100% onsite role with no remote or hybrid options. What You'll Do: Redefine Recruitment: Develop creative strategies to attract exceptional talent that is hard working, competitive, and results driven. Know your Product: Quickly learn and articulate Orion180's mission, culture, and priorities. Build Connections: Source and connect with high performers, showcasing our company and mission, network at recruiting events, and partner with universities and industry groups to create a robust talent pipeline. Orchestrate the Hiring Journey: Participate in the end-to-end recruitment process, scheduling interviews, conducting phone screens, and selecting top candidates with precision and care. Drive Impactful Metrics: Meet aggressive time-to-fill and quality of hire goals while ensuring a first-class candidate experience. What We're Looking For: Bachelor's degree preferred. 5+ years of full-cycle recruiting experience sourcing professional-level talent. Proven ability to thrive in a fast-paced, high-performance environment with exceptional accuracy, attention to detail, and a strong sense of urgency. Outgoing, collaborative, and dedicated team player with professional maturity, resilience, and perseverance. Excellent communication and presentation skills to engage senior stakeholders and candidates. Proficiency in Microsoft Office Suite, advanced in PowerPoint, Excel, and Outlook. Prior use of ATS platforms such as ADP or Rippling for candidate management, scheduling, etc. Hands-on experience leveraging AI technologies to optimize recruiting workflows such as resume screening, chatbots, predictive analytics, and talent mapping. Punctual, proactive, and results-driven with a demonstrable track record of delivering under tight deadlines. What's in it For You: Dynamic Environment: On-site role with a fast-paced and collaborative team culture. Results-driven office where your contributions make a real impact. Compensation: Competitive base pay and performance bonuses. Career Growth: Mentorship, growth tracks, and professional development. Benefits: Medical, dental, vision, 401k, paid holidays, PTO and more. Apply Now and Become a Key Player in Our Success Story! While performing general duties for this position, the employee is regularly required to sit, stand and/or walk around (including the use of stairs). Other demands include the ability to openly communicate with others by talking, listening, comprehending, and reading, being able to lift light objects ( The office environment is fast paced and collaborative. An employee must be willing and able to work their regularly assigned work schedule, and in times of need, be able to work an extended schedule depending on company or departmental needs, project requirements, or customer demands. Orion180 is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, genetic information, age, disability, or protected veteran status. If you are interested in applying for employment and need special assistance or an accommodation to apply for a posted position, contact our Human Resources department at ************** or ***************

Note to current employees, faculty or adjunct instructor at Herzing University (not a Contractor or temporary employee through a staffing agency): please log in to UKG and then navigate to Menu > Myself > My Company > View Opportunities to apply using the internal application process. As a trusted advisor to academic leadership and department heads, the Talent Acquisition Partner will proactively identify and fulfill evolving staffing needs. This work will directly support the university's academic mission and strategic goals by sourcing, attracting, and hiring top-tier part-time and full-time faculty. The Talent Acquisition Partner collaborates with all levels of management to anticipate and meet the evolving needs of the institution. The Talent Acquisition Partner will develop relationships with prospective talent, manage the interview process and manage on-going recruitment sources while continuously seeking out new avenues to attract talent. This position works closely with senior management and hiring managers to ensure university-wide goals and recruiting objectives are met. This position will provide full lifecycle recruitment, discussion and evaluation of new hire compensation, and provide overall outstanding customer service. REQUIREMENTS: * Bachelor's degree in a relevant discipline aligned with the responsibilities of the role, or a closely related field. Equivalent professional experience may be considered in lieu of a formal degree. * Minimum of 2-4 years of experience in a dedicated human resources role focused on recruiting or talent acquisition, ideally within a higher education or academic setting. * Experience with Applicant Tracking Systems. * Knowledge of recruitment principles and practices. * Proficiency with Microsoft Office products (Outlook, Excel, Word, PowerPoint). * HR or Talent Acquisition certifications are a plus. It is preferred that the final candidate reside in one of our 3 regions: Midwest, South, Florida COMPENSATION is determined based on the qualifications, experience, and circumstances of each hire. It is uncommon for new employees to start near the top of the salary range. We offer a comprehensive benefits package, including a tuition waiver and reimbursement program, health insurance, paid time off, and a retirement savings plan. The salary range for this position is $56,270 to $76,130. Click Here or use the following link to learn more about careers at Herzing University: **************************** PRIMARY DUTIES AND RESPONSIBILITIES: * Responsible for full lifecycle recruitment to include sourcing resumes, phone screens, interviews, reference checks, and extending offers. * Collaborate with senior management to understand staffing needs and to develop and implement a proactive, innovative recruiting process and sourcing strategy. * Develop and manage recruitment strategies for assigned markets and creatively problem solve and prioritize when urgent situations arise. * Manage a high-volume pipeline of active and passive candidates using applicant tracking system. * Continually analyze, refine and enhance every aspect of the recruitment process. Share information on trends in talent acquisition with senior management. * Create and foster a positive customer experience for applicants, serving as an ambassador for the assigned campus, department and organization. Keep apprised of industry trends and utilizes labor market information to ensure best in class candidate sourcing. * Utilize job boards, social media and websites such as LinkedIn, HigherEdJobs, Indeed, etc. to develop and maintain a network and database of active and passive candidates. * Promote the benefits of joining the University and market the role to qualified prospective candidates. * Accountable for tracking and reporting recruitment KPIs for assigned requisitions. Herzing University is committed to providing a diverse environment and is dedicated to fostering a culture and atmosphere of mutual respect. It provides an inclusive and collegial community where individuals are valued, heard and empowered to contribute to the effectiveness of the institution. PHYSICAL REQUIREMENTS: * Must be able to remain in a stationary position most of the time. * Must be able to occasionally move around the work location. * Travel required approximately 10-15%, including campus visits, recruiting events, and professional networking * Constantly operates office and/or teach equipment which may include computers, copiers, fax machines, audio/visuals. * Frequently uses voice and hearing to communicate with students, staff or colleagues face-to-face or over the telephone. * Visually or otherwise identify, observe and assess. * Occasionally move, carry, or lift 10 pounds. Applicants must be authorized to work for any employer in the U.S. We do not sponsor or take over sponsorship of an employment Visa at this time. It is the university's practice to recruit and hire without discrimination because of skin color, gender, religion, LGBTQi2+ status, disability status, age, national origin, veteran status, or any other status protected by law. *************************************** Herzing University prohibits sex-based discrimination in any education program or activity that it operates. Individuals may report concerns or questions to the Title IX Coordinator. The notice of nondiscrimination is located at *********************************

Instasks App is a Professional Concierge Service. The app provides top-tiered professionals and clients with an online platform. Our unique approach to building an App is to give the client and the provider instant bookings and an easy process of all services: For example, client requests for quick tasks and large projects. Providers receive custom requests for their specialized skills. The app takes care of all invoicing between client and provider with a detailed invoice. And book all the confirmed jobs. We track providers' locations for the client's en route to any job. We created a portal platform to guide you in listing your professions. The platform provides you with schedules, invoicing and credit card processing are all part of the enhanced technology. Clients will have a choice to give the providers reviews and star ratings to ensure our elite services when booking on our app. Our mission is to help all providers strive to achieve their financial and independent goals. To have more time with their families and create a brighter future for all. The App offers opportunities to providers over the age of 18 and, by law, over the age of 21 for any tasks serving liquor. Build your future with a secure & safe platform. Be your own boss by choosing the TASKS that best suit your schedules and be available to work when you want to work. Build your income to help increase your revenue. Book tasks that are within a 15-mile radius. Our language preferred gives you better communication skills during your tasks. Our client's and providers' health & well-being are our highest priorities. BACKGROUND CHECK POLICY: All providers accountants go through an extensive (background check) through a third party company. The certificates they receive are in place to ensure the provider and client feel safe. The document you receive from the third-party background company can be given to any job you are applying for. Our policy states all providers must go through a third party background check only after you are confirmed for a job. We request you do not go through the background check link until you are confirmed for any jobs. ETIQUETTE TRAINING POLICY: Each provider will go through etiquette training to ensure that every provider is a friendly and well-mannered individual. We are poised to give our clients the very best in professional service. Our platform should leave no room for laxity as we work hard to bring the very best to our customers. SKILLS AND ABILITIES: Requires working from detailed instructions and occasional independent decision-making. Ability to read, analyze and interpret documents such as safety rules, operating and maintenance instructions, or procedural manuals. We are looking for an experienced Talent Acquisition Manager to help our company find and retain excellent employees. You will be entrusted with an ongoing quest to discover talent, build a strong employment brand and ensure great relationships with both candidates and employees. To excel as Talent Acquisition Manager, we expect you to be experienced in full-cycle recruiting and employment branding. You should have a sharp eye for talented people and a steady commitment to helping them find success in our company. Responsibilities Determine current staffing needs and produce forecasts. Develop talent acquisition strategies and hiring plans. Lead employment branding initiatives. Perform sourcing to fill open positions and anticipate future needs. Plan and conduct recruitment and selection processes (interviews, screening calls etc.). Take steps to ensure positive candidate experience. Assist in employee retention and development. Supervise recruiting personnel. Organize and/or attend career fairs, assessment centres or other events. Use metrics to create reports and identify areas of improvement. Requirements Proven experience as talent acquisition manager. Experience in full-cycle recruiting, sourcing and employment branding. Understanding of all selection methods and techniques. Proficient in the use of social media and job boards. Willingness to understand the duties and competencies of different roles. Working knowledge of Applicant Tracking Systems (ATS) and databases. Excellent communicator. Well-organized. A leader and strategic thinker. BSc/BA in business administration, human resources or relevant field.

Concepta is a rapidly growing beauty and wellness company, specializing in cosmetics and supplements designed for the U.S. Amazon market. Our team combines science-driven product development with data-backed strategies to deliver high-quality products that customers love. With offices in Miami and Serbia, we're building a global, agile, and collaborative culture. Role Overview We are seeking a Talent Acquisition Manager to lead recruitment for Concepta across the U.S. markets. This role is central to scaling our team, strengthening our employer brand, and ensuring a seamless candidate experience. You'll work directly with leadership to design and execute recruitment strategies that meet business goals in a fast-paced, high-growth environment. Key Responsibilities Lead end-to-end recruitment for roles across departments (Product Development, Business Development, Marketing, Operations, etc.) Partner with hiring managers to define role requirements, competencies, and success profiles. Develop sourcing strategies to attract top talent, including direct outreach, job boards, social media, referrals, and events. Build and maintain a strong talent pipeline for future needs in e-commerce, cosmetics, and supplements. Oversee candidate experience from initial outreach through offer negotiation, ensuring timely communication and professionalism. Use data and reporting to track recruitment metrics, identify bottlenecks, and optimize processes. Collaborate with HR leadership to enhance employer branding initiatives and recruitment marketing campaigns. Manage ATS/CRM workflows, ensuring compliance and accuracy of all recruitment data. Support global recruitment efforts across U.S. and European markets when needed. Requirements Minimum 5 years of recruitment experience, with at least 2 years in a managerial or senior recruiter role. Strong background in e-commerce, beauty, wellness, or consumer goods recruitment. Demonstrated ability to manage multiple searches simultaneously in a fast-paced environment. Expertise in sourcing (LinkedIn Recruiter, Boolean search, job boards, niche platforms). Strong interpersonal and communication skills - able to influence and build trust with both candidates and leadership. Data-driven mindset with experience using ATS/CRM systems. High level of organization, ownership, and adaptability. Bachelor's degree in HR, Business, or related field (preferred). Desired Attributes Passion for people and building high-performing teams. Entrepreneurial mindset with the ability to thrive in a startup-like environment. Proactive, resourceful, and solutions-oriented. Strong cultural intelligence and ability to recruit across diverse geographies. What We Offer Competitive compensation (base + performance bonus). Hybrid working model (Miami HQ). Opportunity to shape the recruitment function in a growing company. Direct impact on scaling a fast-growing global brand. Collaborative, dynamic work environment with passionate colleagues.

Job Description About Us At Medius, we believe managing finance should be about strategy, not stress. That same mindset shapes not only the solutions we build, but also the culture we create for our people. We remove complexity, embrace innovation, and give our teams the freedom to focus on what truly matters - whether that's transforming the future of finance with AI or finding balance to go home on time. Founded in Sweden in 2001, Medius has grown from a local startup into a global leader in cloud-based spend management solutions. Today, thousands of organizations worldwide trust us to simplify accounts payable and spend management processes. Our journey has been driven by continuous innovation, a passion for technology, and above all - the people who make it happen. We're more than a software company. We're a team of problem-solvers, innovators and collaborators working together to reinvent the category of accounts payable. Our solutions use Artificial Intelligence to eliminate manual work, bring clarity, confidence, and control, and empower finance teams of the future. At Medius, our values guide how we work and grow together: Connect - We believe in the power of people-individually and collectively-and our success depends on understanding and respecting each other. We appreciate that ‘empowering finance teams of the future' is an exciting endeavor, and we share it with everyone around us. Question - We enjoy the challenge of our work and the thrill of collaboration. We are not afraid to question ourselves and each other because we believe diverse perspectives can lead to better outcomes and that there is great power in resolution. Own - We are thorough, thoughtful, and decisive. We anticipate what's next, what a customer might need, and then we deliver. That's how we get things done. And that's how we remain a leader. Customers trust us to do our job so that they can focus on what they do best. At Medius, you'll join a diverse, global community where curiosity is celebrated, ideas matter, and innovation never stops. If you're passionate about technology, eager to make an impact, and ready to grow alongside a team that lives its values, Medius is where you can do your best work - your impact is global. Lear more at *************** Job overview We are seeking an experienced and strategic Global Head of Talent Acquisition to lead our worldwide recruiting function. This role is critical to achieving our growth plans, ensuring we attract, hire, and retain exceptional talent to fuel business success. You will be responsible for shaping and executing the global talent acquisition strategy, scaling processes and systems, driving operational excellence, and elevating our employer brand. A core priority will be building world-class recruiting capability for go-to-market (GTM) functions (Sales, Marketing, Customer Success, and Partnerships). Responsibilities and Duties Strategic Leadership: Develop and execute a global TA strategy aligned to company growth objectives and workforce planning targets. Partner with the CHRO, CFO, and functional senior leaders to forecast hiring needs, headcount planning, and critical role prioritization. Build a data-driven recruiting function that measures, reports, and improves KPIs (time-to-fill, quality of hire, cost per hire, candidate experience etc). GTM Recruitment Leadership: Design and drive recruiting strategies to scale GTM functions globally, with a focus on hiring top-performing SaaS sales, marketing, and customer success talent. Partner closely with CRO, CMO, and GTM leaders to understand talent profiles, market trends, and competitive intelligence. Build strong pipelines for quota-carrying roles and leadership positions that directly impact revenue growth. Strengthen assessment rigor and consistency in evaluating GTM candidates, balancing speed with quality. Team & Operational Excellence: Lead, coach, and develop a global TA team, ensuring effective regional coverage, alignment, and collaboration. Drive standardization of recruiting processes, technology, and tools (ATS, sourcing platforms, analytics) for scalability and efficiency. Partner closely with HR Operations and HRBPs to deliver a seamless candidate-to-employee experience. Build and execute a compelling global employer brand and recruitment marketing strategy to attract top SaaS talent. Ensure a consistent, positive, and inclusive candidate experience across all geographies and functions. Position the company as an employer of choice in key markets through events, partnerships, and digital channels. Executive & Critical Hiring: Lead senior-level and executive hiring in partnership with the CHRO and CEO, including succession-critical and niche roles. Establish trusted relationships with search partners, agencies, and external networks to support executive and critical hires. Qualifications 12+ years of progressive experience in talent acquisition, with 5+ years in a global leadership role. Proven expertise in scaling GTM recruitment (Sales, Marketing, CS, Partnerships) in SaaS or technology companies. Strong track record of delivering against high-volume and senior-level hiring plans in competitive markets. Demonstrated ability to build and lead high-performing global teams across multiple regions. Analytical mindset with experience using data to drive insights and decision-making. Excellent stakeholder management skills, with experience partnering at the executive and board level. Deep understanding of TA systems, tools, and best practices. Passion for building diverse, inclusive, and high-performing organizations.

Job Description Ready to Level Up Your Career? Join Our Fun & Forward-Thinking Team! STEPS Behavioral Health of Maryland is exploring new opportunities for BCBAs (Board Certified Behavior Analysts) as we plan for expansion - and we want to connect with amazing candidates like you. We are building a network of talented BCBAs who are excited about flexibility, professional growth, and being part of a supportive team culture. Whether you're looking for part-time or full-time opportunities, remote work, or a chance to make a real difference, STEPS could be the perfect next step in your career. Why Join Our Talent Pool? Be the first to hear about upcoming openings as we grow Explore flexible roles that fit your schedule Get in early with a supportive, collaborative team that values you Work with individuals on the autism spectrum and truly impact lives What We're Looking For: Current BCBA certification Passion for working with individuals on the autism spectrum A collaborative, positive, and growth-minded attitude This is not just a job - it's a chance to shape your future with a company that's growing fast and cares deeply about its people. If you're ready to explore what's next, let's connect! Apply today to join our BCBA talent pool at STEPS Behavioral Health. Job Posted by ApplicantPro

Recruiter US East Office (Jacksonville, FL) We Exist to Transform Our Customers and Change Lives Summary: As a Recruiter for RF-SMART, you will live out our mission of transforming our customers and changing lives by equipping our organization with exceptional professional level team members. You will partner with Hiring Managers to enable the growth of our company by marketing, sourcing, assessing, interviewing, and hiring candidates. Essential Duties and Responsibilities: Establish a partnership with Hiring Managers to prioritize current and upcoming hiring needs, build and execute recruitment strategies, and drive the hiring process Responsible for creating and maintaining a robust and diverse talent pipeline Utilize various sourcing tactics such as job boards, job fairs, referrals, networking, and social media Work cross-functionally to adhere to processes and procedures, including compliance requirements Conduct interviews via phone, Zoom Meeting and/or in-person Create, deliver, and negotiate offers Develop and track recruiting and hiring process/metrics so that the processes are transparent and measurable Provide insight into talent acquisition activities and metrics Create a world-class experience for candidates and hiring managers Education and Experience: 4+ years of recruiting experience Bachelor's Degree in a business field, or equivalent work experience Knowledge of supply chain and ERP's such as Oracle Cloud SCM and NetSuite are a plus Experience working for a global company in a corporate environment, filling professional and management positions Experience in international hiring, primarily in UK, Australia and Canada Experience working in a SAAS environment Employment Law and EEOC knowledge Employer does not sponsor applicants for employment visa status (e.g. H-1B.) General Information: The above noted job description is not intended to be an exhaustive list of all duties and responsibilities that may be assigned but rather to give personnel so classified a general sense of the responsibilities and expectations of the job. As the nature of business demands change so, too, may the essential functions of this specific position and/or the skills and abilities required. RF-SMART is an Equal Employment Opportunity (EEO) employer.

Job Descriptionduplicated req from 15450 for Sabin Edwards

Printerpix is a digital photo and communication ecommerce business, where we strive on a daily basis to revolutionize the way companies engage with the world. With 2 million users in 20 countries, we have a unique, truly diverse culture of talented employees committed to making a difference in their communities and in the work that they do. Job Description Responsibilities • Deliver consistent and timely results that support your customers • Creatively search and source for candidates across multiple locations using job boards, internet searches, direct sourcing, networking and other creative methods • Measure and maintain recruitment service level with internal hiring managers • Partner and team with TA peers to leverage talents and expertise to achieve outstanding results • Identify and participate in networking activities such as industry conferences, and open house events to build relationships and to recruit talent • Plan and host recruiting events for Printerpix that represents our unique and transformed work environment that will result in hires • Execute the full lifecycle recruitment process for entry, mid to senior level hires and partner with various managers at Printerpix to actively recruit talent • Partner with hiring partners and team members to ensure an overall awesome candidate experience • Develop pro-active recruitment strategies in partnership with HR Talent leaders to anticipate, plan and recruit for future business needs • Embrace and commit to continuously and deliberately sourcing diverse talent • Commit yourself to greatness - everyday Qualifications Qualifications • 5+ years of recruiting experience • Understanding the unique needs of a product and marketing team and the ability to screen for these skills • Attention to detail & follow up • Strong organizational skills and ability to work at a high pace, with competing, and changing priorities • Effective interpersonal skills including strong verbal and written communication skills • Results and service orientation • Must be capable and willing to perform daily administrative tasks to ensure accuracy and compliance • Able to influence and build strong business partnerships • Experience using applicant tracking systems and human resource information systems (HRIS) Additional Information All your information will be kept confidential according to EEO guidelines.

Voloridge Health, headquartered in Jupiter, FL, is a proactive healthcare technology company. We develop advanced tools to deliver predictive, personalized insights to empower individuals and organizations to make data-driven decisions, promoting longer, healthier lives. Voloridge Health is dedicated to developing a data-science-driven approach to assess, track, and improve healthspan. Founded in 2023 with the same data science background that has propelled its sister company, Voloridge Investment Management, as an award-winning quantitative hedge fund. We are seeking an experienced and strategic Lead Recruiter to drive the talent acquisition efforts of our innovative, data-driven healthcare company. This role will be instrumental in identifying and attracting top-tier professionals across a variety of technology disciplines, including Data Analysts, Engineers and Architects, Research Analysts, Software Engineers, Data Scientists, and Medical Directors. The ideal candidate will have a deep understanding of healthcare industry hiring trends and will be responsible for managing the full life-cycle recruitment process and collaborating with hiring managers to align talent strategies with business objectives. Summary of Job Functions: Talent Sourcing & Recruitment Strategy Independently develop and execute innovative sourcing and recruitment strategies to attract top talent across healthcare and technology disciplines Build and maintain a pipeline of active and passive candidates to support company growth and hiring demands Stay informed on healthcare industry trends, regulations, and talent acquisition best practices to ensure competitive hiring strategies Candidate & Hiring Manager Engagement Partner with hiring managers to define role requirements, develop job descriptions, and create tailored recruitment plans Facilitate a seamless candidate experience, from initial outreach through offer acceptance and onboarding Conduct in-depth screenings to assess candidates' technical qualifications, cultural fit, and alignment with business needs Establish strong relationships with candidates, providing guidance and feedback throughout the hiring process Recruitment Process Optimization & Employer Branding Continuously improve hiring processes, automation, usability, transparency, and documentation Leverage technology, including LinkedIn Recruiter, Fetcher, and ATS platforms, to streamline candidate sourcing and recruitment workflows Support college recruiting initiatives and industry conferences to enhance brand awareness and talent engagement Represent Voloridge Health as a company ambassador, sharing our mission, values, and opportunities with prospective candidates Compliance & Industry Knowledge Maintain compliance with employment laws, healthcare staffing regulations, and best practices in recruitment Stay up-to-date on changes in healthcare licensing, certifications, and workforce trends to ensure accurate hiring assessments Provide insights to leadership on workforce planning, talent availability, and market compensation trends Minimum Requirements: Bachelor's degree in Human Resources, Business Administration, Healthcare Management, or a related field 3-5 years of full-cycle recruiting experience, preferably in technology, healthcare or professional services Proficiency in LinkedIn Recruiter, Fetcher, ATS platforms, and sourcing tools Strong knowledge of Microsoft Office Suite (Outlook, Word, Excel, PowerPoint) and Adobe Acrobat Exceptional verbal and written communication skills, with an ability to influence and engage stakeholders at all levels Strong organizational skills, attention to detail, and ability to prioritize and manage multiple hiring initiatives in a fast-paced environment Preferred Skills and Previous Experience: Experience managing high-volume and executive-level hiring Strong negotiation skills to support offer management and candidate engagement Ability to adapt to changing priorities in an entrepreneurial and data-driven environment Knowledge of HR best practices and workforce planning strategies Deep knowledge of healthcare hiring regulations, industry challenges, and role-specific requirements Implemented and maintained Greenhouse ATS to enhance hiring workflows and improve recruiter efficiency Compensation & Benefits: Highly competitive base salary Profit-sharing bonus Comprehensive health, dental, vision, life, and disability insurance 401(k) retirement plan with company match Voloridge Health is an Equal Opportunity Employer. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other legally protected characteristic or status.

Director of Land Acquisitions We are Lennar Lennar is one of the nation's leading homebuilders, dedicated to making an impact and creating an extraordinary experience for their Homeowners, Communities, and Associates by building quality homes and providing exceptional customer service, giving back to the communities in which we work and live in, and fostering a culture of opportunity and growth for our Associates throughout their career. Lennar has been recognized as a Fortune 500 company and consistently ranked among the top homebuilders in the United States. Join a Company that Empowers you to Build your Future The Director of Land Acquisitions is to develop awareness of types of opportunities that fit company's land acquisition strategies and understanding of current market trends in land development and homebuilding. Oversee all Land Acquisition operations for the Division. * A career with purpose. * A career built on making dreams come true. * A career built on building zero defect homes, cost management, and adherence to schedules. Your Responsibilities on the Team * Monitor and coordinate potential land acquisitions opportunities. * Manage initial review of all potential acquisitions * Track all sites under review from initial look to contract. * Track contract timelines - Earnest Money requests, end of due diligence and for CIC submittal. (keep Land Tracker and Top 10 list updated) * Prepare initial * Liaise between sub-contractors, consultants, real estate brokers, governing agencies, utility companies and other individuals and agencies relating to the land acquisition and development department. * Network with other builders and developers to maintain market awareness and develop contacts to become a strong competitor in Division's market areas and emerging markets. * Develop pipeline reports for each county within the region. * Contact and meet with developers and land sellers upon manager's request and regularly update the land pipeline tracking records. * Develop broad understanding of the market including the competition, house types/sizes, price points and sales absorption for each county within the target regions. * Development/Entitlement budgeting. * Compile material needed for any hearings and review boards. * Work with attorney in preparation of LOI's, Contracts and Amendments. * Liaise with Attorney on all Contracts and Amendments needed by department and ensure that Contracts and Amendments * Coordinate Land Acquisitions Contracts with brokers and attorneys. * Monitor contract compliance with VP's & outside attorneys. * Liaise with attorneys for need of Amendments to keep contracts compliant. * Order Earnest Money - Contract Summary and supporting material. * Prepare Contract Summaries an narratives to be included in Greenbooks * Compile all Due Diligence Reports needed in Greenbooks. * Coordinate on any matters related to the needs of the HOA Management companies. Requirements * 4-year College Degree in business administration, engineering, accounting, finance or similar program required * Minimum 4 years experience in Land Acquisition, preferably with a National Homebuilder, preferably in the Charleston, SC market * Computer literacy, including word-processing, spreadsheet analysis, project scheduling and data management software. * Knowledge of sales/negotiating principles and real estate. * Ability to communicate effectively and concisely, both verbally and in writing. * Must exercise initiative and achieve objectives with minimal supervision. * Must be detail-oriented and a problem-solver able to deal with complex situations. * Valid Driver's License and a good driving record Physical & Office/Site Presence Requirements: Must be able to operate a motor vehicle. Must be able to bend, stoop, reach, lift, walk, move and/or carry equipment in excess of 20 pounds. Must have finger dexterity to operate computer keyboard and calculator. #LI-SB1 #CB #LI-Onsite Life at Lennar At Lennar, we are committed to fostering a supportive and enriching environment for our Associates, offering a comprehensive array of benefits designed to enhance their well-being and professional growth. Our Associates have access to robust health insurance plans, including Medical, Dental, and Vision coverage, ensuring their health needs are well taken care of. Our 401(k) Retirement Plan, complete with a $1 for $1 Company Match up to 5%, helps secure their financial future, while Paid Parental Leave and an Associate Assistance Plan provide essential support during life's critical moments. To further support our Associates, we provide an Education Assistance Program and up to $30,000 in Adoption Assistance, underscoring our commitment to their diverse needs and aspirations. From the moment of hire, they can enjoy up to three weeks of vacation annually, alongside generous Holiday, Sick Leave, and Personal Day policies. Additionally, we offer a New Hire Referral Bonus Program, significant Home Purchase Discounts, and unique opportunities such as the Everyone's Included Day. At Lennar, we believe in investing in our Associates, empowering them to thrive both personally and professionally. Lennar Associates will have access to these benefits as outlined by Lennar's policies and applicable plan terms. Visit Lennartotalrewards.com to view our suite of benefits. Join the fun and follow us on social media to see what's happening at our company, and don't forget to connect with us on Lennar: Overview | LinkedIn for the latest job opportunities. Lennar is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.

Talent Manager - Enterprise Talent, Learning & OD Architect About The River The River is not just a college. We are a nationally recognized, award-winning institution shaping the future of learning, careers, and communities. Winner of the 2019 Aspen Prize for Community College Excellence, The River has been consistently ranked among the top institutions in the country for delivering transformational outcomes to students and families. We are expanding boldly: The Promise Program is removing financial barriers by guaranteeing tuition-free education for eligible local graduates, opening pathways to equity and opportunity. Our partnership with the Edward Via College of Osteopathic Medicine (VCOM) is launching a full medical education pathway at our Pruitt Campus - bringing advanced healthcare education and research to our region. We are investing heavily in AI, automation, and digital learning ecosystems to disrupt the traditional higher education model and deliver career-ready skills, not just degrees. Our institutional rallying cry, “GO FAST. THINK BIG.”, drives every decision we make: speed in execution, boldness in vision, and excellence in outcomes. The River is leading the way in designing the future of education: one that blends academic learning, workforce readiness, and life success. Our HR function is at the center of this transformation - because we know that student success begins with employee success. Our Transformation Journey At The River, HR is no longer an administrative function. We are building a strategic, AI-enabled People & Culture engine that sets the pace for higher education and benchmarks against the world's best companies. This is not maintenance work. This is building from the ground up - and building for impact: Professionalizing HR with systems, processes, and leadership pipelines that rival Fortune 500 organizations. Embedding AI, automation, and people analytics into every aspect of HR to make work faster, smarter, and more human. Designing a culture of inclusion, performance, and belonging that inspires people to do the best work of their lives. Shaping succession pipelines, leadership academies, and career architectures that ensure every employee at The River has visibility, opportunity, and support. Proving impact with data, dashboards, and ROI, not just activity - HR at The River is measured on outcomes. We are creating a movement inside higher education - to show that a college can deliver world-class HR and people systems that rival the most innovative companies in the world. The Talent Manager role is at the heart of this journey: building the enterprise systems that unlock learning, leadership, and growth for every employee. Purpose of the Role The Talent Manager at The River is not a program administrator - this is a strategic architect role with the mandate to design and scale the full enterprise talent system. You will bring the depth, vision, and execution strength of a Fortune 500 HR leader into a purpose-driven, mission-centered institution. This role exists because our future growth, our culture, and our student outcomes all depend on talent. If our employees have clear career paths, if our leaders are prepared for succession, if our workforce is skilled for tomorrow's challenges, and if every employee feels belonging and purpose in their work - then The River succeeds in delivering on its mission. As Talent Manager, you will: Design the architecture of growth: building the frameworks, systems, and processes that connect learning, leadership, careers, and culture. Anticipate and prepare: ensuring The River has the bench strength, readiness, and workforce planning to meet institutional goals 6, 12, and 24 months out. Enable leaders at scale: making every leader, at every level, better equipped to grow people and lead change. Bring innovation and AI into talent: from predictive workforce planning to personalized learning, you will make The River's talent practices faster, smarter, and more impactful. Drive measurable results: your success will not be defined by activity but by impact - stronger succession pipelines, higher promotion velocity, more effective leaders, greater engagement, and career mobility. This role is both strategic and hands-on. You will set vision, design frameworks, and facilitate leadership conversations. You will also roll up your sleeves, build tools, pilot programs, and prove impact with data. We are seeking a builder with the passion to create, the resilience to persist, and the discipline to deliver excellence at speed. Impact You Will Make By joining The River as Talent Manager, your work will have tangible, measurable impact across the institution. These are not abstract ideas - they are the outcomes you will deliver: Succession Readiness: Increase bench strength and succession coverage across critical roles, with clear readiness pipelines reviewed quarterly by leadership. Leadership Effectiveness: Launch and scale leadership academies that drive measurable improvement in leadership behaviors, team performance, and engagement scores. Internal Mobility & Career Growth: Build career frameworks and skills transparency that increase internal promotion velocity and cross-functional mobility, reducing external hiring dependency. Workforce Planning and Job Architecture: Deliver predictive workforce plans that anticipate growth, reskilling, and attrition risks 6-18 months ahead, directly tied to budgeting and hiring decisions. Developing job competencies and tying it to career paths. Engagement & Belonging: Translate engagement survey data into targeted action plans owned by leaders, increasing trust, belonging, and retention across diverse employee groups. Talent ROI: Prove the business value of talent initiatives with data - tracking outcomes like faster time-to-productivity for new leaders, reduced turnover, and increased diversity in leadership pipelines. Employer Brand Strength: Position The River as an employer of choice through storytelling, recognition, and results - ensuring we attract top-tier, purpose-driven talent. Every bullet point here is a commitment - this is the difference your work will make. What You Will Build As Talent Manager, you will be the architect and builder of The River's enterprise talent system. This is not about maintaining legacy programs - it is about creating world-class frameworks and tools that professionalize HR and accelerate growth. You will design and scale: Career Architecture & Skills Framework: Define career families, job levels, and capability expectations that provide clarity and transparency for all employees. Build a skills taxonomy linked to learning pathways, internal mobility, and workforce planning. Leadership Academies & Development Journeys: Design tiered academies for frontline, mid-level, and senior leaders. Integrate coaching, mentorship, action learning projects, and 360° feedback, ensuring measurable behavior change and leadership impact. Succession & Talent Reviews: Build an enterprise-wide talent review process that surfaces readiness, identifies risks, and creates targeted development actions. Deliver quarterly reviews tied to real decisions about succession and mobility. Learning Ecosystem: Curate and deploy a modern learning experience platform (LXP) with AI-personalized recommendations. Blend self-paced content, live sessions, peer learning, and experiential projects - learning in the flow of work. Organizational Development Frameworks: Partner with leaders to assess effectiveness, facilitate team development, and enable culture change. Introduce OD diagnostics, playbooks, and facilitated interventions that move teams forward. Workforce Planning Models: Create annual and rolling workforce plans aligned with institutional strategy, enrollment trends, and financial forecasts. Integrate scenario planning to anticipate skill gaps, retirements, and growth opportunities. Talent Scorecard: Establish a data-driven scorecard that tracks key indicators - bench strength, promotion velocity, engagement, time-in-level, readiness mix, diversity, and ROI of talent investments. What you build will not sit on paper. It will live in systems, dashboards, leader routines, and employee experiences - shaping how every person at The River learns, leads, and grows. Innovation & AI The River is embedding AI, analytics, and digital enablement into the fabric of HR. As Talent Manager, you will use technology not as a side tool, but as a core enabler of scale and speed. You will: Predict Talent Risks & Readiness: Use predictive analytics to flag succession gaps, leadership risks, and critical roles vulnerable to turnover - enabling proactive action before issues become crises. Skills Inference & Matching: Leverage AI to infer adjacent skills, recommend upskilling paths, and match employees to stretch assignments, projects, or roles that accelerate growth. Personalized Learning Journeys: Deliver AI-driven learning recommendations tailored to employee goals, performance, and skills - ensuring learning is relevant and impactful. Automated Talent Reviews: Streamline nomination, assessment, and evaluation processes with digital workflows. Replace spreadsheets with real-time dashboards and analytics. Engagement-to-Action Analytics: Use natural language processing and sentiment analysis to interpret feedback, identify hotspots, and create action plans with precision. Story-Driven Dashboards: Translate talent and culture data into executive-ready dashboards that link talent investments to organizational performance. Every metric has a narrative, every insight leads to a decision. AI Nudges for Leaders & Employees: Deploy nudges to prompt timely feedback, check-ins, learning completions, and career conversations - embedding development into daily routines. Innovation is not optional. It is how you will make talent management at The River future-ready, scalable, and impactful. 30 / 60 / 90 Day Speed Plan The first 90 days at The River will set the tone for your impact. You will not wait for perfect conditions - you will move with speed, clarity, and focus to create credibility and momentum. First 30 Days - Discover & Connect Build trusted relationships with executive sponsors, HR colleagues, and business leaders by listening deeply and understanding priorities. Conduct a rapid assessment of current talent practices, data, and gaps. Map existing succession coverage, development programs, and career structures. Establish a “Talent Transformation Agenda” draft that outlines quick wins and long-term goals. Communicate your approach clearly to stakeholders, creating alignment on priorities and expectations. Next 60 Days - Design & Pilot Launch two visible quick wins: one leadership development pilot module and one talent review session. Prove that immediate progress is possible. Finalize the design of the Talent Scorecard and begin baseline data collection. Develop draft frameworks for succession, leadership development, and career architecture. Socialize with key leaders to refine. Facilitate one OD/team development intervention to demonstrate value in driving team performance. Next 90 Days - Deliver & Scale Publish and launch The River's first enterprise-wide Talent Scorecard with baseline metrics. Conduct initial talent reviews across at least one division, creating action plans for succession and readiness. Roll out a leadership academy pilot with clear objectives, measures, and participant feedback. Deliver a 12-18 month talent roadmap, sequenced by priorities, resources, and expected impact. Share early success stories with the institution to build momentum and credibility. 12 / 24-Month Success Profile Success at The River will be measured not by effort, but by outcomes. Within 12 to 24 months, your leadership as Talent Manager will be evident through: Succession Coverage & Bench Strength: Clear, data-driven succession plans in place for 100% of critical roles, with readiness coverage increased by 15-20% from baseline. Promotion Velocity & Mobility: Internal promotion and cross-functional mobility rates improved by at least 15% YoY, demonstrating stronger pipelines and career growth. Leadership Effectiveness: Leadership academy participants showing measurable improvement in 360° feedback and team engagement scores, with ≥85% completion and impact demonstrated in business results. Workforce Planning Impact: Annual workforce plans influencing budget and hiring decisions, with predictive models used to anticipate attrition, reskilling, and capacity needs. Engagement & Belonging Metrics: Positive movement in engagement survey drivers related to growth, recognition, and trust, with ≥80% of action items completed on time. Diversity & Inclusion: Diverse representation in leadership pipelines improved by measurable percentage points, with inclusive leadership practices embedded in all programs. Talent ROI Demonstrated: Documented ROI for major initiatives (e.g., time-to-productivity reductions, lower turnover, leadership impact on performance), presented quarterly to leadership. Employer Brand Recognition: Strengthened reputation for The River as a “Best Place to Work” in higher education and beyond, reflected in candidate quality, offer acceptance rates, and employee referrals. Every milestone is about proof of impact - ensuring that talent management is directly tied to performance, culture, and student success at The River. Who You Are You are more than an HR professional - you are a builder, strategist, and leader with the drive to create systems that last. You thrive in environments of change and possibility, and you bring both the vision to design solutions and the discipline to execute them. At The River, you will succeed because you are: A Strategic Architect: You see the whole system - culture, leadership, skills, careers, succession - and design frameworks that connect them into a coherent strategy. A Builder at Heart: You are energized by rolling up your sleeves to create programs, frameworks, and tools from scratch, knowing they will shape the future of work at The River. Inclusive and Purpose-Driven: You believe every employee deserves clarity, opportunity, and belonging. You design talent systems that expand access, foster equity, and create a sense of purpose. Impact-Oriented: You measure success not by activity, but by outcomes - stronger pipelines, faster mobility, better leaders, higher engagement, and measurable ROI. Analytical & Data-Savvy: You use data, dashboards, and analytics to diagnose issues, prove impact, and drive decisions. You translate insights into clear, actionable strategies. Innovative & Future-Focused: You embrace AI, automation, and modern learning tools as enablers of scale, personalization, and speed. You are always looking ahead. A Credible Influencer: You have executive presence and the ability to facilitate high-stakes conversations with clarity, confidence, and inclusivity. Resilient & Agile: You thrive in ambiguity and fast-moving change. You stay calm, adapt quickly, and persist until solutions are delivered. What You Bring To achieve the outcomes required, you bring proven experience, technical depth, and demonstrated impact. You will not just have worked in talent management - you will have built, scaled, and measured it. At The River, we expect: Enterprise Talent Experience: 10-15 years in Talent Management, Organizational Development, Learning & Development, or related fields, with experience building end-to-end talent systems across multiple functions or business units. Succession & Workforce Planning Expertise: Hands-on leadership of enterprise-wide succession planning, workforce modeling, and readiness reviews, with documented results (e.g., increased bench strength, reduced time-to-fill critical roles). Learning & Leadership Development Design: Proven record designing and scaling leadership academies, development programs, and learning ecosystems that produced measurable behavior and performance changes. Career Architecture & Skills Frameworks: Experience creating or implementing career frameworks, skills taxonomies, or internal marketplaces, ideally integrated with modern HR technology. Change & OD Leadership: Success in leading organizational development initiatives, team effectiveness interventions, or culture change programs. Skilled in facilitation and systems thinking. Analytics & ROI Measurement: Ability to design scorecards, measure impact, and present ROI of talent initiatives to senior leadership. Skilled in linking talent investments to business results. Technology & AI Fluency: Comfort with HR technology (Workday, ADP, learning platforms) and analytics tools (Power BI, Tableau). Curiosity and capability in leveraging AI to personalize, predict, and automate. Education: Bachelor's degree in Human Resources, Organizational Development, Business, or related field required; Master's degree preferred. Certifications in coaching, assessments, or change management a plus. Proven Outcomes: A track record of delivering measurable improvements in leadership effectiveness, succession readiness, mobility, engagement, and performance. Why Join The River At The River, this is more than a job. This is a chance to be part of a movement - to reshape higher education, to transform lives, and to leave behind a legacy of systems and culture that will endure long after your tenure. When you join us as Talent Manager, you will: Shape the Future of Education Through People: Every framework, program, and system you build will directly empower faculty, staff, and leaders - and in turn, unlock student success and community impact. Build, Don't Maintain: You won't inherit outdated systems to tweak. You will create world-class talent practices from scratch, with the freedom to innovate and the mandate to deliver excellence. Work with Purpose and Passion: At The River, our work is about changing lives. You will join a mission-driven community where purpose and performance reinforce each other. Leverage Innovation and AI: We are not afraid of technology; we embrace it. You'll work with modern platforms, analytics, and AI tools to make your ideas scale and stick. See Your Impact Every Day: From succession pipelines to leadership academies, from engagement scores to career growth stories - you will see the direct results of your work in the lives and careers of our people. Grow as a Leader and Successor: This role is designed for a high-potential leader. You will work alongside executives, influence strategy, and have a clear runway for growth into broader leadership roles. Be Part of a Winning Culture: The River is bold, fast, and ambitious. We celebrate builders, innovators, and changemakers who roll up their sleeves and deliver results with excellence. We value the well-being and professional growth of our employees. Our comprehensive benefits package includes: · Health & Wellness: Medical, dental, vision, flexible spending accounts, life insurance, supplemental plans, and access to our Employee Assistance Program (EAP). · Affordable Coverage: PPO/HMO options starting at just $50/month for individual coverage and $180/month for family coverage. · Retirement Security: Participation in the Florida Retirement System (FRS), plus tax-deferred annuities and Roth 403(b) options. · Time for You: Generous paid vacation, personal, and sick leave to support work-life balance. · Perks & Discounts: Reduced rates on services and tickets to local attractions. · Growth & Development: Professional development programs, leadership training, and opportunities to advance your career. This is not a traditional HR job. This is a once-in-a-career opportunity to architect the systems of growth, learning, and leadership for an entire institution. At The River, your work will matter - to our people, our students, and our community. ClassificationStaffSupervisoryYesFLSA ExemptYesEmployment TypeRegularCompensation and Application DeadlinePay range starts at: $81,279.55 . All salary calculations start at the minimum salary and will be based on candidate's education and experience | Open until filled.

Job Description Senior Talent Acquisition Partner Trisian-Global Consulting LLC is seeking a highly motivated and experienced Senior Talent Acquisition Partner with Corporate Recruiting experience in the Financial Services Industry. In this role, you will be responsible for full-cycle professional services Recruiting working closely with hiring managers and department heads to understand their staffing needs and develop effective recruitment strategies. The ideal candidate will have a strong background in full-cycle recruiting, excellent communication and interpersonal skills, and a passion for finding the best talent. Key Responsibilities: The Talent Acquisition (TA) Partner collaborates with business leaders and hiring managers on the recruitment and selection of candidates for open positions across the company, as well as proactive talent sourcing for future staffing needs. This role manages more complex roles to include sales, information technology, management and other niche positions. The TA Partner also manages a high volume of recruitment opportunities. Responsibilities include attracting, sourcing, screening and recommending top talent to the company through proactive networking, facilitation of job postings, development of talent pipelines and deployment of talent acquisition campaigns that elevate the quality of candidates and new team members selected to join the organization. This role will manage talent acquisition processes and actively drive workflows to ensure effective candidate management through timely screening, selection and onboarding. The TA Partner will consult with hiring managers to make good hiring decisions that upgrade the skills, capability and overall caliber of the Company. This position works with the TA Specialist to manage the candidate lifecycle from requisition to onboarding, curating the candidate experience on behalf of the company. The TA Partner may also participate in process re-engineering and/or drive projects to improve the workflow and capabilities of the Talent Acquisition Team. Qualifications: Bachelors degree (or equivalent combination of years of experience with High School diploma/GED) with 5-10 years direct Corporate recruitment experience in the Financial Services Industry. Experience recruiting for multiple levels of roles across multiple disciplines, a matrixed environment and a distributed workforce. Previous experience successfully recruiting for Sales and/or Technology roles, positions of complexity and senior level opportunities. Ability to recruit management level - AVP, VP, Director etc. Must be a hunter. Proficiency with online recruiting platforms, such as LI Recruiter, Indeed etc. Familiarity with relevant regulations, market trends, and typical roles, to effectively partner with hiring managers and deliver qualified talent. Strong project management skills with demonstrated project management experience specifically focused on new process implementation or process re-engineering. Knowledge of federal/ state employment laws and regulatory requirements with ability to appropriately apply them and exercise judgement. Experience with and adept at utilizing ATS platforms, UltiPro/ UKG a plus.

It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today - ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500. Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone. Job Description We are seeking an experienced and strategic Talent Strategy Partner to play a pivotal role in driving our company's talent growth and development in West Palm Beach (WPB), Florida-a key and critical market for ServiceNow's long-term expansion. This individual will serve as "feet on the ground" to support the broader HR organization as it works to build talent strategies to build a local talent community. This individual will serve as the connective tissue across our HR - including Talent Acquisition, Workforce Planning, Culture, and Early-in-Career teams - ensuring that our local talent strategies align with enterprise goals and deliver a best-in-class employee experience. They will also be the voice back to the HR team providing local feedback and insights that will help shape the ServiceNow West Palm Beach talent approach. Key Responsibilities: * Strategic Talent Development Assistance * Assist HR Business Partners (HRBPs) and functional leaders to develop and execute integrated talent strategies that support growth in West Palm Beach. * Translate company-wide talent priorities into localized plans that attract, retain, and develop talent in the region. * Work with Workforce Planning to identify critical skill needs and ensure alignment with future workforce demand. Talent Acquisition & Pipeline Growth * Collaborate closely with Talent Acquisition and Early-in-Career teams to support local hiring initiatives, campus engagement, and recruiting events. * In partnership with TA, build strong partnerships with local universities, workforce boards, and community organizations to grow regional talent pipelines. * Support initiatives that expand the company's visibility and employer brand in the South Florida market. Employee Experience & Onsite HR Support * Serve as the onsite HR representative in West Palm Beach, providing HR guidance and fostering a connected, engaging employee experience. * Partner with Workplace Services, Communications and HR functions to support cultural alignment as the office begins to grow. * Act as a key resource for local managers and employees, ensuring HR services are accessible and responsive. Cross-Functional Collaboration * Work closely with the WPB Program Manager (under Workplace Services) and other local leaders as part of a cross-functional "WPB Squad" to coordinate initiatives supporting the market's growth. * Provide local insights to inform enterprise-level talent planning, location strategy, and employee engagement efforts. Qualifications To be successful in this role you have: * Experience in leveraging or critically thinking about how to integrate AI into work processes, decision-making, or problem-solving. This may include using AI-powered tools, automating workflows, analyzing AI-driven insights, or exploring AI's potential impact on the function or industry. * 8+ years of progressive HR experience in roles such as HRBP, Talent Strategy, or Workforce Planning. * Demonstrated experience developing and implementing talent strategies in high-growth or new-market environments. * Proven ability to collaborate across HR disciplines and partner effectively with leaders at all levels. * Strong business acumen with the ability to link people strategy to business outcomes. * Excellent communication, stakeholder management, and project management skills. * Familiarity with the Florida talent market or similar regional ecosystems strongly preferred. * Must live locally - this is not a remote position, and will require office attendance 3 days a week FD21 Additional Information Work Personas We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here. To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service. Equal Opportunity Employer ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements. Accommodations We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact ***************************** for assistance. Export Control Regulations For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities. From Fortune. 2025 Fortune Media IP Limited. All rights reserved. Used under license.