Human Resources

• Serve as the primary HR partner to assigned business leaders, physicians, and practice administrators
• Handle employee relations matters from initial intake through resolution
• Coach leaders through difficult conversations, performance concerns, conflict resolution, employee engagement, and policy interpretation
• Identify employee relations trends and recommend proactive solutions
• Partner with hiring managers to identify staffing needs and develop recruiting strategies
• Manage full-cycle recruitment including sourcing, screening, interviewing, offer coordination, and hiring
• Support organizational change initiatives through effective communication, coaching, and employee support

Human Resources Business Partner

• Proactive in advising, providing insights and resources, and drive consistency and follow up in HR processes.
• Act as a trusted advisor to line managers, offering coaching and guidance on everyday workplace situations including performance management, Team Member development, policy alignment and implementation, and team dynamics to help them lead effectively.
• Advise and coach Leaders and Team Members in understanding HR policies, procedures, and appropriate application in real-time scenarios.
• Provide ongoing performance management guidance, including coaching, counseling, and career development discussions, in alignment with HRBP practices.
• Coach managers on team member engagement and retention strategies; Identify recurring themes and opportunities for proactive leader coaching or intervention.
• Provide guidance and support on how to navigate complex employee relations issues for both planned and unscripted critical conversations.
• Leverage HR data to inform recommendations and support people-led decisions.
• Support HRBP Managers with change management initiatives and ensure successful leadership transitions.
• Provide guidance to people leaders in relation to people and team dynamic issues; escalate to HRBP Manager and Team Member Relations with items where more compliance with Federal and local law expertise is needed.

Generalist HR Business Partner

• The HR Leader, Spine Global Business Unit, is responsible for setting and leading the people strategy, design, governance, and delivery of HR programs supporting the Spine organization globally.
• Reporting to the Head of HR, Spine Sports, and CMF Global Business Unit, this role serves as a strategic partner to the Spine Global Leadership teams to drive talent outcomes aligned to business priorities.
• The role provides leadership across talent strategy, organization effectiveness, workforce planning, leadership development, and organizational engagement ensuring alignment to business strategy, financial performance, and enterprise priorities.
• The HR Leader ensures execution of HR programs with rigor, consistency, and impact while continuously monitoring external market trends and internal business needs.

HR Leader – Spine, Orthopedics

• Contact candidates to schedule interviews, answer candidate questions and assist new hires with onboarding documents.
• Conduct candidate pre-employment assessments and maintain accurate candidate records.
• Communicate candidate details to interview teams, including management.
• Manage HR email inbox inquiries and follow-ups as needed.
• Provide administrative support, assist projects and complete weekly recruiting summaries.
• Assist with and conduct applicant interviews in English and Spanish.

Human Resources Coordinator – Bilingual

• Own employment compliance: Full compliance with local regulations across our own entities, EOR markets, and freelance engagements. Contracts, policies, working time, terminations, statutory obligations.
• Oversee payroll and benefits: Accurate, on-time payroll across all entities and providers. Benefits administered end to end with Finance and external providers. Audit-ready at all times.
• Manage the EOR setup: Service quality, cost, onboarding and offboarding, and the call on when a market moves from an EOR to our own entity.
• Steer recruiting operations across countries: A structured, results-focused process in every market: clear stages, disciplined timelines, compliant offers and contracts.

HR Director

• Align business objectives with employees and management in designated academic units.
• Formulate partnerships across the University and provide strategic support to employees and leadership.
• Perform work under leadership of the Director of Health HR or other executive leader.
• Provide leadership and direct or indirect supervision to Health HRBP I.
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.

HR Business Partner II – Health

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Serve as a Strategic Business partner and management advisor to designated client groups, by understanding and aligning organizational and business strategy with human capital strategy.
• Formulate partnerships throughout the organization and across the HR function to deliver value-added consulting and service to leadership and employees that reflect Navy Federal's overall goals, strategies, mission, vision and culture.
• Engage in organizational effectiveness efforts by consulting on human capital solutions for business challenges.
• Develop, iterate and execute proactive short term and long term human capital strategies with designated client groups - one which is connected to company, business and HR team objectives.
• Operate in a key role on the leadership teams of client organizations, working as a coach to leaders and engaging in planning and strategy meetings to ensure business needs translate to HR strategy.
• As a steward of positive employee experiences, effectively understand the "moments that matter" to our employee segments, and leverage these insights to identify ways to improve the employee experience.
• Identify, interpret and leverage data to make informed human capital decisions as well as influence the business, helping to elevate Navy Federal's employment brand and distinct culture.
• Partner with the broader HR team to identify needs, and use existing resources in creative ways.
• Drive executional excellence and change management to broad based initiatives including talent reviews, inclusion and diversity, workforce planning, talent analytics, and overall process improvements.
• Influence leadership to ensure policies, procedures, and employment laws and regulations are being applied fairly, equitably, and consistently.
• Participate in cross-functional business initiatives/projects, lending expertise on people-related matters.

Principal HR Business Partner

• Conducts investigations of complaints and concerns, including allegations of policy violations, working conditions, disciplinary actions, and employee grievances, including harassment, discrimination, retaliation, etc.
• Make recommendations on the appropriate course of action in partnership with the key stakeholders for Employee Relations issues
• Document findings and write investigation summaries to be maintained in ThinkLP.
• Coach and advise all levels of management through employee relations matters (e.g. performance management, corrective action processes, policy interpretation, conflict resolution, terminations, etc).
• Monitor and ensure compliance with federal, state, and local employment laws, and Identify emerging employee relations and compliance risks and coordinate with appropriate stakeholders to support timely mitigation
• Perform other related duties as required.
• Must be willing to travel at least 90% of the time to visit sites in your region.

Employee Relations Specialist

• Partner with Clinical teams to align people strategies with operational goals
• Provide guidance on organizational design and team structure
• Analyze workforce data and support workforce planning efforts
• Serve as the primary HR advisor on employee relations matters
• Lead and support performance management processes
• Develop understanding of clinical roles and challenges
• Support initiatives to improve retention and engagement
• Ensure compliance with employment laws and regulations

HR Business Partner

• Supports human resources functions at the Miami International Airport branch
• Assists with the recruitment of associates
• Manages the hiring and onboarding processes
• Maintains employment records
• Oversees airport badging procedures
• Ensures the upkeep of HR documentation
• Distributes internal HR communications
• Carries out other duties as assigned by the business
• Interacts with associates to answer administrative questions related to pay, policies and procedures
• Compiles, files, and safeguards confidential documents in accordance with company policy
• Provides administrative support for recruiting activities and initiatives
• Administers pre-employment screening such as drug testing and background checks
• Coordinates and assists with the new hire process
• Coordinates confidential HR investigations
• Supports HR Specialists and HR Manager in solving HR problems
• Performs general administrative functions including maintaining employee files and processing required forms
• Promotes positive associate and labor relations

Human Resources Coordinator

• Manages an inventory of moderate to high complexity and exposure commercial claims by following company protocols to verify policy coverage
• Conducts focused investigation to determine compensability, liability and covered damages
• Establishes and maintains working relationships with appropriate internal and external work partners
• Verifies coverage and establishes timely and adequate reserves
• Authorizes claim disbursements within authority limit by determining liability and compensability of the claim
• Contributes to expense management by timely and accurately resolving claims
• Achieves quality standards on every file by following all company guidelines
• Maintains compliance with state/local regulatory requirements

Workers Compensation Claims Specialist – Disposition

• Assist the VP of Human Resources in executing the company’s HR vision and strategy
• Lead HR initiatives across multiple locations, ensuring alignment with business goals
• Partner with GMs/senior leadership, plant managers, and HR teams to drive workforce planning, succession planning, and organizational structure improvements
• Lead and Monitor HR KPIs in assigned plants, identifying trends, issues, and improvement opportunities
• Ensure plant leadership is accountable for culture, engagement, and talent development
• Oversee union negotiations, grievance handling, and contract compliance at unionized plants
• Function as a strategic partner in labor relations, ensuring consistency in CBA interpretation across locations
• Develop and execute union-avoidance strategies at non-union sites while maintaining positive employee relations
• Lead workplace investigations, audits, and risk mitigation efforts to ensure HR and legal compliance
• Ensure adherence to federal, state, and local employment laws across multiple jurisdictions
• Leads talent acquisition strategies, ensuring staffing levels align with production demands
• Lead succession planning and leadership development programs, coaching plant HR teams on talent pipeline management
• Assess and support local plant HR team development, ensuring HR capabilities align with business needs
• Implement standardized training and career development frameworks across the region
• Lead HR process improvement initiatives, benchmarking best practices across locations
• Align HR technology and systems with business needs, ensuring efficiency and data accuracy
• Manage HR budgets and resources, optimizing HR function performance across sites
• Drive employee engagement, inclusivity programs, and culture-building initiatives across the region
• Function as a change agent in organizational restructures and workforce transitions
• Lead HR compliance audits to ensure risk management across locations
• Provide guidance to plant HR teams on implementing proactive policies that address labor trends, legislation, and best practices

Regional Human Resources Business Partner

• Executing second line of defense compliance and operational risk oversight
• Ensuring requirements of the Global Compliance Enterprise Policy are implemented
• Identifying, challenging, escalating, and mitigating risks in a timely manner
• Engaging with senior technology leaders to ensure risk is managed effectively
• Reviewing and challenging the governance, design, implementation, and operation of AI-enabled technology solutions
• Driving a culture of proactive risk management across the Global Technology organization

Employee Experience Technology Compliance and Operational Risk Officer

• This role enables associates to work virtually full-time, except for required in-person training sessions, providing maximum flexibility and autonomy.
• Responsible for researching and investigating other coverage for all of the company's groups and members on multiple platforms.
• Fully proficient in all key areas; performs multi complex functions and interprets complex rules, laws and contracts.
• Accountable for end-to-end functionality on every Coordination of Benefits(COB) function including reconciliation of claim, membership and accounting.
• Utilizes internal queries, internal resource tools, must initiate delicate-in-nature phone calls to other carriers, members, groups, providers, attorneys, CMS and Medicaid and report to identify members who are or should be enrolled in other coverage.
• Aides members in enrolling in Medicare when they are entitled.
• Determines primacy on each case using a complex set of Primacy Rules as mandated by State and Federal Laws, such as CMS Primacy and NAIC rules and comparing them against the member/groups benefits.
• Updates all of the company's membership system components with investigation results for claim coordination.
• Ensures correct forms are provided to assist members enrolling in Medicare.
• Reviews claim history to identify claims requiring reconciliation, whether processed or pended, as well as recovered in error.
• Associate must identify the correct formulas in order to adjudicates impacted claims, using multiple COB Formulas for the various product types, pursuant to State and Federal Guidelines.
• Expected to have the ability to multi-task, including handling calls, texts, facsimiles, and electronic queues, while simultaneously taking notes and speaking to customers.

eCOB Specialist II, III – Newborn Benefits

• Assists with end-to-end recruitment processes, including job postings, resume screening, and candidate tracking.
• Conducts initial phone screens to evaluate candidate qualifications, interest, and fit for the role.
• Schedules interviews and coordinates communication between candidates and hiring managers.
• Maintains accurate, up-to-date records in the applicant tracking system (ADP Workforce Now).
• Supports hiring events and recruitment campaigns as needed.
• Communicates promptly and professionally with candidates to ensure a positive experience throughout the hiring process.
• Participates in the planning and execution of employee engagement events.
• Maintains the integrity and confidentiality of all human resources files and records.
• Ensures compliance with all applicable federal, state, and local employment laws and regulations.
• Provides general administrative support to the Human Resources team.
• Performs other related duties as assigned.

Human Resources Assistant

• Build strong relationships across the organization and maintain a deep understanding of employee experience and team dynamics
• Help design and continuously improve a structured onboarding program that sets new employees up for success from day one and reflects NSTXL’s culture and values, including role-specific onboarding paths, 30/60/90 frameworks, and structured check-ins.
• Develop and expand the policies, programs, and people practices, including formalized feedback channels and engagement surveys
• Partner with managers on complex people situations like difficult conversations, feedback, and accountability, while building resources and toolkits that grow their confidence and independence over time, within the legal constraints that shape those decisions.
• Design and deliver manager training programs that equip people leaders with the skills they need to lead effectively
• Build and improve performance and development practices that support clear expectations, strong feedback, accountability, and employee growth
• Build out a learning and development strategy and program infrastructure that supports employee growth at every level, including new manager development, career pathing frameworks, and access to learning resources that scale with the organization
• Partner with managers and leaders to strengthen leadership effectiveness and build a culture of continuous learning across the organization
• Serve as the primary point of contact for employee relations matters, including concerns, complaints, and escalations
• Lead workplace investigations from intake through resolution, including documenting findings, recommending corrective action, and ensuring appropriate follow-through in a way that protects both the individual and the organization
• Build and maintain clear employee relations frameworks
• Ensure compliance with federal, state, and local employment laws and evolving HR best practices, staying ahead of changes that affect a growing, multi-state or distributed workforce
• Develop, expand, and maintain a comprehensive set of HR policies and employee handbook materials that reflect NSTXL’s values, operational needs, and legal requirements, and that scale alongside organizational growth
• Build and maintain a compliance training program that ensures all employees and managers meet required training obligations, with scalable resources and infrastructure that grow with the organization.
• Partner with the VP of Human Resources on benefits strategy, including evaluating plan competitiveness, supporting open enrollment, communicating program value to employees, and recommending enhancements that align with NSTXL’s growth and workforce needs
• Build and maintain HR process documentation that allows the team to operate consistently and efficiently, including standard operating procedures, templates, and guides that support day-to-day operations and reduce reliance on institutional knowledge held by individuals
• Help evolve NSTXL’s hiring practices, candidate experience, and talent systems as the organization grows

Senior Human Resources Manager

• Administer and manage employee benefits programs including medical, dental, vision, life, disability, retirement, and voluntary benefits.
• Serve as the primary point of contact for employee benefits inquiries, resolving issues related to eligibility, coverage, claims, and life event changes.
• Lead open enrollment efforts, including communication strategy, employee education, and HRIS updates.
• Maintain and audit benefits data in the HRIS to ensure accuracy, compliance, and a smooth employee experience.
• Proactively monitor benefits utilization and trends, identifying cost drivers and opportunities for savings.
• Evaluate benefit plan performance and partner with carriers, third-party administrators and ESL’s insurance broker to implement design enhancements or cost-containment measures.
• Implement benefit transitions such as plan design changes or carrier transitions, including project planning, vendor coordination, data analysis, employee communication, and utilization tracking.
• Produce and analyze HRIS reports to support benefits planning, compliance, and leadership decision-making.
• Continuously assess and improve benefits-related processes and workflows to drive efficiency and effectiveness.
• Collaborate with Finance and HR to forecast benefit-related costs and propose strategies that align with organizational goals and financial stewardship.
• Support carrier invoice payment processing and perform regular reconciliation of benefits costs against payroll deductions.
• Regularly reconcile payroll contributions to employee Flexible Spending Accounts, Health Savings Accounts and the Retirement Plan.
• Stay informed on relevant legislation and regulations (ACA, HIPAA, COBRA, ERISA) and apply industry best practices.
• Support annual compliance tasks, including retirement plan audit, annual filings and notices.

Benefits Specialist

• Provide HR support to HCM Unlocked Fractional HR clients in various HR-related topics including employee relations matters and resolve any issues that may arise with efficient problem-solving.
• Serve as primary HR point of contact for an assigned portfolio of clients by building trusted advisor relationships and understanding each client's business, culture, workforce, and HR priorities.
• Provide day-to-day HR guidance on employee relations matters which include coaching client administrators and/or managers regarding employee performance, documentation, workplace issues, and policy interpretation, when applicable support workplace investigations and documentation as appropriate.
• Recommend HR best practices while recognizing when strategic or legal issues require escalation.
• Support talent management and employee development initiatives.
• Ensure legal compliance of HR state and federal regulations and applicable employment laws, and update policies/procedures as required.
• Assist in development and implementation of HR policies and procedures including creation, updates, and maintenance of Employee Handbook.
• Support clients with ad hoc policy and procedure governance and updates to ensure employee safety while providing recommendations on how to continually improve processes.
• Prepare documentation, schedule, and facilitate smooth new hire onboarding process, coordinating with cross-functional departments to deliver exceptional new hire experience.
• Utilize HRIS software to manage employee recordkeeping, status changes, benefits, leaves, and absence administration.
• Maintain employee files and records in electronic and/or paper format including benefits and attendance records.
• When needed, oversee recruitment process by posting requisitions, identifying candidates, conducting background screenings, and issuing offer letters.
• Support clients in managing various information requests from governmental agencies, such as unemployment.
• Support clients in executing upon their performance management process including new hire reviews, discipline, and mid-year/full year appraisals depending on client needs.
• Identify opportunities for process improvements and additional service offerings.
• Identify risks, service gaps, and opportunities to improve the client overall experience with HCM Unlocked.
• Contribute to process improvements, knowledge sharing, templates, and best practices across the HR consulting team.

• Develops and maintains a position of trusted advisor to the Sr. Director of Operations.
• Advises the Sr. Director of Operations and operations managers on engagement, retention, training and discipline issues as they arise, and identifies trends and opportunities for improvement.
• Establishes and nurtures a visible and positive HR presence within the branches and among associates at all levels.
• Directs the activities of assigned HR staff to ensure Associate Relations issues and problems are addressed before their magnitude necessitates escalation.
• Establishes and maintains positive Labor relations. Participates in arbitration's, grievances, and contract negotiations, and ensures operations managers understand their CBA.
• Partners with Loss Prevention, Accounting, Supply Chain, and other departments to support operations’ objectives.
• Directs the recruiting function life-cycle at the location(s).
• Directs the delivery of on-boarding, orientation, and training.
• Regularly communicates with peers to collaborate on common challenges and opportunities.
• Regularly communicates with Regional HRD about the state of HR within assigned location(s).
• Maintains knowledge of current trends, technical, regulatory, and statutory related to the Human Resources function to ensure delivery of appropriate advice and counsel.
• Conducts confidential HR investigations.
• Ensures that all federal, state, local laws, collective bargaining agreements and corporate HR-policies are proactively managed.
• Administers individually or through the supervision of others all company and local HR policies.
• Acts as a supervisor, mentor and primary resource to other HR professionals on site

Human Resources jobs in Florida

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Human Resources Business Partner

Generalist HR Business Partner

HR Leader – Spine, Orthopedics

Human Resources Coordinator – Bilingual

HR Director

HR Business Partner II – Health

Senior Human Resources Business Partner

Principal HR Business Partner

Employee Relations Specialist

HR Business Partner

Human Resources Coordinator

Workers Compensation Claims Specialist – Disposition

Regional Human Resources Business Partner

Employee Experience Technology Compliance and Operational Risk Officer

eCOB Specialist II, III – Newborn Benefits

Human Resources Assistant

Senior Human Resources Manager

Benefits Specialist

HR Business Partner

HR Business Partner I