organizational development specialist

Barber National Institute

<b>Overview:</b><br>
As the Senior Experience & Engagement Specialist at Barber National Institute, you will serve as a key Human Resources partner responsible for managing employee relations matters and providing consultative support to leaders across the organization.
<br><br>
Employee Relations is the primary focus of this role. You will partner with leaders to address workplace concerns, conduct investigations, coach managers through performance and conduct issues, support corrective action and termination processes, and help mitigate organizational risk while fostering a positive and respectful work environment.
<br><br>
In addition to employee relations responsibilities, you will support and lead employee engagement, recognition, wellness, and culture initiatives that strengthen the overall employee experience and support organizational effectiveness.
<br><br>
This is a full-time, salaried exempt hybrid position. Candidates must reside within driving distance of the Philadelphia metropolitan area and be available for regular in-person meetings, events, and organizational activities as needed. Hybrid flexibility is available.
<br><br>
The ideal candidate will have extensive employee relations experience, strong knowledge of employment law and HR best practices, and the ability to confidently coach and influence leaders through complex workplace situations
<br><br>
<b>What You'll Bring:</b><br>
<ul>
<li>Significant employee relations experience, including investigations, conflict resolution, corrective action, performance management, and employee separations</li>
<li>Strong knowledge of employment law, HR policies, and workplace compliance practices</li>
<li>Experience coaching and advising leaders through sensitive employee situations and difficult conversations</li>
<li>Sound judgment, professionalism, and discretion when handling confidential matters</li>
<li>Strong relationship-building and communication skills with the ability to influence leaders and stakeholders</li>
<li>Experience leading projects, programs, or organizational initiatives that support employee engagement and workplace culture</li>
<li>A proactive and solutions-oriented approach to problem-solving and organizational effectiveness</li>
</ul>
<b>What You'll Have:</b><br>
<ul>
<li>Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field required</li>
<li>Master's degree preferred</li>
<li>5–7+ years of progressive Human Resources experience with substantial employee relations responsibility</li>
<li>Experience supporting leaders in managing employee performance, workplace concerns, investigations, corrective action, and terminations</li>
<li>Experience in HR Business Partner, Employee Relations, HR Generalist, Organizational Development, or related HR roles</li>
<li>SHRM-CP, SHRM-SCP, or related HR certification preferred</li>
<li>Proficiency with Microsoft 365 and HR systems</li>
</ul>
<b>A Typical Day May Include:</b><br>
<ul>
<li>Managing employee relations cases and workplace concerns across multiple departments</li>
<li>Conducting investigations and gathering information related to employee complaints, policy violations, and workplace conflicts</li>
<li>Coaching managers on employee performance, behavior, documentation, corrective action, and termination decisions</li>
<li>Supporting performance improvement plans and helping leaders navigate challenging employee situations</li>
<li>Assessing organizational and legal risk while ensuring consistent application of policies and practices</li>
<li>Partnering with Human Resources and operational leaders to support workforce planning and organizational effectiveness</li>
<li>Leading or supporting employee engagement, wellness, recognition, and culture-building initiatives</li>
<li>Analyzing employee feedback and workforce trends to identify opportunities for improvement</li>
<li>Facilitating discussions, workshops, and working groups that support employee experience and organizational health</li>
<li>Building trusted relationships with leaders while serving as a strategic resource on employee relations and workplace culture</li>
</ul>
Perks with a Purpose
<br>Our benefits are created with YOU in mind.
<br><br>
Healthcare
<br><ul>
<li>Highmark Medical and Mental Health</li>
<li> Delta Dental and Davis Vision Coverage</li>
<li>Health Savings Account/Flexible Spending Accounts</li>
<li>Teladoc Virtual Health</li>
</ul>
Financial Well-being
<br><ul>
<li>401K Retirement Plan with Employer Match</li>
<li>On-Demand Pay</li>
<li>Employee Referral Bonus Program</li>
<li>Student Loan Forgiveness</li>
<li>College Scholarship & Tuition Discounts</li>
<li>Employee Discounts</li>
</ul>
Life & Family Support
<br><ul>
<li> Company Paid Life Insurance</li>
<li>Short & Long-Term Disability Insurance</li>
<li>Employee Assistance Program</li>
<li>Erie Campus*- discounted on-site weekday childcare</li>
<li>Employee discounts for select BNI events and services</li>
<li>Generous Paid Time Off</li>
<li>Seven Paid Holidays</li>
</ul>
Who is Barber National Institute?
<br>The Barber National Institute is a non-profit committed to its mission of providing the highest quality services for children and adults with autism, intellectual disabilities or behavioral health challenges and their families. Since our founding in 1952, we have evolved into a multi-faceted organization serving more than 6,200 individuals annually with a wide range of educational, vocational, residential and behavioral health programs.
<br>We are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, ancestry, age, sexual orientation, protected veteran status, disability or any other legally protected status. If you need an accommodation to apply, please contact HR. EOE
<br>Any consideration of the background check will be an individualized assessment based on the applicant or employee’s specific record and the duties and requirements of the specific job.

Senior Experience and Engagement Specialist

AutoNation

<div>Position Summary
<br>
<br>
The Talent Advisor is an embedded, market-facing talent advisor who serves as the bridge between AutoNation&rsquo;s enterprise talent strategy and the frontline leaders who bring it to life. This role is responsible for building deep relationships with Market Presidents and their leadership teams, translating enterprise programs and tools into meaningful market-level outcomes, and advancing the talent agenda across a defined cluster of 3&ndash;4 AutoNation markets.<br>
<br>
<br>
<br>
<br>
Talent Advisors are not program administrators&mdash;they are strategic advisors who know their talent as well as their business leaders know their operations. They surface insights, drive accountability, and serve as the talent conscience of their market<p></p><div><div><p>
This role is fully onsite out of our HQ in Fort Lauderdale, FL.</p><p></p><p><b>
What You Own:</b></p></div><p></p><div><p><b>
Market Relationships &amp; Business Partnership</b></p></div><div><ul><li><p>
Serve as the primary talent contact for 3&ndash;4 market clusters, building trusted advisor relationships with Market Presidents and their leadership teams</p></li></ul></div><div><ul><li><p>
Attend key market operating rhythms to stay embedded in business context, priorities, and talent dynamics</p></li></ul></div><div><ul><li><p>
Translate the voice of the market back to the CoE to inform program design and enterprise priorities</p></li></ul></div><div><p><b>
Talent Review &amp; Succession</b></p></div><div><ul><li><p>
Facilitate talent review conversations for your markets, ensuring depth, candor, and actionable outcomes at every level</p></li></ul></div><div><ul><li><p>
Drive succession pipeline visibility&mdash;identifying and developing the next generation of GMs, market leaders, and high-potentials</p></li></ul></div><div><ul><li><p>
Partner with HRBPs on talent review prep and ensure 9-box calibration is meaningful, not just an exercise</p></li></ul></div><div><p><b>
Performance Management Coaching</b></p></div><div><ul><li><p>
Coach people leaders through the full performance management lifecycle: mid-year check-ins, year-end ratings, and performance improvement conversations</p></li></ul></div><div><ul><li><p>
Identify performance gaps early and connect leaders to the right resources before issues escalate</p></li></ul></div><div><ul><li><p>
Champion the AutoNation rating framework and DRIVE behaviors as the foundation for performance conversations</p></li></ul></div><div><p><b>
Engagement &amp; Retention</b></p></div></div><div><div><ul><li><p>
Partner with HRBPs to translate Signal survey data into market-level action plans with accountable owners and measurable outcomes</p></li></ul></div><div><ul><li><p>
Proactively identify flight risk and retention red flags&mdash;surface insights before they become exits</p></li></ul></div><div><ul><li><p>
Act as a feedback loop between associates and leadership, ensuring engagement data drives real action</p></li></ul></div><div><p><b>
Manager Capability Building</b></p></div><div><ul><li><p>
Deliver frontline coaching and just-in-time support to people leaders&mdash;meeting them where they are, not in the classroom</p></li></ul></div><div><ul><li><p>
Reinforce DRIVE leadership behaviors through observation, feedback, and targeted development conversations</p></li></ul></div><div><ul><li><p>
Partner with the CoE to identify capability gaps and inform leadership development program design</p></li></ul></div><div><ul><li><p>
Facilitate targeted in-store modules when market data or performance trends indicate a specific need&mdash;covering topics such as delivering feedback, performance conversations, coaching skills, or DRIVE behaviors&mdash;bringing development directly to where leaders work</p></li></ul></div><div><ul><li><p>
Travel to stores within your market cluster on an as-needed basis to deliver facilitation, support leader conversations, or address emerging talent situations that require an in-person presence</p></li></ul></div><p></p><div><p><b><br>
Qualifications</b> :</p></div><p></p><div><p><b>
Minimum Qualifications</b></p></div><div><ul><li><p>
5+ years of progressive HR, talent management, or organizational development experience</p></li></ul></div><div><ul><li><p>
Demonstrated ability to build credibility and trust with senior business leaders</p></li></ul></div><div><ul><li><p>
Experience facilitating talent reviews, succession planning, or leadership calibration conversations</p></li></ul></div><div><ul><li><p>
Strong coaching skills with the ability to develop people leaders across levels</p></li></ul></div><div><ul><li><p>
Analytical mindset&mdash;comfortable using engagement and talent data to surface insights and drive decisions</p></li></ul></div><div><ul><li><p>
Exceptional communication skills; able to adapt from frontline associate conversations to Market President briefings</p></li></ul></div><div><ul><li><p>
High degree of autonomy&mdash;this role requires someone who can operate independently in the market and self-manage against enterprise priorities</p></li></ul></div><div><ul><li><p>
Willingness and ability to travel to store locations within assigned market cluster on an as-needed basis</p></li></ul></div></div><div><div><p><b>
Preferred Qualifications</b></p></div><div><ul><li><p>
Experience in a multi-unit, decentralized, or retail-adjacent organization</p></li></ul></div><div><ul><li><p>
Background in both HR Business Partner and CoE/specialist roles</p></li></ul></div><div><ul><li><p>
Familiarity with Workday, Perceptyx, or similar HRIS/survey platforms</p></li></ul></div><div><ul><li><p>
SHRM-CP, SHRM-SCP, or equivalent HR certification</p></li></ul></div><div><ul><li><p>
Experience with 9-box calibration, succession planning frameworks, or talent review facilitation</p></li></ul></div><p></p><div><p><b><br>
Success Looks Like</b></p></div><div><p>
In Year 1, a successful Talent Advisor will:</p></div><p></p><div><ul><li><p><br>
Have established trusted advisor relationships with each Market President in their cluster&mdash;not just a transactional HR contact</p></li></ul></div><div><ul><li><p>
Have led at least one complete talent review cycle with actionable succession plans in place for each market</p></li></ul></div><div><ul><li><p>
Reduced time-to-action on Signal survey results&mdash;market leaders have plans, not just data</p></li></ul></div><div><ul><li><p>
Be proactively surfacing retention risks and talent gaps before they appear on leadership&rsquo;s radar</p></li></ul></div><div><ul><li><p>
Know who the next GMs and market leaders are in their cluster&mdash;and have active development plans in place</p></li></ul></div></div><p></p><h2 class="jobSectionHeader"><b><br>
Exciting Benefits and Perks Await You:</b></h2><ul><li><p>
Competitive compensation and 401k matching</p></li><li><p>
Enjoy a healthy work-life balance with insurance plans (health, dental, vision) and maternity benefits.</p></li><li><p>
Associate purchase and discount programs for new and pre-owned vehicles, services, parts, collision, accessories, and AutoGear</p></li><li><p>
Access amazing deals and discounts through YouDecide, a website with offers from top providers and retailers</p></li><li><p>
Join our DRVPNK mission to raise and donate millions of dollars to cancer research and treatment, partnering with cancer charities nationwide</p></li></ul><p></p><p>
AutoNation is one of the largest automotive retailers in the United States, offering innovative products, exceptional services, and comprehensive solutions, empowering our customers to make the best decisions for their needs. With a network of dealerships nationwide strengthened by a recognized brand, we offer a wide variety of new and used vehicles, customer financing, parts, and provide expert maintenance and repair services. Through DRV PNK, we have raised over $40 million for cancer-related causes, demonstrating our commitment to making a positive difference in the lives of our Associates, Customers, and the communities we serve.</p><p><br>
AutoNation is committed to creating a diverse, equitable, and inclusive environment in our workplace and the services we provide. We welcome candidates from all backgrounds who are passionate about making a positive impact. Even if you do not meet every requirement, we encourage you to apply. Join our team and help us foster a culture of belonging while contributing to our revolutionary work in the automotive industry. We value innovation, teamwork, and a commitment to making a positive impact in the world.</p></div>

Talent Advisor

Talent 360

<div><ul><li>Lead and supervise the HR team and ensure smooth daily operations.
</li><li>Support and implement Organizational Development (OD) strategies and initiatives.
</li><li>Manage the full performance management cycle, including appraisals and performance reviews.
</li><li>Develop and improve HR policies, procedures, and organizational structures.
</li><li>Drive employee engagement and organizational culture initiatives.
</li><li>Partner with department managers to identify organizational needs and provide HR solutions.
</li><li>Support Learning &amp; Development initiatives and training plans.
</li><li>Monitor employee relations activities and resolve workplace issues professionally.
</li><li>Ensure compliance with labor law regulations and company policies.
</li><li>Prepare HR reports and analyze HR metrics to support management decisions.
</li><li>Participate in workforce planning and organizational effectiveness projects.</li></ul><br>
<b>
Requirements</b><br>
<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.
</li><li>4&ndash;6 years of proven HR experience.
</li><li>Solid hands-on experience in Organizational Development (OD) is a Must.
</li></ul><ul><li>Previous experience in leading or supervising HR teams.
</li><li>Previous experience in the Tech Industry is preferred.</li><li>
English Fluency is a Must.</li></ul><br>
<b>
Benefits</b><ul><li><br>
️Medical &amp; Social Insurance</li><li>️Continuous learning and development opportunities</li><li>️Work-life balance with weekends off (Friday &amp; Saturday)</li></ul></div>

HR Supervisor

Herbion Private Limited

<p><b>Education:</b> BBA / BS / MBA (HRM)</p><p><b>Experience:</b> At least 02- 03 Years of Experience</p><p><b>Number of Positions:</b> 01</p><ul><li><b>Talent Acquisition &amp; Recruitment:</b> Lead end-to-end recruitment, talent sourcing, and onboarding processes to attract and retain high-potential talent.</li><li><b>Learning &amp; Development:</b> Design, implement, and monitor training and development programs to build a high-performing workforce aligned with organizational goals.</li><li><b>Performance Management:</b> Drive performance management initiatives, including KPI setting, performance appraisals, and continuous feedback mechanisms to enhance employee productivity.</li><li><b>Organizational Development: Support initiatives to strengthen organizational capability, culture, and employee engagement.</b></li></ul><p>Job Type: Full-time</p><p>Pay: Rs50,000.00 - Rs65,000.00 per month</p><p>Work Location: In person</p>

Officer HR

Memorial Healthcare System

<div>
 <strong>
  Location:
  <br/>
  <br/>
 </strong>
 Hollywood, Florida
 <br/>
 <br/>
 At Memorial, we are dedicated to improving the health, well-being and, most of all, quality of life for the people entrusted to our care. An unwavering commitment to our service vision is what makes the difference. It is the foundation of The Memorial Experience.
 <br/>
 <br/>
 <strong>
  Summary
  <br/>
  <br/>
 </strong>
 The Human Resource (HR) Business Partner serves as an internal consultant and strategic value creator for the businesses &ndash; driving business outcomes and translating needs into a people agenda that cultivates a customer-centric culture. Enables business growth through talent strategy, utilizing market knowledge, analytics and leveraging HR&rsquo;s organizational capability. Provides strategic influence and vision to the business, focused on a 3-5-year horizon.
 <br/>
 <br/>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 Guides process of optimizing organizational design to increase productivity and improve performance of the business.Partners with leaders to assess and evaluate the impact of change initiatives within the facility, as well as ensuring change management strategies are developed and implemented. (i.e., implementation of change management plan at the facility for the new HR technology or initiatives)Utilize resources within HR COEs to identify strategic needs of the facility client group to drive culture, competitive advantage, leadership pipeline, and desired work environment for the business.Co-owns workforce analytics metrics on performance scorecard with business / client group leaders.Utilizes people management data and analysis tools to inform development of strategies and recommendations.Implements talent management solutions, programs, and policies (i.e., annual performance reviews, goal setting, etc.)Develops framework and requirements for building capabilities specific to the facility (i.e., build framework to assess organizational capabilities that includes identifying gaps in capability against the people strategy, and criteria to determine whether talent can be developed or acquired, or if the organization needs to design/update role profiles to close the gap(s)).Leads succession planning activities for assigned client group: select and develop key talent to ensure there is talent to fill critical roles.Identify what is needed to drive culture, competitive advantage, leadership pipeline, and desired work environment for the business.Shares facility-specific and HR customer insights with the broader HR organization to shape best-in-class employee experience across Memorial Healthcare (i.e., identifying, prioritizing, selecting, implementing and communicating improvement opportunities within the HR processes through user-focused process design) Includes driving adoption of the digital experience.Leads strategic workforce planning efforts, ensuring the facility&rsquo;s workforce has the right size, shape, cost, and agility for the future.
 <br/>
 <br/>
 <strong>
  Competencies
  <br/>
  <br/>
 </strong>
 Business and Financial Acumen, Communication, Data Literacy, Managing Through Change, Organizational Awareness, Problem Solving and Decision Making, Relationship Building &amp; Influence
 <br/>
 <br/>
 <strong>
  Education And Certification Requirements
  <br/>
  <br/>
 </strong>
 Bachelors (Required)
 <br/>
 <br/>
 <strong>
  Additional Job Information
  <br/>
  <br/>
 </strong>
 Complexity of Work: Requires critical thinking skills, effective communication, decisive judgment and the ability to work with minimal supervision. Requires business acumen, ability to read and interpret dashboards and reports containing complex data, and an understanding of HR analytics techniques. Must have excellent stakeholder management and be skilled at developing good working relationships with a diverse group. Must be able to work in a stressful environment and take appropriate action. Must be knowledgeable of employment laws and consultative methods. Required Work Experience: Three (3) years&rsquo; experience in Human Resources or related field. Experience in a strategic consultative role preferred. Other Information: Additional Education Info: Bachelor's degree in Human Resources or Business Administration or in a job related field. Master's degree in related field is preferred.Additional Certification Info: Certification in HR (SPHR, SHRM-SCP) is preferred.
 <br/>
 <br/>
 <strong>
  Working Conditions And Physical Requirements
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bending and Stooping = 20%
  </li>
  <li>
   Climbing = 0%
  </li>
  <li>
   Keyboard Entry = 60%
  </li>
  <li>
   Kneeling = 0%
  </li>
  <li>
   Lifting/Carrying Patients 35 Pounds or Greater = 0%
  </li>
  <li>
   Lifting or Carrying 0 - 25 lbs Non-Patient = 0%
  </li>
  <li>
   Lifting or Carrying 2501 lbs - 75 lbs Non-Patient = 0%
  </li>
  <li>
   Lifting or Carrying &gt; 75 lbs Non-Patient = 0%
  </li>
  <li>
   Pushing or Pulling 0 - 25 lbs Non-Patient = 0%
  </li>
  <li>
   Pushing or Pulling 26 - 75 lbs Non-Patient = 0%
  </li>
  <li>
   Pushing or Pulling &gt; 75 lbs Non-Patient = 0%
  </li>
  <li>
   Reaching = 0%
  </li>
  <li>
   Repetitive Movement Foot/Leg = 0%
  </li>
  <li>
   Repetitive Movement Hand/Arm = 60%
  </li>
  <li>
   Running = 0%
  </li>
  <li>
   Sitting = 60%
  </li>
  <li>
   Squatting = 0%
  </li>
  <li>
   Standing = 60%
  </li>
  <li>
   Walking = 60%
  </li>
  <li>
   Audible Speech = 60%
  </li>
  <li>
   Hearing Acuity = 60%
  </li>
  <li>
   Smelling Acuity = 0%
  </li>
  <li>
   Taste Discrimination = 0%
  </li>
  <li>
   Depth Perception = 60%
  </li>
  <li>
   Distinguish Color = 60%
  </li>
  <li>
   Seeing - Far = 60%
  </li>
  <li>
   Seeing - Near = 60%
  </li>
  <li>
   Bio hazardous Waste = 0%
  </li>
  <li>
   Biological Hazards - Respiratory = 0%
  </li>
  <li>
   Biological Hazards - Skin or Ingestion = 0%
  </li>
  <li>
   Blood and/or Bodily Fluids = 0%
  </li>
  <li>
   Communicable Diseases and/or Pathogens = 0%
  </li>
  <li>
   Asbestos = 0%
  </li>
  <li>
   Cytotoxic Chemicals = 0%
  </li>
  <li>
   Dust = 0%
  </li>
  <li>
   Gas/Vapors/Fumes = 0%
  </li>
  <li>
   Hazardous Chemicals = 0%
  </li>
  <li>
   Hazardous Medication = 0%
  </li>
  <li>
   Latex = 0%
  </li>
  <li>
   Computer Monitor = 60%
  </li>
  <li>
   Domestic Animals = 0%
  </li>
  <li>
   Extreme Heat/Cold = 0%
  </li>
  <li>
   Fire Risk = 0%
  </li>
  <li>
   Hazardous Noise = 0%
  </li>
  <li>
   Heating Devices = 0%
  </li>
  <li>
   Hypoxia = 0%
  </li>
  <li>
   Laser/High Intensity Lights = 0%
  </li>
  <li>
   Magnetic Fields = 0%
  </li>
  <li>
   Moving Mechanical Parts = 0%
  </li>
  <li>
   Needles/Sharp Objects = 0%
  </li>
  <li>
   Potential Electric Shock = 0%
  </li>
  <li>
   Potential for Physical Assault = 0%
  </li>
  <li>
   Radiation = 0%
  </li>
  <li>
   Sudden Decompression During Flights = 0%
  </li>
  <li>
   Unprotected Heights = 0%
  </li>
  <li>
   Wet or Slippery Surfaces = 0%
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Shift
  <br/>
  <br/>
 </strong>
 Primarily for office workers - not eligible for shift differential
 <br/>
 <br/>
 <strong>
  Disclaimer:
 </strong>
 This job description is not intended, nor should it be construed to be an exhaustive list of all responsibilities, skills, efforts or working conditions associated with the job. It is intended to indicate the general nature and level of work performed by employees within this classification.
 <br/>
 <br/>
 Wages shown on independent job boards reflect market averages, not specific to any employer. We encourage candidates to talk to their Memorial Healthcare System recruiter to discuss actual pay rates, during the hiring process.
 <br/>
 <br/>
 Memorial Healthcare System is proud to be an equal opportunity employer committed to workplace diversity.
 <br/>
 <br/>
 Memorial Healthcare System recruits, hires and promotes qualified candidates for employment opportunities without regard to race, color, age, religion, gender, gender identity or expression, sexual orientation, national origin, veteran status, disability, genetic information, or any factor prohibited by law.
 <br/>
 <br/>
 We are proud to offer Veteran&rsquo;s Preference to former military, reservists and military spouses (including widows and widowers). You must indicate your status on your application to take advantage of this program.
 <br/>
 <br/>
 Employment is subject to post offer, pre-placement assessment, including drug testing.
 <br/>
 <br/>
 If you need reasonable accommodation during the application process, please call 954-276-8340 (M-F, 8am-5pm) or email TalentAcquisitionCenter@mhs.net
</div>


Human Resources Business Partner - FT - Days - JDCH

City of Tallahassee

<div>
 <p>
  The City of Tallahassee is seeking experienced Human Resources and Workforce Development (HRWD) Specialists to support the work of the HRWD Department. In this role, you'll manage the day-to-day operations within your assigned area and serve as a knowledgeable resource across the department. Assignments may cover areas such as background processing or classification and compensation. These positions can be filled at the Specialist I or II level depending on education and experience.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   What You'll Do
  </strong>
 </p>
 <ul>
  <li>
   Manage the day-to-day operations of your assigned area, handling the work accurately and efficiently while keeping things moving and details in order.
  </li>
  <li>
   Serve as a go-to resource for your area, providing reliable guidance and answers to the other HRWD units who depend on your work.
  </li>
  <li>
   Review and analyze data, apply established policies and procedures, and work through questions to reach practical, well-reasoned solutions.
  </li>
  <li>
   Keep your area current by tracking changes that affect your work, passing along what others need to know, and helping put updates into practice.
  </li>
  <li>
   Develop clear communication materials and, when needed, prepare and deliver training on topics within your area of responsibility.
  </li>
  <li>
   Take on varied assignments independently, prioritizing your work with professionalism and sound judgment while needing minimal direction.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Minimum Training and Experience
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   HRWD Specialist I
  </strong>
 </p>
 <p>
  Bachelor's degree in human resources, business or public administration, marketing or a related field; and one (1) year of experience in human resources, marketing, personnel, program management, training and/or organizational development
 </p>
 <p>
  OR
 </p>
 <p>
  High School Diploma or GED; and five (5) years of experience in human resources, marketing, personnel, program management, training and/or organizational development
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   HRWD Specialist II
  </strong>
 </p>
 <p>
  Bachelor's degree in human resources, business or public administration, marketing or a related field; and three (3) years of experience in human resources, marketing, personnel, program management, training and/or organizational development
 </p>
 <p>
  OR
 </p>
 <p>
  High School Diploma or GED; and seven (7) years of experience in human resources, marketing, personnel, program management, training and/or organizational development
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Salary Range
  </strong>
 </p>
 <p>
  This position may be filled at the HRWD Specialist I or II level depending on the candidate's education and experience, with corresponding pay ranges of $20&ndash;25/hr and $25&ndash;30/hr.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Read the full job description
  </strong>
  <span>
   at https://www.talgov.com/employment/hr-job-descriptions (search human resources specialist)
  </span>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   <em>
    Apply on or before 11 p.m. on Saturday, June 13, 2026
   </em>
  </strong>
 </p>
 <p>
  &nbsp;
 </p>
 <p>
  <strong>
   About the City of Tallahassee
  </strong>
 </p>
 <p>
  City employees pride themselves on providing exceptional service and doing great things to cultivate a strong, vibrant community. Our mission is to be the national leader in the delivery of public service. Learn more about a career with us at Talgov.com/Jobs.
 </p>
 <p>
  <br/>
 </p>
 <p>
  Our Values
 </p>
 <p>
  - Honor public trust through ethical behavior
 </p>
 <p>
  - Provide exceptional citizen service
 </p>
 <p>
  - Lead with integrity at every level
 </p>
 <p>
  - Collaborate to reach common goals
 </p>
 <p>
  - Invest in employee excellence
 </p>
 <p>
  - Promote equity and celebrate diversity
 </p>
 <p>
  <br/>
 </p>
 <p>
  Examples of our excellent benefits include:
 </p>
 <p>
  -Pension &ndash; Defined Benefit Plan (annual pension = average of last five years&rsquo; salary x 2.25% x number of years worked)
 </p>
 <p>
  -401-K Retirement Plan with 5% Employer Contribution and 50% Employer Match of Balance at Retirement
 </p>
 <p>
  -Excellent Health Care Coverage
 </p>
 <p>
  -11 Paid Holidays
 </p>
 <p>
  -18 Days Personal Leave (increases with tenure to 27 days annually)
 </p>
 <p>
  -6 Months Catastrophic Leave (after two years tenure)
 </p>
 <p>
  <br/>
 </p>
 <p>
  <em>
   Veteran's Preference
  </em>
 </p>
 <p>
  Certain service members, veterans and spouses of service members and veterans will receive preference and priority, and certain service members may be eligible to receive waivers for postsecondary educational requirements in employment and are encouraged to apply for the positions being filled. For information on who may be eligible for Veterans' Preference, go to http://floridavets.org/benefits-services/veterans-preference/ or call Human Resources &amp; Workforce Development at (850) 891-8214. IMPORTANT: In order to claim Veterans' Preference, applicants MUST upload a DD-214 (and other documentation, as applicable) with their online application prior to the closing date of the job opening.
 </p>
</div>


Human Resources & Workforce Development Specialist I or II

American Board of Emergency Medicine

<div><p><b>Job Description</b></p>
<ul>
<li><b>Title:</b> Communications Specialist</li>
<li><b>Department:</b> Executive Services - Communications</li>
<li><b>Employment Type:</b> Full-Time</li>
<li><b>Minimum Experience:</b> 3-5 Years Experience</li>
<li><b>Work Environment:</b> Hybrid - within the state of Michigan</li></ul><br>
<p></p>
<p><b>
About ABEM</b></p>
<p>
The American Board of Emergency Medicine (ABEM) is the national credentialing organization for physicians in Emergency Medicine and related subspecialty fields. We are dedicated to ensuring the highest standards in Emergency Medicine through certification, education, and collaboration.</p><p></p><p><br>
Our staff brings diverse talents and roles together to develop new programs and initiatives, enhance processes, and provide high-quality service and support.</p><br>
<p></p>
<p><b>
Position Summary</b></p>
<p>
The Communications Specialist creates and delivers audience-focused content both internally and externally to advance organizational priorities. This role blends hands-on execution with strategic planning, making it ideal for a communications professional who excels at writing, editing, project management, and cross-team collaboration. The position writes and edits content for publications, executive communications, web-based materials, presentations, media-related outreach, and stakeholder-facing messaging. The Communications Specialist works closely with executive leadership and internal subject matter experts, translating complex information into accessible communications, managing content workflows and timelines, and helping ensure materials are accurate, polished, and aligned with organizational priorities and brand standards.<br>
<br>
<br>
</p><p><b>Key Responsibilities</b></p>
<ul>
<li>Develop, draft, and refine technical, editorial, and marketing content for ABEM publications and organization-wide communications</li>
<li>Execute communications plans, including messaging strategy, stakeholder reviews, timeline management, and content delivery</li>
<li>Write and edit materials for clarity, accuracy, and consistency with ABEM style</li>
<li>Oversee and maintain content to ensure accuracy and timeliness of updates</li>
</ul><ul><li>Advise internal stakeholders and leadership on messaging strategy<br>
</li>
</ul><ul><li>Produce a range of written and multimedia communications materials based on audience</li>
<li>Collaborate with internal stakeholders to align communications with organizational priorities</li>
<li>Support meetings, projects, and other communications initiatives as assigned</li></ul><br>
<p></p>
<p><b>
Qualifications</b></p>
<ul>
<li>Bachelor&rsquo;s degree in communications, public relations, marketing, journalism, digital media, or related field</li>
<li>3&ndash;5 years of experience in writing, editing, communications, or content development</li>
<li>Strong writing, editing, and proofreading skills with attention to detail and AP style proficiency</li>
<li>Experience creating content for multiple audiences and formats (technical, editorial, and marketing)</li>
<li>Familiarity with content management systems, web platforms, and digital communication tools</li>
<li>Willingness to learn, adapt, and responsibly use AI tools to support communications goals</li>
<li>Strong organizational, project management, and problem-solving skills</li>
<li>Ability to manage multiple priorities and exercise independent judgment</li>
<li>High level of professionalism and discretion with sensitive information</li></ul><br>
<p></p>
<p><b>
What You&rsquo;ll Bring</b></p>
<ul>
<li>Strong collaboration and interpersonal skills</li>
<li>A proactive, detail-oriented approach to communications work</li>
<li>Strategic thinking and adaptability</li>
<li>Commitment to producing high-quality, accurate content</li></ul><br>
<p></p>
<p><b>
Additional Information</b></p>
<ul>
<li>Occasional travel (up to approximately 5%) may be required</li></ul></div><p></p>

Communications Specialist

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