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Expat Human Resource Manager Jobs in Boca Raton, FL

NationsBenefits

Human Resources Manager

Plantation, FL · On-site

HR Manager Department: Human Resources Location: Plantation, Florida Reports To: SVP - Human Resources Employment Type: Full-Time Experience Required: 7+ years of progressive HR experience Position ...

Chick-fil-A

Human Resources Manager

West Palm Beach, FL · On-site

$20 - $22/hr

HR Manager - RER Enterprises Job Summary The HR Manager is an operational support leader dedicated to the culture, safety, and engagement of the teams at both Chick-fil-A at the Mall at Wellington ...

Chick-fil-A

Human Resources Manager

Wellington, FL · On-site

$20 - $22/hr

HR Manager - RER Enterprises Job Summary The HR Manager is an operational support leader dedicated to the culture, safety, and engagement of the teams at both Chick-fil-A at the Mall at Wellington ...

Chewy

Human Resource Business Partner (CCVC)

Plantation, FL · On-site

$86K - $138K/yr

Demonstrated experience managing and leading HR teams. * Human Resources experience with client ... groups supporting 250 - 500+ hourly team members. The base salary range for this role is $86,500 ...

New

Steris Corporation

HR Manager

Cooper City, FL · On-site

Position Summary The HR Manager will serve as a strategic partner to the STERIS Instrument Management Services (IMS) Commercial leadership and Associates across the United States. This role drives ...

STERIS Corporation

HR Manager

Cooper City, FL · Hybrid

Position Summary The HR Manager will serve as a strategic partner to the STERIS Instrument Management Services (IMS) Commercial leadership and Associates across the United States. This role drives ...

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Expat Human Resource Manager information

See Boca Raton, FL salary details

$37K

$81.7K

$122.9K

How much do expat human resource manager jobs pay per year?

As of Sep 4, 2026, the average yearly pay for expat human resource manager in Boca Raton, FL is $81,743.00, according to ZipRecruiter salary data. Most workers in this role earn between $65,500.00 and $94,900.00 per year, depending on experience, location, and employer.

What is an expat human resource manager?

An Expat Human Resource Manager is a human resources professional who is assigned to work in a foreign country, typically by their employer, to oversee HR functions for expatriate employees and local staff. Their responsibilities include recruitment, onboarding, employee relations, compliance with local labor laws, and facilitating cultural integration. They play a critical role in bridging the gap between the company's home country policies and the host country's regulations and customs. Effective Expat Human Resource Managers help ensure smooth operations, high employee satisfaction, and successful international assignments.

What are some common challenges expat human resource managers face when integrating international employees into local teams?

Expat Human Resource Managers often encounter challenges related to cultural differences, communication styles, and varying workplace expectations when integrating international employees into local teams. Navigating these complexities requires sensitivity to different cultural norms, effective cross-cultural training, and clear communication strategies. Building trust and fostering collaboration among team members from diverse backgrounds is a key responsibility, and successful managers often implement tailored onboarding programs and regular feedback sessions to ensure smooth integration.

What are the key skills and qualifications needed to thrive as an expat human resource manager, and why are they important?

To thrive as an Expat Human Resource Manager, you need a solid background in HR management, cross-cultural competency, and typically a degree in human resources, business, or a related field. Experience with global HRIS platforms, international labor law, and certifications like SHRM-CP or CIPD are highly valuable. Exceptional communication, adaptability, and problem-solving skills help navigate diverse teams and complex expatriate assignments. These skills and qualifications are crucial for effectively managing global talent, ensuring legal compliance, and supporting organizational goals across borders.

What are the most commonly searched types of Expat Human Resource jobs in Boca Raton, FL?

The most popular types of Expat Human Resource jobs in Boca Raton, FL are:

What are popular job titles related to Expat Human Resource Manager jobs in Boca Raton, FL?

For Expat Human Resource Manager jobs in Boca Raton, FL, the most frequently searched job titles are:

What job categories do people searching Expat Human Resource Manager jobs in Boca Raton, FL look for?

The top searched job categories for Expat Human Resource Manager jobs in Boca Raton, FL are:

What cities near Boca Raton, FL are hiring for Expat Human Resource Manager jobs?

Cities near Boca Raton, FL with the most Expat Human Resource Manager job openings:

Expat Human Resource Manager jobs near you
Infographic showing various Expat Human Resource Manager job openings in Boca Raton, FL as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 16% Part Time, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $81,743 per year, or $39.3 per hour.

Human Resources Manager

NationsBenefits

Plantation, FL • On-site

Full-time

PTO

Posted 10 days ago

NationsBenefits rating

6.6

Company rating: 6.6 out of 10

Based on 16 frontline employees who took The Breakroom Quiz

317th of 500 rated business services

Job description

Job Title: HR Manager
Department: Human Resources
Location: Plantation, Florida
Reports To: SVP - Human Resources
Employment Type: Full-Time
Experience Required: 7+ years of progressive HR experience
Position Summary:
The HR Manager is responsible for providing comprehensive HR support and business partnerships to employees, managers, and business leaders across the organization.
Reporting directly to the SVP of Human Resources, this role serves as a key HR partner responsible for driving effective HR operations, employee relations, performance management, employee engagement, HR compliance, leave administration, and people-related initiatives.
The HR Manager will work closely with business leaders and managers to understand workforce needs, provide practical HR guidance, ensure consistent application of policies and processes, and support a positive and high-performing workplace culture.
The role will also contribute to the development and implementation of HR processes, workflows, SOPs, and strategic HR initiatives across the organization.
Key Responsibilities:
HR Business Partnering:
  • Serve as a trusted HR advisor and business partner to managers and employees.
  • Partner with leaders to understand business priorities, workforce challenges, and people-related needs.
  • Provide guidance on HR policies, procedures, employee matters, and organizational practices.
  • Conduct regular meetings with managers and business leaders to proactively identify and address HR concerns.
  • Support leaders in making effective and consistent people-related decisions.
  • Partner with HR leadership on the implementation of organizational HR initiatives

Employee Relations:
  • Manage employee relations matters from initial concern through resolution.
  • Partner with managers on employee performance, conduct, attendance, workplace concerns, and other employee-related matters.
  • Conduct or support workplace investigations as required.
  • Ensure employee relations matters are appropriately documented and handled consistently.
  • Escalate complex or high-risk matters to HR leadership and/or Legal when appropriate.

Union & Labor Relations:
  • Serve as the primary HR point of contact for union employees and union-related HR matters within the assigned business population.
  • Develop and maintain effective working relationships with union representatives, shop stewards, and union leadership.
  • Interpret and administer applicable Collective Bargaining Agreements (CBAs) in partnership with HR leadership and Legal.
  • Ensure HR practices and employee actions are consistent with applicable union agreements, company policies, and employment laws.
  • Partner with managers to address employee relations matters involving union employees.
  • Support the administration of:
  • Grievances
  • Disciplinary actions
  • Attendance matters
  • Performance concerns
  • Employee complaints
  • Investigations
  • Leave-related matters
  • Policy violations
  • Participate in grievance meetings and other labor-management discussions as required.
  • Maintain appropriate documentation of union-related employee matters and actions.
  • Monitor and track grievances, disciplinary actions, and other labor relations cases.
  • Partner with HR leadership and Legal on escalated or complex labor relations matters.
  • Support the implementation and communication of changes arising from collective bargaining agreements.
  • Ensure managers understand and consistently apply union-specific requirements.
  • Support union-related reporting, documentation, and compliance requirements.
  • Support preparation for union meetings, negotiations, and contract discussions as requested by HR leadership.
  • Identify trends and recurring issues within the union population and recommend appropriate HR interventions.

HR Operations:
  • Oversee day-to-day HR operations and ensure timely and accurate execution of HR processes.
  • Support employee lifecycle processes, including onboarding, transfers, promotions, job changes, leaves, and exits.
  • Ensure employee records and HR documentation are maintained accurately.
  • Review and respond to HR inquiries from employees and managers.
  • Identify process gaps and recommend improvements to enhance HR service delivery.
  • Develop and maintain HR SOPs, workflows, templates, and process documentation.

Leave & Attendance Management:
  • Oversee and support employee leave processes, including FMLA, LOA, and other applicable leaves.
  • Partner with employees, managers, Benefits, and other stakeholders to ensure timely follow-up on leave cases.
  • Support attendance management and policy interpretation.
  • Review attendance trends and identify recurring concerns.
  • Provide guidance to managers regarding attendance-related employee matters.
  • Ensure leave and attendance practices are aligned with applicable policies and regulations.

Performance Management:
  • Support the organization's performance management process.
  • Partner with managers on performance-related matters, including performance improvement plans and corrective action.
  • Coach managers on setting expectations, providing feedback, documenting performance concerns, and conducting effective performance conversations.
  • Support performance review cycles and ensure timely completion of required activities.
  • Identify opportunities to strengthen performance management practices across the organization.

Employee Engagement & Culture:
  • Support initiatives that strengthen employee engagement, retention, and workplace culture.
  • Partner with HR leadership to implement employee engagement programs and initiatives.
  • Gather employee feedback and identify opportunities to improve the employee experience.
  • Support recognition, communication, wellness, and employee experience initiatives.
  • Promote a positive, inclusive, and collaborative workplace culture.

HR Compliance:
  • Ensure HR practices are aligned with applicable federal, state, and local employment requirements.
  • Support HR compliance audits and reviews.
  • Maintain appropriate employee documentation and records.
  • Partner with Legal and HR leadership on employment-related compliance matters.
  • Stay informed about relevant changes in employment legislation and recommend appropriate HR process updates.

Payroll, HRIS & Timekeeping Partnership:
  • Partner with HRIS and Payroll teams to resolve employee-related data, payroll, timekeeping, and system issues.
  • Review employee timekeeping and PTO-related concerns with managers as required.
  • Support accurate and timely completion of HR transactions.
  • Ensure employee information is accurately maintained within HR systems.
  • Provide business context and HR guidance for HRIS-related process improvements.

Note: The HR Manager will be a business user/partner to HRIS and Payroll and will not own HRIS administration or system configuration.
HR Reporting & Insights:
Prepare and review HR reports related to: Headcount, Attrition, Attendance, Leave, Performance, Employee engagement
Preferred Qualifications:
  • Bachelor's degree in human resources, Business Administration, or a related field preferred.
  • 7+ years of progressive Human Resources experience.
  • Strong HR Generalist / HR Business Partnering background.
  • Demonstrated experience in employee relations and manager coaching.
  • Experience with performance management and employee development.
  • Knowledge of HR policies, practices, and employment regulations.
  • Experience handling confidential and sensitive employee matters.
  • Experience with leave administration, including FMLA/LOA, preferred.
  • Experience supporting multi-business-unit or fast-paced organizations preferred.
  • Strong written and verbal communication skills.
  • Strong analytical, organizational, and problem-solving skills.
  • Ability to manage multiple priorities and work independently.

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