Hospitality Jobs in Fort Lauderdale, FL (Now Hiring) — 744 open — Page 30

Role: HR Business Partner

Location: Downtown Fort Lauderdale

Environment: Hybrid/Onsite

Direct Report: HR Director

The HR Business Partner is responsible for supporting the full employee lifecycle while serving as a trusted HR resource to employees, managers, business leaders, and HR leadership. This role combines the responsibilities of a Senior HR Generalist with hands-on people operations, employee relations, onboarding, immersion planning, Workday administration, background check management, talent management support, assist with wellness initiatives, employment verification requests, and offboarding.

This position will support both strategic and administrative HR functions and assist with a wide range of HR matters, including employee relations, compliance, employee lifecycle changes, HR administration, Workday support, talent management initiatives, background checks, employment verification requests, offboarding, manager guidance, and HR leadership support. The role is responsible for ensuring HR processes are compliant, consistent, employee-focused, and aligned with business needs. The ideal candidate is experienced, highly organized, solutions-oriented, and comfortable managing sensitive employee matters with professionalism, discretion, and sound judgment.

Key Responsibilities:

HR Partner Support

• Serve as an HR resource and business partner to managers, employees, leadership, and HR leadership on a wide range of HR matters.

• Provide guidance on HR policies, employee relations, performance management, employee engagement, compliance, talent management, and employee lifecycle processes.

• Support HR leadership with HR initiatives, employee relations matters, talent management activities, compliance efforts, reporting, and special projects.

• Assist with system organizational changes, job updates, employee movement, reporting changes, and other workforce planning activities.

• Support the implementation of HR initiatives, policies, procedures, and best practices across the organization.

Onboarding, Welcome, and Immersion Plans

• Manage the full onboarding process for new hires, including pre-employment communication, new hire documentation, partner with internal partners such as L&D, IT on orientation coordination, system setup support, Warm Welcome Call and first-day logistics.

• Assist to coordinate, and partner with hiring managers on completion of the 30 day immersion plan to ensure successful integration into the company, department, team, role, and culture.

• Serve as a welcoming point of contact for new employees and help ensure they receive the tools, resources, and support needed to be successful.

• Monitor onboarding progress and follow up with employees and managers to address questions, gaps, or additional support needs.

Employee Relations

• Support employee relations matters, including employee concerns, performance issues, workplace conflicts, policy violations, attendance concerns, and other sensitive workplace matters.

• Conduct or assist with employee relations intake, documentation, fact gathering, meeting coordination, and follow-up actions.

• Support HR leadership on sensitive employee relations issues.

• Maintain accurate and confidential employee relations documentation.

• Help foster a respectful, professional, inclusive, and compliant work environment.

Workday and HR Administration

• Ensure Workday reflects accurate employee information and process employee movement, including job changes, transfers, promotions, manager changes, reporting changes, compensation updates, employment status changes, and terminations.

• Update and maintain employee records, employee files, and employee data in Workday.

• Process employee lifecycle changes in Workday, including new hires, job changes, manager changes, compensation updates, employment status changes, transfers, promotions, and terminations.

• Support Workday administrative functions, including workflow tracking, data entry, employee record maintenance, HR transactions, reporting support, and basic troubleshooting.

• Complete all employment verification requests in a timely, accurate, and confidential manner, in accordance with company policy and applicable legal requirements.

• Ensure employee information is accurate, timely, and compliant with company policies and recordkeeping requirements.

• Prepare HR documents, employment letters, status change forms, personnel updates, and other employee-related documentation.

• Support HR leadership with HR reporting, audits, compliance reviews, documentation requests, and data integrity initiatives.

• Recommend process improvements to strengthen HR administration, Workday workflows, and overall HR service delivery.

Pre-Employment Compliance

• Manage the pre-employment process from initiation through completion.

• Review escalated background check statuses and follow up with candidates, vendors, hiring managers, and internal stakeholders as needed.

• Ensure all pre-employment screening activities are completed accurately, timely, and in accordance with company policy and applicable legal requirements.

• Maintain proper documentation and confidentiality related to employment screening.

• Partner with HR leadership when background check results require further review or follow-up.

Offboarding and Employee Transitions

• Manage the employee offboarding process, including resignation documentation, exit checklists, Workday updates, return of company property, system access updates, and final communications.

• Coordinate with payroll, IT, managers, HR leadership, and business stakeholders to ensure employee transitions are handled smoothly and professionally.

• Schedule and support exit interviews or offboarding meetings as needed.

• Ensure termination and offboarding documentation is accurate, complete, and compliant.

• Identify offboarding trends or feedback that may support employee retention and process improvement efforts.

Compliance, Policy, and Process Improvement

• Support compliance with federal, state, and local employment laws, company policies, and HR best practices.

• Assist HR leadership with policy interpretation, policy updates, employee communications, and HR process documentation.

• Maintain confidentiality and professionalism in all HR matters.

• Support HR reporting, audits, required documentation, and internal compliance processes.

• Identify opportunities to streamline HR workflows, improve employee experience, and strengthen manager support.

• Assist HR leadership with special HR projects and initiatives as assigned.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.

• 4+ years of progressive HR experience, including Senior HR Generalist, People Operations, Employee Relations, HR Business Partner support, or similar experience.

• Experience supporting the full employee lifecycle, including onboarding, immersion planning, HR administration, employee relations, benefits, background checks, talent management support, employment verification requests, employee movement, and offboarding.

• Experience supporting HR leadership, managers, and employees in a fast-paced, evolving environment.

• Hands-on Workday experience, including employee record updates, HR transactions, employee movement, data maintenance, workflow support, and administrative functions.

• Strong understanding of HR practices, employment compliance, employee lifecycle processes, talent management processes, and confidentiality standards.

• Strong communication, organization, documentation, problem-solving, and follow-up skills.

• Ability to manage multiple priorities while maintaining accuracy and attention to detail.

• Ability to handle sensitive and confidential information with discretion, professionalism, and sound judgment.

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred but not required.

• Experience supporting multi-state employees or a growing organization.

• Familiarity with Workday reporting, business processes, employee file management, employee movement, and HR workflows.

• Experience assisting with employee investigations, corrective action, performance management, and manager coaching.

• Experience with benefits administration, wellness programs, employee engagement, and culture initiatives.

• Experience supporting talent management initiatives, including performance cycles, talent reviews, employee development, or succession planning support.

• Strong customer-service mindset and ability to build trusted relationships across all levels of the organization.

Core Competencies

• Strong employee relations judgment

• High level of confidentiality and discretion

• Excellent attention to detail

• Strong Workday and HRIS administration skills

• Ability to support HR leadership, employees, and managers

• Clear and professional communication

• Strong organizational and follow-through skills

• Ability to balance compliance, business needs, and employee experience

• Ability to support talent management and employee development initiatives

• Collaborative and solutions-oriented approach

Work Environment

This role may operate in an office, or a hybrid environment depending on business needs. The position requires regular interaction with employees, managers, vendors, business leaders, HR leadership, and internal departments.

Equal Employment Opportunity Statement

The company is an equal opportunity employer and is committed to creating an inclusive environment for all employees. Employment decisions are based on qualifications, merit, and business needs.