Human Resources Business Partner jobs at The Parking Spot - 106 jobs

At Triple T Hospitality, our Mission is to achieve “GREATNESS”. We are more than a place to eat & drink. We are a GREAT place for our team members to work. Fun, energetic, loyal, magical and caring. We believe that good isn't good enough - GREATNESS is remembered. You have to WANT to be GREAT! You are part of the team because we know you have what it takes. Reporting to the VP of People Operations, the Human Resources Business Partner plays a critical role in supporting that culture by leading employee relations, coaching managers, and ensuring our team members feel heard, supported, and empowered. This role is hands-on, field-focused, and deeply embedded in the day-to-day experience of our teams across all locations. The HR Business Partner serves as a strategic advisor and on-the-ground resource for restaurant leadership, ensuring alignment between HR practices and Triple T Hospitality's mission, values, and operational goals. Requirements Exemplify the Tommy's Tavern and Tap/Tio's Experience: Dedicate oneself to delivering GREAT guest service, consistently going above and beyond for both team members and guests. Culture & Engagement: Champion a culture of respect, inclusion, and engagement by modeling company values and implementing initiatives that enhance team morale and retention. Employee Relations: Serve as the primary point of contact for employee relations issues. Investigate concerns, mediate conflicts, and ensure fair and consistent resolution. Field Presence: Regularly visit restaurant locations to build relationships, coach managers, and support team members. Provide on-the-ground HR support and guidance. Manager Coaching: Partner with General Managers and leadership to develop their people management skills. Provide training and support on performance management, conflict resolution, and team development. Policy & Compliance: Ensure consistent application of HR policies and procedures. Maintain compliance with all federal, state, and local employment laws. Serve as the primary point of contact for employee relations issues, ensuring confidentiality and compliance with company policies and employment laws. Benefits & Compensation: Assist and promote the employee benefits programs. Address employee questions and ensure understanding of offerings. HR Systems & Reporting: Maintain accurate employee records and complete HR Log reports after location visits sharing findings with leaders to support encourage accountability. Maintain a consistent presence in restaurant locations to build trust, coach managers, and provide proactive HR support. Crisis Management: Lead or support investigations, disciplinary actions, and terminations with professionalism and discretion. Strategic HR Support: Collaborate with executive leadership to align HR practices with business goals and operational needs. KNOWLEDGE, SKILLS AND ABILITIES REQUIRED: HRBP will travel to Triple T locations on a weekly basis Valid driving license is required 70% travel will be required HR Expertise: In-depth knowledge of employee relations, labor law, and HR best practices. Leadership: Strong leadership and interpersonal skills with the ability to influence and support managers at all levels. Communication: Excellent verbal and written communication skills; approachable and empathetic. Field Orientation: Willingness and ability to travel regularly to restaurant locations. Problem-Solving: Strong analytical and conflict-resolution skills. Confidentiality: High level of discretion and integrity in handling sensitive matters. Technology: Proficiency in HRIS systems and Microsoft Office Suite. Hospitality Experience (Preferred): Familiarity with the hospitality industry and its unique HR challenges. Salary Description $80,000 - $110,000 based on experience

Want to work for a Company that puts you first?! At Optima Office our people are the most important asset. Optima Office was voted fastest growing company by the San Diego Business Journal and inc 5000, as well as a BEST PLACE TO WORK by multiple publications since 2020!! Let us show you why! Optima Office is a female owned company that provides Outsourced Accounting, Fractional CFO and COO services along with Human Resources Support. We serve over 300 companies across the United States but are mostly focused on the West Coast. We are a fast-growing company who continues to add clients and team members at a steady pace. In 2022 we were the 10th fastest growing company in San Diego. Our Vision as a company is to have the highest retention with our clients and employees in the industry. Happy Staff = Happy Clients has been our founder's motto for a decade. Half of the company's profits get paid out as bonuses to the team and for fun company events. We built our team with a different vision in mind. As we assembled our group of top-tier recruiters and HR professionals, we quickly realized something: there's an incredible pool of skilled, experienced talent that's often overlooked-not because of a lack of ability, but because of a need for flexibility. We saw individuals who were ready to contribute at a high level but needed work that could coexist with family commitments, caregiving responsibilities, or simply a desire for a healthier work/life balance. So, we embraced a different model-one that prioritizes results over rigid schedules and values people as whole humans, not just professionals. Today, our team includes parents, grandparents, career pivoters, and seasoned experts-all thriving in a flexible, remote/hybrid environment. And the outcome? A business that doesn't just function-it flourishes. We're proud to say we were championing flexibility, balance, and remote/ hybrid work long before it became a necessity. And we'll continue to prove that when people are supported, they bring their best-at work and at home. We have a huge emphasis on work-life balance and provide a flexible environment which allows our team to choose their own schedule. Over half of our 100 employees are working parents who value flexibility and family time. “I love working for Optima! I am super happy with my decision to work for Optima and am thankful for the opportunities they have provided me!” - Robbie W, Client Services Check out some more testimonials and reviews at ***************************************** What to Expect Starting at Optima Office as a Human Resources Manager/Consultant... - Flexibility - you will be paired with clients that allow you to work the hours you prefer. - Work/Life Balance - whether you're spending time with family or enjoying a new hobby, we believe a healthy work/life balance is beneficial for both our consultants and our clients. We believe in optimizing our time at work so that we can spend quality time with our friends and family outside of the office. - You Come First - we are passionate about setting our consultants up for success. We have a career development program along with a robust training platform. - Purpose Driven - we enjoy partnering with like minded clients. Our client's values tend to line up directly with our own, making for a unique partnership with mutual benefits. Optima Office is the place for you if… - You are adaptable - you can adjust on the fly and welcome diverse clients. - You are technically strong - you have experience in accounting, finance or HR and can be relied upon by colleagues and clients for accurate and timely work. A variety of industry and software experience is considered a huge plus, but not required for staff level positions. We certainly welcome subject matter experts at the more senior levels. - You are a pro-active communicator who has a sense of urgency with response time. - You are kind and collaborative - you are a team player who works well with others. - You are a self-starter - you take initiative and are proactive in accomplishing your goals. This position may be for you if... You are someone that goes to work to make a difference in their life and the people they work with. You enjoy providing good work along with good advice. You want to work on a team that is supportive and growing with professionals like yourself. You are a self-starter, flexible, has a high level of integrity and is action and goal-oriented in a fast-paced, team-oriented, collaborative environment. You are a leader and have supervisory capabilities. You have solid operational and technical accounting skills and works proactively to drive results. Ability to develop and maintain strong client relationships. Self-managed and ability to work independently while managing multiple projects and deadlines. As a Human Resource Manager/Consultant at Optima Office you are essential to our clients' success. Optima clients are growing businesses that want to work with consultative professionals that have a growth mindset. You will have the opportunity to make an impact to their business while supported by a knowledgeable and experienced Optima team of Human Resource Professionals behind you. You will be matched with clients that fit your profile. Once you are matched you will coordinate your hours, working remote or onsite, with your supervisor and client. Every decision made is to optimize and benefit you and the client. Requirements Requires ability to work a hybrid work schedule in San Diego County to work on-site with clients for part of the work week. Part-time work (possibly up to 20 hours a week) that requires some on-site work with clients in San Diego County - hybrid work schedule. 10+ years Human Resources experience (5+ at the manager or senior level). Payroll and 401k plan design and set up experience ideal. Excellent Customer Service with good client focus. Reliable transportation to client locations. Dependability a must to meet deadlines. Professional demeanor at all times. Strong communications skills. Strong organizational skills. Teamwork/collaboration skills. Must pass a background check and HR assessment. Knowledge and application of CA laws and regulations - FMLA, CFRA, ADA, etc. Preferred SPHR or SHRM-SCP certification. Small business experience. Additional Perks and Benefits: All positions can be Full Time, Part Time, In Person or hybrid. Our clients do like to see us from time to time, but working remotely is an option. 401K with company match of up to 50% of the first 6%. Competitive pay with revenue sharing for salaried individuals. Medical, Dental, Vision & Life Insurance. Vacation, Sick and Holiday Pay. Bonusly -Peer to Peer Recognition Program. Mentorship program. Happy hours and much more Salary: Since HR individuals have a wide range of experience levels. Salary is dependent on experience, provide salary requirements. $50-$65 / hour Salary Description $50-$65/hour

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

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

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

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

About Us At WeWork, we provide flexible workspace solutions to help businesses of all sizes thrive in more than 37 countries worldwide. The future of work is here, and we're not just a part of that movement-we're leading it. United by a desire to build a global community, our purpose is to give members the support to do their best work, and the space to take their ideas to new heights. Join us as we empower tomorrow's world at work. About the Opportunity We are looking for a Senior Manager, HR Business Partner to partner and collaborate with WeWork's functional Leaders to drive growth, increase efficiency, strengthen people capabilities and enable scale across the business and organization. You will be responsible for both contributing to the development of organization and people programs & initiatives, as well as the successful execution of various company wide people programs, business specific change initiatives, and employee engagement activities. In this role, you will: Act as a partner, trusted advisor, coach, and consultant for the senior most leaders, as well as managers, and employees. Collaborate with your dedicated Functional Leaders to understand the specific business needs and build people initiatives which align to their functional objectives but have a people focus in line with our WeWork Values. This will involve challenging them to be creative and innovative and support them in delivering with a People focused mindset. Partner closely with our Global People Team to be able to deliver on critical initiatives such as talent assessments, compensation planning & analytics, leadership development & training, organizational design, change management & communication strategies. Actively educate and provide strategic solutions to the business on employee retention, performance management, conflict resolution, compensation, promotion readiness, policy compliance, employment law, and separations. Deliver seamless People support to managers and employees by using people programs, processes and systems, educating on policies & standard methodologies, and always acting with authenticity, trust and respect. Works independently and effectively with robust data sets, such as employee engagement, performance and attrition metrics, to analyze and identify trends, issues and opportunities. Build and maintain knowledge of industry trends, employment legislation and ensure company compliance. Use company policy as a guide for decisions while problem solving in ambiguous situations. About You Does the below sound like you? If so, we'd love to hear from you! Bachelor's degree in a relevant subject. 8+ years HR Partnering experience, preferably within a fast-growing organization, or equivalent experience and exposure in a HR specialist role (e.g. Compensation, Employee Relations, Talent Development). Advantageous to have proven subject matter expertise in at least 1 or more functional areas of HR (e.g. compensation, talent development, M&A, etc.) Outstanding collaboration, problem solving skills, and solutioning skills, with an ability to understand & use data, identify value opportunities, and implement and drive processes. Customer-first attitude, inclusive of strong listening skills and the desire to achieve shared successes. Results-driven, user-centric, innovative, and comfortable in a highly matrixed and hyper growth environment. An ability to adapt quickly and seek constant learnings. Compensation & Benefits Base Pay: $123,750 to $150,000 annually Incentive Compensation: WeWork employees are eligible to participate in an incentive plan specific to their role. Your recruiter will detail what incentive plan is applicable to this specific role. WeWork incentive plans are subject to the terms of the applicable incentive compensation plan, which will be made available to you after commencing employment. WeWork reserves the right to amend its incentive plans, and nothing in this job requisition or any other document creates a right to a specific incentive plan payment. Benefits: Full-time employees are eligible for comprehensive benefits (subject to the terms of applicable plans/policies/agreements, which will be made available to you after commencing employment), including: 20 days of PTO, approximately 13 paid holidays, and 80 hours of paid sick time per full calendar year; 16 weeks paid parental leave; competitive healthcare benefits; 401k plan; and life and AD&D insurance. Life at WeWork Being a WeWorker is more than just a job. We believe the magic of work is sparked by the passion you bring, the places you go, the people you meet and the purpose you follow. And it starts here. Here you will brush shoulders with those who dare to dream and do. Here you will be welcomed by a community that embraces and inspires you-because together we can achieve more. Here we challenge ideas, and explore new ways of getting things done. Whether you are part of our Employee Community Groups, or part of a global project, we ask you to bring your open-minded attitude and collaborative spirit. In return, you will be part of a team where your unique perspectives are celebrated. WeWork is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon gender, sexual orientation, marital or civil status, pregnancy (or pregnancy-related conditions), gender identity or expression, transgender status or gender reassignment, race, color, national origin or ancestry, citizenship, religion or religious beliefs, age, physical or mental disability, genetic information (including genetic testing and characteristics), military or veteran status, or any other grounds or characteristic that is protected under the law. WeWork is also proud to be an affirmative action employer with respect to veterans and individuals with disabilities.

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

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

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

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

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

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

At Spectrum Retirement Communities we believe in living without limits, in aging fearlessly, and in sharing great stories. The Spectrum Story is full of compassion, hard work, and fun. If the chapters of your life story include caring for others and a dedicated work ethic, then we need you! Job Description The salary range for this position $70,000 - $85,000 annually. The schedule is full-time. This is a hybrid position; when not traveling, some remote work is permitted. Travel will be required at least 25% of the time. In this position, your main responsibilities will include: Partnering with community and regional leaders to manage coaching, counseling and training within the region. Providing day to day performance management advice to community leaders. Leading internal investigations. Working with Business Office Managers to assure that all HR practices are compliant within their community. Qualifications To be successful in this position, we believe that you need the following experiences, strengths, and skills: Bachelor's degree in related field, or commensurate experience. A minimum of three years of experience in a Human Resources Business Partner capacity, with intermediate to strong level of knowledge of the basics of employment law preferred. Human Resources experience in a hospitality or healthcare industry preferred. Experience in a multi-unit national organization with a diverse workforce of exempt and non-exempt team members preferred Additional Information If you join Spectrum as a full-time team member, your story will include eligibility for medical insurance, dental insurance, vision insurance, life insurance, and other voluntary insurance options. All part-time and full-time team members are eligible to participate in our 401(k), for paid time off, holiday pay, and discounts through Perk Spot. Spectrum Retirement Communities strongly encourage all team members to be fully vaccinated against COVID-19, however, the vaccine is not a requirement to work with us. Spectrum Retirement, LLC and all affiliates are Equal Opportunity Employers. We do not discriminate against employees or applicants on the basis of race, color, national origin, gender, sex, sexual orientation, pregnancy, gender identity or expression, disability, religion, age, genetic information, veteran status, or any other characteristic protected by federal, state or local law. Spectrum Retirement, LLC also participates in the E-verify program through the Department of Homeland Security and the Social Security Administration. #IND123

The Venterra Difference Established in 2001 and headquartered in Houston, Texas, Venterra is a fully vertically integrated developer, owner, and operator of multifamily apartments with approximately 90 mixed-use and multifamily communities across eight states, representing over 26,000 units and serving 50,000+ residents. Venterra has enjoyed tremendous growth and financial success over our 20+ year history and currently owns and manages over $5.5 billion of assets with total annual revenues approaching $500 million. Beyond the financial results, Venterra has earned a strong reputation within the multifamily industry as a certified Fortune Certified Great Place to Work for 10 years as well as Best Workplaces for Women, Best Workplaces in Real Estate-Small and Medium, and Top 100 Best Medium Workplaces. These accolades are a testament to Venterra's values and dedication to our team members. Role Overview: The Human Resources Business Partner (HRBP) will own a region of approximately 35 properties across multiple locations, serving as the primary HR point of contact for leaders and associates. This role combines responsive associate support with proactive, strategic partnership, covering areas such as employee relations, performance management, coaching, workforce planning, and HR data reporting. The HRBP will work to resolve issues, guide leaders in building high-performing teams, and provide insights that drive engagement, retention, and compliance across the region. Reporting directly to the Senior Director, HRBP, you will operate in an individual contributor capacity while collaborating closely with leaders in your region and cross-functionally with Total Rewards, Learning & Development, Talent Acquisition, and broader HR. This position will be based in Houston, TX with 3 days per week onsite at our corporate office. Occasional travel to property sites in the Texas market (Dallas, San Antonio, Houston, Austin) required as well. Key Responsibilities: Regional HR Partnership * Serve as the primary HR partner for leaders and associates across ~35 properties in the assigned region. * Build trusted relationships with Regional Managers, Community Managers, and Maintenance Managers to understand business needs and provide responsive, strategic HR support. * Act as a coach and advisor to leaders, enabling them to build high-performing, engaged teams. Employee Relations & Compliance * Serve as the first point of contact for associate inquiries, concerns, and conflict resolution. * Conduct investigations, manage corrective actions, and ensure fair, consistent application of company policies. * Ensure compliance with federal, state, and local employment laws as well as company policies and procedures. * Proactively identify and mitigate risk while maintaining a positive employee experience. Performance & Talent Management * Partner with leaders to facilitate performance management processes including goal setting, feedback, and coaching conversations. * Support talent reviews, succession planning, and development planning to address skill and leadership gaps. * Collaborate with Talent Acquisition on hiring, onboarding, and ensuring a strong associate experience. Compensation & Rewards * Provide guidance on compensation principles and pay practices. * Support salary reviews and adjustments, ensuring alignment with compensation guidelines and internal equity. Organizational Development & Engagement * Champion initiatives that enhance engagement, retention, and associate development. * Promote equity & belonging throughout the region. * Support change management efforts tied to organizational transitions and transformation. HR Metrics & Reporting * Track and analyze HR data and trends related to turnover, engagement, and performance in the region. * Provide insights and recommendations to leaders using HR metrics and dashboards. Projects & Continuous Improvement * Lead or participate in HR projects and enterprise-wide initiatives that improve processes and strengthen HR's impact. * Develop and share tools, resources, and training for managers and associates. Skills, Experience and Professional Qualifications * A minimum of 3 TO 5 years of HRBP experience in high-impact, fast paced organization * Bachelor's degree required; Master's degree preferred * SHRM certification highly preferred * Experience with employee relations, compensation management, talent management and organizational development in a multi-state organization and/or multi-location organization * Strong understanding of federal, state, and local employment, wage, and salary laws and regulations, including, but not limited to, EEO, FLSA, FMLA, ADA, and OSHA * Strong interpersonal and communication skills with the ability to build trust and credibility with leaders and associates * FLUENCY IN SPANISH HIGHLY PREFERRED* Venterra is an equal opportunity employer, and we are proud to support and celebrate diversity in the workplace. We are committed to equal consideration for all qualified applicants regardless of race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable law. If you have a disability and need an accommodation or assistance with the application process and/or using our website, please email *****************************. Venterra complies with all applicable laws regarding background checks and assessments. Candidates will be subject to a background check, which may include criminal history, employment verification and/or educational qualifications or certifications. Candidates may be asked to complete a technical test or assessment. Venterra participates in e-verify. ", "

Description Human Resources Business Partner The Venterra Difference Established in 2001 and headquartered in Houston, Texas, Venterra is a fully vertically integrated developer, owner, and operator of multifamily apartments with approximately 90 mixed-use and multifamily communities across eight states, representing over 26,000 units and serving 50,000+ residents. Venterra has enjoyed tremendous growth and financial success over our 20+ year history and currently owns and manages over $5.5 billion of assets with total annual revenues approaching $500 million. Beyond the financial results, Venterra has earned a strong reputation within the multifamily industry as a certified Fortune Certified Great Place to Work for 10 years as well as Best Workplaces for Women, Best Workplaces in Real Estate-Small and Medium, and Top 100 Best Medium Workplaces. These accolades are a testament to Venterra's values and dedication to our team members. Role Overview: The Human Resources Business Partner (HRBP) will own a region of approximately 35 properties across multiple locations, serving as the primary HR point of contact for leaders and associates. This role combines responsive associate support with proactive, strategic partnership, covering areas such as employee relations, performance management, coaching, workforce planning, and HR data reporting. The HRBP will work to resolve issues, guide leaders in building high-performing teams, and provide insights that drive engagement, retention, and compliance across the region. Reporting directly to the Senior Director, HRBP, you will operate in an individual contributor capacity while collaborating closely with leaders in your region and cross-functionally with Total Rewards, Learning & Development, Talent Acquisition, and broader HR. This position will be based in Houston, TX with 3 days per week onsite at our corporate office. Occasional travel to property sites in the Texas market (Dallas, San Antonio, Houston, Austin) required as well. Key Responsibilities: Regional HR Partnership Serve as the primary HR partner for leaders and associates across ~35 properties in the assigned region. Build trusted relationships with Regional Managers, Community Managers, and Maintenance Managers to understand business needs and provide responsive, strategic HR support. Act as a coach and advisor to leaders, enabling them to build high-performing, engaged teams. Employee Relations & Compliance Serve as the first point of contact for associate inquiries, concerns, and conflict resolution. Conduct investigations, manage corrective actions, and ensure fair, consistent application of company policies. Ensure compliance with federal, state, and local employment laws as well as company policies and procedures. Proactively identify and mitigate risk while maintaining a positive employee experience. Performance & Talent Management Partner with leaders to facilitate performance management processes including goal setting, feedback, and coaching conversations. Support talent reviews, succession planning, and development planning to address skill and leadership gaps. Collaborate with Talent Acquisition on hiring, onboarding, and ensuring a strong associate experience. Compensation & Rewards Provide guidance on compensation principles and pay practices. Support salary reviews and adjustments, ensuring alignment with compensation guidelines and internal equity. Organizational Development & Engagement Champion initiatives that enhance engagement, retention, and associate development. Promote equity & belonging throughout the region. Support change management efforts tied to organizational transitions and transformation. HR Metrics & Reporting Track and analyze HR data and trends related to turnover, engagement, and performance in the region. Provide insights and recommendations to leaders using HR metrics and dashboards. Projects & Continuous Improvement Lead or participate in HR projects and enterprise-wide initiatives that improve processes and strengthen HR's impact. Develop and share tools, resources, and training for managers and associates. Skills, Experience and Professional Qualifications A minimum of 3 TO 5 years of HRBP experience in high-impact, fast paced organization Bachelor's degree required; Master's degree preferred SHRM certification highly preferred Experience with employee relations, compensation management, talent management and organizational development in a multi-state organization and/or multi-location organization Strong understanding of federal, state, and local employment, wage, and salary laws and regulations, including, but not limited to, EEO, FLSA, FMLA, ADA, and OSHA Strong interpersonal and communication skills with the ability to build trust and credibility with leaders and associates FLUENCY IN SPANISH HIGHLY PREFERRED*** Venterra is an equal opportunity employer, and we are proud to support and celebrate diversity in the workplace. We are committed to equal consideration for all qualified applicants regardless of race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable law. If you have a disability and need an accommodation or assistance with the application process and/or using our website, please email [email protected]. Venterra complies with all applicable laws regarding background checks and assessments. Candidates will be subject to a background check, which may include criminal history, employment verification and/or educational qualifications or certifications. Candidates may be asked to complete a technical test or assessment. Venterra participates in e-verify.

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

Position Type: Full-Time Exempt Compensation: $127,920 - $159,900 (DOE) About the Role: At Breckenridge Grand Vacations, our mission of Sharing Smiles begins with our people. As the Human Resources Director, you will be the strategic architect of our workplace culture, designing the programs and environment where our team thrives. You will be a pivotal leader and trusted advisor, partnering with senior leadership to shape our HR vision and ensure it directly fuels our business objectives and legendary guest experiences. You will be the guardian of our employee journey, overseeing all aspects of HR from talent acquisition and development to performance, compensation, and relations. Embodying our 'End of the Line' philosophy, you will take personal ownership to guide, resolve, and elevate every people-related situation, striving to close the loop on any challenge. This role is perfect for a visionary HR leader who blends deep expertise with genuine care, who sees data as a story about people, and who is passionate about building systems that empower both employees and the business. If you are driven to foster an exceptional, compliant, and joyful work environment in the heart of the Rockies, we'd love to meet you. Responsibilities: Design and execute comprehensive HR strategies that align with BGV's business objectives and actively cultivate our unique company culture. Partner with senior leadership as a strategic advisor on organizational growth, change management, and key business initiatives. Analyze HR metrics and organizational trends to provide data-driven insights for decision-making and continuous improvement. Lead, coach, and develop the HR team (approx. 10 staff), fostering a high-performance culture and strengthening team skills. Oversee all aspects of team management, including recruiting, training, scheduling, performance evaluations, and professional development. Delegate tasks, ensure quality control, and maintain productivity standards within the HR department. Direct the recruitment and talent acquisition strategy to attract and retain top talent for the organization. Oversee the performance management process, including goal setting, frameworks, progressive discipline, and annual reviews. Strategize and identify organization-wide training and development initiatives to bridge skill gaps and support career growth. Serve as the primary point of escalation for complex employee relations matters, providing counsel and resolution. Ensure compliance with all federal, state, and local employment laws and regulations. Manage investigations, represent the company in employment matters, and collaborate with external legal counsel as needed. Review, update, and communicate company policies, handbooks, and procedures. Shape the company's compensation philosophy and strategy, directing market research and benchmarking. Oversee benefits strategy design, vendor negotiations, and the management of employee housing programs. Direct the payroll function to ensure accurate, timely, and compliant processing. Manage the HR and Employee Housing budgets, prepare financial reports, and approve related invoices. Consistently model and uphold BGV's “Sharing Smiles” ethos, Hospitality Standards, and Company Culture in all interactions. Act as a leader in customer service for all employees and leaders, resolving inquiries and situations promptly and thoroughly. Stay informed of HR trends, best practices, and new technologies to drive innovation within the function. Requirements Minimum 6+ years of progressive, hands-on experience in a Human Resources role. Minimum 4+ years of demonstrated leadership or management experience, with a proven ability to lead and develop a team. In-depth, practical knowledge of core HR functions: recruitment, employee relations, performance management, compensation, benefits, and compliance. A verifiable track record of successfully implementing HR strategies and driving organizational change. Exceptional interpersonal and communication skills, with the professionalism to handle sensitive situations, provide effective coaching, and build trust with leadership. Strong analytical and problem-solving abilities, with experience using HR data to inform decisions. Proven experience in managing budgets, reconciling accounts, and understanding HR financials. Advanced proficiency in Microsoft Office Suite (Outlook, Word, Excel, PowerPoint). Valid driver's license and reliable transportation for travel between properties. Preferred Qualifications: Bachelor's or Master's degree in Human Resources, Business Administration, or a related field. Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR). Experience within the hospitality, tourism, or property management industry. Bilingual proficiency in Spanish and English. Advanced experience with specific Human Capital Management (HCM) systems or platforms. Experience overseeing a department of comparable size and complexity. Compensation & Benefits: Health, vision, and dental insurance plans Company-paid life insurance coverage Voluntary Life and Accidental Death/Dismemberment Insurance HSA and FSA-Dependent Care Accounts Retirement plan Generous paid time off (PTO) and sick leave to support work-life balance Volunteer Time Off - Paid opportunities to give back to Summit County Bereavement leave Biannual bonuses Tuition Reimbursement Program Employee Wellness programs to support physical and mental health Lifestyle perks: Ski/Rec center pass loan programs, lodging and gear discounts, sporting/concert event tickets, pet insurance partner discounts and access to Summit Medallions: Occasional-use transferable passes for access to 6 premier resorts (A-Basin to Vail) via owners' program About Our Company: Breckenridge Grand Vacations is a locally owned resort developer with a 40-year history in Summit County. We've been recognized as a Top Workplace for our employee-focused culture and commitment to responsible growth and giving back to the place we call home. Applications will be accepted until January 19, 2026. We value diversity and welcome applicants from all backgrounds. Equal Opportunity Employer.

Position Type: Full-Time Exempt Compensation: $127,920 - $159,900 (DOE) About the Role: At Breckenridge Grand Vacations, our mission of Sharing Smiles begins with our people. As the Human Resources Director, you will be the strategic architect of our workplace culture, designing the programs and environment where our team thrives. You will be a pivotal leader and trusted advisor, partnering with senior leadership to shape our HR vision and ensure it directly fuels our business objectives and legendary guest experiences. You will be the guardian of our employee journey, overseeing all aspects of HR from talent acquisition and development to performance, compensation, and relations. Embodying our 'End of the Line' philosophy, you will take personal ownership to guide, resolve, and elevate every people-related situation, striving to close the loop on any challenge. This role is perfect for a visionary HR leader who blends deep expertise with genuine care, who sees data as a story about people, and who is passionate about building systems that empower both employees and the business. If you are driven to foster an exceptional, compliant, and joyful work environment in the heart of the Rockies, we'd love to meet you. Responsibilities: * Design and execute comprehensive HR strategies that align with BGV's business objectives and actively cultivate our unique company culture. * Partner with senior leadership as a strategic advisor on organizational growth, change management, and key business initiatives. * Analyze HR metrics and organizational trends to provide data-driven insights for decision-making and continuous improvement. * Lead, coach, and develop the HR team (approx. 10 staff), fostering a high-performance culture and strengthening team skills. * Oversee all aspects of team management, including recruiting, training, scheduling, performance evaluations, and professional development. * Delegate tasks, ensure quality control, and maintain productivity standards within the HR department. * Direct the recruitment and talent acquisition strategy to attract and retain top talent for the organization. * Oversee the performance management process, including goal setting, frameworks, progressive discipline, and annual reviews. * Strategize and identify organization-wide training and development initiatives to bridge skill gaps and support career growth. * Serve as the primary point of escalation for complex employee relations matters, providing counsel and resolution. * Ensure compliance with all federal, state, and local employment laws and regulations. * Manage investigations, represent the company in employment matters, and collaborate with external legal counsel as needed. * Review, update, and communicate company policies, handbooks, and procedures. * Shape the company's compensation philosophy and strategy, directing market research and benchmarking. * Oversee benefits strategy design, vendor negotiations, and the management of employee housing programs. * Direct the payroll function to ensure accurate, timely, and compliant processing. * Manage the HR and Employee Housing budgets, prepare financial reports, and approve related invoices. * Consistently model and uphold BGV's "Sharing Smiles" ethos, Hospitality Standards, and Company Culture in all interactions. * Act as a leader in customer service for all employees and leaders, resolving inquiries and situations promptly and thoroughly. * Stay informed of HR trends, best practices, and new technologies to drive innovation within the function. Requirements * Minimum 6+ years of progressive, hands-on experience in a Human Resources role. * Minimum 4+ years of demonstrated leadership or management experience, with a proven ability to lead and develop a team. * In-depth, practical knowledge of core HR functions: recruitment, employee relations, performance management, compensation, benefits, and compliance. * A verifiable track record of successfully implementing HR strategies and driving organizational change. * Exceptional interpersonal and communication skills, with the professionalism to handle sensitive situations, provide effective coaching, and build trust with leadership. * Strong analytical and problem-solving abilities, with experience using HR data to inform decisions. * Proven experience in managing budgets, reconciling accounts, and understanding HR financials. * Advanced proficiency in Microsoft Office Suite (Outlook, Word, Excel, PowerPoint). * Valid driver's license and reliable transportation for travel between properties. Preferred Qualifications: * Bachelor's or Master's degree in Human Resources, Business Administration, or a related field. * Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR). * Experience within the hospitality, tourism, or property management industry. * Bilingual proficiency in Spanish and English. * Advanced experience with specific Human Capital Management (HCM) systems or platforms. * Experience overseeing a department of comparable size and complexity. Compensation & Benefits: * Health, vision, and dental insurance plans * Company-paid life insurance coverage * Voluntary Life and Accidental Death/Dismemberment Insurance * HSA and FSA-Dependent Care Accounts * Retirement plan * Generous paid time off (PTO) and sick leave to support work-life balance * Volunteer Time Off - Paid opportunities to give back to Summit County * Bereavement leave * Biannual bonuses * Tuition Reimbursement Program * Employee Wellness programs to support physical and mental health * Lifestyle perks: Ski/Rec center pass loan programs, lodging and gear discounts, sporting/concert event tickets, pet insurance partner discounts and access to Summit Medallions: Occasional-use transferable passes for access to 6 premier resorts (A-Basin to Vail) via owners' program About Our Company: Breckenridge Grand Vacations is a locally owned resort developer with a 40-year history in Summit County. We've been recognized as a Top Workplace for our employee-focused culture and commitment to responsible growth and giving back to the place we call home. Applications will be accepted until January 19, 2026. We value diversity and welcome applicants from all backgrounds. Equal Opportunity Employer.