senior talent partner

El Car Wash

<div>Senior Talent Partner

Department: People Success | Team: People Experience

Reports To: Talent Leader 
Location: Doral Office / Mid- West Market/ Site Location Support

Role Summary

The Senior Talent Partner supports organizational growth by translating talent acquisition strategy into execution across assigned markets. This role partners closely with operational leaders to ensure locations are staffed efficiently with high-quality talent while maintaining a consistent, people-first candidate experience. The Senior Talent Partner leads recruiting for complex site-level roles, supports high-volume hiring initiatives, and helps strengthen talent pipelines to support operational stability, new site openings, and market expansion.

Impact of the Role
<ul>
<li>Supports consistent staffing levels across markets to ensure operational performance and customer experience.</li>
<li>Strengthens leadership pipelines for complex and operational site- level roles.</li>
<li>Drives proactive recruiting strategies to reduce hiring gaps and improve hiring timelines.</li>
<li>Partners with operational leaders to anticipate staffing needs aligned with business growth.</li>
</ul>
Recruiting Scope
<ul>
<li>Supports recruiting across multiple markets and locations.</li>
<li>Manages approximately 20&ndash;60 active requisitions depending on business needs.</li>
<li>Leads recruitment for critical roles (i.e., Customer Experience Advisors and site-level leadership roles)</li>
<li>Supports hiring new site openings, backfills, acquisitions, and market expansion.</li>
</ul>
Market Ownership

Serves as the primary recruiting partner for assigned markets by partnering with Regional Managers and Area Directors to monitor staffing needs, hiring timelines, and workforce trends. Develops recruiting strategies to support high-turnover locations, strengthen leadership pipelines, and ensures recruiting processes and candidate experience standards are consistently executed across supported markets.

Key Responsibilities
<ul>
<li>Partner with operational leaders to assess hiring needs and workforce planning priorities.</li>
<li>Lead recruiting for Site Manager, Assistant Site Manager, and other operational leadership roles.</li>
<li>Build and maintain candidate pipelines through sourcing, referrals, community partnerships, and recruiting events.</li>
<li>Execute targeted sourcing strategies for hard-to-fill roles and emerging markets.</li>
<li>Serve as a trusted advisor to hiring managers on candidate evaluation and interview best practices.</li>
<li>Support recruitment marketing and community outreach to strengthen employer brand visibility.</li>
<li>Maintain accurate recruiting workflows and candidate data within the ATS.</li>
<li>Monitor recruiting performance metrics and share market insights with the Talent Acquisition Leader.</li>
</ul>
Key Competencies
<ul>
<li>Operational Recruiting Excellence</li>
<li>Strategic Partnership</li>
<li>Pipeline Development</li>
<li>Market Awareness</li>
<li>Candidate Experience</li>
<li>Process Discipline</li>
<li>Collaboration</li>
</ul>
Qualifications
<ul>
<li>3&ndash;5+ years of full-cycle recruiting experience, including high-volume hiring environments.</li>
<li>Experience supporting multi-site organizations such as retail, hospitality, or service operations.</li>
<li>Strong sourcing skills using LinkedIn Recruiter, job boards, referrals, and outreach campaigns.</li>
<li>Experience recruiting leadership roles preferred.</li>
<li>Familiarity with ATS platforms such as UKG, Workday, Paycom, Paylocity, Greenhouse, or similar systems.</li>
<li>Strong stakeholder partnership and communication skills.</li>
</ul>
Success Metrics
<ul>
<li>Hiring timelines maintained within 30&ndash;45 days for frontline roles and 45&ndash;60 days for leadership roles.</li>
<li>Active pipelines maintained for high-volume and leadership roles.</li>
<li>Markets supported maintain consistent staffing levels.</li>
<li>Hiring managers receive proactive recruiting partnership and updates.</li>
<li>Recruiting workflows and candidate data maintained accurately in the ATS.</li>
</ul>
Physical Requirements

Prolonged periods of sitting and working on a computer. Occasional standing, walking, or lifting up to 15 lbs for recruiting events or meetings.

Travel Requirements

Occasional travel (up to 20%) may be required for market visits, hiring events, or operational meetings. Must have reliable transportation and a valid driver&rsquo;s license.</div>

Senior Talent Partner

Confidential Careers

<div>
 
 
 Human Resources Business Partner (HRBP)
 
 
 
 
 Full Time, Exempt
 
 
 
 
 $120K - $135K
 
 
 
 
 Hybrid/Remote &ndash; Miami, FL
 
 
 
 
 
 
 
 The Opportunity:
 
 
 
 We are seeking an experienced
 
 HR Business Partner
 
 to serve as the primary HR leader supporting a growing, multi-location organization. This role will partner closely with leadership and employees across various locations in Florida to drive consistent people practices, strengthen employee engagement, and ensure compliance with employment policies and regulations.
 
 
 This is a highly visible, hands-on role for an HR professional who enjoys working in a fast-paced operational environment and can balance
 
 strategic partnership with day-to-day execution
 
 . The HR Business Partner will act as a trusted advisor to managers while also leading core HR initiatives including employee relations, talent acquisition support, policy administration, and performance management.
 
 
 
 
 
 The ideal candidate is comfortable supporting a
 
 geographically dispersed workforce
 
 , building strong relationships with frontline leaders and employees, and bringing structure and consistency to HR processes. This individual will operate as an
 
 HR partner for the organization
 
 , working closely with leadership while coordinating with internal partners who support payroll and other administrative functions.
 
 
 
 
 
 This role requires someone who is proactive, solutions-oriented, and able to navigate complex people situations with sound judgment and discretion.
 
 Spanish language proficiency is a plus
 
 , as the workforce includes bilingual employees across multiple locations.
 
 
 
 
 
 
 What you&rsquo;ll do
 
 
 
 
 Employee Relations &amp; Culture
 
 
 <ul>
 <li>
 Build trusted relationships with employees and leaders across multiple business units.
 </li>
 <li>
 Serve as a first point of contact for employee relations issues, investigations, and performance management.
 </li>
 <li>
 Coach leaders on effective communication, conflict resolution, and engagement strategies.
 </li>
 <li>
 Drive initiatives that enhance workplace culture, recognition, and retention.
 </li>
 </ul>
 
 
 
 
 
 Recruiting &amp; Onboarding
 
 
 <ul>
 <li>
 Partner with hiring managers to define staffing needs and manage the full recruitment cycle.
 </li>
 <li>
 Support the selection, offer, and onboarding process to ensure a smooth, consistent candidate experience.
 </li>
 <li>
 Partner with leadership to develop workforce plans that align with business growth and integration goals
 </li>
 </ul>
 
 
 
 
 
 Compliance &amp; Policy Management
 
 
 <ul>
 <li>
 Ensure compliance with all federal, state, and local employment laws.
 </li>
 <li>
 Maintain and update HR policies, employee handbooks, and procedures.
 </li>
 <li>
 Conduct workplace investigations and recommend solutions aligned with company values and best practices.
 </li>
 <li>
 Effectively manage a safety management program including reviewing metrics, safety report, and taking appropriate action when safety procedures are not followed.
 </li>
 <li>
 Clear understanding of current labor laws and regulations
 </li>
 </ul>
 
 
 
 
 
 Total Rewards &amp; HR Operations
 
 
 <ul>
 <li>
 Administer compensation, benefits, and rewards programs with accuracy and confidentiality.
 </li>
 <li>
 Partner with HR leadership to evaluate market competitiveness and internal equity.
 </li>
 <li>
 Support payroll changes, leave administration, and other core HR processes.
 </li>
 <li>
 Analyze HR metrics (turnover, retention, engagement) to guide decision-making.
 </li>
 <li>
 Project manage various initiatives and report progress and present to the leadership team.
 </li>
 </ul>
 
 
 
 
 
 Talent Development &amp; Performance
 
 
 <ul>
 <li>
 Support the annual performance review process and coach leaders on goal setting and feedback.
 </li>
 <li>
 Identify learning and development needs and coordinate training initiatives.
 </li>
 <li>
 Contribute to organizational development projects that build leadership capability and strengthen culture.
 </li>
 </ul>
 
 
 
 
 
 What we are looking for:
 
 
 <ul>
 <li>
 Experience operating as a
 
 stand-alone HR leader or in a lean HR environment
 
 preferred.
 </li>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.
 </li>
 <li>
 5+ years of progressive HR experience, with 2+ years in an HR Business Partner or Senior HR Generalist role.
 </li>
 <li>
 Strong knowledge of HR practices, current employment law, and employee relations.
 </li>
 <li>
 Experience supporting multi-site, field-based or operational workforces preferred.
 </li>
 <li>
 Excellent interpersonal and communication skills; able to influence and build trust at all levels.
 </li>
 <li>
 Strong problem-solving skills with the ability to balance strategy and day-to-day execution.
 </li>
 <li>
 PHR or SHRM-CP certification preferred.
 </li>
 </ul>
 
 
</div>

Human Resources Business Partner

The Home Depot

<div>Position Purpose:
Operations Experience Managers (Ops XM) are members of the store leadership team responsible for executing store standards, including customer service, department readiness, and operational processes. This role leads the Order Fulfillment team in executing best practices for picking, staging, and loading to ensure an excellent interconnected experience. The Ops XM drives operational excellence by physically executing inbound freight processes and auditing receiving procedures to verify SOP adherence. Additionally, they are responsible for implementing Shrink Action Plans within their areas of responsibility. The Ops XM performs Manager on Duty (MOD) functions - including safe opening and closing processes&mdash;strictly in accordance with established SOPs, escalating non-standard issues to the Store Manager or ASM. When serving as the MOD, they implement business decisions by partnering with appropriate resources and following SOPs. This position requires strict adherence to all timekeeping and break policies. Ops XMs provide input to store leadership on associate performance, talent planning, and selection. They coach and train associates on company policies, safety procedures, and customer service, while championing a safe working environment by ensuring associates complete training, correcting hazards immediately, and upholding all company safety standards. 
 
Key Responsibilities:<ul><li>
30% - Customer Service / Experience - Service Leadership: Champion the GET culture by working alongside the team to model proper techniques and providing real-time coaching on the sales floor. Fulfillment Operations: Direct D93 (Receiving) and D94 (Order Fulfillment) workflows to ensure all orders are received, picked, and staged within Service Level Agreements (SLAs).Quality Assurance: Proactively prevent customer issues by auditing delivery orders for accuracy and quality standards. Conflict Resolution: Promptly resolve customer concerns to ensure satisfaction, while identifying and escalating complex issues to senior leadership when necessary. Recognition: Drive morale by identifying and rewarding great service behaviors using Bravos and Homers. Operational Standards: Ensure associates understand and execute in-stock maintenance and store appearance guidelines to support sales performance.</li><li>
30% - People - Talent Acquisition : Assist with recruitment and interviews to provide input to the Store Manager/ASM. Staffing &amp; Attendance: Monitor department staffing to address immediate coverage gaps and manage attendance variances. Training &amp; Compliance: Ensure D93/D94 training (KD) is current and drive engagement via HDPhone learning tools. Performance Management: Provide informal and formal performance-based coaching and provide performance observations to store management. Responsible for completing performance management documentation for review by the Assistant Store Manager. Coaching &amp; Development: Provide real-time feedback and maintain active Development Blueprints to improve sales, service, and product knowledge. Operational Execution: Conduct daily walkthroughs to validate safety, SOP adherence, RTV/ZMA audits, and inbound freight preparation. Employee Relations: Champion &quot;Voice of the Associate&quot; initiatives and actively resolve associate concerns consistent with company policy to maintain high engagement levels. Accountability: Enforce company policies and hold associates accountable for safety and operational standards.</li><li>
15% - Safety - Ensure strict adherence to hazmat procedures, SOPs, and Safety Matters guidelines : Immediately intervene to correct unsafe behaviors and recognize associates who demonstrate safe practices. Verify that all relevant safety checklists are completed on time and confirm that corrective actions are implemented. Model safe work practices and complete all assigned safety training. Guide associates on the proper use of Personal Protective Equipment (PPE) and safe lifting techniques. Enforce safe distances around Lift Equipment and ensure associates understand the correct policies. Maintain safe aisles and walking surfaces by keeping them clear of debris. Assist customers shopping in an unsafe manner to prevent injury. Immediately correct unsafe conditions and hazardous situations as they arise.</li><li>
25%- Shared Manager on Duty &ndash;Opening &amp; Closing Operations: Perform all Opening/Closing duties, including securing the building and balancing registers, in strict adherence to security SOPs. Team Alignment: Lead store kickoff meetings and walk each department to communicate tasks and ensure total store readiness. Operational Continuity: Conduct hand-off walks with the prior MOD and partner with the Store Manager/ASMs to validate daily priorities. Execution &amp; Compliance: Verify timely completion of store checklists and equipment safety inspections, ensuring immediate corrective actions are implemented. Merchandising Strategy: Review upcoming events and ads to determine required actions and partner with supervisors to ensure execution.</li></ul>
Direct Manager/Direct Reports:<ul><li>
This Position typically Reports to Operation Assistant Manager</li><li>
This position has 4 Direct Reports</li></ul>
Travel Requirements:<ul><li>
No travel required</li></ul>
Physical Requirements:<ul><li>
Requires intermittent periods during which continuous physical exertion is required, such as walking, standing, stooping, climbing, lifting material or equipment, some of which may be heavy or awkward.</li></ul>
Working Conditions:
<ul><li>Typically located in a comfortable indoor area. There may be regular exposure to mild physical discomfort from factors such as dust, fumes or odors, temperature extremes, loud noise, strong drafts, or bright lights.</li></ul>
Minimum Qualifications:<ul><li>
Must be 18 years of age or older</li><li>
Must be legally permitted to work in the United States</li><li>
Ability to work a flexible schedule, including nights, weekends, and overtime as needed.</li><li>
1 year of relevant work experience, including management of people and retail operations.</li></ul>
Preferred Qualifications:<ul><li>
 At least 1 year prior merchandising and/or operational experience.</li><li>
 At least 1 year leadership experience, preferably big box retail.</li><li>
Knowledge of the home improvement industry.</li></ul>
Minimum Education:
<ul><li>The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED.</li></ul>
Preferred Education:
<ul><li>No additional education</li></ul>
Minimum Years of Work Experience:<ul><li>
2 + years of previous related work experience</li></ul>
Preferred Years of Work Experience:
<ul><li>No additional years of experience</li></ul>
Minimum Leadership Experience:
<ul><li>1+ year of previous leadership Experience</li></ul>
Preferred Leadership Experience:
<ul><li>1+ year of previous leadership Experience</li></ul>
Certifications:<ul><li>
None</li></ul>
Competencies:
<ul><li>Action Oriented</li><li>
Decision Quality
</li><li>Collaborates</li><li>
Self-Development</li><li>
Situational Adaptability</li><li>
Communicates Effectively</li><li>
Customer Focus</li><li>
Manages Conflict</li><li>
Develops Talent</li><li>
Manages Conflict</li></ul></div>

Operations Experience Manager

Mastercard

<div>Our Purpose
Mastercard powers economies and empowers people in 200+ countries and territories worldwide. Together with our customers, we&rsquo;re helping build a sustainable economy where everyone can prosper. We support a wide range of digital payments choices, making transactions secure, simple, smart and accessible. Our technology and innovation, partnerships and networks combine to deliver a unique set of products and services that help people, businesses and governments realize their greatest potential.
Title and Summary
Manager, People Business Partner
Overview 
The People &amp; Capability team is seeking a Manager, People Business Partner to drive the local execution of people priorities for Mastercard&rsquo;s Miami location. This role is a key on the ground partner to leaders and employees, ensuring enterprise people strategies are translated into impactful, locally relevant action. 
As a trusted advisor, you will work closely with business leaders, People Business Partners, and Centers of Expertise to deliver strong outcomes across talent, engagement, and organizational effectiveness&mdash;while shaping a positive and connected employee experience in Miami. 
 
The Role 
<ul><li>Drive local execution of core People &amp; Capability programs&mdash;including talent and performance management, learning, workforce planning, employee engagement, and year‑end compensation&mdash;for the Miami location, partnering closely across multiple Global People Business Partners.</li><li>Coach and advise leaders and employees on development, employee relations, rewards, and people processes, balancing business needs with a strong employee experience.</li><li>Manage a broad range of employee relations and general talent matters for U.S.-based employees and leaders in the location.</li><li>Act as the local voice and connector, sharing insights and feedback on the effectiveness of people programs and identifying opportunities to strengthen impact.</li><li>Partner with Centers of Expertise to ensure programs and initiatives are implemented smoothly, consistently, and in line with enterprise standards.</li><li>Serve as a subject matter expert on the local labor market and regulatory environment.</li><li>Collaborate with Global and Regional People Business Partners on priority initiatives and cross functional projects.</li><li>Support and help shape community engagement and culture building efforts within the Miami office.</li></ul> 
All About You 
<ul><li>Proven experience delivering corporate HR programs (e.g., talent management, compensation planning) with strong execution and accountability.</li><li>Demonstrated success advising leaders on complex people topics and navigating sensitive employee matters with confidence and judgment.</li><li>Strong relationship builder with the ability to collaborate effectively across functions and levels.</li><li>Agile, growth oriented mindset with a focus on simplicity, impact, and continuous improvement.</li><li>Solid understanding of business drivers and how people strategies enable performance.</li><li>High proficiency in Microsoft Office tools.</li><li>Highly self motivated; effective working independently and as part of a collaborative team.</li><li>Clear, confident communicator able to tailor messages for different audiences.</li><li>Strong working knowledge of Florida and federal labor laws.</li><li>This role reports into the Director, People Business Partner</li></ul>
Mastercard is a merit-based, inclusive, equal opportunity employer that considers applicants without regard to gender, gender identity, sexual orientation, race, ethnicity, disabled or veteran status, or any other characteristic protected by law. We hire the most qualified candidate for the role. In the US or Canada, if you require accommodations or assistance to complete the online application process or during the recruitment process, please contact reasonable_accommodation@mastercard.com and identify the type of accommodation or assistance you are requesting. Do not include any medical or health information in this email. The Reasonable Accommodations team will respond to your email promptly.
Corporate Security Responsibility 
All activities involving access to Mastercard assets, information, and networks comes with an inherent risk to the organization and, therefore, it is expected that every person working for, or on behalf of, Mastercard is responsible for information security and must:<ul><li>
Abide by Mastercard&rsquo;s security policies and practices;</li><li>
Ensure the confidentiality and integrity of the information being accessed;</li><li>
Report any suspected information security violation or breach, and</li><li>
Complete all periodic mandatory security trainings in accordance with Mastercard&rsquo;s guidelines.</li></ul>
In line with Mastercard&rsquo;s total compensation philosophy and assuming that the job will be performed in the US, the successful candidate will be offered a competitive base salary and may be eligible for an annual bonus or commissions depending on the role. The base salary offered may vary depending on multiple factors, including but not limited to location, job-related knowledge, skills, and experience. Mastercard benefits for full time (and certain part time) employees generally include: insurance (including medical, prescription drug, dental, vision, disability, life insurance); flexible spending account and health savings account; paid leaves (including 16 weeks of new parent leave and up to 20 days of bereavement leave); 80 hours of Paid Sick and Safe Time, 25 days of vacation time and 5 personal days, pro-rated based on date of hire; 10 annual paid U.S. observed holidays; 401k with a best-in-class company match; deferred compensation for eligible roles; fitness reimbursement or on-site fitness facilities; eligibility for tuition reimbursement; and many more. Mastercard benefits for interns generally include: 56 hours of Paid Sick and Safe Time; jury duty leave; and on-site fitness facilities in some locations.
Pay Ranges
Miami, Florida: $112,000 - $179,000 USD</div>

Manager, People Business Partner

Four Seasons Hotels and Resorts

<div>
 
 About Four Seasons
 
 
 
 Four Seasons is powered by our people. We are a collective of individuals who crave to become better, to push ourselves to new heights and to treat each other as we wish to be treated in return. Our team members around the world create amazing experiences for our guests, residents, and partners through a commitment to luxury with genuine heart. We know that the best way to enable our people to deliver these exceptional guest experiences is through a world-class employee experience and company culture.
 
 
 At Four Seasons, we believe in recognizing a familiar face, welcoming a new one and treating everyone we meet the way we would want to be treated ourselves. Whether you work with us, stay with us, live with us or discover with us, we believe our purpose is to create impressions that will stay with you for a lifetime. It comes from our belief that life is richer when we truly connect to the people and the world around us.
 
 
 
 About the location:
 
 
 
 Poolside paradise meets city sleek under the Miami sun. Above the trendy Brickell Avenue &ndash; find the best of both big city adventure and a tropical getaway &ndash; arrive at our lifestyle-inspired lobby, savour the fun and flavourful dining experiences, and spend the day with a swim or sway in a hammock within our two-acre sun-kissed sanctuary. It&rsquo;s all set against the Miami skyline overlooking the city&rsquo;s fashionable art, dining, and entertainment scenes just minutes from our doorstep.
 
 
 
 About The Role
 
 
 
 Responsible for Talent Acquisition Success across property/ies, building and managing Talent Acquisition strategy, delivering Talent Acquisition Learning and Development; coaching Hiring Managers; partners with Area Talent Acquisition Manager on best practice and strategies to attract diverse talent and leverages internal/external systems and tools to drive hiring results.
 
 
 Responsible for full cycle Talent Acquisition, up to and including Planning Committee. This person contributes to our mission by delivering High Performing Team Members to drive business results
 
 
 
 What You Will Do
 
 
 
 
 Building &amp; Planning Recruiting Strategies.
 
 
 
 <ul>
 <li>
 Develop creative approaches to support the Talent Acquisition Roadmap in identifying and attracting qualified, diverse, active and passive candidates for open positions and future opportunities.
 </li>
 <li>
 Identify and leverage the right internal/external systems and tools for referral generation, internet sourcing, multi-media advertising, social media, job fairs, university fairs, networking, community involvement/partnerships and third-party assistance.
 </li>
 <li>
 Builds appropriate and meaningful relationships with University and Colleges.
 </li>
 <li>
 Oversee full lifecycle recruiting of top tier candidates including sourcing, screening, interviewing, providing feedback/recommendations, and assisting the candidate through offer negotiations and acceptance, up to Planning Committee.
 </li>
 <li>
 Lead Recruiter for Critical &amp; Confidential leadership positions.
 </li>
 <li>
 Leverage Workday to maintain accurate and well-ordered documentation on candidate pipelines and recruiting activities.
 </li>
 <li>
 Ensure outstanding candidate experiences throughout the interview, offer, and onboarding process.
 </li>
 <li>
 Learn from others: continually gather feedback from candidates and our interviewing team (including surveys and conversations) to iterate and improve.
 </li>
 <li>
 Partner and build strong relationships with business and HR leadership, hiring managers and talent acquisition team to determine business staffing needs and then develop and implement cost effective recruitment plans that minimize time-to-fill, optimize fit and retention and place top-quality, diverse candidates in open positions.
 </li>
 <li>
 Review team performance and coaches weekly to ensure we are hitting all key talent acquisition metrics which includes time to fill.
 </li>
 <li>
 Provide counsel to hiring managers on matters pertinent to internal mobility and external hiring to ensure adherence to established company policies and procedures, and compliance with local employment laws. Recommend, and manage local third-party vendors, headhunters, and job Boards.
 </li>
 <li>
 Ensures the manning guide is accurate and reflects the budget for the year.
 </li>
 <li>
 Measure and report on talent pool KPIs, including throughput, candidate experience and successful hires.
 
 
 </li>
 </ul>
 
 Reporting and Talent Planning
 
 
 
 <ul>
 <li>
 Assess future hiring needs through proactive People Planning activities and understands key metrics to meet hiring goals. Build recruiting strategy to support.
 </li>
 <li>
 Manage TA Reporting activities and provides meaningful dashboard reporting and insights, communicates the Talent Acquisition story to business leaders.
 
 
 </li>
 </ul>
 
 Employee Value Proposition
 
 
 
 <ul>
 <li>
 Leverage Employer Branding and proactively looks for innovative and new industry best practices around recruiting, interviewing, and sourcing to ensure we are hiring top talent and all candidates walk away from their experience with a positive image of the Four Seasons Brand.
 </li>
 <li>
 Use internal communication streams to promote Careers and employee movements.
 
 
 </li>
 </ul>
 
 Miscellaneous
 
 
 
 <ul>
 <li>
 To act as a counsellor to individual employees, or managers, in respect of their own Training and Development requirements and to facilitate that development, where possible.
 </li>
 <li>
 To conduct Hotel tours for student groups, in a manner and style consistent with the atmosphere and ambience of the Hotel.
 </li>
 <li>
 To assist with general People and Culture activities, including correspondence, recruitment and selection of placement and work experience students, exit interviews, social events co-ordination etc.
 </li>
 <li>
 To undertake function related project work, as and when directed by the Director of People and Culture or General Manager.
 </li>
 <li>
 To undertake other duties and responsibilities which, whilst outside the normal daily routine, are within the overall scope of the position.
 </li>
 <li>
 Participate in management duties in the hotel as required.
 
 
 </li>
 </ul>
 
 What You Bring
 
 
 
 <ul>
 <li>
 5+ years of experience in Talent Acquisition.
 </li>
 <li>
 Excellent computer skills in Word, Excel, and Outlook
 
 
 </li>
 </ul>
 
 What We Offer
 
 
 
 <ul>
 <li>
 Competitive Salary, wages, and a comprehensive benefits package
 </li>
 <li>
 Excellent Training and Development opportunities
 </li>
 <li>
 Employee Discount for stays at any Four Seasons worldwide
 </li>
 <li>
 Complimentary Dry Cleaning for Employee Uniforms
 </li>
 <li>
 Complimentary Employee Meals
 
 
 </li>
 </ul>
 Four Seasons is an Equal Opportunity, Affirmative Action employer. Minorities, women, veterans, and individuals with disabilities are encouraged to apply. To access the 'EEOC is The Law' Information poster please visit this website - https://eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.pdf
</div>

Talent Acquisition Manager

Andaz

<div>
 
 Organization- Andaz Miami Beach
 
 
 
 
 Summary
 
 
 
 At Hyatt, we believe our guests select Hyatt because of our caring and attentive associates who are focused on providing excellent service and meaningful experiences.
 
 
 Andaz, translated from Hindi, means &ldquo;personal style.&rdquo; Designed for those with a global sensibility, Andaz hotels are grounded in their local surroundings and infused with local culture. Our personalized, attentive service empowers guests to explore themselves and the world around them leaving enriched and energized. Andaz Miami Beach Resort and Spa and the Dream Hotel is now recruiting an
 
 Area Director of Human Resources
 
 to join the hotel&rsquo;s team.
 
 
 Andaz Miami Beach Resort and Spa is an art-deco building and architectural landmark is home to the newest luxury lifestyle hotel located in the heart of Mid-beach. Our mission is to nurture the spirt of exploration and create places that encourage personal enrichment through reimagined travel. The property boasts 287 guestrooms including 64 breathtaking suites and the ONLY Ocean-view arrival experience in Miami Beach.
 
 
 At Dream South Beach, we offer the vintage glamour of Miami Beach with a sexy, modern twist. Two reimagined landmark buildings, just 50 yards from white sand beaches, make up our boutique South Beach resort. Enjoy more than your average hotel experience: Find out what it means to vacation in a chic, coastal resort that features sleek, design-forward rooms, a sprawling rooftop pool and magical ocean views. Plus, our hotel is minutes away from a cruise port and the vibrant nightlife that only South Beach can deliver.
 
 
 
 
 Position Summary
 
 
 
 
 The Area Director of Human Resources is the vibrant heartbeat and strategic catalyst behind the colleague experience across two iconic Hyatt destinations. More than an HR leader, this role is a culture architect, a strategic business partner, and a champion of what&rsquo;s possible&mdash;shaping the long-term success, spirit, and talent strategy of two uniquely dynamic properties.
 
 
 As the Area HR Director, you&rsquo;ll blend big‑picture thinking with hands‑on leadership to create a workplace where colleagues feel inspired, supported, and deeply connected to our purpose. With a strong focus on luxury lifestyle leadership, creating a culture of excellence, Forbes standards, Compliance, and Talent development, you&rsquo;ll align people strategies with business goals, elevate engagement, and nurture a culture rooted in inclusion, excellence, and community pride&mdash;all while bringing a sense of fun, creativity, and humanity to the way we work.
 
 
 From talent acquisition to workforce planning, from performance development to innovative training, you ensure every step of the colleague journey reflects Hyatt&rsquo;s values and service standards. This is a role for a bold, curious, forward‑thinking HR leader&mdash;someone who loves developing people, thrives on creating high‑performing teams, and is energized by the opportunity to help bring to life the legacy of two hotels deeply rooted in their local community. It&rsquo;s strategic. It&rsquo;s operational. It&rsquo;s people‑centric. And above all&mdash;it&rsquo;s fun.
 
 
 
 Position Responsibilities / Essential Functions
 
 
 
 
 Strategic People Leadership
 
 - Be the visionary behind our people strategy&mdash;crafting and executing forward‑thinking HR initiatives that fuel business growth, elevate our colleague culture, and strengthen our connection with the local community.
 
 
 <ul>
 <li>
 Policy, Ethics &amp; Compliance Stewardship - Champion a fair, safe, and consistent workplace by upholding Hyatt policies, navigating labor laws with confidence, and ensuring our teams operate with integrity and excellence.
 </li>
 <li>
 Talent Magnet &amp; Workforce Architect - Lead innovative recruitment and onboarding strategies that attract top talent, build high‑performing teams, and ensure our properties are always ready to deliver extraordinary guest experiences.
 </li>
 <li>
 Learning, Growth &amp; Leadership Development - Design and deliver meaningful Forbes training programs from line level to management that empower colleagues at every level&mdash;ensuring teams complete required certifications while fostering a culture of continuous development and curiosity.
 </li>
 <li>
 Colleague Experience &amp; Relations Partner - Serve as a trusted coach and advisor to leaders and colleagues alike&mdash;guiding performance, career progression, and conflict resolution with empathy, fairness, and transparency.
 </li>
 <li>
 Performance &amp; Rewards Strategist - Oversee the performance management cycle, guide compensation decisions, and analyze market data to support equitable, competitive, and motivating rewards practices.
 </li>
 <li>
 Culture &amp; Engagement Champion - Create memorable colleague experiences through recognition, wellness, and engagement initiatives that strengthen pride, retention, and community.
 </li>
 <li>
 Risk &amp; Safety Navigator - Manage complex investigations, Workers&rsquo; Compensation, and unemployment matters with professionalism and discretion&mdash;protecting both our colleagues and the business.
 </li>
 <li>
 Budget &amp; Resource Innovator - Lead the HR budget with purpose&mdash;optimizing resources, identifying efficiencies, and ensuring investments fuel a strategic and vibrant workplace culture.
 </li>
 <li>
 Strategic Cross‑Functional Partner - Collaborate closely with property leadership and Corporate HR to drive change, support organizational development, and champion a people-first approach across both hotels.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 
 Requirements &amp; Qualifications
 
 
 
 <ul>
 <li>
 Education Background - Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field required; professional HR certifications (SHRM-CP, PHR, or similar) are a strong plus.
 </li>
 <li>
 Depth of Experience - At least 8 years of progressive HR experience, including 5+ years in a people leadership role&mdash;ideally within luxury lifestyle hospitality industry experience strongly preferred: pre-opening experience is a plus.
 </li>
 <li>
 HR Expertise &amp; Business Acumen - Proven success in employment law, colleague relations, training, performance management, and policy development&mdash;paired with sharp judgment and a strategic mindset.
 </li>
 <li>
 Leadership &amp; Team Empowerment - Demonstrated ability to inspire, develop, and mobilize teams in a luxury lifestyle environment that is fast-paced, service-driven environment.
 </li>
 <li>
 Communication Excellence - Exceptional interpersonal, written, and verbal communication skills, with the ability to influence, coach, and connect across all levels of the organization.
 </li>
 <li>
 Energy &amp; Growth Mindset - High-energy leader with an entrepreneurial spirit, a collaborative approach, and a deep commitment to service, care, and creating an exceptional colleague experience.
 </li>
 <li>
 Organizational Mastery - Strong administrative, analytical, and budgeting capabilities with a knack for prioritizing and bringing clarity to complexity.
 </li>
 <li>
 Technical Skills - Proficient with Microsoft Office Suite (Word, Excel) and experienced working with HRIS platforms.
 </li>
 <li>
 Cultural Competence &amp; Inclusion - Demonstrated ability to engage authentically and respectfully with diverse teams, guests, and community members&mdash;ensuring every workspace feels welcoming and inclusive.
 
 
 </li>
 </ul>
 
 As a Hyatt colleague, you will enjoy the following benefits:
 
 
 
 <ul>
 <li>
 Free room nights, Discounted and Friends &amp; Family Room Rates
 </li>
 <li>
 Medical, Dental, and Vision Insurance with only a 30-day waiting period!
 </li>
 <li>
 401K with company match
 </li>
 <li>
 Free Parking
 </li>
 <li>
 Generous Paid Time Off
 </li>
 <li>
 Paid Family Bonding Time and Adoption Assistance
 </li>
 <li>
 Tuition Reimbursement
 </li>
 <li>
 Employee Stock Purchase Plan
 </li>
 <li>
 Discounts at various retailers &ndash;Apple, AT&amp;T, Verizon, Headspace and many more
 
 
 </li>
 </ul>
 Hyatt team members work in an environment that demands exceptional performance yet reaps great rewards. Whether it&rsquo;s career opportunities, job enrichment, or a supportive work environment, if you are ready for this challenge, then we are ready for you.
 
 
 
 Our Values:
 
 Empathy | Integrity | Respect | Inclusion | Experimentation | Wellbeing
 
 
 
 Andaz Values:
 
 Rooted &ndash; Enriching &ndash; Empowering
 
 
 
 Dream Values:
 
 Irreverent &ndash; Passionate &ndash; Plugged-in &ndash; Dynamic
 
 
 At Hyatt, we believe in the power of belonging - of making people feel at home no matter where they are in the world. We turn trips into journeys, encounters into experiences, and jobs into careers. Join a team that is making travel more human. Connected. Sustainable. Here, everyone&rsquo;s role matters. Opportunities are yours to shape. Your individuality is celebrated. At the heart of Hyatt is our shared belief that hospitality is more than just a job &ndash; it&rsquo;s a career for people who care.
 
 
 Hyatt is an equal-opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.
</div>

Area Human Resources Director

Supplied Talent

<div>$100,000&ndash;$120,000 base + 30% guaranteed bonus On-site | Miami, Fort Lauderdale, Boca Raton
About the Opportunity
Are you a Big 4 external auditor ready to step out of the repetitive audit cycle and into strategic, high‑visibility advisory work?
A leading professional services organization is hiring experienced Big 4 auditors to join a client-facing advisory team supporting Fortune 1000 and large PE-backed companies. This role is ideal for professionals who want to broaden their exposure to complex business initiatives while continuing to leverage a strong technical accounting foundation.
You&rsquo;ll partner directly with senior finance leadership on high-impact projects across industries&mdash;far beyond traditional audit.
What You&rsquo;ll Do
You will work alongside client CFOs, Controllers, and Finance Directors on engagements such as:<ul><li>
Preparing companies for capital markets activity and regulatory reporting</li><li>
Supporting accounting considerations during acquisitions, divestitures, and reorganizations</li><li>
Improving financial reporting processes, close cycles, and internal controls</li><li>
Advising on complex U.S. GAAP and technical accounting matters</li><li>
Assisting finance teams with special projects and high-priority initiatives</li></ul>
Assignments vary by engagement, offering exposure to multiple industries and business challenges.
Who We&rsquo;re Looking For
This role is specifically designed for Big 4 external auditors with strong technical accounting skills and experience working with complex organizations.
Required Background<ul><li>
Big 4 only: PwC, EY, Deloitte, KPMG</li><li>
3&ndash;6 years of total professional experience</li><li>
Minimum 3 full busy seasons in external audit/assurance</li><li>
Experience auditing Fortune 1000, SEC registrants, or large PE-backed clients</li><li>
Strong U.S. GAAP and financial statement audit experience</li><li>
SOX/ICFR exposure preferred</li><li>
Titles that typically align:</li><li><ul><li>
Audit Senior</li><li>
Senior Audit Associate</li><li>
Assurance Senior</li><li>
Audit In-Charge</li><li>
Early Audit Manager (if still hands-on)</li></ul></li></ul>
Citizenship &amp; Work Authorization<ul><li>
U.S. Citizen or Green Card required</li></ul>
Location Requirements<ul><li>
Must be currently located in Florida or willing to work on-site in:</li><li><ul><li>
Miami</li><li>
Fort Lauderdale</li><li>
Boca Raton</li><li>
(Tampa optional depending on project needs)</li></ul></li></ul>
$5,000 relocation assistance available.</div>

Advisory Consultant (Big 4 External Audit - Fortune 1000 Projects)

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