Human Resource Rotational Program Jobs in Florida

Campers Inn RV is one of the largest RV dealership groups in the United States, operating 50+ locations across multiple consolidation groups and regions. Our business moves fast — we sell, service, and finance RVs across a wide range of formats and price points, with a workforce that includes sales teams, technicians, F&I managers, service advisors, parts specialists, and corporate functions. We are a dynamic, operationally driven organization where HR must be a trusted partner to the business rather than a bureaucratic layer. If you thrive in environments where you earn your seat at the table through results and relationships, this role is for you.

What We offer

• Competitive base salary commensurate with experience

• Performance-based bonus opportunity

• Comprehensive health, dental, and vision benefits

• 401(k) with company match

• Paid time off and company holidays

• A high-growth environment where your work has visible, measurable impact

• Direct access to ownership and senior leadership — your voice matters here

Role Summary

The Human Resources Manager is a strategic leadership role responsible for designing, implementing, and continuously improving the full spectrum of HR functions across a geographically dispersed, multi-rooftop dealership operation. This leader will shape how Campers Inn RV attracts, develops, and retains talent — building best-in-class practices from recruitment and onboarding through performance management, benefits administration, employee relations, workers' compensation, and separation. The HR Manager will have the latitude to structure and evolve the HR team to meet the organization's needs, while operating as a hands-on partner to operations leaders across the business.

This is not a role for someone who needs a fully built playbook or a culture that defers to HR by default. The ideal candidate brings strong strategic vision, exceptional relationship-building skills, and the operational savvy to identify the right moment to introduce change — earning trust and buy-in from field leaders before pushing initiative forward.

Key Responsibilities

Strategic HR Leadership

• Develop and execute a multi-year HR roadmap aligned with the company's growth strategy, including new location openings and workforce scaling across three operating groups.

• Serve as a trusted advisor to the COO and CFO and other senior leadership on all people-related matters, surfacing insights and recommending solutions that balance employee experience with business performance.

• Identify gaps in current HR practices across rooftops and design scalable, field-adaptable solutions — deploying them with the timing and change management discipline required to succeed in an operations-first culture.

• Build and maintain an HR infrastructure that can flex across diverse job families: commission-based sales, licensed technicians, F&I professionals, service staff, and corporate employees.

Talent Acquisition & Onboarding

• Support store-led recruiting by providing the sourcing channels, employer branding, tools, and process standards that make locations effective at hiring. Recruiting ownership and hiring decisions sit with the stores.

• Maintain candidate pipelines and sourcing support for high-turnover roles (sales consultants, service technicians, service advisors) and assist locations with specialized hires (F&I managers, parts directors, controller-level roles).

• Design and continuously refine a structured onboarding program that accelerates time-to-productivity and reduces early attrition, calibrated by role type and location.

• Partner with location GMs and department heads to anticipate headcount needs and develop proactive talent plans.

Performance Management & Employee Development

• Develop manager capability through coaching, training, and tools that help field leaders have effective performance conversations.

• Partner with operations to identify high-potential employees and create development pathways that support internal promotion and succession planning.

• Design and implement improvement plans (PIPs) and progressive discipline frameworks that are legally sound and operationally practical.

Employee Relations & Compliance

• Serve as the primary point of escalation for complex employee relations matters — investigations, terminations, grievances, and workplace conflict resolution.

• Maintain compliance with federal, state, and local employment law across multiple jurisdictions (FL, GA, SC, NC, VA, NH, and others), with particular attention to nuances across operating states.

• Own the compliance side of compensation, including FLSA classification, wage and hour requirements, overtime monitoring, and legal-soundness review of pay plans prior to rollout. Pay plan design and creation remain an operations function.

• Ensure documentation practices, policies, and procedures meet legal standards and support defensible employment decisions.

• Serve as a credible, approachable resource for employees and managers alike — maintaining confidentiality and building trust on both sides of the employer-employee relationship.

Benefits, Leave & Workers' Compensation

• Oversee benefits administration including health, dental, vision, life, 401(k), and supplemental offerings — partnering with brokers on annual renewal strategy and plan design decisions.

• Manage leave programs (FMLA, ADA accommodations, state leave laws) and ensure consistent, compliant application across a dispersed workforce.

• Oversee the workers' compensation program, including claims management, return-to-work coordination, and loss control initiatives in partnership with the company's insurance broker.

• Benchmark benefits competitiveness against industry and regional peers to support attraction and retention goals.

Separation & Offboarding

• Own the separation process from voluntary resignations through involuntary terminations, ensuring consistency, legal compliance, and dignified treatment.

• Conduct or oversee exit interviews and synthesize trends for leadership to inform retention strategies.

• Manage unemployment claims and represent the company in hearings as appropriate.

Team Leadership & Cross-Functional Partnership

• Lead, mentor, and develop a team of HR Business Partners and HR Generalists (with focus areas in benefits/leave and workers' compensation).

• Collaborate closely with Payroll (an accounting-side function) to ensure seamless data flow, timely processing, and resolution of pay-related employee inquiries.

• Build strong working relationships with General Managers, Service Directors, and department heads across all rooftops — operating as a field-savvy partner, not a compliance gatekeeper.

• Use HR metrics and data to tell compelling stories to leadership about workforce health, turnover drivers, and program ROI.

• Build an analytics- and AI-forward HR function, using HRIS data, dashboards, and AI-assisted workflows to improve recruiting support, onboarding, compliance monitoring, and reporting.

Qualifications

Required

• 7+ years of progressive HR experience, with at least 3 years in a people manager role overseeing HR generalist functions.

• Demonstrated experience in a multi-location or multi-site environment with meaningfully different workforce types across locations.

• Hands-on experience across the full employee lifecycle: recruiting, onboarding, performance, benefits, employee relations, leave, workers' comp, and separation.

• Proven ability to build trust and operate effectively in operations-driven organizations where HR influence is earned, not assumed.

• Strong working knowledge of federal employment law (FLSA, FMLA, ADA, Title VII, NLRA) and multi-state compliance requirements.

• Working familiarity with ADP Workforce Now or a similar HRIS platform, and demonstrated comfort using analytics and AI tools in day-to-day HR work.

• Excellent interpersonal and communication skills — equally effective with a front-line technician and a C-suite executive.

• High emotional intelligence, professional discretion, and judgment in handling sensitive matters.

• Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience).

Preferred

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

• Experience in retail automotive, powersports, marine, or other commission/variable-pay environments.

• Track record of building or significantly overhauling HR infrastructure in a growth-stage or acquisition-driven company.

• Experience managing HR through M&A integration or new location stand-up.

Camper's Inn RV is proud to be an Equal Opportunity Employer and Drug Free workplace. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, sexual orientation, gender identity, age, status as a protected veteran or status as a qualified individual with disability.