What Jobs are available for Human Resources in the United States?

Company Overview:

Upward Health is an in-home, multidisciplinary medical group providing 24/7 whole-person care. Our clinical team treats physical, behavioral, and social health needs when and where a patient needs help. Everyone on our team from our doctors, nurses, and Care Specialists to our HR, Technology, and Business Services staff are driven by a desire to improve the lives of our patients. We are able to treat a wide range of needs everything from addressing poorly controlled blood sugar to combatting anxiety to accessing medically tailored meals because we know that health requires care for the whole person. Its no wonder 98% of patients report being fully satisfied with Upward Health!

Job Title & Role Description:

The Human Resources Generalist will have both administrative and strategic responsibilities, helping to plan and administer key functions such as compensation, benefits, staffing, and company policies. The role requires the use of Human Resources Information Systems to ensure all employee records are up-to-date and confidential. Additionally, the HR Generalist will be the primary point of contact for employees HR-related questions and concerns.

As an HR team, we are the champions and role models for our core values: We Serve, We Deliver, We Collaborate, We Learn, We Execute, and We Promise. At Upward Health, we create and uphold a supportive environment that enables people to be their authentic selves and do their best work. If you are looking for a challenging and rewarding role in HR with the chance to make a real impact, this is the place for you.

Skills Required:

• Bachelors degree in human resources, Business Administration, or a related field preferred
• 3-5 years of experience in human resources with deep knowledge of and proficiency with California employment law and regulations
• Willingness to travel (10% of total working time) to Upward Health markets to deliver training as needed.
• Familiarity with adult learning principles and training delivery methods (e.g., in-person, virtual, e-learning)
• Strong knowledge and experience with Human Resources Information Systems (HRIS) for payroll, employee records, and training management. ADP WorkforceNow experience preferred.
• Proficiency in Microsoft Office Suite (Excel, Word, PowerPoint) and experience with other HR-related software tools
• Comfortable with utilizing or learning new systems, such as Learning Management Systems (LMS) for training.
• Excellent verbal and written communication skills to effectively train, coach, and provide support to employees.
• Strong interpersonal skills to build rapport and maintain effective working relationships with employees at all levels.
• Strong problem-solving skills for addressing payroll issues, discrepancies, or training challenges.
• Analytical skills to interpret payroll reports, training effectiveness metrics, and employee feedback, using data to drive HR decision-making.
• In-depth understanding of labor laws (e.g., FMLA, ADA, FLSA), EEO regulations, and other compliance requirements as they relate to payroll, benefits, and training programs.
• Ability to work effectively in a dynamic, fast-paced environment, especially in an evolving HR role that may require adaptation to new systems, policies, and organizational changes.

Key Behaviors:

Professionalism:

• Displays a high level of professionalism, maintaining clear boundaries while fostering positive working relationships.

Confidentiality:

• Demonstrates discretion and maintains confidentiality with sensitive HR matters and employee records.

Adaptability:

• Ability to thrive in a dynamic environment, adjusting quickly to new situations, policies, and employee needs while also adapting training materials and methods to fit evolving organizational requirements.

Interpersonal Skills:

• Builds strong relationships and fosters collaboration with employees at all levels, making training sessions engaging and effective while providing a welcoming, inclusive atmosphere.

Communication:

• Clear, concise, and effective communication, both in person and in writing, to ensure that new hires fully understand company policies, procedures, and expectations.

Problem-Solving:

• Demonstrates critical thinking in addressing employee issues, training challenges, and unexpected situations that arise during onboarding, ensuring quick resolutions.

Time Management:

• Prioritizes tasks and manages multiple responsibilities efficiently, including balancing HR duties and delivering timely, effective training sessions for new hires.

Conflict Resolution:

• Handles conflicts or misunderstandings during training or within the workplace with fairness and professionalism, ensuring a positive and constructive experience for new hires and employees alike.

Collaboration:

• Works well with cross-functional teams to align HR initiatives with organizational goals and to create and implement training programs that meet the evolving needs of the company.

Attention to Detail:

• Ensures accuracy in managing employee records, training materials, and compliance documents, making sure all aspects of the new hire process are properly documented and followed through.

Continuous Learning:

• Stays updated on HR trends, training methodologies, and legal requirements, continuously improving training programs and HR practices to support both organizational growth and employee development.

Competencies:

Employee Engagement:

• Ability to foster a supportive environment that encourages engagement, professional development, and high performance.

Communication:

• Strong written and verbal communication skills, with the ability to translate complex policies into clear, understandable terms.

Problem Solving:

• Ability to identify issues, analyze potential solutions, and take appropriate action in a timely manner.

Performance Management:

• Proficient in managing performance review processes, feedback cycles, corrective action and helping employees meet their professional goals. Respectfully and compassionately communicating performance based termination decisions when necessary.

Leadership & Team Collaboration:

• Serve as a trusted advisor to leaders, as well as contribute positively to team success.

Compliance & Risk Management:

• Ensuring adherence to all legal, regulatory, and company requirements, especially in benefits, compensation, and employee relations.

Upward Health is proud to be an equal opportunity employer. We are committed to attracting, retaining, and maximizing the performance of a diverse and inclusive workforce. This job description is a general outline of duties performed and is not to be misconstrued as encompassing all duties performed within the position.

California pay range

$60,000 — $70,000 USD

Upward Health Benefits

Upward Health Core Values

Upward Health YouTube Channel  

PI0aa 29

Universal Kids Resort is designed to spark the imagination of children with a truly unique experience compared to existing destinations. With a park designed to ignite the art of play and a hotel to provide continued excitement for the children and relaxation for the adults, you could find yourself working in a variety of environments. Located in Frisco, TX, this new project aims to inspire wonder in visitors of all ages. With a primary focus on families with young children, it creates a distinctive working environment. With a park designed to ignite the art of play and a 300-room family hotel to provide continued excitement for the children and relaxation for the adults, you could find yourself working in a variety of environments. These could include working in various climate conditions, standing for long periods, and in noisy environments. The working hours are unique, often covering weekends and holidays, plus evenings. This position offers company-sponsored benefits, including medical, dental, and vision insurance, 401(k), paid leave, and a variety of other discounts and perks.

JOB SUMMARY

Leading the HR functions Universal Kids Resort while ensuring alignment with business objectives. You will be a trusted advisor to the leadership team and work closely with divisional leadership to cultivate a positive, inclusive, and high-performing workplace. Providing guidance on policy implementation, administration/processing, talent acquisition payroll, employee relations, talent and organization development and Team Member experiences.

JOB RESPONSIBILITIES

• Manage the full recruitment lifecycle, attracting and selecting and retaining top talent within the destination market. Forecast and strategize hiring needs based on the business growth plan. Ability to leverage the company brand and a visionary to develop new and innovative initiatives to meet todays workforce
• Directs the assigned areas of Human Resources Employee Relations team in implementing developed strategies, goals and actions to enhance Team Member experience & satisfaction while insuring that UDX policies and procedures and followed. Directs the delivery and monitoring of various HR policies and programs while providing appropriate reporting/documentation. Assists the client group with ensuring positive leadership relationships with their team members.
• Supports the core design, development, delivery, and evaluation of targeted operationally focused onboarding and training programs, processes, and associated initiatives. Collaborates with leaders to establish common learning expectations to ensure newly hired and current frontline Team Members are fully prepared to successfully perform their job responsibilities.
• Drives the company culture through creation, development, and delivery of activities, events, and programs that aim to elevate and boost the overall Team Member experience. Encourage and support inclusive ideation of new and modern ways to positively engage Team Members. Supports the Team Member Satisfaction (TSAT) efforts by assisting management with communication and action planning. Works with management to identify and manage the employee impact of company decisions and changes.
• Monitor key HR metrics KPIs to provide leadership with actionable insights on talent acquisition, retention, Team member satisfaction, and other critical HR data.
• Understand and actively participate in Environmental, Health & Safety responsibilities by following established UDX policy, procedures, training, and team member involvement activities.
• Perform other duties as assigned.

SUPERVISORY RESPONSIBILITY

• Supervises an Exempt team

ADDITIONAL INFORMATION

• Must be able to work a flexible schedule, including evenings, weekends, and holidays.
• Minimal travel will be required.
• Carries out supervisory responsibilities in accordance with the organizations policies and applicable laws.

QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities (KSAs) required.

• Demonstrates executive presence and professional partnership with all levels of the company.
• Ability to collaborate and work closely with operational divisions within UDX as well as HR functions at NBCU/Comcast.
• Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.
• Consistent attendance is a job requirement.

EDUCATION

• Bachelors degree is preferred in Business, Human Resources, Organizational Development.

EXPERIENCE

• 10+ years of experience as a Human Resources Generalist required. At least 5 years experience in a management/leadership role; or equivalent combination of education and experience
• Teamwork and Collaboration Skills : Ability to bring individuals and teams together for a common solution while presenting options to the groups for consideration. Cultivates strong relationships throughout the business. Proactively seeks out ideas and involvement before making critical decisions.
• Open Communication : Openly shares relevant information and encourages others to candidly share feedback, ideas, and opinions. Actively listens to understand and acknowledge varying viewpoints. Demonstrates empathy. Presents information both verbally and written in a clear, logical, and professional manner.
• Risk Mitigation : Ability to lead with a forward-thinking approach and possesses the ability to foresee potential risks or challenges while proactively problem solving to ensure timely delivery of HR items.
• Project Management and Organization : Efficiently handles multiple responsibilities, demands and competing priorities. Develops and manages realistic and thorough plans for individual and team implementation. Able to prioritize tasks, projects and meet deadlines.
• Adaptability and Innovation : Seeks best practices and encourages others to look at problems and processes in new ways. Demonstrates and champions resilience to overcome obstacles and challenges during continued change.
• Technology : Proficient in Microsoft Office: Outlook, Word, Excel, PowerPoint, and Publisher. Experience with PageUp, SAP, Success Factors, UKG, Oracle, SharePoint, SumTotal.
• Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Your talent, skills and experience will be rewarded with a competitive compensation package.

Universal is not accepting unsolicited assistance from search firms for this employment opportunity. All resumes submitted by search firms to any employee at Universal Destinations & Experiences via-email, the Internet or in any form and/or method without a valid written Statement of Work in place for this position from Universal Orlando HR/Recruitment will be deemed the sole property of Universal Orlando. No fee will be paid in the event the candidate is hired by Universal Destinations & Experiences as a result of the referral or through other means.

Universal Kids Resort. Here you can.

Universal Kids Resort is an equal opportunity employer. Universal elements and all related indicia TM & 2025 Universal Studios. All rights reserved. EOE

• Partner with HR Team and management to develop and implement company-wide HR programs and processes.
• Build strong business relationships with leaders, providing consultative business and HR guidance and decision support regarding performance management issues, employee relations issues, conflict management and resolution.
• Drive performance management at assigned locations, not just on an annual basis, but throughout the year by coaching managers on appropriate goal setting, coaching and feedback leading to the annual review process.
• Partner with business leaders to implement and improve HR initiatives to drive improved business results, including, but not limited to:
  • Collaborate with HR team to execute HR strategies enabling business objectives and supporting future business growth.
  • Drive strategies to retain key talent and develop or deploy low performers.
  • Assess employee relations trends and issues.
  • Support business leaders on change impact and readiness for dealing with change.
  • Support organizational design to increase effectiveness of lines of business.
• Work closely with management and employees to improve work relationships, build morale, increase productivity and retention.
• Responsible for daily, weekly, monthly, quarterly, EOY, and ad hoc HR-related reporting and analytics.
• Support the design, development, and implementation of training programs as needed. Develop and deliver training sessions where appropriate.
• Oversee and manage leave programs (e.g., FMLA, Disability) to ensure regulatory requirements and employee engagement.
• Proactively respond to employee questions regarding but not limited to the following: benefits, employee relations, and company policies
• Ensure compliance with all aspects of federal, state, and local employment laws and regulations; stays abreast of new regulations.
• Manage employment lifecycle processes for specific area of responsibility, including onboarding and offboarding.
• Interact with all levels of the organization, including senior leadership.
• Ability to deal with sensitive and confidential data.
• Other duties as assigned.

• High school diploma or GED required.
• 5+ years of progressive experience working within a Human Resources function within a fast-paced organization.
• Bachelor's degree in Human Resources or related discipline preferred.
• Equivalent number of years of work experience will be considered in lieu of education.
• Working knowledge of multiple human resource disciplines including performance management, employee relations, organizational development, diversity & inclusion and compensation.
• HR certification (ex. PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.
• Strong conflict management and communication skills required.
• Proven track record of relationship building with both internal and external customers.
• Strong analytical and problem-solving skills.
• Demonstrated business acumen and the ability to understand business strategy and goals.
• Must have intermediate Microsoft Office (Word, Excel, Outlook) skills.
• Must be able to efficiently use a Windows-based computer.
• Ability to prioritize and complete assignments accurately and in a timely manner.
• Able to effectively handle multiple priorities with a strong attention to detail in a fast-paced environment.
• Strong interpersonal, organizational, oral and written communications skills.
• Must be able to read and communicate in English, for safe and effective performance of the job and business operations.
• Must be able to work alone, and with a team.
• Must be able to pass a drug screen and criminal background check.

• Regularly required to walk and stand continuously for long periods of time.
• Talk or hear, both in person and by telephone.
• Use hands repetitively to type and operate standard office equipment.
• Reach with hands and arms.
• Repetitive bending, twisting.
• Specific vision requirements include close vision, distance vision and the ability to adjust focus.
• Lift up to 25 lbs.

• Regularly required to use written and oral communication skills.
• Read and interpret data, information, and documents.
• Analyze and solve non-routine and complex problems.
• Use math and mathematical reasoning.
• Learn and apply new information or skills.
• Perform highly detailed and multiple concurrent tasks.
• Work under intensive deadlines with frequent interruptions.
• Will interact regularly with managers and staff.
• Must be able to work independently with little supervision.

• Employee works primarily in an office environment, and the noise level is usually quiet.

Job Title: Director of Human Resources
Department: Human Resources
Reports To: Chief Administrative Officer Deep Roots Harvest
Location: Nevada Multi-Site (can be based out of either Las Vegas or Mesquite)
Job Type: Full-Time
FLSA Status: Exempt

Position Overview

The Director of Human Resources is a strategic and hands-on leadership role responsible for overseeing and executing all aspects of HR and Payroll operations across Deep Roots Harvests multi-location cannabis operations in Nevada. This role is essential in fostering a positive workplace culture, ensuring legal compliance, and driving operational excellence in employee relations, records management, payroll, benefits, training, and recruitment. The position requires regular travel between locations, including overnight stays.

Key Responsibilities

Strategic HR Leadership

• Align HR strategies with organizational goals and regulatory requirements.

• Develop and manage HR and Payroll budgets, including compensation, employee benefits, and training programs.

• Lead or directly manage all HR and Payroll functions across multiple Nevada locations.

• Supervise HR and Payroll staff, providing coaching, performance management, and professional development.

• Serve as a strategic partner to leadership while actively participating in day-to-day HR operations.

• Champion the companys core values: Work Ethic, Self-Motivation, Positive Attitude, People Matter, and Strength of Character.

Employee Relations & Culture

• Build and maintain a positive, inclusive, and high-performance workplace culture.

• Foster team cohesion and employee engagement through proactive culture-building initiatives.

• Develop and implement strategies to reduce turnover and improve employee satisfaction.

• Coach, mentor, and guide department leaders in effective employee management.

• Conduct and manage workplace investigations and disciplinary actions with fairness, consistency, and confidentiality.

• Build and maintain positive working relationships across all levels of the organization.

• Represent the company professionally in all internal and external interactions.

Compliance & Legal Oversight

• Ensure all HR practices comply with federal and Nevada employment laws, including cannabis-specific employment regulations.

• Conduct regular audits of employee records, payroll practices, and HR procedures to ensure accuracy, efficiency, and compliance.

• Enforce company policies and regulatory requirements consistently and fairly.

• Maintain up-to-date knowledge of employment law and HR best practices.

Recruitment & Talent Acquisition

• Lead recruitment efforts to attract, hire, and retain top talent across all locations.

• Develop and implement effective sourcing strategies and onboarding processes.

• Collaborate with department leaders to forecast staffing needs and support workforce planning.

Payroll, Benefits & Data Management

• Oversee payroll operations to ensure accuracy, timeliness, and compliance.

• Manage HRIS and payroll systems, ensuring data integrity and reporting capabilities.

• Administer and evaluate employee benefits programs, ensuring competitiveness, compliance, and cost-effectiveness.

• Conduct wage and compensation analysis to ensure internal equity and market competitiveness.

• Collaborate with Finance and Compliance teams to support audits and reporting needs.

Training & Development

• Design and implement training programs that support employee growth, compliance, and operational excellence.

• Monitor training effectiveness and adjust programs to meet evolving business needs.

Technology & Innovation

• Leverage modern HR technologies to streamline processes and improve employee experience.

• Operate effectively in a Microsoft-based environment, including tools such as Outlook, Teams, Excel, and SharePoint.

• Stay current with emerging HR tech trends and lead the adoption of new tools and systems.

Other Responsibilities

• Perform other duties as assigned.

Skills and Abilities

• Strong leadership, communication, and interpersonal skills.

• Excellent organizational and time management skills.
• Ability to manage multiple priorities in a fast-paced, regulated environment.

• Ability to maintain confidentiality and handle sensitive information with discretion.

• Ability to build effective working relationships and take direction.

• Ability to meet deadlines and maintain composure under pressure.

• Ability to perform repetitive movements and see and hear sufficiently to perform job duties.

• Maintain professional decorum in high-pressure or sensitive situations.

• Communicate effectivelyboth verbally and in writingwith clarity and professionalism.

Physical Demands and Working Conditions

• Ability to sit or stand for extended periods while working on a computer.

• Ability to travel by car or air for multiple days at a time.

• Ability to work in environments where exposure to cannabis plants, cannabis products, and odors is common.

• Ability to lift up to 25 pounds and perform occasional physical tasks such as bending, twisting, or reaching.

Equal Employment Opportunity Statement

Deep Roots Harvest is an Equal Opportunity Employer. We are committed to creating a diverse and inclusive workplace and do not discriminate on the basis of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, veteran status, or any other protected status under applicable federal, state, or local laws.

Experience and Education

• Minimum 10 years of progressive Human Resources experience, with at least 5 years in a leadership role.

• Demonstrated expertise in employee relations, employment law, payroll, benefits, and recruitment.

• Experience managing HR in a multi-site and/or regulated environment is a strong plus.

• A Human Resources Management degree or recognized professional certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus.

• A combination of education and equivalent experience will be considered.

Licensing & Pre-Employment Requirements

• Valid Driver's License

• Ability to obtain and maintain a Nevada Marijuana Agent Card.

• Ability to pass a comprehensive background check and pre-employment drug screening
• #ZR

Salary

• Lead all aspects of people, culture, and talent management, including screening & hiring, onboarding, performance management, conflict resolution, professional development, and offboarding
• Manage and ensure the on-boarding of employees and contractors onto

• A safe, rewarding, and fast paced working environment
• Competitive hourly rate and benefits package
• Training with an industry leading brand
• Excellent career opportunities
• Awesome discounts on menu items!

• Prior leadership experience preferred
• Assist with basic operations procedures
• Experience in employee development
• Ability to demonstrate team member and food safety protocols
• Excellent customer service skills
• Ability to operate and troubleshoot technology

• A safe, rewarding, and fast paced working environment
• Competitive hourly rate and benefits package
• Training with an industry leading brand
• Excellent career opportunities
• Awesome discounts on menu items!

• Prior leadership experience preferred
• Assist with basic operations procedures
• Experience in employee development
• Ability to demonstrate team member and food safety protocols
• Excellent customer service skills
• Ability to operate and troubleshoot technology

• Must be at least 18 years of age

• Organizational Management: Act as a strategic partner, aligning the people strategy with the business strategy. Your in-depth conceptual and practical knowledge of the business and best HRBP practices will support/guide business leaders to understand their objectives and provide guidance on people-related matters, including talent acquisition, performance management, compensation, and organizational development.
• Change Management : Lead efforts to define and manage all changes and communication plans to the business unit. Changes in org design, leadership, reporting structures, and People and Talent-related programs and initiatives.
• Consultation: Influence, coach, and guide leaders to scale and mature the business through complex circumstances and anticipate future ones across the entire organization. Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Advise managers on employee relations issues, including performance management, employee development, and conflict resolution.
• Talent Development & Engagement : Partner with leaders to build and maintain scalable, outcomes-oriented, high-performing teams across multiple business units. Partner with the Learning and Development team to create and implement training programs that enhance employee skills and knowledge. Oversee the performance management process and ensure that it effectively drives employee engagement and performance cohesively across all business units. Use data, tools, and resources available to empower leaders in performance management, team culture, and engagement.
• Service, Compliance & Risk Mitigation : Identify, manage, and mitigate risk through knowledge of applicable and relevant laws, rules, and regulations. Maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Manage and resolve complex employee relations issues.
• Interpersonal Skills : Master relationship builder able to quickly adjust your approach to work effectively across all levels and teams across the organization to accomplish objectives. Mentor, model, and advise HRBPs in the work of supporting the business.

• Bachelor's degree in human resources or business administration/management, psychology, communications, or a similar area of study or equivalent relevant work experience
• Master's degree in human resources or business administration/management, psychology, communications, or a similar area of study or equivalent relevant work experience, preferred
• 10-14 years of Human Resources or other relevant experience
• HRBP experience
• Demonstrated experience providing strategic HR consultation and solutions to senior business leaders
• Strategic and critical thinking, conflict resolution, and decision-making skills
• Ability to leverage and analyze HR data to inform talent strategies and decision-making
• Strong interpersonal skills and collaborative nature
• Proven planning, organization, and prioritization skills
• Ability to instill trust and influence across all levels
• Strong business acumen
• Excellent written and verbal communication
• SHRM-SCP or SPHR or equivalent certification, preferred

• Full Microsoft Office Suite, including Teams
• Outlook
• Workday
• SharePoint

• Generally, spend the workday sitting at a workstation and operating computer devices, such as, but not limited to keyboard, mouse, and screen
• Often traverse between various areas across large facilities
• Generally, spend the workday performing repetitive motions that involve or affect the hands, head, and other parts of your body

• Affordable medical, dental, and vision plans for both full-time and part-time employees and their families.
• Generous paid time off that accrues over time.
• Opportunities for tuition reimbursement and continuing education.
• Company-matching 401(k) and employee stock purchase plans.
• Flexible spending and health savings accounts.
• A vibrant community of individuals passionate about the work they do!

• Plan, organize, and oversee all facets of the Human Resources department to ensure equitable treatment of all employees, in compliance with legal requirements and company policies.
• Assume responsibility for fostering an inclusive and productive work environment and culture.
• Implement employee programs, policies, and procedures.
• Serve as a valuable resource to department managers and other employees, acting as the liaison between Home Office HR and hospital management.
• Coordinate staff education programs, oversee workers' compensation program, and assist with benefits administration.
• Direct hospital recruitment and retention program to ensure availability of appropriate staffing resources. Serve as a resource to department managers and other employees.
• Celebrate the achievements and victories of our dedicated employees along the way.