director of human resources

Fortune Bay Resort Casino

<div><p>Director of Human Resources</p><p>
Job Description &amp; Core Responsibilities</p><div></div><div><br>
 Department: Human Resources</div><div>
 Reports To: CEO
 </div><div>FLSA Status: Exempt</div><div>
 Pay Grade: Grade 11</div><div>
 Salary Range: $91,994.37 - $137,991.56
</div><div> Gaming Class: Compact/Gaming</div><div></div><div><br>
 Application Deadline: December 2nd, 2025</div><div></div><p><br>
Position Summary:</p><p>
 The Director of Human Resources is responsible for the overall planning, directing, controlling and coordination of all administrative and operational functions of the Human Resources department. The Director of Human Resources shall direct and coordinate personally, or through subordinate personnel, activities designed to achieve department and company goals and objectives. The incumbent shall provide effective leadership with objectives of ensuring legal compliance in all aspects of Human Resources administration and programming.</p><p></p><p><br>
Core Duties and Responsibilities:</p><p>
The Director of Human Resources is responsible for the following duties:</p><div>
The Director of Human Resources works under the general supervision of the General Manager and shall directly supervise all Human Resources personnel. The Director of Human Resources is granted sufficient authority to carry out the prescribed duties and responsibilities in a forthright and ethical manner, including, but not necessarily limited to the following:</div><p><b><br>
Administration, Management, and Supervision</b><b>
</b></p><div><ul><li>Plans, develops, and establishes policies and objectives of the Human Resources department in accordance with RTC objectives and the Company&rsquo;s strategic plan.</li><li>
Supervises Human Resources staff and coordinates daily operational functions.</li><li>
Conducts employee evaluations on Human Resources staff.</li><li>
Ensures Human Resources personnel receive the necessary tools, equipment, and training to effectively perform their duties.</li><li>
Develops, revises, and maintains a fair and effective job evaluation process; approves employee evaluations and pay increases conducted by managerial staff.</li><li>
Prepares monthly and quarterly department activity and workforce reports required for the Bois Forte Reservation Tribal Council monthly meetings.</li><li>
Develops, revises or updates personnel policies as needed, ensuring managerial staff and employees are adequately informed.</li><li>
Ensures that effective record keeping practices are employed and employee personnel files and confidential employee information is properly safeguarded, secured, and stored.</li><li>
Delegates assignments and responsibilities to Human Resources staff.</li><li>
May monitor levels of employee morale through satisfaction surveys or other research instruments.<ul><li>
Conducts or directs investigations of sexual harassment allegations or other allegations of employee misconduct.</li><li>
Develops, revises and updates job descriptions; creates job descriptions in accordance with the Fair Labor Standards Act overtime provisions and the National Indian Gaming Regulatory Act licensing requirements.</li><li>
Ensures a fair and equitable program of wage administration is rendered; participates in wage studies and wage surveys; analyzes job descriptions, evaluations, and hourly staff performance levels and determines pay increases; researches and recommends wage ranges for managerial, professional, and executive positions.</li><li>
Approves leaves of absence in conjunction with General Manager as necessary.</li><li>
Makes recommendations to the General Manager and the BFDC on the hiring of Human Resources consultants or contractual work in accordance with the Procurement Policy.</li><li>
Follows personnel policies with respect to employee personnel actions; advises management on disciplinary issues and company policies.</li><li>
Ensures regulatory compliance as required by Federal, State (if applicable) and Tribal law to include the Band&rsquo;s gaming ordinance, the Tribal/State Compact, the Indian Gaming Regulatory Act and MICS requirements and other applicable employment laws.</li><li>
Analyzes statistical data and other reports concerning all aspects of employment function to identify and determine causes of personnel problems and to develop and present recommendations for improvement of organization&rsquo;s employment policies, processes, and practices.</li></ul></li></ul></div><p><b><br>
Recruitment and Retention</b><b>
</b></p><div><ul><li>Plans and directs activities of Recruitment and Onboarding Specialist ensuring an effective pre-screening, testing, and evaluation process is developed and maintained for correct job placement and that effective interviews are being conducted.</li><li>
Writes ad placements for recruitment of managerial staff when necessary; post jobs to web site; schedules and coordinates interviews; selects interview committees; develops interview questions.</li><li>
Ensures effective record keeping practices are maintained regarding tribal member recruitment efforts, interviews, job placement, and number of applicants; ensures tribal members are hired or promoted in accordance with the Native American Preference Policy in Hiring and Promotion.</li><li>
Ensures communication and posting of job vacancies at the designated reservation tribal offices.</li><li>
Ensures that exit interviews are requested to determine reasons for separations.</li><li>
Advises managers regarding employment terminations.</li></ul></div><p><b><br>
Employee Training and Development</b><b>
</b></p><div><ul><li>Ensures an effective Orientation program is developed and maintained; participates in New Employee and New Leaders Orientation sessions.</li><li>
Oversees the development and implementation of the company&rsquo;s annual comprehensive training and events programming and calendar.</li><li>
Conducts training sessions for managerial staff as needed; ensures coordination of training off-property.</li><li>
Approves in-house training curriculum<b>.</b></li><li>
Ensures new employees receive adequate on-the-job training.</li><li>
Ensures that a standard of excellence in guest service is delivered and customer satisfaction throughout the company is achieved and maintained through an effective training program.</li></ul></div><p><b><br>
Employee Information and Assistance</b><b>
</b></p><div><ul><li>Submits articles for the employee newsletter.</li><li>
Provides information to employees and/or refers to community resources; coordinates referrals for employees who need professional assistance.</li><li>
Posts appropriate company information on employee bulletin boards; monitors and updates bulletin boards regularly; approves employee bulletin board postings.</li><li>
Maintains effective and harmonious channels of communication between the Human Resources staff, front line employees, and managerial staff that promotes employee morale and enhances a positive working environment<b>.</b></li><li>
Aid managerial staff in identifying, evaluating, and resolving human relations and work performance problems; mediates conflict resolution meetings as necessary.</li><li>
Evaluates employee relations and work-related problems and meets with supervisors or managers to mediate problems; coordinates the grievance and appeals process when necessary.</li></ul></div><p></p><p><b><br>
Benefits Administration</b><b>
</b></p><div><ul><li>Directs and oversees the daily benefit administration for the company ensuring employees are receiving information and assistance; assists in explaining and interpreting company benefits to employees as needed; assists in the enrollment of employees into benefit programs or changes in coverage.</li><li>
Ensures coordination of annual audits of health plan and 401(k) pension plan.</li><li>
Analyzes group health claims and costs, and identifies trends, concerns, or problem areas.<b>
</b></li><li>Oversees and approves monthly billings for health, dental, life insurance and long-term disability.</li><li>
Works cooperatively with the Reservation Tribal Council staff to analyze and evaluate benefits programs; recommends changes to benefit plans; participates in new vendor selection when necessary.</li></ul></div><p><b><br>
Workforce Safety
</b></p><div><ul><li>Ensures effective administration for Workers Compensation program.</li><li>
Develops and ensures coordination of pre-employment, random, reasonable suspicion and post-accident drug testing.</li><li>
Ensures medical files are adequately maintained and that employees are assured of confidentiality and protection of personal information.</li></ul></div><p><b><br>
Professionalism and Work Ethic</b><b>
</b></p><div><ul><li>Promotes a working environment designed to achieve effective working relationships.</li><li>
Demonstrates good judgment in investigating and solving problems.</li><li>
Takes all opinions and suggestions under advisement before making decisions.</li><li>
Considers the relative costs and benefits of potential actions and chooses the most appropriate one.</li><li>
Conducts self with confidence and poise and treats others with respect and dignity; respects and considers the opinions of others as valid.</li><li>
Coaches, mentors and provides assistance to Human Resources staff and department managers when appropriate.<b>
</b></li><li>Maintains a well-groomed, professional appearance and attitude appropriate for the position and the situation.</li><li>
Conducts all dealings on behalf of Fortune Bay Resort and Casino with the highest ethical standards, professionalism, and moral integrity.</li></ul></div><p><b><br>
Fiduciary Responsibilities</b><b>
</b></p><div><ul><li>Develops an annual operating budget that includes accurate wage, benefit, training, and safety expense projections.</li><li>
Monitors and ensures Workers&rsquo; Compensation program is adequately funded.</li><li>
Determines appropriate funding levels for self-insured group health, dental life insurance plan.</li></ul></div><p></p><p><br>
Competencies:</p><div><ul><li>
Meets the company&rsquo;s guest service standards.</li><li>
Demonstrates teamwork/gets along well with co-workers.</li><li>
Is reliable and dependable.</li><li>
Demonstrates strong communication skills.</li><li>
Follows company and departmental policies and procedures.</li><li>
Demonstrates a positive attitude.</li><li>
Responds well to constructive criticism.</li><li>
Demonstrates expertise in his/her field.</li><li>
Demonstrates competence in fulfilling the duties outlined in his/her job description.</li><li>
Demonstrates a willingness to learn and accept new challenges.</li><li>
Projects a professional image.</li><li>
Demonstrates a high level of integrity.</li><li>
Holds him/her staff accountable.</li><li>
Fosters a healthy work environment in his/her department.</li><li>
Demonstrates effective problem-solving skills.</li><li>
Effectively executes plans and follows through on commitments.</li><li>
Demonstrates self-awareness.</li><li>
Demonstrates emotional intelligence.</li></ul></div><p></p><div><b><br>
Qualifications &ndash; Education and Experience:</b></div><p><br>
 Minimum Qualifications:</p><p>
The Director of Human Resources must have a four-year degree from an accredited college or university and a minimum of five (5) years Human Resources management experience. In addition, the position requires the following knowledge, experience and skill competencies:</p><p></p><div><ul><li><b><br>
Administration and Management Experience</b>&mdash;The Director of Human Resources must possess the necessary knowledge, leadership, and practical experience in management to plan, direct, coordinate, and control Employee Experience functions and department operations.<br>
<br>
 <b>Analytical Skills</b>&mdash;The Director of Human Resources must have strong knowledge and experience in statistics, analysis and interpretation.<br>
</li><li><b>
Written and Oral Communication Skills</b>&mdash;Must know how to interpret the meaning of information to others by translating or explaining what the information means or how it can be used. Must have the ability to communicate information effectively and appropriately to others in a non-threatening and professional manner. Must understand written documents and information and be able to present reports in a manner appropriate for the needs of the audience. Must possess effective public speaking and presentation skills and an ability to clearly write clear and concise reports, correspondence, etc.</li></ul></div><p></p><div><ul><li><b><br>
Complex Problem Solving</b>&mdash;Must be able to identify complex problems and research related information to develop and evaluate alternatives and implement solutions.</li></ul></div><p></p><div><ul><li><b><br>
Critical Thinking</b>&mdash;Must have an ability to combine pieces of information to form conclusions, establish relationships, or identify patterns or trends.</li></ul></div><p></p><div><ul><li><b><br>
Accuracy and Exactness</b>&mdash;Must be highly accurate and exact in creating reports, conclusions and analysis.</li></ul></div><p></p><div><ul><li><b><br>
Documenting and Recording Information</b>&mdash;Must be able to enter, transcribe, record, store, or maintain information in written or electronic form.</li></ul></div><p></p><div><ul><li><b><br>
Planning and Implementation</b>&mdash;Must be able to establish long-range goals and objectives and specify strategies, actions and timelines to achieve them.</li></ul></div><p></p><div><ul><li><b><br>
Responsibility for Outcomes&mdash;</b>Must be responsible for all outcomes of subordinate personnel and resulting work generated from all assigned departments.</li></ul></div><p></p><p><br>
Preferred Qualifications:</p><div><ul><li>
Human Resources experience in tribal gaming/casinos.</li></ul></div><p>
Work Environment:</p><p>
The work environment is fast-paced and requires overall good mental and physical health.</p><p>
Physical Demands:</p><p>
Job-specific abilities and requirements include:</p><p>
Ability to sit for extended periods of time.<br>
 Ability to perform repetitive motion from use of a computer.<br>
Ability to tolerate various scents, noises, and bright lights.</p><p>
Preference:</p><div>
It is the policy of the Bois Forte Band, pursuant to tribal and federal law, to give preference to qualified Native Americans in hiring, promotion, and departmental transfers. Preference will be extended to members of the Bois Forte Band, members of other federally recognized tribes and to status Natives born in Canada.</div></div>

Director of Human Resources

University of Nebraska

<div><div><div><div><div><div><div>Job Description</div>
<div><div><div><div><div><div><div><div><b>Job Summary:</b></div>
</div><div><p>
Reporting to the Chief Operating Officer, the Director of Human Resources provides leadership and strategic management for all human resources functions at Nebraska Public Media. The role leads workforce planning, talent development, organizational communication, and compliance management while fostering a culture of collaboration, engagement, and excellence. The Director champions initiatives that enhance professional growth, communication effectiveness, and employee well-being, ensuring HR strategies align with Nebraska Public Media's mission and values. This position supervises HR staff and serves as a key advisor to senior leadership, including the General Manager &amp; CEO.</p></div></div><div><div><div><b>
About Us:</b></div>
</div><div><p>
Nebraska Public Media offers a full spectrum of communications services to the citizens of Nebraska, the nation and the world. Some of these services include a nine-station, statewide noncommercial public television network affiliated with PBS; a nine-station, statewide noncommercial public radio network affiliated with NPR; a cutting-edge Digital Media Group; and state-of-the-art audio, video and multimedia production capability delivered via broadcast, satellite, cable, Internet and broadband delivery channels.</p></div></div><div><div><div><b>
Required Qualifications:</b></div>
</div><div><ul><li>Bachelor's degree in business administration, human resource management or related field plus five (5) years of progressive human resources experience, including supervisory responsibilities.</li>
<li>Additional years of relevant experience or completed relevant education may substitute for required education/experience on a year-for-year basis.</li>
<li>Knowledge of employment laws and human resources principles.</li>
</ul></div></div><div><div><div><b>Preferred Qualifications (but not required):</b></div>
</div><div><ul><li>Master's degree in business administration, human resource management or related field.</li>
<li>Experience in human resource leadership within a public-sector or public media organization.</li>
<li>Public Media experience.</li>
<li>SPHR or PHR certification</li></ul><br>
<p></p>
<p>
The ideal candidate will possess strong interpersonal and communication skills. They will have the ability to manage multiple priorities and work independently with high ethical standards.</p></div></div><div><div><div><b>
Compliance Requirements:</b></div>
</div><div><div>
<p>If selected for this position and a verbal offer is accepted, the final written offer will be contingent upon the successful completion of the following required pre-employment check(s):</p>
</div>
<div><ul><li>Criminal history background check</li>
</ul></div></div></div></div></div></div></div></div></div><div><div>Information at a Glance</div>
<div><div><p>
</p></div></div><div><div><div><div><b>Req Id: </b>1879
</div></div></div></div><div><div><div><div><b>Campus Name: </b>University of Nebraska Lincoln (UNL)
</div></div></div></div><div><div><div><div><b>Org Unit: </b>University Television UNL
</div></div></div></div><div><div><div><div><b>Job Location: </b>Lincoln, NE 68583
</div></div></div></div><div><div><div><div><b>Application Review Date: </b>12/1/25
</div></div></div></div><div><div><div><div><b>Open Until Filled: </b>Yes
</div></div></div></div><div><div><div><div><b>Advertised Salary: </b>$75,000/yr. minimum
</div></div></div></div><div><div><div><div><b>Job Type: </b>Full-Time
</div></div></div></div><div><div><div><div><b>Worksite Eligibility: </b>Hybrid
</div></div></div></div><div><div><div><div><b>Benefits Eligible: </b>Yes</div></div></div></div><div><div><p><br>
</p></div></div><div></div><div><div><div>
</div></div></div></div></div></div></div></div><div></div><div><div><div><div><b>For questions or accommodations related to this position contact: </b>humanresources@nebraskapublicmedia.org
</div></div></div></div><div><div><div><div><b>Special Instructions to Applicant: </b>Click on &quot;Apply Now&quot;. Create or login to account. If current employee, click on Employee login.
</div></div></div></div><div><div><p><i>The University of Nebraska does not discriminate based on race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities, or employment.</i></p><br>
<p></p>
</div></div><div><div><div><div><b>Posting Start Date: </b>11/19/25</div></div></div></div></div>

Isabella Stewart Gardner Museum

<div>Description:
<p><b>
Department:</b> Human Resources</p><p><b>
Reports to:</b> Norma Jean Calderwood Director</p><p><b>
Classification:</b> Salaried, Exempt, full-time with benefits</p><p><b>
Salary range:</b> $125,000-$145,000 depending on experience</p><p><i>
This is an onsite, Boston-based position. Local candidates strongly preferred. No agencies, please.</i></p><p><i>
Please submit a cover letter with your application.</i></p><p><b>
Isabella Stewart Gardner Museum Core Values</b></p><p>
Isabella Stewart Gardner so deeply believed that art had the power to change lives that she built a beautiful, personal, and immersive Museum &ldquo;for the education and enjoyment of the public forever.&rdquo; Today the Isabella Stewart Gardner Museum (ISGM) is a living embodiment of her bold vision; it&rsquo;s a dynamic place where ideas and creativity in all its forms inspire visitors. We strive to tell new stories and challenge assumptions through exhibitions, music, programs, and performances and by engaging the perspectives and collaboration of our communities.</p><p>
The Isabella Stewart Gardner Museum seeks to connect past with present, develop and sustain mutually beneficial partnerships with local communities and artists, broaden our audiences, and generate opportunities for creativity. We are firmly committed to a welcoming work culture and visitor experience. Our five-year strategic plan outlines the Museum&rsquo;s core values, goals, and initiatives that serve as a renewal of Isabella&rsquo;s promise to serve the public and be a resource for the city.</p><p><b>
Summary</b></p><p>
The Director of Human Resources oversees all aspects of Human Resources management, serves as a trusted advisor to executive leadership, a strategic HR leader, and an advocate for employee engagement at the Museum. The Director of Human Resources is a member of the Senior Leadership Team and helps set strategy for institutional culture, internal communications, and the advancement of the Museum&rsquo;s goals. The Director of HR will be an experienced, proactive leader who understands the current labor environment and the specific characteristics of non-profit organizational culture, while providing deep expertise with a proven track record of best practice.</p><p><b>
Essential Functions and Primary Responsibilities</b></p><ul><li>
Lead the design, development, and implementation of short and long-range Human Resources plans, strategies, and policies tailored to meet Museum needs and strategic plan goals; set annual HR goals and assess success by establishing evaluation strategies to measure and report on achievement.</li><li>
Act as an advisor, leader, and resource on all related organizational development and Human Resources matters; provide consultation and assistance to department heads, supervisors, and executive management on organizational and job performance issues.</li><li>
Integrate Diversity, Equity, Accessibility and Inclusion values into every aspect of HR. Provide organizational guidance to values-based efforts across the Museum and provide leadership for hiring, welcoming and onboarding new employees with the range of experience and knowledge needed to help the Museum thrive and retain talent.</li><li>
Supervise the Human Resources team, including the Human Resources Operations Manager, Recruiting Specialist, and the Finance/HR Coordinator.</li><li>
Drive best practices in compensation and benefits efforts; ensure compliance with all applicable city, state, and federal laws and policies.</li><li>
Support the Compensation Committee of the Board of Trustees, providing information and comparative data as needed for compensation decisions.</li><li>
Manage annual employee performance appraisal process, collaborating with supervisors to build performance management skills, instill high motivation and engagement levels, and achieve equitable management practices. Develop training for supervisors to optimize their teams and responsibly manage leaves of absence, accommodations, and personnel challenges.</li><li>
Oversee HR vendor relationships for execution by the HR team.</li><li>
Drive talent acquisition and recruiting functions; partner with vendors to ensure that state and federal employment laws, policies and procedures create innovative recruitment and retention strategies to ensure long-term employee engagement.</li><li>
Develop Human Resources management policy and programs that contribute to the acquisition, retention, motivation, and development of Museum employees.</li><li>
Manage the HR department budget, provide for effective management of resources, and continually look to develop and implement cost-saving measures which contribute to the Museum&rsquo;s financial success.</li><li>
Work collaboratively with Finance by providing accurate time and expense information on a weekly basis so that Finance may accurately execute payroll.</li><li>
Proactively seek knowledge expertise in the HR field, as well as general museum trends and practices.</li><li>
Act as primary liaison with outside legal counsel on HR matters.</li><li>
Performs other duties as assigned.</li></ul>
Requirements:
<p><i>
Required</i></p><ul><li>
Bachelor&rsquo;s degree and 12+ years&rsquo; HR experience.</li><li>
Proven HR management experience is required.</li><li>
Direct proven experience and success in all functional areas of Human Resources.</li><li>
Knowledge of all federal, state, and local policies relevant to human resources functions.</li><li>
Expertise in Google Workspace and HRIS. Highly proficient in Microsoft Excel.</li><li>
Strong attention to detail.</li><li>
Flexibility and multitasking, ability to undertake several tasks simultaneously and manage them effectively. Proven ability both to think strategically and to execute on specific projects and initiatives.</li><li>
Excellent written and verbal communication skills, confident and effective in explaining concepts and situations to employees at all levels including Board members.</li><li>
Ability to maintain high degree of confidentiality, professionalism, poise, tact, and diplomacy to accomplish work objectives.</li><li>
Builds strong and successful relationships, effectively supporting and influencing colleagues, managers, and members of senior leadership.</li><li>
Problem solving, the ability to identify root cause, realize, and implement solutions.</li><li>
Demonstrates vision, passion, commitment, and integrity, transparency, taking responsibility and building trust.</li><li>
A strong team player with a positive attitude and ability to absorb and learn quickly; willing to go the extra mile.</li><li>
Commitment to advancing the ISGM&rsquo;s strategic initiatives.</li><li>
Legal authorization to work in the United States.</li><li>
Satisfactory background check.</li></ul><p><i>
Desirable</i></p><ul><li>
Museum and/or non-profit experience.</li><li>
Experience with Paylocity.</li><li>
SPHR or SHRM-SCP certification.</li></ul><p><b>
Equal Opportunity Employer</b></p><p>
The Museum is committed to affording equal opportunity to qualified individuals regardless of race, color, religion, age (40 or older), disability, national origin, sex, gender identity, sexual orientation, genetic information, pregnancy, childbirth or related conditions, ancestry, or status as a veteran. Consistent with our core values and our founder's legacy, the Museum is dedicated to building a work community that fosters collaboration, excellence, belonging, and a diversity of perspectives and experience.</p><p><b>
Request an Accommodation</b></p><p>
Applicants with disabilities who are unable to access ISGM's online application system fully may contact us at hr@isgm.org for assistance with a reasonable accommodation.</p></div>

Haven for Hope

<div>
 <strong>
  Position Summary
  <br/>
  <br/>
 </strong>
 The Director of Human Resources is a mission-driven, strategic leader who oversees all aspects of the employee experience at Haven for Hope. As a key member of the Operating Team, this role ensures HR operations align with the values and objectives of the organization while advancing employee engagement through all functions of HR such as but not limited to recruiting, onboarding, payroll, benefits and wellness, compliance, training and development, performance management, employee handbook policies, and employee relations. The Director is responsible for managing the day-to-day operations of the HR department, leading and developing the HR staff and Haven leaders. The Director will work closely with the Chief Administrative Officer and the leadership team to ensure the Human Resources Department is functioning consistently with overall Haven goals and objectives and in accordance with governmental rules and regulations. This individual must be passionate about supporting staff who serve our community&rsquo;s most vulnerable populations and committed to Haven for Hope&rsquo;s second-chance employment philosophy.
 <br/>
 <br/>
 <strong>
  Essential Duties And Responsibilities
  <br/>
  <br/>
 </strong>
 <strong>
  Strategic Leadership &amp; Culture
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Serve as a trusted advisor to the leadership team, contributing to strategic goals, organizational development, and workforce optimization.
  </li>
  <li>
   Cultivate a workplace culture rooted in dignity, respect, equity, and continuous improvement.
  </li>
  <li>
   Promote Haven for Hope&rsquo;s commitment to being a second-chance employer, inclusive of individuals with barriers to employment.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Employee Relations &amp; Engagement
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Foster a positive work environment through transparent communication, effective conflict resolution, and employee recognition initiatives.
  </li>
  <li>
   Support employees and managers with guidance on professional growth, workplace conflict, and morale-building.
  </li>
  <li>
   Lead employee engagement efforts, including events, recognition program, wellness program, satisfaction surveys and action planning.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Recruitment &amp; Selection
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Oversee full-cycle recruiting for all levels of the organization with an emphasis on inclusive, mission-aligned hiring practices.
  </li>
  <li>
   Partner with leadership to ensure strategic workforce planning and recruitment efforts that reflect the diversity of the populations we serve.
  </li>
  <li>
   Promote second-chance hiring by partnering with local reentry, recovery, and workforce development programs.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Compensation, Benefits &amp; Payroll
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Manage compensation structures and oversee payroll processing with accuracy and confidentiality in coordination with finance and payroll vendors.
  </li>
  <li>
   Administer employee benefits, including health, dental, vision, disability, life insurance, wellness programs, and retirement plans.
  </li>
  <li>
   Ensure competitive and equitable benefit offerings while maintaining compliance with all legal requirements.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Training &amp; Development
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Identify and implement staff training and development programs to promote growth, retention, and skill-building across all departments.
  </li>
  <li>
   Ensure onboarding and compliance training are effective and consistent.
  </li>
  <li>
   Provide leadership coaching and professional development support at all levels.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Compliance &amp; Audits
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Maintain compliance with all federal, state, and local employment laws and nonprofit regulatory requirements.
  </li>
  <li>
   Oversee HR-related audits and ensure proper documentation and risk mitigation strategies are in place.
  </li>
  <li>
   Create and maintain documented HR policies, procedures, and the Employee Handbook up to date and aligned with legal standards and Haven&rsquo;s values.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Performance Management
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Lead the design and implementation of performance evaluation systems, including annual reviews, corrective actions, and employee improvement plans.
  </li>
  <li>
   Provide consultation to supervisors on coaching, discipline, and leadership development.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  HR Administration &amp; Reporting
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Utilize, maximize, and manage HRIS and payroll systems to ensure effective tracking, reporting, and analytics for key HR metrics.
  </li>
  <li>
   Supervise HR team members and manage vendor relationships (e.g., benefits providers, background checks).
  </li>
  <li>
   Oversee maintenance of accurate and confidential employee records.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Other Duties
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Perform other duties as assigned to support the overall HR function, organizational goals and as directed by the Chief Administrative Officer.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 <strong>
  EDUCATION &amp; EXPERIENCE
  <br/>
  <br/>
 </strong>
 <strong>
  Required
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s in Human Resources, Business Administration, or related field; SHRM or HRCI certification.
  </li>
  <li>
   Minimum of 7 years of progressively responsible HR management experience, including at least 2 years in an organization of similar or larger size.
  </li>
  <li>
   Proven success in developing and implementing inclusive recruitment, onboarding, and retention programs.
  </li>
  <li>
   Experience managing employee relations, compliance, and organizational development in a nonprofit or mission-driven environment is highly preferred.
  </li>
  <li>
   Demonstrated track record of building strong HR teams and cultivating positive workplace culture.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Preferred
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Experience in nonprofit, social services, or a similar mission-driven field, with demonstrated ability to navigate the unique challenges of resource constraints, employee engagement, and service-focused organizational culture.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Knowldege/Skills/Abilities.
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Strategic HR Expertise: Deep understanding of human resources principles and best practices across the employee lifecycle, including talent acquisition, performance management, employee relations, compensation, benefits, training, and compliance.
  </li>
  <li>
   Employment Law &amp; Compliance Knowledge: Strong working knowledge of federal, state, and local employment laws and nonprofit regulations, including ADA, FMLA, FLSA, EEOC, ACA, and DOL standards; ability to interpret and apply policies in a fair and consistent manner.
  </li>
  <li>
   Mission-Driven Leadership: Demonstrated commitment to serving vulnerable populations with compassion, professionalism, and integrity. Ability to lead with empathy and align HR practices to Haven for Hope&rsquo;s values and second-chance employment philosophy.
  </li>
  <li>
   Diversity, Equity &amp; Inclusion (DEI): Proven ability to foster an inclusive and respectful workplace culture. Knowledge of DEI strategies and ability to embed equitable practices in recruitment, development, and retention efforts.
  </li>
  <li>
   Employee Engagement &amp; Culture Building: Skilled in building positive organizational culture, driving employee satisfaction, and implementing initiatives that support wellness, recognition, and retention.
  </li>
  <li>
   Organizational Development: Experience designing and implementing training and leadership development programs. Ability to assess organizational needs and facilitate strategic talent growth and succession planning.
  </li>
  <li>
   HRIS and Data Analytics Proficiency: Experience with HR information systems and data management tools. Ability to use metrics and reporting to drive decisions and improve outcomes (e.g., turnover, engagement, DEI tracking, compensation equity).
  </li>
  <li>
   Conflict Resolution &amp; Coaching: Strong interpersonal and communication skills with a talent for guiding managers and staff through challenging conversations, performance issues, and employee relations concerns with diplomacy and fairness.
  </li>
  <li>
   Executive Presence &amp; Influence: Ability to establish credibility, inspire trust, and serve as a thought partner to senior leadership. Skilled in presenting information and recommendations to executives, boards, and external stakeholders.
  </li>
  <li>
   Project Management &amp; Operational Skills: Organized and results-oriented with the ability to manage multiple priorities, delegate effectively, and ensure follow-through in a fast-paced, service-focused environment.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 <strong>
  MANAGERIAL RESPONSIBILITIES.
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Yes, directly supervise HR personnel and external vendors.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  WORK ENVIRONMENT &amp; PHYSICAL DEMANDS
  <br/>
  <br/>
 </strong>
 The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Standard physical activity such as periodic standing, walking, sitting, and basic motor skills for computer use.
 <br/>
 <br/>
 <ul>
  <li>
   Must be available for a flexible schedule to meet operational and leadership demands.
  </li>
  <li>
   On-call availability required for HR matters as needed evenings and weekends.
  </li>
 </ul>
</div>


Atrium Hospitality

<div><p>Director of Human Resources</p><p>
Hotel :</p>
Murfreesboro Embassy Suites
1200 Conference Center Boulevard
Murfreesboro, TN 37129
Human Resources Director
Full time
Compensation Range : $100,000-$105,000
<p>Compensation is determined based on a variety of factors, including experience, skills, qualifications, and the specific location of the role. Actual pay may differ depending on these factors.
</p><p><b>What's in it for you?</b></p>
<p>The <b>Atrium SPIRIT</b> is a belief in the power of<b> Service</b>,<b> Perseverance</b>, <b>Inclusion</b>,<b> Respect</b>, <b>Innovation</b>, and <b>Teamwork</b> to create an environment where everyone thrives. We go above and beyond to deliver exceptional guest experiences, work together to overcome challenges, and are passionate about positively impacting those around us.</p><ul><li><b>
Career Growth &amp; Learning</b> - 40% of our management hires are internal promotions!</li><li><b>
Invest in Your Future</b> - 401(k) plan with company match.</li><li><b>
Comprehensive Health Coverage</b> - Medical, dental, and vision insurance options.</li><li><b>
Paid Time Off &amp; Vacation</b> - Enjoy exclusive Atrium Traveler and brand discount programs to explore new destinations</li><li><b>
Perks That Fit Your Life</b> - Enjoy DailyPay, wellness programs, tuition reimbursement, and exclusive discounts on your favorite brands and services.</li><li><b>
Purpose &amp; Impact</b> - Make a difference through Atrium's community service and volunteer programs.</li></ul>
<p><b>Job Description</b></p><p><b>
What You Will Do:</b></p><ul><li>
Provide consultative guidance to hotel leaders across recruitment, benefits, performance management, and employee relations.</li><li>
Lead full-cycle recruitment while maintaining a strong candidate experience and compliance with hiring practices.</li><li>
Ensure compliance with all federal, state, and local employment laws and support Workers' Compensation and safety initiatives.</li><li>
Champion associate engagement, training, and recognition programs aligned with Atrium's values.</li><li>
Oversee performance development efforts and support leadership in driving accountability and development.</li><li>
Represent the hotel in the community through engagement and CSR efforts.</li></ul><p><b><br>
What We Are Looking For:</b></p><ul><li>
5+ years of HR leadership experience - A seasoned leader can anticipate people challenges and respond with agility.</li><li>
Strong HR generalist knowledge (FMLA, FLSA, ADA, EEO, OSHA) - Deep understanding ensures compliant and ethical HR practices.</li><li>
Bachelor's degree in HR, Hospitality, or related field - A strong educational foundation supports strategic decision-making.</li><li>
HR Certification (active or in process) - Certification reflects a commitment to professional growth and industry standards.</li><li>
Excellent communication and interpersonal skills - Critical for building trust, delivering feedback, and driving engagement.</li><li>
Proficiency in Microsoft Office Suite; Workday experience preferred - Tech literacy enables efficiency in HR systems and reporting.</li></ul><p><br>
What Atrium Leadership Looks Like:</p><ul><li><b>
Accountable Achiever:</b> You take ownership of HR outcomes and ensure consistency across property teams.</li><li><b>
Agile Thinker: </b>You stay adaptable and guide leaders through change and complexity.</li><li><b>
Talent Curator:</b> You identify and develop talent that supports operational excellence.</li><li><b>
Transparent Leader:</b> You promote open communication and foster a culture of trust.</li><li><b>
Leading with SPIRIT:</b> You embody Atrium's core values: Service, Perseverance, Inclusion, Respect, Innovation, and Teamwork.</li></ul><p><b><br>
Why Atrium?</b><br>
Hear it from Aurelia T. &quot;Atrium is a company that truly prioritizes employee satisfaction, professional growth, and leadership development. As part of the HR team, I get to see this commitment in action every day. We're empowered to make a real impact, partner with great teams across the country, and help shape a positive, inclusive culture at our properties. If you're looking for a company where you can grow your career and be part of something meaningful, Atrium is the place to be.&quot;</p><p>
___________________________________________</p><p><br>
</p><p>Atrium is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected Veteran status.</p>
<p>Notice of candidate Privacy Rights: https://www.atriumhospitality.com/privacy-policy</p></div>

SCC Soft Computer

<div><p><b>Location:</b> Clearwater, FL<br>
<b>Company:</b> SCC Soft Computer<br>
<b>Industry:</b> Software | Laboratory &amp; Genetics Information Systems</p><p><b>
About SCC Soft Computer</b><br>
SCC Soft Computer is a <b>global leader in laboratory and genetics information systems</b>, dedicated to advancing healthcare diagnostics and laboratory management through innovative software solutions. With a <b>diverse global workforce</b> and operations spanning multiple continents, SCC has been at the forefront of healthcare technology for over four decades, delivering world-class software and services to clinical laboratories and healthcare organizations worldwide.</p><p><b>
Position Overview</b><br>
We are seeking an experienced and strategic <b>HR Director</b> to join our executive leadership team. This role will lead global HR initiatives to support SCC&rsquo;s continued growth, transformation, and organizational excellence. The ideal candidate will have a <b>strong background in the software or SaaS industry</b> and proven experience managing global talent operations, compensation design, performance management systems, and organizational restructuring.</p><p><b>
Key Responsibilities</b></p><ul><li>
Partner with executive leadership to align HR strategy with SCC&rsquo;s global business objectives and growth plans.</li><li>
Develop and execute <b>performance management frameworks</b> that drive accountability, innovation, and continuous improvement.</li><li>
Provide strategic guidance on <b>organizational design, right-sizing, and restructuring</b> initiatives to support operational efficiency and scalability.</li><li>
Serve as a trusted advisor to senior management on all people-related matters, including succession planning, workforce planning, and leadership development.</li><li>
Foster a culture of engagement, inclusion, and high performance aligned with SCC&rsquo;s mission and values.</li></ul><p><b>
Qualifications</b></p><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.</li><li><b>
8+ years of progressive HR leadership experience</b>, with at least 4 years in a director-level or above role within the <b>software or SaaS industry</b>.</li><li>
Proven success in <b>compensation and performance design</b>, <b>organizational restructuring</b>, and <b>change management</b>.</li><li>
Strong understanding of the technology sector&rsquo;s talent market and evolving workforce trends.</li><li>
Exceptional communication, leadership, and stakeholder management skills.</li></ul><p><b>
Why join SCC Soft Computer</b></p><ul><li>
Work with a global leader at the intersection of technology and healthcare.</li><li>
Shape the future of a people-first, innovation-driven organization.</li><li>
Collaborate with diverse, talented professionals across the world.</li><li>
Enjoy a culture that values integrity, collaboration, and continuous improvement.</li></ul><p><b>
Ready to make an impact?</b><br>
 If you're a visionary HR leader with a global mindset and tech-savvy approach, apply now and help us shape the future of our workforce!</p></div>

Haven for Hope of Bexar County

<div><p><b>POSITION SUMMARY</b></p><p>
The Director of Human Resources is a mission-driven, strategic leader who oversees all aspects of the employee experience at Haven for Hope. As a key member of the Operating Team, this role ensures HR operations align with the values and objectives of the organization while advancing employee engagement through all functions of HR such as but not limited to recruiting, onboarding, payroll, benefits and wellness, compliance, training and development, performance management, employee handbook policies, and employee relations. The Director is responsible for managing the day-to-day operations of the HR department, leading and developing the HR staff and Haven leaders. The Director will work closely with the Chief Administrative Officer and the leadership team to ensure the Human Resources Department is functioning consistently with overall Haven goals and objectives and in accordance with governmental rules and regulations. This individual must be passionate about supporting staff who serve our community&rsquo;s most vulnerable populations and committed to Haven for Hope&rsquo;s second-chance employment philosophy.</p><p>
</p><p><b>ESSENTIAL DUTIES AND RESPONSIBILITIES</b></p><p><b>
Strategic Leadership &amp; Culture</b></p><ul><li>
Serve as a trusted advisor to the leadership team, contributing to strategic goals, organizational development, and workforce optimization.</li><li>
Cultivate a workplace culture rooted in dignity, respect, equity, and continuous improvement.</li><li>
Promote Haven for Hope&rsquo;s commitment to being a second-chance employer, inclusive of individuals with barriers to employment.</li></ul><p><b>
Employee Relations &amp; Engagement</b></p><ul><li>
Foster a positive work environment through transparent communication, effective conflict resolution, and employee recognition initiatives.</li><li>
Support employees and managers with guidance on professional growth, workplace conflict, and morale-building.</li><li>
Lead employee engagement efforts, including events, recognition program, wellness program, satisfaction surveys and action planning.</li></ul><p><b>
Recruitment &amp; Selection</b></p><ul><li>
Oversee full-cycle recruiting for all levels of the organization with an emphasis on inclusive, mission-aligned hiring practices.</li><li>
Partner with leadership to ensure strategic workforce planning and recruitment efforts that reflect the diversity of the populations we serve.</li><li>
Promote second-chance hiring by partnering with local reentry, recovery, and workforce development programs.</li></ul><p><b>
Compensation, Benefits &amp; Payroll</b></p><ul><li>
Manage compensation structures and oversee payroll processing with accuracy and confidentiality in coordination with finance and payroll vendors.</li><li>
Administer employee benefits, including health, dental, vision, disability, life insurance, wellness programs, and retirement plans.</li><li>
Ensure competitive and equitable benefit offerings while maintaining compliance with all legal requirements.</li></ul><p><b>
Training &amp; Development</b></p><ul><li>
Identify and implement staff training and development programs to promote growth, retention, and skill-building across all departments.</li><li>
Ensure onboarding and compliance training are effective and consistent.</li><li>
Provide leadership coaching and professional development support at all levels.</li></ul><p><b>
Compliance &amp; Audits</b></p><ul><li>
Maintain compliance with all federal, state, and local employment laws and nonprofit regulatory requirements.</li><li>
Oversee HR-related audits and ensure proper documentation and risk mitigation strategies are in place.</li><li>
Create and maintain documented HR policies, procedures, and the Employee Handbook up to date and aligned with legal standards and Haven&rsquo;s values.</li></ul><p><b>
Performance Management</b></p><ul><li>
Lead the design and implementation of performance evaluation systems, including annual reviews, corrective actions, and employee improvement plans.</li><li>
Provide consultation to supervisors on coaching, discipline, and leadership development.</li></ul><p><b>
HR Administration &amp; Reporting</b></p><ul><li>
Utilize, maximize, and manage HRIS and payroll systems to ensure effective tracking, reporting, and analytics for key HR metrics.</li><li>
Supervise HR team members and manage vendor relationships (e.g., benefits providers, background checks).</li><li>
Oversee maintenance of accurate and confidential employee records.</li></ul><p><b>
Other Duties</b></p><ul><li>
Perform other duties as assigned to support the overall HR function, organizational goals and as directed by the Chief Administrative Officer.</li></ul><p><b>
QUALIFICATIONS</b></p><p><b>
EDUCATION &amp; EXPERIENCE</b></p><p><b>
Required:
</b></p><ul><li>Bachelor&rsquo;s in Human Resources, Business Administration, or related field; SHRM or HRCI certification.</li><li>
Minimum of 7 years of progressively responsible HR management experience, including at least 2 years in an organization of similar or larger size.</li><li>
Proven success in developing and implementing inclusive recruitment, onboarding, and retention programs.</li><li>
Experience managing employee relations, compliance, and organizational development in a nonprofit or mission-driven environment is highly preferred.</li><li>
Demonstrated track record of building strong HR teams and cultivating positive workplace culture.</li></ul><p><b>
Preferred:
</b></p><ul><li>Experience in nonprofit, social services, or a similar mission-driven field, with demonstrated ability to navigate the unique challenges of resource constraints, employee engagement, and service-focused organizational culture.</li></ul><p>
</p><p><b>KNOWLDEGE/SKILLS/ABILITIES.</b></p><ul><li><b>
Strategic HR Expertise:</b> Deep understanding of human resources principles and best practices across the employee lifecycle, including talent acquisition, performance management, employee relations, compensation, benefits, training, and compliance.</li><li><b>
Employment Law &amp; Compliance Knowledge:</b> Strong working knowledge of federal, state, and local employment laws and nonprofit regulations, including ADA, FMLA, FLSA, EEOC, ACA, and DOL standards; ability to interpret and apply policies in a fair and consistent manner.</li><li><b>
Mission-Driven Leadership:</b> Demonstrated commitment to serving vulnerable populations with compassion, professionalism, and integrity. Ability to lead with empathy and align HR practices to Haven for Hope&rsquo;s values and second-chance employment philosophy.</li><li>
Diversity, Equity &amp; Inclusion (DEI): Proven ability to foster an inclusive and respectful workplace culture. Knowledge of DEI strategies and ability to embed equitable practices in recruitment, development, and retention efforts.</li><li><b>
Employee Engagement &amp; Culture Building:</b> Skilled in building positive organizational culture, driving employee satisfaction, and implementing initiatives that support wellness, recognition, and retention.</li><li><b>
Organizational Development:</b> Experience designing and implementing training and leadership development programs. Ability to assess organizational needs and facilitate strategic talent growth and succession planning.</li><li><b>
HRIS and Data Analytics Proficiency:</b> Experience with HR information systems and data management tools. Ability to use metrics and reporting to drive decisions and improve outcomes (e.g., turnover, engagement, DEI tracking, compensation equity).</li><li><b>
Conflict Resolution &amp; Coaching:</b> Strong interpersonal and communication skills with a talent for guiding managers and staff through challenging conversations, performance issues, and employee relations concerns with diplomacy and fairness.</li><li><b>
Executive Presence &amp; Influence:</b> Ability to establish credibility, inspire trust, and serve as a thought partner to senior leadership. Skilled in presenting information and recommendations to executives, boards, and external stakeholders.</li><li><b>
Project Management &amp; Operational Skills:</b> Organized and results-oriented with the ability to manage multiple priorities, delegate effectively, and ensure follow-through in a fast-paced, service-focused environment.
</li></ul><p></p><p><b>MANAGERIAL RESPONSIBILITIES.
</b></p><ul><li>Yes, directly supervise HR personnel and external vendors.</li></ul><p>
</p><p><b>WORK ENVIRONMENT &amp; PHYSICAL DEMANDS</b></p><p>
The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Standard physical activity such as periodic standing, walking, sitting, and basic motor skills for computer use.</p><ul><li>
Must be available for a flexible schedule to meet operational and leadership demands.</li><li>
On-call availability required for HR matters as needed evenings and weekends.</li></ul></div><p></p>

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