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people support manager

HHM Hotels

<div><div><p><b>Opportunity: Property People Support Manager</b></p>
<p>
Manage human resource functions for the hotel and its staff, including recruitment, training and development, benefit administration, and employee relations.</p>
<p><b>
Potential Career Path</b></p>
<p>
People Support Director &ndash; Regional Director of People Support &ndash; Corporate People Support Director</p>
<p><b>
Essential Job Functions</b></p>
<ul>
<li>Work with hotel managers to hire, train, schedule, coach and support associates, ensuring they perform in accordance with established brand or hotel standards and consistent with HHM core values.</li>
<li>Manage and perform talent acquisition functions such as posting jobs, proactively sourcing candidates, interviewing and ensuring selection of the best qualified candidates.</li>
<li>Coordinate with HHM centralized People Support functional teams to ensure benefits, compensation, leave of absence training and employee relations programs are effectively communicated and administered at the property level.</li>
<li>Process new hire onboarding and terminations consistent with established standards and applicable state, federal and local laws and regulations.</li>
<li>Perform employee relations activities related to creating a positive work culture, ensuring fairness in the workplace and unbiased assistance with associate issues and concerns.</li>
<li>Develop and/or implement training programs as needed and/or to meet required brand standards..</li>
<li>Perform activities relate to creating and maintaining a culture that recognizes and rewards good performance and celebrates a diverse workforce.</li>
<li>Follow sustainability guidelines and practices related to HHM&rsquo;s EarthView program.</li>
<li>Assist with functions of company&rsquo;s HRIS and Payroll system to ensure timely and accurate pay periods.</li>
<li>Practice safe work habits, wear protective safety equipment and follow MSDS and OSHA standards.</li>
<li>Perform other duties as requested by management.</li>
</ul>
<p><b>Position Requirements</b></p>
<ul>
<li>Bachelor&rsquo;s Degree in Human Resources or a related field preferred.</li>
<li>3 -5+ years previous Human Resources experience, preferably in a hospitality setting.</li>
</ul>
<p><b>Work Environment and Context</b></p>
<ul>
<li>Work schedule varies and may include working on holidays and weekends.</li>
<li>Requires standing for extended periods, walking, pushing, lifting up to 15 pounds, bending and reaching, stooping, kneeling, or crouching.</li>
</ul>
<p><b>What We Believe</b></p>
People Are Our Capability &ndash; Hearts That Serve &ndash; Only Excellence &ndash; Stay Nimble - Own It
</div><p>
Managed by HHM Hotels</p></div>

People Support Manager

Arbitration Forums Inc.

<div><p><b>DEPARTMENT:</b> People Operations</p><p><b>
JOB TITLE: </b>Executive People Partner</p><p><b>
JOB CODE:</b> EPP</p><p><b>
REPORTS TO:</b> Director Head of People Operations</p><p><b>
FLSA STATUS:</b> Exempt</p><p><b>
EMPLOYMENT TYPE:</b> Full-Time</p><p><b>
JOB PURPOSE</b></p><p>
This role at Arbitration Forums is as unique as it is rewarding because of the AF IPAAL Values (Integrity, Passion, Accountability, Achievement, Leadership) and TRI Model (Trust, Respect, Inclusion).</p><p>
The Executive People Partner serves as a strategic advisor to senior leaders, translating organizational direction into workforce readiness, leadership accountability, and talent outcomes. This role embeds the People Operations strategy into the business by strengthening leadership effectiveness, reinforcing accountability for performance and talent decisions, and ensuring the employee experience reflects Trust, Respect, and Inclusion.</p><p>
The Executive People Partner partners directly with leadership to surface workforce risks, facilitate talent assessment and readiness discussions, and ensure leaders consistently apply people practices in ways that strengthen culture, performance, and long-term organizational capability. This role is not intended to own HR operations, but to influence leadership behavior, improve decision quality, and help shape the organizational conditions required for business success.</p><p><b>
DEPARTMENTAL EXPECTATION OF EMPLOYEE</b></p><ul><li> Adheres to AF Policy and Procedures and the AF IPAAL Values and TRI Model</li><li> Acts as a role model within and outside AF.</li><li> Performs duties as workload necessitates.</li><li> Maintains a positive and respectful attitude.</li><li> Communicates regularly with the departmental leader about department issues.</li><li> Demonstrates flexible and efficient time management and ability to prioritize workload.</li><li> Consistently reports to work on time, prepared to perform duties of the position.</li><li> Meets Department productivity standards.</li></ul><p><b>
ESSENTIAL DUTIES AND RESPONSIBILITIES</b></p><ul><li> Serve as a strategic advisor to senior leaders on the people implications of business priorities, organizational changes, and workforce risks.</li><li> Translate the People Operations strategy into leadership expectations and practical actions that strengthen accountability, organizational health, and workforce readiness.</li><li> Ensure workforce implications are considered in leadership decision-making related to growth, restructuring, team effectiveness, and capability planning.</li><li> Provide leaders with insight and perspective that improve talent, structure, and people-related decisions across the organization.</li></ul><p><b>
Workforce Readiness and Talent Risk Ownership</b></p><ul><li> Lead structured workforce readiness discussions with leadership teams to assess organizational capability, bench strength, and alignment to business priorities.</li><li> Facilitate enterprise talent assessments, including force ranking, opportunity gap identification, and readiness conversations across leadership and employee populations.</li><li> Translate readiness findings into leadership actions tied to development, succession planning, talent movement, and performance expectations.</li><li> Monitor readiness trends and surface enterprise-level capability risks that may affect execution, growth, or organizational stability.</li><li> Partner with the Director, Head of People Operations to strengthen the organization&rsquo;s long-term talent readiness and workforce planning discipline.</li></ul><p><b>
Leadership Accountability and Performance Alignment</b></p><ul><li> Influence and reinforce leadership accountability for establishing, communicating, and sustaining clear performance expectations that align to enterprise standards and desired employee experience.</li><li> Facilitate leadership conversations related to performance differentiation, team effectiveness, and behavioral alignment to AF&rsquo;s IPAAL Values and TRI Model.</li><li> Reinforce manager ownership of performance management by ensuring leaders actively engage in assessment, development, and course correction discussions.</li><li> Support calibration discussions by improving leadership judgment, consistency, and evidence-based evaluation.</li><li> Coach leaders on how to address performance and leadership gaps early, clearly, and constructively.</li><li> Partner with the People Partner Lead to ensure performance and calibration expectations are supported by operational readiness and consistent execution across the organization.</li></ul><p><b>
Decision Support and Organizational Insight</b></p><ul><li> Provide leadership with workforce insight that informs strategic decisions related to team design, growth, talent gaps, and organizational effectiveness.</li><li> Identify people-related risks and opportunities before they materially affect business performance.</li><li> Prepare leadership-ready summaries, talent insights, and recommendations to support senior-level conversations on people, culture, and organizational health.</li><li> Use organizational patterns, talent data, and leadership themes to strengthen decision quality and reduce reactive responses.</li></ul><p><b>
Talent Assessment and Operating Rhythm Support</b></p><ul><li> Facilitate quarterly and annual talent readiness cycles aligned to enterprise performance timelines.</li><li> Support SLT and manager-level talent and calibration discussions through structured insight, clear standards, and consistent facilitation.</li><li> Reinforce the organization&rsquo;s Talent Operating System by ensuring talent assessment, performance differentiation, and workforce readiness conversations are embedded into leadership rhythm.</li><li> Help leaders connect talent outcomes to future planning, including development priorities and goal-setting readiness.</li></ul><p><b>
Organizational Experience and TRI Integration</b></p><ul><li> Reinforce Trust, Respect, and Inclusion as lived leadership behaviors rather than standalone initiatives.</li><li> Partner with leaders to strengthen consistency in communication, decision-making, and employee experience across teams.</li><li> Identify organizational patterns that affect trust, fairness, belonging, and accountability, and help leaders address them proactively.</li><li> Support leadership in creating environments where expectations are clear, development is encouraged, and employees feel valued and respected.</li></ul><p><b>
Change Leadership and Organizational Alignment</b></p><ul><li> Partner with leaders during organizational change to ensure workforce clarity, leadership readiness, and consistent communication.</li><li> Support organizational design and change discussions by helping leaders understand talent implications, readiness risks, and culture impact.</li><li> Provide guidance that helps leaders navigate change in ways that protect trust, reinforce expectations, and maintain alignment to enterprise direction.</li></ul><p><b>
Cross-Functional Partnership</b></p><ul><li> Collaborate with the People Partner Lead and functional People Partners to ensure strategic priorities are supported by consistent execution, while maintaining clear separation from operational governance responsibilities.</li><li> Partner across People Operations to ensure leadership-facing work aligns to established standards, rhythms, and organizational priorities.</li><li> Perform other related duties as assigned in support of the People Operations strategy and enterprise talent priorities.</li></ul><p><b>
QUALIFICATIONS</b></p><p><b>
Required Qualifications</b></p><ul><li> Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required.</li><li> Eight to twelve years of progressive experience in Human Resources, People Operations, Organizational Development, or a comparable strategic people partnership role.</li><li> Demonstrated experience partnering directly with senior leaders on organizational effectiveness, leadership capability, workforce planning, or talent strategy.</li><li> Experience facilitating talent assessment, calibration, succession, or workforce readiness discussions.</li><li> Strong business acumen with the ability to connect people decisions to organizational priorities, performance, and risk.</li><li> Ability to coach leaders, influence without formal authority, and navigate sensitive or high-impact conversations with discretion and sound judgment.</li><li> Strong written and verbal communication skills, including the ability to synthesize people insights for executive audiences.</li><li> High degree of integrity, credibility, confidentiality, and professionalism.</li></ul><p><b>
Preferred Qualifications</b></p><ul><li> Master&rsquo;s degree in Human Resources, Organizational Leadership, Business Administration, or related field preferred.</li><li> Professional certification such as SHRM-SCP, SPHR, or equivalent preferred.</li><li> Experience supporting executive leadership teams or enterprise-wide organizational change initiatives preferred.</li><li> Experience using people analytics, performance data, or workforce insights to inform leadership decision-making preferred.</li></ul><p><b>
Core Competencies and Skills</b></p><ul><li> Strategic Thinking and Business Acumen</li><li> Executive Influence and Leadership Partnership</li><li> Workforce Readiness and Talent Risk Assessment</li><li> Performance Differentiation and Calibration Facilitation</li><li> Leadership Accountability and Coaching</li><li> Organizational Effectiveness and Change Leadership</li><li> Judgment, Discretion, and Risk Awareness</li><li> Talent Assessment and Succession Insight</li><li> Communication, Facilitation, and Decision Support</li><li> Alignment to AF IPAAL Values and the TRI Model</li></ul><p><b>
AMERICANS WITH DISABILITY SPECIFICATIONS</b></p><p><b>
PHYSICAL DEMANDS</b></p><p>
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.</p><p>
While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch, or crawl; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.</p><p><b>
WORK ENVIRONMENT</b></p><p>
This is a fully remote position requiring reliable high-speed internet access and a dedicated workspace.</p><p>
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.</p></div><p></p>

Executive People Partner

adidas

<p></p><div><div><div><div><div><div><div><div><div><p>KEY ACCOUNT MANAGER CHAMPS</p></div>
<div><p>
PURPOSE</p></div>
<div>
Guide the product and brand strategy for key categories within Champs Sports, ensuring strong sell‑in and sell‑through performance across the account. As Key Account Manager, you will collaborate with merchandising, retail activation, and cross‑functional partners to deliver profitable, sustainable growth and elevate how adidas shows up for consumers in one of our most influential retail environments.</div>
<div><p>
KEY RESPONSIBILITIES</p></div>
<div><p>
LEAD SALES AND PROFIT PERFORMANCE</p><br>
Use business acumen and retail math expertise to manage top‑ and bottom‑line results and identify opportunities to strengthen account performance.</div>
<div><p>
DEVELOP STRATEGIC ACCOUNT PLANS</p><br>
Build data‑based sales plans aligned to brand direction, category goals, and buyer insights to support long‑term success.</div>
<div><p>
DRIVE SELL IN AND SELL THROUGH EXECUTION</p><br>
Partner with marketing, retail activation, and merchandising teams to deliver programs that support strong consumer engagement and sell‑through.</div>
<div><p>
BUILD STRONG ACCOUNT PARTNERSHIPS</p><br>
Cultivate collaborative relationships with internal and external partners to ensure aligned execution, communication, and business planning.</div>
<div><p>
ENSURE OPERATIONAL EXCELLENCE</p><br>
Deliver accurate reporting and forecasting, resolve compliance and credit issues, and manage account‑related processes with consistency and clarity.</div>
<div><p>
KEY RELATIONSHIPS</p></div>
<div>
Commercial Directors<br>
Brand Marketing<br>
Sales Representatives<br>
Customer Satisfaction<br>
Retail Activation<br>
GTM and Creation Marketing<br>
Finance<br>
External Buyers</div>
<div><p>
KNOWLEDGE SKILLS AND ABILITIES</p></div>
<ul>
<li>Strong understanding of key retail and profitability metrics</li>
<li>Ability to apply financial data to influence decisions and outcomes</li>
<li>Skilled in developing logical assortment plans aligned to space, inventory, and sell‑through needs</li>
<li>Strong communication and negotiation abilities</li>
<li>Advanced computer skills including Word, Excel, and PowerPoint</li>
</ul>
<div><p>REQUISITE EDUCATION AND EXPERIENCE MINIMUM QUALIFICATIONS</p></div>
<ul>
<li>Four‑year degree in Business, Marketing, Advertising, or related field</li>
<li>Minimum of eight years of field sales experience, ideally with key accounts in consumer goods or sporting goods</li>
<li>Ability to travel up to 50 percent</li>
<li>Ability to lift and carry samples up to 25 lbs</li>
</ul>
<div><p>JOIN THE THREE STRIPES BRAND</p></div>
<div>
This is your opportunity to shape one of adidas&rsquo; most influential retail partnerships and elevate our presence within Champs Sports. If you&rsquo;re ready to use your strategic mindset, retail expertise, and collaborative approach to drive meaningful results, we encourage you to apply and help write the next chapter of adidas in the marketplace.</div>
<div><p>
THROUGH SPORT WE HAVE THE POWER TO CHANGE LIVES</p></div><br>
<div></div>
<div>
Please note:</div><br>
<div></div>
<ul>
<li><i>adidas celebrates diversity, supports inclusiveness and encourages individual expression in our workplace. We do not tolerate the harassment or discrimination toward any of our applicants or employees. We are an Equal Opportunity Employer.</i></li>
<li><i>adidas offers robust and progressive medical, including HSA (Health Savings Account) with employer funding or FSA (Flexible Spending Account) options, dental, vision, prescription drug coverage, </i><i>adoption, with surrogate and fertility support</i><i>, </i><i>short and long-term disability, and basic life and </i><i>AD&amp;D insurance, which can be supplemented with employee-paid coverage. Employees </i><i>are able to enroll in adidas&rsquo; 401k plan and Stock Purchase Plan with employer match. Full-time employees are eligible for education assistance and generous Leave policies including </i><i>12 weeks of paid parental leave.
</i></li><li><i>Employees are eligible to earn annual and bi-annual bonuses based on hitting sales targets. Employees accrue prorated flexible time off in the amount .4388 hours per day that increases with years of service, eleven paid holidays throughout the calendar year and Service Time Off during milestone years.
</i></li><li><i>This is a fully remote position based in your home office in Tampa, FL.</i></li>
<li><i>Though our teammates hail from all corners of the world, our working language is English.</i></li>
</ul>
</div></div></div></div></div></div><div><div><div><p>AT ADIDAS WE HAVE A WINNING CULTURE. BUT TO WIN, PHYSICAL POWER IS NOT ENOUGH. JUST LIKE ATHLETES OUR EMPLOYEES NEED MENTAL STRENGTH IN THEIR GAME. WE FOSTER THE ATHLETE&rsquo;S MINDSET THROUGH A SET OF BEHAVIORS THAT WE WANT TO ENABLE AND DEVELOP IN OUR PEOPLE AND THAT ARE AT THE CORE OF OUR UNIQUE COMPANY CULTURE: THIS IS HOW WE WIN WHILE PLAYING FAIR.</p><p>
</p><ul><p>COURAGE: Speak up when you see an opportunity; step up when you see a need..</p>
<p>OWNERSHIP: Pick up the ball. Be proactive, take responsibility and follow-through.</p>
<p>INNOVATION: Elevate to win. Be curious, test and learn new and better ways of doing things.</p>
<p>TEAMPLAY: Win together. Work collaboratively and cultivate a shared mindset.</p>
<p>INTEGRITY: Play by the rules. Hold yourself and others accountable to our company&rsquo;s standards.</p>
<p>RESPECT: Value all players. Display empathy, be inclusive and show dignity to all.</p></ul></div><br>
<p></p>
</div></div><div><div><div><div><br>
<b>AT ADIDAS, WE STRONGLY BELIEVE THAT EMBEDDING DIVERSITY, EQUITY, AND INCLUSION (DEI) INTO OUR CULTURE AND TALENT PROCESSES GIVES OUR EMPLOYEES A SENSE OF BELONGING AND OUR BRAND A REAL COMPETITIVE ADVANTAGE.
</b><br>
<br>
<b>&ndash; CULTURE STARTS WITH PEOPLE, IT STARTS WITH YOU &ndash;
</b><br>
<br>
<b>BY RECRUITING TALENT AND DEVELOPING OUR PEOPLE TO REFLECT THE RICH DIVERSITY OF OUR CONSUMERS AND COMMUNITIES, WE FOSTER A CULTURE OF INCLUSION THAT ENGAGES OUR EMPLOYEES AND AUTHENTICALLY CONNECTS OUR BRAND WITH OUR CONSUMERS.</b><br>
<b>
</b></div></div></div></div></div><div><div><div><div><div><div>JOB TITLE:
<div>Key Account Manager - Champs
</div></div></div></div></div></div><div><div><div><div>BRAND:
</div></div></div></div><div></div><div><div><div><div>LOCATION:
<div>Tampa
</div></div></div></div></div><div><div><div><div>TEAM:
<div>Sales
</div></div></div></div></div><div><div><div><div>STATE:
<div>FL
</div></div></div></div></div><div><div><div><div>COUNTRY/REGION:
<div>US
</div></div></div></div></div><div><div><div><div>CONTRACT TYPE:
<div>Full time
</div></div></div></div></div><div><div><div><div>NUMBER:
<div>542635
</div></div></div></div></div><div><div><div><div>DATE:
<div>Apr 2, 2026</div></div></div></div></div></div></div>

Key Account Manager - Champs

OneDigital

<div><div>Employee Benefits is the core of our business and at our heart we are a people-focused organization. Every day, we help over 100,000 employers give their employees peace of mind by providing health, pharmacy, long and short-term disability, vision, dental and other insurance solutions. What makes us unique is that we can surround our clients with more services and more technology-based tools and a team of advisors that simply cares more than anyone else.</div><div><br>
If you want a career giving people the reassurance that they can have access to the health care they need for themselves and their loved ones, join OneDigital.</div><div></div><div><b>
Our Newest Opportunity:</b></div><div><b>
Employee Benefits Account Manager (Small Group) &ndash; Florida Connect Team</b></div><div>
We are seeking an Employee Benefits Account Manager to support a high-volume book of small group clients (10&ndash;50 lives) within a collaborative, national support model. This role is focused on managing the full renewal lifecycle, open enrollment execution, and day-to-day client servicing across a diverse portfolio.</div><div></div><div><b>
What You&rsquo;ll Do</b></div><ul><li>
Manage a book of 50+ small group clients (10&ndash;50 lives), handling 4&ndash;6 renewals per month from strategy through execution</li><li>
Partner with leadership on renewal strategy, including marketing decisions, carrier negotiations, and client recommendations</li><li>
Lead open enrollment processes, including benefit education, enrollment support, and coordination through platforms like Employee Navigator</li><li>
Provide ongoing client support throughout the year, including eligibility updates, policy changes, audits, and general service needs</li></ul><div></div><div><b>
What We&rsquo;re Looking For</b></div><ul><li>
Active Health &amp; Life insurance license (Florida required)</li><li>
3+ years of employee benefits experience, ideally supporting small group clients</li><li>
Strong understanding of fully-insured and level-funded plans, renewals, and open enrollment processes (no self-funded experience required)</li><li>
Comfortable managing a high-volume book with strong attention to detail and client service</li><li>
Must be very organized</li></ul><div></div><div><b>
What Sets You Apart</b></div><ul><li>
Experience working within a team-oriented, high-collaboration environment</li><li>
Background supporting smaller group clients in a fast-paced agency setting</li><li>
Ability to independently manage renewals while partnering cross-functionally on strategy</li></ul><div></div><div><b>
Additional Details</b></div><ul><li>
Minimal travel (occasional in-state meetings, flexible coverage)</li><li>
Strong team structure with shared support across a national model</li><li>
Opportunity to support a growing book, with long-term scalability across 500+ groups</li><li>
Growth opportunity within the department</li><li>
Will conduct Open Enrollment meetings for your book of clients</li></ul><div></div><div>
Your base pay is dependent upon your skills, education, qualifications, professional experience, and location. In addition to base pay, some roles are eligible for variable compensation, commission, and/or annual bonus based on your individual performance and/or the company&rsquo;s performance. We also offer eligible employees health, wellbeing, retirement, and other financial benefits, paid time off, overtime pay for non-exempt employees, and robust learning and development programs. You will receive reimbursement of job-related expenses per the company policy and may receive employee perks and discounts.<br>
<br>
To learn more, visit: www.onedigital.com/careers</div><div></div><div>
OneDigital is an equal opportunity employer. Not only as a matter of standard, but to honor and celebrate our differences. We believe that the power of ONE starts with you. We are committed to cultivating and preserving a culture that celebrates diversity, insists on equity and inclusion, and connects us. Ensuring our people feel <b>seen, valued, respected, and supported</b> is fundamental to our core values and business goals.</div><div></div><div>
OneDigital provides equal employment opportunities to all employees and applicants for employment regardless of their: veteran status, uniformed servicemember status, race, color, religion, sex, sexual orientation, gender identity, age (40 and over), pregnancy (including childbirth, lactation and related medical conditions), national origin or ancestry, citizenship or immigration status, physical or mental disability, genetic information (including testing and characteristics) or any other category protected by federal, state or local law (collectively, &ldquo;protected characteristics&rdquo;). A copy of the Federal EEO poster is linked <div>here</div>.</div><div></div><div>
Pursuant to local Fair Chance Ordinances, we will consider qualified applications with arrest or conviction records for employment. For applicable candidates, the following ordinances are linked here to inform you of your rights as an applicant:</div><div></div><div><div>
City and County of San Francsico</div></div><div><div>
City of Los Angeles</div></div><div><div>
County of Los Angeles</div></div><div></div><div>
Employment decisions shall comply with all other applicable federal, state and city/county laws prohibiting discrimination in employment. OneDigital complies with all criminal history inquiry [or &lsquo;ban the box&rsquo;] laws in California, Connecticut, Colorado, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New Mexico, Oregon, Rhode Island, Vermont and Washington.</div><div></div><div><i>
In short, we believe in hiring the most qualified applicant for the position, regardless of background.</i></div><div></div><div>
If you have questions about our hiring policies and practices, we would be happy to discuss upon receiving your application. We hope to welcome you to OneDigital and look forward to hearing from you.</div><div></div><div><br>
OneDigital understands the immense responsibility and opportunities provided by Artificial Intelligence. We utilize advanced Artificial Intelligence [AI] technologies to enhance our recruitment process. This includes using AI to filter candidates based on their qualifications and to rediscover potential candidates from our existing applicant pool. Our AI systems help us efficiently identify the best fit for our open positions, ensuring a streamlined and effective hiring experience. However, AI does not replace the humans in our process. If you have concerns about our use of AI, you may opt out where laws allow.</div><div></div><div>
Thank you for your interest in joining the OneDigital team!</div></div>

Account Manager - Hybrid (Tampa, FL)

Perry Homes

<p></p><div><p><b>About The Role</b></p><p>
The Divisional Marketing Manager leads strategic marketing initiatives for communities within an operational division, driving long-term planning, brand alignment, and high-impact execution. As a bridge between corporate marketing and regional operations, this role develops comprehensive marketing strategies, evaluates campaign performance, and refines initiatives based on market conditions and business goals. The Divisional Marketing Manager provides critical insights and leadership to Sales and divisional leadership teams, ensures alignment with company-wide marketing objectives, and oversees tactical implementation by supporting specialists or vendors.</p><p></p><p><b>
What You&rsquo;ll Do</b></p><ul><li>
Identify and develop strategic, data-informed marketing plans across all communities within the division, ensuring alignment with the RMD, business goals and sales forecasts.</li><li>
Conduct ongoing analysis of community performance, market trends, consumer behavior, and competitive activity to advise marketing plans and community health.</li><li>
Maintain cadence of regular community site visits.</li><li>
Develop and present division-wide marketing plans, goals, and campaign performance results to Division Leadership and Corporate Marketing.</li><li>
Provide marketing insights in business planning sessions; collaborate with executive leaders on new community pricing, product positioning, and absorption strategies.</li><li>
Manage divisional marketing calendar, ensuring initiatives are strategically timed for product launches, sales goals, seasonality, and inventory needs.</li><li>
Partner with DPs and divisional leadership to plan go-to-market strategies for new community launches, including branding, and pre-opening campaigns.</li><li>
Support and develop sales professionals to include monthly attendance in sales meetings.</li><li>
Partner with RMD to develop, maintain, and report divisional advertising budget.</li></ul><p></p><b><br>
Requirements</b><p><b><br>
What We&rsquo;re Looking For</b></p><p></p><ul><li>
Bachelor&rsquo;s degree in Marketing, Business, Communications, or a related field required</li><li>
3+ years of progressive marketing experience with experience in strategy and planning.</li><li>
Proven experience developing and executing integrated marketing plans based on data and performance analysis.</li><li>
Strong business acumen and ability to collaborate with senior leadership on go-to-market strategies and community growth planning.</li><li>
Understanding in digital marketing tools, CRM systems, and campaign analytics platforms.</li><li>
Excellent communication and presentation skills, with the ability to translate complex insights into clear recommendations.</li></ul><br>
<b>
Benefits</b><p><b><br>
Why You Will Love Working Here</b></p><ul><li>
Competitive compensation and benefits package:</li><li><ul><li>
Medical, dental, vision coverage</li><li>
Financial Planning</li><li>
Time Off &amp; Life Balance</li><li>
Family &amp; Lifestyle</li></ul></li></ul><ul><li>
Opportunities for growth and development</li><li>
Culture that is collaborative, inclusive, fast-paced, people-first</li><li>
Stable company with strong reputation in the market
</li></ul><p></p><p><b>Why Join Perry Homes?</b></p><p>
At Perry Homes, we&rsquo;re committed to integrity, excellence, and service&mdash;values that guide every customer interaction. Join a team where your work directly contributes to an exceptional homebuying experience and a trusted brand. We&rsquo;re committed to creating an inclusive workplace where people can do their best work.</p><p></p><p><i>
***Note to job seekers: Your resume will be reviewed as the best qualified candidates will be contacted in the event that there is potential match***</i>
</p><p><i>Perry Homes is an Equal Opportunity Employer</i>
</p><p><b>Disclaimer:</b> <i>Recruitment Fraud</i> &ndash; Any communication regarding job opportunities from our organization will be initiated through official channels only, including our company email domain, @perryhomes.com and verified social media accounts. We advise candidates to exercise caution and refrain from sharing personal or sensitive information with any party claiming to represent our company outside of these channels. We do not at any early stage of recruitment process solicit personal information (e.g., passport and bank account info), financial details, or any form of payment (e.g., application fee). If you receive suspicious communications, encounter job postings that appear fraudulent, or want to confirm any employment postings, please contact hrinfo@perryhomes.com.</p></div>

Divisional Marketing Manager

Northrop Grumman

<div>RELOCATION ASSISTANCE: Relocation assistance may be available<p></p>
CLEARANCE REQUIRED FOR START: Yes<p></p>
CLEARANCE TYPE: SCI<p></p>
TRAVEL: Yes, 10% of the Time<h2 class="jobSectionHeader"><b>
Description</b></h2><p></p>
At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work &mdash; and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history.<p></p><p>
Join Northrop Grumman on our continued mission to push the boundaries of possible across land, sea, air, space, and cyberspace. Enjoy a culture where your voice is valued and start contributing to our team of passionate professionals providing real-life solutions to our world&rsquo;s biggest challenges. We take pride in creating purposeful work and allowing our employees to grow and achieve their goals every day by Defining Possible. With our competitive pay and comprehensive benefits, we have the right opportunities to fit your life and launch your career today.</p><p></p><p><b>
Northrop Grumman&rsquo;s Mission System</b> sector is looking for a <b>Manager, Programs Level 1</b> to support the<b> Information Warfare/Cyber Non-Kinetic Department</b> in the <b>Xetron Operating Unit</b> located onsite in <b>Tampa, FL,</b> serving our US Army, ARCYBER, &amp; US Cyber Command Customers. The successful candidate will support the Department Manager with the daily planning and execution of tasks and ensure all programs are effectively meeting or exceeding our customer requirements. This is an onsite position.</p><p></p><p><b>
What You'll Get To Do:</b></p><p>
The primary objective will be the delivery of all contractual requirements on cost and on schedule, while achieving all technical requirements and creating customer intimacy to support value creation strategies and actions. The individual will lead a cross-functional organization aligned to common program performance goals.</p><p></p><p>
Program Managers are responsible for leading all phases of the program life cycle from inception (proposal development) through startup, execution, and completion (contract closeout). Primary responsibilities are the management of cost, schedule, and technical performance of company programs or subsystems and include, but are not limited to:</p><ul><li><p>
Cultivating customer relationships and intimacy to develop further opportunities within the customer community</p></li><li><p>
Developing new business opportunities through long term strategic planning, capture planning, and development of proposals and business plans</p></li><li><p>
Establishing a program organization that effectively addresses customer requirements and incorporates the necessary internal and external sub-organizations</p></li><li><p>
Leading and directing cross-functional Integrated Program Teams (IPT) to meet program cost, schedule and technical performance objectives</p></li><li><p>
Measuring and reporting program performance</p></li><li><p>
Delivering presentations to customers, executive management and other program stakeholders</p></li><li><p>
Participating in the negotiation of contracts, contract changes, specifications, operating budgets, schedule milestones, and key terms and conditions</p></li><li><p>
Establishing design concepts, criteria, and engineering efforts for product research, development, integration and test</p></li><li><p>
Creation, review and finalization of the program Statement of Work</p></li><li><p>
Identification, distribution, tracking, and completion of program requirements</p></li><li><p>
Establishment and management of the program and subordinate baselines</p></li><li><p>
Development and adherence to budget baselines utilizing Earned Value Management (EVM) or similar cost &amp; schedule control methodologies and tools</p></li><li><p>
Identifying, allocating and managing program resources, including workforce planning</p></li><li><p>
Managing Government/customer supplied property or information (GFE, CFE, etc.)</p></li><li><p>
Managing suppliers to meet program objectives</p></li><li><p>
Adherence to all internal processes, policies, and applicable industry standards</p></li><li><p>
Ensuring program team understands and adheres to contract scope, and manages change through control board activities</p></li><li><p>
Development and adherence to master plans and schedules</p></li><li><p>
Conducting thorough risk &amp; opportunity management practices including identification, mitigation and realization</p></li></ul><p></p><p><b>
Basic Qualifications:</b></p><ul><li><p>
Bachelor&rsquo;s degree in Engineering, Business or a related field with a minimum of 5 years of related experience, OR Master&rsquo;s degree with a minimum of 3 years of related experience supporting U.S. Government or DoD contracts in a technical project or program management capacity.
</p></li><li><p>Demonstrated experience leading program tasks on schedule, at cost and achieving all requirements as either Project Lead, Integrated Program Team (IPT) Lead, or Cost Account Manager (CAM).</p></li><li><p>
Demonstrated experience collaborating with internal and external stakeholders, customers, and partners to meet defined program objectives.</p></li><li><p>
Demonstrated proficiency producing written and verbal deliverables, including formal reports, program documentation and stakeholder communications.</p></li><li><p>
Experience supporting multiple concurrent task orders or programs, with demonstrated ability to prioritize workloads and meet established deadlines.</p></li><li><p>
Advanced proficiency with MS Office Suite, including Excel for data analysis, Word for formal documentation, PowerPoint for executive and customer briefings, MS project for schedule development and tracking.</p></li><li><p>
Demonstrated success working with cross functional teams supporting design, development, integration, or sustainment and support programs.</p></li><li><p>
US Citizenship required</p></li><li><p>
Active DoD TS/SCI clearance required to be considered.</p></li></ul><p></p><p><b>
Preferred Qualifications</b></p><ul><li><p>
Experience Leading and Performing on Cyber related programs,</p></li><li><p>
Working knowledge of Agile collaboration tolls, including Kanban boards, Jira, SharePoint, and MS Teams, applied to program or project coordination.</p></li></ul><p></p><p><b>
What We Can Offer You
</b></p><p>Northrop Grumman provides a comprehensive benefits package and a work environment which encourages your growth and supports the mutual success of our people and our company. Northrop Grumman benefits give you the flexibility and control to choose the benefits that make the most sense for you and your family. Your benefits will include the following: Health Plan, Savings Plan, Paid Time Off and Additional Benefits including Education Assistance, Training and Development, 9/80 Work Schedule (where available), and much more!</p><p></p>
Primary Level Salary Range: $114,900.00 - $172,300.00<p></p>
The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions.<p></p>
Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.<p></p>
The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates.<p></p>
Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit http://www.northropgrumman.com/EEO. U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.</div>

Manager Programs 1

Moffitt Cancer Center

<div><p><b>Position Highlights:</b></p>
<p>The Manager, Internal Communications leads the development and execution of enterprise-wide internal communication strategies that foster engagement, transparency, and alignment with Moffitt&rsquo;s mission and strategic priorities. This role manages the internal communications network across the organization, ensuring consistency and effectiveness of messaging. The Manager partners with executive and senior leaders to enhance leadership communication capabilities and oversees tools, channels, and processes that support a connected and informed workforce.</p><br>
<p></p>
<p><b>Credential and Qualifications:</b></p>
<ul><li>Bachelor&rsquo;s Degree in Communications, Public Relations, Journalism, Corporate Communications, Change Management or related field.</li></ul><br>
<p>
</p><ul><li>Minimum ten (10) years verifiable experience in developing and executing internal, corporate or external communications or related strategies for engaging large populations of people in a health care, community, corporate, non-profit or related environment. Inclusive of seven (7) years&rsquo; experience working with organizational leadership groups and five (5) years experience leading projects and/or team members.</li></ul><br>
<p>
</p><p><b>Responsibilities:</b></p>
<p><b>Internal Communications Strategy</b></p>
<ul><li>Develop and implement comprehensive internal communications strategies aligned with organizational strategic goals.</li>
<li>Serves as communications counsel to Strategic Communications Leadership as related to internal client strategies.</li>
<li>Provides feedback regarding message, format, timing, channel, and audience segment to ensure the best and most effective approach for internal communications.</li></ul><br>
<p>
</p><p><b>Manage Internal Communications Coordinators</b></p>
<ul><li>Manages PR Account Managers to develop and oversee internal client strategies and messaging.</li>
<li>Develops and monitors professional development plans for the PR Account Managers.</li>
<li>Provides regular feedback in a positive manner to enhance direct reports' skill sets.</li>
<li>Serves as the Subject Matter Expert (SME) to help resolve escalated issues.</li></ul><br>
<p>
</p><p><b>Key advisor to Strategic Communication department and Moffitt Senior Leadership</b></p>
<ul><li>In partnership with Strategic Communications leadership, educates senior leaders on communication best practices and team member engagement.</li>
<li>Develops strong relationships with senior leadership to effectively provide internal communications counsel and support.</li></ul><br>
<p>
</p><p><b>Develop and manage executive-level communications</b></p>
<ul><li>Manage CEO town hall meetings.</li>
<li>Manage and execute EVP &quot;Ask Me Anything&quot; team member meetings.</li>
<li>Develop leadership updates for dissemination to management and cascading to team members.</li></ul><br>
<p>
</p><p><b>Develops and manages a strategy to grow internal communications</b></p>
<ul><li>Develop feedback functions for team members to evaluate current and proposed internal communications vehicles.</li>
<li>Working with Corporate Communications director, devises a plan to streamline channels while growing audience.</li>
<li>Implements new communications tools and vehicles as appropriate.</li>
<li>Adapts communications to internal stakeholder feedback and changing environment.</li>
<li>Researches and implements best practices to ensure proper measurement of communications.</li>
<li>Uses feedback from measurement to make meaningful changes to communications.</li></ul><br>
<p>
</p><p><b>Internal Communications Budget Management</b></p>
<ul><li>Develops and manages budgets for targeted internal communications projects.</li></ul><br>
<p>
</p><p><b>Improving Leader Communications</b></p>
<ul><li>Design and implement programs to improve leader communications.</li>
<li>Manage specific leader communications including Huddle Agenda, Leader Center, etc.</li>
<li>Develops content strategy for leader communications.</li></ul><br>
<p>
</p><p><b>Communication of Organization Wide Initiatives</b></p>
<ul><li>Partnering with Human Resources, develop, manage and lead communication strategy for organizational priorities including Open Enrollment, Mandies, Flu Compliance, etc.</li>
<li>Create governance standards and provide training for departmental communicators.</li>
<li>Manage content planning for key channels such MoffittNet, WHAM, digital signage and Connections.</li>
<li>Oversee intranet strategy and content governance.</li>
</ul><br>
Location: H. Lee Moffitt Cancer Center &amp; Research Institute &middot; Strategic Communications<br>
Schedule: Full Time, Day Shift, M-F; 9-5</div>

MGR INTERNAL COMMUNICATIONS

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