Director of human resources jobs in Anderson, SC - 54 jobs

LLC About the role The HR Director will lead the strategic and operational functions of human resources within our medical practice. This role oversees recruitment, employee relations, performance management, benefits administration, compliance, and staff development. The HR Director partners with leadership to foster a positive workplace culture, ensure regulatory compliance, and support the practices mission of providing exceptional patient care. What you'll do Strategic Leadership Develop and implement HR strategies aligned with the medical practices goals and objectives. Advise leadership on organizational design, workforce planning, and change management. Talent Acquisition & Retention Oversee full-cycle recruitment, onboarding, and retention strategies for clinical and administrative staff. Partner with department heads to identify staffing needs and develop pipelines for hard-to-fill roles. Employee Relations Serve as a trusted advisor for staff and management regarding workplace issues, conflict resolution, and performance improvement. Promote a positive and inclusive workplace culture. Compliance & Risk Management Ensure HR practices comply with federal, state, and local labor laws, as well as healthcare-specific regulations (HIPAA, OSHA, etc.). Maintain employee records in compliance with legal and accreditation requirements. Compensation & Benefits Oversee administration of compensation structures, payroll, and benefits programs. Conduct periodic benchmarking to remain competitive in the healthcare sector. Training & Development Develop professional development programs, continuing education initiatives, and leadership training. Coordinate compliance-related training (HIPAA, workplace safety, harassment prevention). HR Operations Direct HR team operations, including HRIS management, reporting, and analytics. Implement policies and procedures that improve efficiency and employee satisfaction. Qualifications Bachelors degree in Human Resources, Business Administration, Healthcare Administration, or related field (Masters preferred). 5+ years of progressive HR experience, including at least 3 years in a leadership role. Prior experience in healthcare, medical practice, or a regulated industry strongly preferred. Certifications Professional HR certification strongly preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR). Knowledge & Skills Strong knowledge of federal and state labor laws, healthcare compliance regulations, and best HR practices. Excellent interpersonal and communication skills; ability to build trust across all levels of staff. Proven ability to handle sensitive and confidential information with integrity. Demonstrated leadership, organizational, and conflict resolution skills. Proficiency with HRIS systems, Microsoft Office Suite, and payroll/benefits platforms. Work Environment Full-time, on-site leadership role within an office setting #INV PI6d9943922b37-31181-39403990

Lear For You We work hard for the people who work for us. We champion our teams. We foster collaboration, inclusion, respect and excellence. What we are trying to say is we want to be more for you. We are your path to a better career, a better future, and a better you. Our teams have invented groundbreaking technologies, flawlessly manufactured millions of products and earned a long list of awards. Year after year, we are one of the World's Most Admired Companies. Our teams are the secret to our success. They are empowered, inventive and inclusive. Passionate about their craft. Driven to succeed. Because we all understand that we must work together to win. Are you ready for a better career? A better future? We're Lear For You. PLANT HUMAN RESOURCES MANAGER DUNCAN, SOUTH CAROLINA - DUNCAN PLANT As a member of the Human Resources team, the Plant HR Manager will be responsible to manage the Lear Duncan Human Resources Department staff of a JIT seating plant., overseeing employee engagement, administration of hiring, retention and termination cycle, administrative systems and records, legal compliance, compensation, benefits deployment, and long-term staffing strategies. Responsibilities include development of personnel rules and regulation, pay and job classifications structure, annual compensation and benefits reviews and programs for employee training, safety, health team building and morale. The Role: Your work will include, but not be limited to: * Direct the day-to-day activities of the Human Resource Department * Sets policies for hiring and oversees adherence to EEOC and affirmative action programs and diversity goals set by the corporation * Establishes policies that seek to increase retention rates and foster employee job satisfaction and high morale * Lead employee engagement activities including workplace surveys, communication, and action planning * Approves terminations while ensuring reasons are not arbitrary or discriminatory * Oversees maintenance of accurate and complete personnel records. Ensures that rules concerning confidentiality and retention are followed * Keeps abreast of legislation affecting human resources; trains management and monitors company policies to ensure compliance * Oversees preparation of job descriptions and compensation programs. Seeks incentive programs that encourage excellent performance and increase retention rates * Reviews benefits and tries to maximize job satisfaction while keeping the cost of the benefits package under control * Works with top management to set long-term staffing goals and strategies * Oversees training and safety programs in context of compliance with government regulation * Salaried and hourly employee development * Responsible for center wide human resources planning and development * Provides functional guidance for administrative support needs Advantages of working at Lear in the Human Resources group: * Exposure to senior leadership from both Operations and Human Resources Your Qualifications: * Bachelor's degree in Business, HR or related field required * Over five years of experience in human resources with increasing supervisory responsibilities, managing a HR team * Experience working in a manufacturing setting supporting a diverse hourly population * Strong generalist and plant HR managerial experience * Thorough knowledge of laws affecting human resources administration * Demonstrated management and organizational skills, demonstrated ability to manage multiple projects and priorities and strong analytical skills * Ability to work effectively in a fast-paced high-volume manufacturing environment * Must have Positive Employee Relations experience i.e., working with hourly employees, conducting investigations, and holding disciplinary hearings * Ideally someone with leadership and strategic management of workforce * Robust understanding of applicable computer systems, such as Microsoft Office Suite and HRIS * Workers' compensation knowledge * Effective oral and written communication Bonus If You Have: * Master's Degree in Human Resources * PHR/SPHR certification * Previous experience working in an JIT automotive plant Lear Corporation is an Equal Opportunity Employer, committed to a diverse workplace. Applicants must submit their resume for consideration using our applicant tracking system. Due to the high volume of applications received, only candidates selected for interviews will be contacted. Candidates must be legally authorized to work in the United States without sponsorship. Unsolicited resumes from search firms or employment agencies, or similar, will not be paid a fee and will become the property of Lear Corporation. Location Code: 0012 Nearest Major Market: Spartanburg Nearest Secondary Market: South Carolina

The Director of Human Resources is a key member of the executive leadership team, serving as a strategic advisor to the President and senior stakeholders. This role is responsible for driving organizational culture, talent strategy, training and development, compensation/payroll, regulatory compliance, and employee wellbeing initiatives across the company. The Director will lead the HR functions enterprise-wide, aligning people strategies with business objectives to support growth, mitigate risk, and foster a high-performance environment. Key Responsibilities: Strategic Leadership & Business Partnership * Serve as a strategic partner to the President and senior leadership, contributing to overall business planning and decision-making. * Champion a culture of safety, engagement, and continuous improvement that supports organizational goals and values. * Provide leadership and direction across all HR, ensuring alignment with corporate objectives. Human Resources Oversight * Lead all HR functions including talent acquisition, compensation and benefits, employee engagement, organizational development, HRIS, performance management, and compliance. * Develop and execute strategies to attract, develop, and retain top talent, including succession planning and leadership development initiatives. * Oversee the integrity of all HR policies, procedures, and reporting to ensure legal compliance and ethical standards are met. Team Leadership & Performance Management * Direct and develop a high-performing HR team, setting clear goals, fostering collaboration, and ensuring accountability. * Implement effective performance management systems and processes to drive team and organizational success. * Leverage KPIs and business intelligence to inform strategy, optimize processes, and improve operational outcomes. Corporate & Partner Collaboration * Act as the primary liaison with corporate partners, legal advisors, third-party administrators, and benefit providers. * Represent the company in enterprise-level HR forums, collaborative initiatives, and strategic programming with affiliated organizations. * Support cross-functional initiatives such as internship programs, wellness strategies, diversity and inclusion efforts, and community engagement activities. Risk, Compliance & Ethical Governance * Oversee internal investigations, ethics cases, and risk mitigation strategies, ensuring prompt resolution and adherence to core values. * Ensure compliance with employment laws and regulatory bodies (e.g., DOL, EEOC, OSHA) while maintaining confidentiality and integrity and support EHS leader in any employee safety initiatives. * Drive continuous improvement through audit readiness, corrective action planning, and policy refinement. Qualifications & Experience: * Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree and HR certifications (e.g., SHRM-SCP, SPHR) strongly preferred. * 10+ years of progressive leadership experience in Human Resources within a manufacturing, industrial, or operationally complex environment. * Demonstrated success as a strategic business partner with strong leadership, communication, and change management capabilities. * Deep understanding of HR and regulatory frameworks, labor market trends, and workforce planning. * Ability to travel up to 30% as required to support multi-site operations (primarily regional travel). Core Competencies: * Strategic Thinking & Execution * Executive Presence & Influence * Operational Excellence * Relationship Building & Stakeholder Management * Risk & Compliance Leadership * Talent Development & Organizational Effectiveness

HR Manager - Technical R&D Operations Full-time Our client is expanding their research and development operations in Anderson, SC and is looking for an engaging HR Manager to support engineers, scientists, and technical professionals driving innovation. This role is designed for an HR leader who prefers to be on the floor, in the meetings, and involved in the work, not operating from the sidelines. If you enjoy partnering closely with technical leaders, shaping talent strategies from the ground up, and building people programs that support innovation, this role offers the visibility and ownership to do exactly that. This is an immediate, direct hire opportunity. Salary: $100,000 - $115,000 per year (based on experience) Benefits: Medical, Dental, and Vision Insurance 401(k) with Company Match Paid Vacation Annual Bonus Opportunity Company-Paid Short-Term and Long-Term Disability What Youll Do As the HR Manager, you will act as the primary HR presence for the R&D site-supporting talent acquisition, employee development, and day-to-day HR operations while helping leadership scale a growing technical organization. This is a highly collaborative role requiring comfort working alongside engineering and R&D leadership in a fast-moving, idea-driven environment.

Our client is expanding their research and development operations in Anderson, SC and is looking for an engaging HR Manager to support engineers, scientists, and technical professionals driving innovation. This role is designed for an HR leader who prefers to be on the floor, in the meetings, and involved in the work, not operating from the sidelines. If you enjoy partnering closely with technical leaders, shaping talent strategies from the ground up, and building people programs that support innovation, this role offers the visibility and ownership to do exactly that. This is an immediate, direct hire opportunity. Salary: $100,000 - $115,000 per year (based on experience) Benefits: Medical, Dental, and Vision Insurance 401(k) with Company Match Paid Vacation Annual Bonus Opportunity Company-Paid Short-Term and Long-Term Disability What You'll Do As the HR Manager, you will act as the primary HR presence for the R&D site-supporting talent acquisition, employee development, and day-to-day HR operations while helping leadership scale a growing technical organization. This is a highly collaborative role requiring comfort working alongside engineering and R&D leadership in a fast-moving, idea-driven environment. Key Areas of Responsibility Talent and Workforce Development Design and execute recruiting strategies for early-career, mid-level, and senior technical talent Buld and maintain relationships with universities and technical programs, supporting campus and early-career hiring initiatives Partner with leaders to align hiring needs with business objectives and project timelines Employee Growth and Capability Building Create and implement structured onboarding and training Support career pathing, skills development, and internal mobility for technical employees Collaborate with managers on performance feedback, development goals, and succession readiness Leadership Partnership Act as a trusted advisor to engineering and R&D leaders Support managers with workforce planning, role clarity, and organizational design Maintain a visible, approachable HR presence that builds trust and engagement What We Are Looking For We're looking for someone who's as passionate about people as they are about results. Here's what you'll need: Bachelor's degree in HR, Business Administration, or related discipline Several years of HR experience supporting technical, engineering, R&D, and/or high-tech teams Demonstrated ability to recruit and support both early-careeer and advanced technical professionals Proficiency in Microsoft Office Suite and HRIS systems Knowledge of HR laws, regulations, and compliance Ability to thrive in a fast-paced, challenging environment with minimal oversight Top-notch analytical, problem-solving, and project management skills Exceptional communication and interpersonal skills SHRM-CP or SHRM-SCP certification preferred Exposure to campus recruiting or university partnerships preferred Why Join Us? At our client, you're not just an HR Manager, you're a game-changer. If you're an HR professional who enjoys being close to the work, supporting technical talent, and helping innovation teams thrive, this role offers the chance to make a meaningful impact. Ready to take your HR career to the next level? Don't wait-apply now and let's build something amazing together!

The Human Resources Generalist, under the direction of the HRIS Manager, performs daily activities supporting PathGroup human resource processes including but not limited to; supporting HR data entry and verification, responding to unemployment claims, policy interpretation, and HR Management Systems projects. JOB RESPONSIBILITIES ESSENTIAL FUNCTIONS: Prepare or maintain employment records related to events such as hiring, termination, transfers, or promotions using the HRMS. Interpret and explain human resources policies, procedures, laws, standards, or regulations. Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA). Ensure all Personnel Action Forms are completed and processed. Hire employees and process hiring-related documentation to include the onboarding assignment in the HRMS and new hire notifications. Responsible for maintaining the onboarding process in the HRMS. Term employees in the HRMS and track all termination documents to ensure all required documents are received based on state requirements. Review relocation reimbursement applications and supporting documentation to ensure all documents follow the Relocation and Repayment Agreement. Act as a liaison between our employees and state unemployment agencies using the HRMS. Responsible for analyzing and responding to claim-related documents within pre-determined time limits and acting as the company representative in unemployment hearings. Assist the HRIS Manager in the implementation and administration of Human Resources functions as assigned. Assist the HRIS Manager with special projects and other duties. Perform all job responsibilities in alignment with the industry's best security practices and regulatory guidelines to protect the confidentiality, integrity, and availability of protected health information and other sensitive company data. Must be familiar with and abide by the Corporate Compliance Program and all Corporate policies, including the Privacy and Security policies.

POSITION OVERVIEW: Manages the HR function for the organization. Works with leadership, managers and training department to develop and promote human resources strategies for the organization. Oversees programs administered by HR, such as HRIS, Health/Welfare Benefits, liaison with payroll, retention and/or compensation. Responds to escalated HR personnel issues. Ensures organization is in compliance with regulatory requirements within the HR function. KEY RESPONSIBILITIES: Manages the day-today activities of the HR staff to ensure compliance and employee satisfaction. Recruits, hires, trains, and retains HR professionals. Benefits: Follows Family Medical Leave Act, educates employees and processes all paperwork. Leads the design of health/welfare plans and open enrollment process. Works closely with Finance to maintain compliance with annual budgets for healthcare. Educates, coordinates and enrolls all employees in health insurance programs. Ensures that invoices are reviewed and processed in a timely fashion. Employee Relations: Guides managers through and participates in performance counseling as necessary. Handles employee relations, complaints, and investigates issues as needed-adhering to facility's policies and procedures. Performance Management: Develop and maintain written s and performance appraisals for each position. Responsible for the evaluation of all aspects of the performance management program to ensure high quality and efficiency. Ensures that performance evaluations are conducted for each employee and that salaries are adjusted in a manner that ties in with the evaluation. Staffing/Talent Acquisition: Assist in the recruitment, selection and training of employees. May screen applications, arrange interviews and check references and backgrounds on new hires. Review all requests from department managers for new or replacement personnel to ensure compliance with company and department budget. Provide verification of employment and appropriate background checks when requested. Ensures that paperwork is processed for all newly hired personnel and change of status data. Orient new personnel to facility and explain policies, procedures as outlined in the Personnel Handbook. Training: Collaborates with the training department in the development, implementation, ensuring and monitoring completion and of staff development plans. Compensation: Participate in annual salary, wage and benefit surveys. Ensures that salaries are competitive with organizations in the healthcare industry, using revenue, number of employees, and location as relevant data points. Administration: Ensures that accurate, up to date files on each employee are maintained. Ensures that unemployment paperwork is processed on a timely basis. Maintains records on all employee accidents and maintains up to date OSHA records. Report Worker's Compensation claims to the insurance company and provide continual follow up. Ensure that hiring and discharge procedures are in compliance with established policies and procedures. Design personnel forms and direct the maintenance of all personnel records. Maintain records of informal warnings, performance counselling and other disciplinary actions on employees. Ensure that appropriate training records are maintained for staff personnel. Participate in developing policies and procedures and review annually. Assist in the payroll procedure. Assure that the facility is in compliance with current federal and state employment regulations regarding wages, overtime, work hours, workers/unemployment compensation. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. STATE SPECIFIC RESPONSIBILITIES (if applicable): SKILLS AND EDUCATION: Bachelor's degree in human resources, business, or other relevant discipline preferred. HR Certification preferred. Thorough knowledge of the laws, regulations and guidelines concerning personnel administration in a healthcare facility. Working knowledge of multiple human resource disciplines, including compensation, organizational development, employee relations, performance management, and federal and state respective employment laws. Excellent verbal and written communication skills. Proficient with Microsoft Office. Competencies Impact and Influence: Works effectively with and through others including those whom there is no formal authority over. Customer Service: Demonstrates concern for meeting internal and external customer's needs in a manner that provides satisfaction for the customer within the resources that can be made available. Integrity: Uphold personal and professional ethics and values, taking into account the values of the organization and respecting the culture, beliefs and abilities of individuals. Professional Knowledge: Demonstrates a proficient level of professional and/or knowledge of human resources and keep current with developments and trends. Knowledge and ability to use applicable technology to meet work needs. Planning: Develops realistic plans, set goals, aligns plans and company goals, plans for and manages resources, creates contingency plans, coordinates/cooperates with others. WORK ENVIRONMENT: This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, and filing cabinets. The noise level in the work environment is usually moderate. PHYSICAL DEMANDS: While performing the duties of this position, the employee is regularly required to talk or hear. The employee frequently is required to use hands to finger, handle or feel objects, tools or controls. The employee is occasionally required to stand; walk; sit; reach with hands and arms; climb or balance; and stoop, kneel, crouch or crawl. The employee must occasionally lift and/or move objects up to 25 pounds. Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision and the ability to adjust focus. TRAVEL: Travel is primarily local during the business day, although some out-of-the-area and overnight travel may be expected.

Please do not respond to direct messages with your personal information. All job applications and your sensitive, personal information should only be submitted via our official job platform. Job Title: Human Resource Manager (onsite) Location: US-GA-Greenville FLSA : Exempt #LI-Onsite Job Overview : This position requires you to act as a change agent while driving organizational effectiveness through talent management acquisition, leadership development, employee engagement, diversity and inclusion, employee relations and compliance. This key role will provide sound guidance and counsel to functional leaders charged with managing and developing their teams. The HR Manager will serve as a trusted advisor charged with leading employee relations activities, including corrective counseling, workplace investigations, full cycle recruiting and other related duties as assigned. In this role, you will use analytics, expertise and workforce trends to influence decisions that drive and improve organizational culture, processes & programs Job Responsibilities: Partner with the HR Directors in the formation and rollout of HR initiatives. Lead, support and role model change initiatives Identify and communicate risks, issues and potential solution strategies along with providing status updates to HR Director and senior leadership Work collaboratively with the management team on employee relations' issues, corrective action, performance management, and terminations; act as an associate advocate when appropriate to meet company goals and objectives. Provide leadership and support to leaders and associates on policy interpretation and other employee relations matters, including, but not limited to: Performance Management, Internal Investigations and Training Train a variety of development classes, including, but not limited to: Interviewing and Selection, Conflict Resolution, Managing Positive Employee Relations, and Code of Conduct Champion, execute and monitor the effectiveness of corporate programs and initiatives Cultivate internal talent, participate in key role promotional decisions Consult with leadership to develop plans to promote an inclusive environment that is engaging, enabling and energizing, and one where our associates can thrive Make contributions that develop and sustain a workplace that mirrors our culture Lead investigations, prepare summaries and make recommendations with a sense of urgency, ensuring comprehensive resolutions Union Avoidance: Develop and implement strategies to maintain a union-free workplace. Conduct training sessions for management and employees on union avoidance techniques and labor laws. Review and apply all federal, state, and local laws in conjunction with Safe-Guard policies and procedures Participate in and/or manage various projects as assigned Initiates background checks and work with background screening vendor as required. Interface confidently with Hiring Managers to discern hiring needs, craft/customize Job Participates in company sponsored recruiting events including job fairs, Work Source fairs, and related recruiting events. The above statements are intended only to describe the general nature of the job and should not be construed as an all-inclusive list of position responsibilities. Job Requirements: Bachelor's degree required; Master's degree preferred SHRM or HRCI Certification(s) preferred 7+ years of progressive Human Resources experience in more than one facet of HR preferred relevant experience will be considered call center experience a plus Demonstrated knowledge of the following areas of HR Management, employee relations, compensation, benefits, workforce development, etc. Strong problem-solving and influencing skills, a hands-on approach in working with line management, and the ability to work independently in a dynamic environment Creative, independent self-starter who excels in a fast-paced environment Agile and quick learner enjoys collaborative projects and continuous education Ability to understand the business operations from a strategic and tactical perspective Must be a confident communicator, (including written, and verbal skills) and able to effectively champion ideas, influence, and present to Leadership Ability to effectively manage multiple projects with competing priorities, diverse audiences and challenging environments Sound understanding and knowledge of employment law and regulatory compliance issues (deeper knowledge required for certain states, such as CA, MA, etc.) Canadian employment law experience a plus General understanding of compensation administration, benefits administration, and recruiting functions Demonstrated ability to manage a project to successful execution Ability to work independently Proactive problem-solver Must possess a high level of honesty, integrity, and ethics Ability to travel as necessary (approximately 10%), work the required schedule, work at the specific location required Excellent and demonstrated Employee Relations skillset A positive attitude, strong sense of accountability and responsibility. A commitment to customer service and organizational values. Takes initiative when warranted while demonstrating sound judgment and discretion. Drives to continually improve self and organization. Must be authorized to work in the U.S Must be able to successfully pass a background check Company Benefits: Medical, Dental, and Vision Insurance Flexible Spending Account Health Savings Account 401(k) Plan with Company Match Company-paid Short-Term and Long-Term Disability Company-paid Life Insurance Paid Holidays and Vacation Employee Referral Program Employee Assistance Program Wellness Programs Paid Community Service Opportunities Tuition Reimbursement Ongoing Training & Personal Development And More! About Safe-Guard Products International: Safe-Guard serves Original Equipment Manufacturers (OEMs), top retailers, and independent agents in the automotive finance and insurance industry with the leading Protection Products Platform. Our platform delivers innovative protection products and solutions that protect consumers from the perils of ownership, while providing Finance &Insurance professionals the tools to ignite scalable and sustainable business growth. Safe-Guard's success is driven by over 850 employees, who serve more than 12,000 dealers and support contract holders across the U.S. and Canada. For 30 years and counting, our team continues to transform the motor vehicle space, earning a stellar reputation from our partners and peers by providing: 1) the highest quality protection products in the industry, 2) a broad platform of branded product, technology, marketing, and training solutions, and 3) an unwavering commitment to uncomplicated care and customer service. Safe-Guard Products International is an equal opportunity employer and gives consideration for employment to qualified applicants without regard to age, race, color, religion, creed, sex, sexual orientation, gender identity or expression, national origin, marital status, disability or protected veteran status, or any other status or characteristic protected by federal, state, or local law.

Are you interested in making a difference and impacting the lives of our Nation's Heroes? Come Work With America's Heroes Where it is Our Honor to 'Serve Those Who Served!' Apply to HMR Veteran's Services! Benefits Include 401(k) matching Medical, Dental, and Vision Insurance (Health Insurance) Employee Assistance Program PTO (Paid Time Off) Paid Maternity Leave Tuition Assistant Program Free Life Insurance* And Much, Much More! Purpose The HR Business Partner is responsible for overseeing the Human Resources function in accordance with current applicable federal, state, and local standards, guidelines, and regulations to ensure that quality personnel are interviewed, trained, and employed. Qualifications High school diploma and at least five (5) years of personnel or HR experience; College degree or HR Certification (I.e., SHRM-CP, PHR) highly preferred. Understanding of various HR functions (employee relations, employment law, Workers' Compensation, unemployment, recruiting, and onboarding). Demonstrated leader/multi-tasker, communication skills, and ability to work effectively with staff, residents, families, and external agencies. Ability to exercise sound judgment, maintain confidentiality, and manage sensitive personnel matters. Proficiency in Microsoft Word, Excel, and PowerPoint, with strong organizational and multitasking skills. Essential Functions Support and implement HR policies, procedures, and regulatory compliance for the facility. Manage recruitment, hiring, onboarding, credentialing, and employment eligibility processes. Maintain accurate personnel records, payroll documentation, attendance records, and disciplinary files. Oversee Workers' Compensation and unemployment claims and coordinate with appropriate agencies. Provide orientation, training support, policy interpretation, and foster positive employee relations. Schedule Fully onsite, including some weekends, evenings, and Holidays.

Brief Job Description : The Senior HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues and acts as a strategic business partner, change agent, employee champion and HR process/policy expert to support business strategy and objectives. Responsibilities and Measurement Criteria with Time investment Needed on Each: (This will describe the overall core responsibilities of the role, decision making responsibilities etc.) • Acts as a single point of the contact for the employees and managers in the business unit • As a strategic partner to assigned business, identify HR needs required by the business and develop executive HR strategies to support the business strategy • Acts as thought partner and coach to business leaders to enhance employee engagement and drive a high performing culture • Identify team development gaps and facilitate team development activities to improve collaboration and team performance • Assess the organizational needs of the business units and work with the business leaders to change and improve the organizational structure, process, systems, rewards necessary to achieve the desired culture and business objectives • Acts as change agent in managing organizational changes to ensure achievement of desired business results • Acts as employee champion in promoting employee value proposition and drive employee engagement and communication to be the employer of choice • Acts as HR policy and process expert and proactively work with COEs in workforce planning, talent acquisition, total rewards, performance management, learning and development, HRIS to ensure delivery of high impact HR services and programs • Conducts weekly meetings with respective business units. • Consults with line management, providing HR guidance when appropriate. • Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Qualifications: Required/ Minimum Qualifications: • Bachelor's degree in behavioral science, human resources management or related discipline from a reputable educational institution • Minimum of 8 to 10 years' experience resolving complex employee relations issues. • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and employment laws. • Strong attention to detail. Attentive to detail and accuracy, performs quality work, continuously looks for improvements, owns/acts on problems, and seeks opportunities to increase effectiveness and efficiency. • Clearly exchanges thoughts, ideas and messages through written, verbal and non-verbal methods that promote an understanding with the target audience. Creates accurate and punctual reports, shares information and ideas with others in a timely manner. Listens carefully and attentively. • Must have strong customer service and interpersonal communication skills and the ability to communicate effectively via phone or in person • Experience in Organization Development assessment and change management • Strong global & cultural Awareness. • HR Expertise in talent acquisition, total rewards, learning and development, employee relations and communication • Experience in building Relationships and strategic alliance internally and externally Additional / Preferred Qualifications: • N/A Physical & Environmental Requirements: To be used majorly for manufacturing jobs. • N/A Time Travel Needed: • N/A The successful candidate will embrace Vertiv's Core Principals & Behaviors to help execute our Strategic Priorities. OUR CORE PRINCIPALS: Safety, Integrity, Respect, Teamwork, Diversity & Inclusion. OUR STRATEGIC PRIORITIES Customer Focus Operational Excellence High-Performance Culture Innovation Financial Strength OUR BEHAVIORS Own It Act With Urgency Foster a Customer-First Mindset Think Big and Execute Lead by Example Drive Continuous Improvement Learn and Seek Out Development Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email to **********************. If you are interested in applying or learning more about this role, please visit the company's career page located on Vertiv.com/Careers Work Authorization No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.

At GE Aerospace's Airfoils facility in Greenville, SC, we're producing High Pressure Turbine Blades that help power tomorrow's commercial and military aircraft. We're using innovative production methodologies including complex machining, special processes, and NDT. With advanced technology, advanced thinking and a superb work environment, you'll come to realize you in a place where you can do your best. The Lead HRBP at the Greenville site is a strategic and hands-on partner to operations leaders supporting an hourly manufacturing workforce. This role drives Safety, Quality, Delivery, and Cost outcomes by executing core HR processes and coaching leaders on day-to-day people matters. Key focus areas include workforce planning and staffing for 24/7 operations, employee relations, attendance and leave administration, policy interpretation, corrective action, skills development, and engagement. The Lead HRBP analyzes people data to identify trends, mitigates risk, and implements practical solutions that improve retention, productivity, and compliance. As an individual contributor, this role partners cross-functionally with EHS, Quality, Production, and Payroll to ensure consistent application of policies, supports investigations and issue resolution on the shop floor, and leads continuous improvement across HR processes while modeling a respectful, inclusive culture. **Job Description** **Essential Responsibilities:** + Act as an available first point of contact for questions and guidance on fundamental HR topics and issues and help employees and managers to navigate self-service and HR COE resources. + Lead and conduct key HR processes including recruiting, onboarding, and orientation to support growth. + Provide dedicated guidance and coaching to leaders, managers and employees with specific focus on HR and people leadership fundamentals and process training. + Provide advice and counsel to managers and employees to ensure consistent application and integration of policies, procedures, and practices at 100% compliance to promote an ethical and compliant work environment + Execution of recruiting action plans including community outreach to technical schools for Machinist and NDT pipelines + Deliver people leader training on Front-Line Leadership including consistent application of policy, and technical system utilization. + Lead HR process improvements (standard work, SOPs, digital tools) to save time and reduce errors + Maintain accurate HRIS data integrity and reporting cadence + Explain complex information to others in straightforward situations. + Conduct impartial investigations, recommend outcomes, and manage case closure timelines + The role operates with some autonomy but is focused on execution of activities/provision of advice within an enabling discipline covered by standard functional practices and procedures. Activities require professional judgment but may require more senior levels of guidance. + Utilize technical expertise and judgement to solve problems. Leverages technical skills and analytical thinking required to solve problems. May use multiple internal sources outside of own team to arrive at decisions. + Assist with other HR special projects or initiatives as needed. **Qualifications/ Requirements:** + Bachelor's degree from an accredited university or college in related area OR unrelated area with 4 years of HR experience + Minimum of 3 years of experience in Human Resources and/or relevant work experience (roles that involve the application of labor and employment principles, operational and business management). **Desired Characteristics:** + Knowledge and application of LEAN methodologies + Prior HR experience working in a manufacturing setting, or an environment supporting a large hourly population + Strong oral and written communication skills + Demonstrated ability to analyze and resolve problems + Ability to document, plan, market, and execute programs + Established project management skills. _This role requires access to U.S. export-controlled information. Therefore, employment will be contingent upon the ability to prove that you meet the status of a U.S. Person as one of the following: U.S. lawful permanent resident, U.S. Citizen, have been granted asylee or refugee status (i.e., a protected individual under the Immigration and Naturalization Act, 8 U.S.C. 1324b(a)(3))._ **Additional Information** GE Aerospace offers a great work environment, professional development, challenging careers, and competitive compensation. GE Aerospace is an Equal Opportunity Employer (****************************************************************************************** . Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. GE Aerospace will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable). **Relocation Assistance Provided:** Yes GE Aerospace is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.

Hours: 40 Pay Details: $115,440 - $173,160 USD TD is committed to providing fair and equitable compensation opportunities to all colleagues. Growth opportunities and skill development are defining features of the colleague experience at TD. Our compensation policies and practices have been designed to allow colleagues to progress through the salary range over time as they progress in their role. The base pay actually offered may vary based upon the candidate's skills and experience, job-related knowledge, geographic location, and other specific business and organizational needs. As a candidate, you are encouraged to ask compensation related questions and have an open dialogue with your recruiter who can provide you more specific details for this role. Line of Business: Human Resources Job Description: The Senior Manager, HR Contact Centre - North America oversee a large and significant multi-faceted operational function with overall accountability for providing strategic direction, guidance on a broad and diverse range of complex operational activities / analysis and/or specialized project support or services. This role provides strategic direction to a high-volume, multi-channel operation that supports employees across Canada and the U.S. with HR inquiries, programs, and processes. The role is responsible for ensuring an exceptional colleague experience, driving operational excellence, and enabling transformation as the organization evolves its HR service delivery model. Depth & Scope: Provides people management leadership by hiring the best talent, setting goals, developing staff, managing employee performance and compensation decisions, promoting teamwork and handling any/all disciplinary actions, as required Leads and inspires a large, diverse team of HR Contact Centre professionals, including Team and Group Managers, and Contact Centre Agents Oversees day-to-day service delivery across North America, ensuring consistent, accurate, and timely resolution of colleague inquiries; monitor performance against SLAs, KPIs, and colleague satisfaction measures; serve as senior escalation point for complex cases Executes on the annual business plan to deliver results aligned with business strategies Keeps abreast of emerging issues, trends, and evolving regulatory requirements and assesses potential impacts Embeds a culture of continuous improvement across the HR Contact Centres Leads root cause analysis on recurring issues and implement sustainable solutions Relentless focus on simplifying processes, reducing hand-offs, and improving service quality and how we deliver Leverages data, feedback, and insights to identify trends, eliminate pain points, and improve efficiency Partners with HR and Technology teams to implement next-generation service delivery tools (e.g., ServiceNow, Workday, AI-enablement) Champions self-service adoption, knowledge management, and digital-first solutions for TD Colleague and People Managers across North America Drives automation and digitization initiatives to enhance scalability and consistency Builds strong partnerships with HR COEs, Payroll, and Business HR teams to deliver seamless support across functions Provides reporting and insights to senior leadership on trends, risks, and opportunities Engages stakeholders to ensure alignment and support during change initiatives Fosters an inclusive, high-performance culture emphasizing colleague development, engagement, and recognition Coaches and mentors team leaders, building strong succession pipelines Models organizational values and reinforce a culture of service excellence Grows team expertise to align with business/enterprise demand and direction; assesses team skills and capabilities and continually looks for ways to provide and enhance the value delivered Education & Experience: Undergraduate degree 8+ years of progressive operations, contact center, or shared services leadership experience. Proven track record managing large teams (50+ FTEs) across multiple locations. Subject matter expertise for US Processes and regulatory requirements Strong experience in continuous improvement Deep knowledge of HR service delivery models, case management platforms, and Workday (would be an asset) Strong analytical skills; ability to interpret data, identify trends, and influence outcomes Exceptional communication, stakeholder management, and change leadership Bilingual (French or Spanish) considered an asset Physical Requirements: Never: 0%; Occasional: 1-33%; Frequent: 34-66%; Continuous: 67-100% Domestic Travel - Occasional International Travel - Frequent Performing sedentary work - Continuous Performing multiple tasks - Continuous Operating standard office equipment - Continuous Responding quickly to sounds - Occasional Sitting - Continuous Standing - Occasional Walking - Occasional Moving safely in confined spaces - Occasional Lifting/Carrying (under 25 lbs.) - Occasional Lifting/Carrying (over 25 lbs.) - Never Squatting - Occasional Bending - Occasional Kneeling - Never Crawling - Never Climbing - Never Reaching overhead - Never Reaching forward - Occasional Pushing - Never Pulling - Never Twisting - Never Concentrating for long periods of time - Continuous Applying common sense to deal with problems involving standardized situations - Continuous Reading, writing and comprehending instructions - Continuous Adding, subtracting, multiplying and dividing - Continuous The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required. The listed or specified responsibilities & duties are considered essential functions for ADA purposes. Who We Are: TD is one of the world's leading global financial institutions and is the fifth largest bank in North America by branches/stores. Every day, we deliver legendary customer experiences to over 27 million households and businesses in Canada, the United States and around the world. More than 95,000 TD colleagues bring their skills, talent, and creativity to the Bank, those we serve, and the economies we support. We are guided by our vision to Be the Better Bank and our purpose to enrich the lives of our customers, communities and colleagues. TD is deeply committed to being a leader in customer experience, that is why we believe that all colleagues, no matter where they work, are customer facing. As we build our business and deliver on our strategy, we are innovating to enhance the customer experience and build capabilities to shape the future of banking. Whether you've got years of banking experience or are just starting your career in financial services, we can help you realize your potential. Through regular leadership and development conversations to mentorship and training programs, we're here to support you towards your goals. As an organization, we keep growing - and so will you. Our Total Rewards Package Our Total Rewards package reflects the investments we make in our colleagues to help them and their families achieve their financial, physical and mental well-being goals. Total Rewards at TD includes base salary and variable compensation/incentive awards (e.g., eligibility for cash and/or equity incentive awards, generally through participation in an incentive plan) and several other key plans such as health and well-being benefits, savings and retirement programs, paid time off (including Vacation PTO, Flex PTO, and Holiday PTO), banking benefits and discounts, career development, and reward and recognition. Learn more Additional Information: We're delighted that you're considering building a career with TD. Through regular development conversations, training programs, and a competitive benefits plan, we're committed to providing the support our colleagues need to thrive both at work and at home. Colleague Development If you're interested in a specific career path or are looking to build certain skills, we want to help you succeed. You'll have regular career, development, and performance conversations with your manager, as well as access to an online learning platform and a variety of mentoring programs to help you unlock future opportunities. Whether you have a passion for helping customers and want to expand your experience, or you want to coach and inspire your colleagues, there are many different career paths within our organization at TD - and we're committed to helping you identify opportunities that support your goals. Training & Onboarding We will provide training and onboarding sessions to ensure that you've got everything you need to succeed in your new role. Interview Process We'll reach out to candidates of interest to schedule an interview. We do our best to communicate outcomes to all applicants by email or phone call. Accommodation TD Bank is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law. If you are an applicant with a disability and need accommodations to complete the application process, please email TD Bank US Workplace Accommodations Program at ***************. Include your full name, best way to reach you and the accommodation needed to assist you with the applicant process.

The People Technology Leader is a leader in the Enterprise Technology Solutions (ETS) workgroup, part of the Technology & Innovation (T&I) integrated workgroup (IWG). ETS delivers enterprise technology solutions for DPR and its Integrated Entities. This Leader is a strategic and operational leader responsible for developing and executing the technology roadmap that supports the organization's People strategy. This role oversees the evaluation, implementation, optimization, and governance of all People technology which includes HRMS, HCM, LMS, and related enterprise systems. The Leader ensures People technology solutions are scalable, secure, user-centric, and aligned to business objectives, enabling efficient processes, data-driven decision making, and exceptional employee experience. The Leader works with other departments in ETS and across T&I and various stakeholders in the business to support the delivery of technology services in the organization. This role is remote and open to candidates in the continental United States. This role requires occasional travel for meetings up to 15% of the time. Responsibilities: Administrative Financial Management o Manage the Department's budget to include accurate and timely forecasting and resource allocation to support DPR, integrated workgroup, and T&I projects. o Exercise sound judgement on how the Department is spending money. o Ensure team meets deadlines for accounting activities including coding/review of invoices, entering timecards, submitting expense reports, and related activities. Vendor Management o Manage vendors that support the Department. o Manage contract renewals. Coordinate with Risk Management to review contracts and their terms & conditions and service level agreements (SLAs). Ensure contracts are right sized to support usage, growth, and priorities. o Ensure that DPR Intellectual Property is protected in negotiations, contracts, and discussions with external parties. Collaboration Collaborate with leaders in HR and other People functions to ensure People systems support their organizational priorities. Collaborate with other T&I leaders on opportunities and challenges to enhance our service delivery. Communicate resource gaps and identify opportunities to share resources across the teams. Ensure relevant information is shared with appropriate levels of your team. DPR Construction is a forward-thinking, self-performing general contractor specializing in technically complex and sustainable projects for the advanced technology, life sciences, healthcare, higher education and commercial markets. Founded in 1990, DPR is a great story of entrepreneurial success as a private, employee-owned company that has grown into a multi-billion-dollar family of companies with offices around the world. Working at DPR, you'll have the chance to try new things, explore unique paths and shape your future. Here, we build opportunity together-by harnessing our talents, enabling curiosity and pursuing our collective ambition to make the best ideas happen. We are proud to be recognized as a great place to work by our talented teammates and leading news organizations like U.S. News and World Report, Forbes, Fast Company and Newsweek. Explore our open opportunities at ********************

Build Your Career. Build America's Future. Vulcan Materials Company is the nation's largest producer of construction aggregates and a major producer of aggregates-based construction materials including asphalt and ready-mixed concrete. When you join Vulcan, it's more than starting an exciting career - you get to make a difference for millions of people every day across the country. When you join Vulcan, you join a dynamic culture in which career development is encouraged, excellence is rewarded and diversity is valued. No matter the role or the location across the country, every member of the Vulcan team lives through the Vulcan Way: doing the right thing, the right way, at the right time. We're Coming Back Together To Be Together 100% In Office & Onsite At Vulcan Materials, we believe that the heart of our success lies in the strength of our engagement, our connection, and our commitment to developing our people. We are excited to restore the collaborative in-person environment that fuels our innovation and growth. This move is not just about being physically present; it's about reigniting the spirit that comes from face-to-face interactions, fostering a collaborative, inclusive culture where every voice is heard and everyone thrives. What You'll Do: Execute Administrative Responsibilities. Ensure assigned HR administrative responsibilities and tasks are executed accurately and timely (e.g. hiring, termination, and job information changes). Collaborate. Advise managers and supervisors on day-to-day human resources issues relating to area of responsibility. Work closely with various levels of management on employee communication issues and concerns. Serve as the point of contact for internal audit. Collaborate with the Recruiting Department, other divisional staff, and hiring managers to plan and execute recruiting strategies on a local level. Champion Continuous Improvement. Assist in the preparation and communication of the area's initiatives. Assist with new acquisitions and growth initiatives as they relate to human resources and organizational issues. Advise Director or Vice President of Human Resources on issues to improve HR functions for assigned area. Provide Support. Assist employees/retirees with issues relating to employee benefits. Manage various leave programs such as personal leave, STD, LTD, and FMLA. Advise employees and managers on leave of absence policies and procedures. Answer employee requests for HR assistance of various programs. Manage Paperwork. Ensure that all HR related records (e.g. personnel, medical, D.O.T., payroll) are properly maintained in compliance with record retention guidelines. Ensure all payroll activity is submitted to corporate for timely payroll processing. Ensure up-to-date procedural documentation of assigned processes and procedures. Additional Responsibilities. Other duties as assigned. Skills You'll Need: Education. Must have a BA/BS degree, preferably in human resources, business, psychology, or a related field. PHR or SPHR certification is preferred. Experience. Previous experience as an HR generalist experience. Experience in a manufacturing or industrial environment is desired. Experience in HRIS, compensation, benefits, and payroll is preferred. Supervisory experience is preferred. Technology Skills. Must be fluent in the use of prevailing technologies (e.g. Kronos, Taleo, PeopleSoft) HR Knowledge. Must have a general knowledge and understanding of current HR policies and practices. Must have knowledge of multiple human resource disciplines, including compensation practices, benefit administration, recruiting, payroll, employee relations, performance management, and federal and state respective employment laws. Interpersonal Skills. Must have strong interpersonal skills with the ability to interact with all levels of the organization. Must have strong oral and written communication skills to include effective listening. Must have good dispute resolution skills. Must have strong presentation skills. Must be able to establish and maintain credibility. Must be able to constructively confront delicate issues. Problem Solving Skills. Must have the ability to creatively solve problems and be an agent of change. Must possess insightful and reasonable business judgment. Integrity. Must have the ability to maintain a high level of confidentiality and work with highly sensitive data and information. What You'll Like About Us: Great Company Culture. Our people share a competitive drive for excellence in an environment of trust, teamwork, open-mindedness and communication. Safe. Industry leader in health and safety standards. We are committed to creating a safe work environment and protecting all employees and customers. Meaningful Work. What sets up apart is the work we do impacts daily lives - and every employee contributes. Our aggregates produced are used to build roads, schools, hospitals, airports, and housing throughout the United States. Health Benefits. Medical, Dental, Vision programs, plus much more. Rest and Relaxation. Paid vacation, personal floating days, and paid holidays. Prepare for the Future. 401(k) with company match and contribution. Training and Development. We see our development programs and helping our employees meet their goals as a key part of our business. Vulcan Materials Company is committed to employing a diverse workforce. You will receive consideration without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, gender expression, veteran status, or disability. You also have the right to be free from discrimination for medical needs arising from pregnancy, childbirth, or related medical conditions.

MAU is hiring a Human Resources Generalist - B Shift for our client in Piedmont, SC. As a Human Resources Generalist - B Shift, you will support HR operations, including employee relations, recruitment coordination, training, compliance, and administrative support. This is a direct-hire opportunity. Benefits Package * Health Insurance * Dental Insurance * Vision Insurance * Basic Life Insurance * Basic AD&D Insurance * Paid Vacation & Holidays * Paid Holidays * Tuition Reimbursement * 401(k) * Profit-Sharing Opportunity * Employee Referral Program * Various Employee Events Shift Information * Monday - Friday | 4:00 PM - 12:30 AM Required Education and Experience * Bachelor's Degree in Human Resources Management or Business Administration * Other degrees may be considered if accompanied by equivalent HR work experience * 3-5 years of experience in a Human Resources Generalist role within a manufacturing environment * Experience with Microsoft Office Suite (Excel, Word, PowerPoint) * Experience with Workday and ADP Preferred Education and Experience * Automotive industry experience * Exposure to Environmental Health and Safety within a manufacturing environment General Requirements * Strong knowledge of Human Rights, Employment Law, OSHA, and Workers' Compensation * Proven organizational and time management skills * Strong interpersonal and relationship-building skills * Excellent verbal and written communication * Clear and respectful communication in all situations * Effective listener with strong problem-solving skills * Ability to handle confidential matters with discretion and tact * Consistent adherence to employee charter and handbook * Ability to interact effectively across departments and levels * Commitment to customer satisfaction and team success Essential Functions * Administer internal job posting program and assist with orientation preparation * Schedule divisional training and maintain training database; issue completion documents as applicable * Maintain employee personnel files per company policy and regulatory guidelines * Ensure consistent application of HR systems and policies; ensure legal compliance * Assist with drug testing program administration and maintain statistics * Administer workers' compensation program * Review and report weekly attendance * Support company social events, contests, and reward programs * Assist with Total Compensation Program administration * Support Health, Safety, Ergonomics, and Environmental Manager with clerical tasks * Comply with company policies, employee handbook, and operational procedures * Adhere to ISO 9001/IATF 16949, ISO 45001, and ISO 14001 standards * Administer uniform, safety glasses, and safety shoe programs * Provide payroll backup support * Respond to routine employee inquiries in compliance with policy and legislation * Assist HR Manager with reports, programs, and projects * Maintain bulletin boards to ensure accuracy and legal compliance * Handle confidential files and information regularly * Perform administrative tasks related to discipline processes * Promote effective internal communication across all levels * Maintain a high profile on the plant floor; advocate for timely resolution of employee issues * Conduct duties in a professional manner; maintain clean work area * Perform other duties as required

Lear For You We work hard for the people who work for us. We champion our teams. We foster collaboration, inclusion, respect and excellence. What we are trying to say is we want to be more for you. We are your path to a better career, a better future, and a better you. Our teams have invented groundbreaking technologies, flawlessly manufactured millions of products and earned a long list of awards. Year after year, we are one of the World's Most Admired Companies. Our teams are the secret to our success. They are empowered, inventive and inclusive. Passionate about their craft. Driven to succeed. Because we all understand that we must work together to win. Are you ready for a better career? A better future? We're Lear For You. PLANT HUMAN RESOURCES MANAGER DUNCAN, SOUTH CAROLINA - DUNCAN PLANT As a member of the Human Resources team, the Plant HR Manager will be responsible to manage the Lear Duncan Human Resources Department staff of a JIT seating plant., overseeing employee engagement, administration of hiring, retention and termination cycle, administrative systems and records, legal compliance, compensation, benefits deployment, and long-term staffing strategies. Responsibilities include development of personnel rules and regulation, pay and job classifications structure, annual compensation and benefits reviews and programs for employee training, safety, health team building and morale. The Role: Your work will include, but not be limited to: Direct the day-to-day activities of the Human Resource Department Sets policies for hiring and oversees adherence to EEOC and affirmative action programs and diversity goals set by the corporation Establishes policies that seek to increase retention rates and foster employee job satisfaction and high morale Lead employee engagement activities including workplace surveys, communication, and action planning Approves terminations while ensuring reasons are not arbitrary or discriminatory Oversees maintenance of accurate and complete personnel records. Ensures that rules concerning confidentiality and retention are followed Keeps abreast of legislation affecting human resources; trains management and monitors company policies to ensure compliance Oversees preparation of job descriptions and compensation programs. Seeks incentive programs that encourage excellent performance and increase retention rates Reviews benefits and tries to maximize job satisfaction while keeping the cost of the benefits package under control Works with top management to set long-term staffing goals and strategies Oversees training and safety programs in context of compliance with government regulation Salaried and hourly employee development Responsible for center wide human resources planning and development Provides functional guidance for administrative support needs Advantages of working at Lear in the Human Resources group: Exposure to senior leadership from both Operations and Human Resources Your Qualifications: Bachelor's degree in Business, HR or related field required Over five years of experience in human resources with increasing supervisory responsibilities, managing a HR team Experience working in a manufacturing setting supporting a diverse hourly population Strong generalist and plant HR managerial experience Thorough knowledge of laws affecting human resources administration Demonstrated management and organizational skills, demonstrated ability to manage multiple projects and priorities and strong analytical skills Ability to work effectively in a fast-paced high-volume manufacturing environment Must have Positive Employee Relations experience i.e., working with hourly employees, conducting investigations, and holding disciplinary hearings Ideally someone with leadership and strategic management of workforce Robust understanding of applicable computer systems, such as Microsoft Office Suite and HRIS Workers' compensation knowledge Effective oral and written communication Bonus If You Have: Master's Degree in Human Resources PHR/SPHR certification Previous experience working in an JIT automotive plant Lear Corporation is an Equal Opportunity Employer, committed to a diverse workplace. Applicants must submit their resume for consideration using our applicant tracking system. Due to the high volume of applications received, only candidates selected for interviews will be contacted. Candidates must be legally authorized to work in the United States without sponsorship. Unsolicited resumes from search firms or employment agencies, or similar, will not be paid a fee and will become the property of Lear Corporation.

Job DescriptionDescription: The HR Director will lead the strategic and operational functions of human resources within our medical practice. This role oversees recruitment, employee relations, performance management, benefits administration, compliance, and staff development. The HR Director partners with leadership to foster a positive workplace culture, ensure regulatory compliance, and support the practice's mission of providing exceptional patient care. Requirements:Key Responsibilities Strategic Leadership Develop and implement HR strategies aligned with the medical practice's goals and objectives. Advise leadership on organizational design, workforce planning, and change management. Talent Acquisition & Retention Oversee full-cycle recruitment, onboarding, and retention strategies for clinical and administrative staff. Partner with department heads to identify staffing needs and develop pipelines for hard-to-fill roles. Employee Relations Serve as a trusted advisor for staff and management regarding workplace issues, conflict resolution, and performance improvement. Promote a positive and inclusive workplace culture. Compliance & Risk Management Ensure HR practices comply with federal, state, and local labor laws, as well as healthcare-specific regulations (HIPAA, OSHA, etc.). Maintain employee records in compliance with legal and accreditation requirements. Compensation & Benefits Oversee administration of compensation structures, payroll, and benefits programs. Conduct periodic benchmarking to remain competitive in the healthcare sector. Training & Development Develop professional development programs, continuing education initiatives, and leadership training. Coordinate compliance-related training (HIPAA, workplace safety, harassment prevention). HR Operations Direct HR team operations, including HRIS management, reporting, and analytics. Implement policies and procedures that improve efficiency and employee satisfaction. QualificationsEducation & Experience Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field (Master's preferred). 5+ years of progressive HR experience, including at least 3 years in a leadership role. Prior experience in healthcare, medical practice, or a regulated industry strongly preferred. Certifications Professional HR certification strongly preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR). Knowledge & Skills Strong knowledge of federal and state labor laws, healthcare compliance regulations, and best HR practices. Excellent interpersonal and communication skills; ability to build trust across all levels of staff. Proven ability to handle sensitive and confidential information with integrity. Demonstrated leadership, organizational, and conflict resolution skills. Proficiency with HRIS systems, Microsoft Office Suite, and payroll/benefits platforms. Work Environment Full-time, on-site leadership role within an office setting

At GE Aerospace's Airfoils facility in Greenville, SC, we're producing High Pressure Turbine Blades that help power tomorrow's commercial and military aircraft. We're using innovative production methodologies including complex machining, special processes, and NDT. With advanced technology, advanced thinking and a superb work environment, you'll come to realize you in a place where you can do your best. The Lead HRBP at the Greenville site is a strategic and hands-on partner to operations leaders supporting an hourly manufacturing workforce. This role drives Safety, Quality, Delivery, and Cost outcomes by executing core HR processes and coaching leaders on day-to-day people matters. Key focus areas include workforce planning and staffing for 24/7 operations, employee relations, attendance and leave administration, policy interpretation, corrective action, skills development, and engagement. The Lead HRBP analyzes people data to identify trends, mitigates risk, and implements practical solutions that improve retention, productivity, and compliance. As an individual contributor, this role partners cross-functionally with EHS, Quality, Production, and Payroll to ensure consistent application of policies, supports investigations and issue resolution on the shop floor, and leads continuous improvement across HR processes while modeling a respectful, inclusive culture. Job Description Essential Responsibilities: * Act as an available first point of contact for questions and guidance on fundamental HR topics and issues and help employees and managers to navigate self-service and HR COE resources. * Lead and conduct key HR processes including recruiting, onboarding, and orientation to support growth. * Provide dedicated guidance and coaching to leaders, managers and employees with specific focus on HR and people leadership fundamentals and process training. * Provide advice and counsel to managers and employees to ensure consistent application and integration of policies, procedures, and practices at 100% compliance to promote an ethical and compliant work environment * Execution of recruiting action plans including community outreach to technical schools for Machinist and NDT pipelines * Deliver people leader training on Front-Line Leadership including consistent application of policy, and technical system utilization. * Lead HR process improvements (standard work, SOPs, digital tools) to save time and reduce errors * Maintain accurate HRIS data integrity and reporting cadence * Explain complex information to others in straightforward situations. * Conduct impartial investigations, recommend outcomes, and manage case closure timelines * The role operates with some autonomy but is focused on execution of activities/provision of advice within an enabling discipline covered by standard functional practices and procedures. Activities require professional judgment but may require more senior levels of guidance. * Utilize technical expertise and judgement to solve problems. Leverages technical skills and analytical thinking required to solve problems. May use multiple internal sources outside of own team to arrive at decisions. * Assist with other HR special projects or initiatives as needed. Qualifications/ Requirements: * Bachelor's degree from an accredited university or college in related area OR unrelated area with 4 years of HR experience * Minimum of 3 years of experience in Human Resources and/or relevant work experience (roles that involve the application of labor and employment principles, operational and business management). Desired Characteristics: * Knowledge and application of LEAN methodologies * Prior HR experience working in a manufacturing setting, or an environment supporting a large hourly population * Strong oral and written communication skills * Demonstrated ability to analyze and resolve problems * Ability to document, plan, market, and execute programs * Established project management skills. This role requires access to U.S. export-controlled information. Therefore, employment will be contingent upon the ability to prove that you meet the status of a U.S. Person as one of the following: U.S. lawful permanent resident, U.S. Citizen, have been granted asylee or refugee status (i.e., a protected individual under the Immigration and Naturalization Act, 8 U.S.C. 1324b(a)(3)). Additional Information GE Aerospace offers a great work environment, professional development, challenging careers, and competitive compensation. GE Aerospace is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. GE Aerospace will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable). Relocation Assistance Provided: Yes

Greenville, South Carolina, United States of America **Hours:** 40 **Pay Details:** $115,440 - $173,160 USD TD is committed to providing fair and equitable compensation opportunities to all colleagues. Growth opportunities and skill development are defining features of the colleague experience at TD. Our compensation policies and practices have been designed to allow colleagues to progress through the salary range over time as they progress in their role. The base pay actually offered may vary based upon the candidate's skills and experience, job-related knowledge, geographic location, and other specific business and organizational needs. As a candidate, you are encouraged to ask compensation related questions and have an open dialogue with your recruiter who can provide you more specific details for this role. **Line of Business:** Human Resources **Job Description:** The Senior Manager, HR Contact Centre - North America oversee a large and significant multi-faceted operational function with overall accountability for providing strategic direction, guidance on a broad and diverse range of complex operational activities / analysis and/or specialized project support or services. This role provides strategic direction to a high-volume, multi-channel operation that supports employees across Canada and the U.S. with HR inquiries, programs, and processes. The role is responsible for ensuring an exceptional colleague experience, driving operational excellence, and enabling transformation as the organization evolves its HR service delivery model. **Depth & Scope:** + Provides people management leadership by hiring the best talent, setting goals, developing staff, managing employee performance and compensation decisions, promoting teamwork and handling any/all disciplinary actions, as required + Leads and inspires a large, diverse team of HR Contact Centre professionals, including Team and Group Managers, and Contact Centre Agents + Oversees day-to-day service delivery across North America, ensuring consistent, accurate, and timely resolution of colleague inquiries; monitor performance against SLAs, KPIs, and colleague satisfaction measures; serve as senior escalation point for complex cases + Executes on the annual business plan to deliver results aligned with business strategies + Keeps abreast of emerging issues, trends, and evolving regulatory requirements and assesses potential impacts + Embeds a culture of continuous improvement across the HR Contact Centres + Leads root cause analysis on recurring issues and implement sustainable solutions + Relentless focus on simplifying processes, reducing hand-offs, and improving service quality and how we deliver + Leverages data, feedback, and insights to identify trends, eliminate pain points, and improve efficiency + Partners with HR and Technology teams to implement next-generation service delivery tools (e.g., ServiceNow, Workday, AI-enablement) + Champions self-service adoption, knowledge management, and digital-first solutions for TD Colleague and People Managers across North America + Drives automation and digitization initiatives to enhance scalability and consistency + Builds strong partnerships with HR COEs, Payroll, and Business HR teams to deliver seamless support across functions + Provides reporting and insights to senior leadership on trends, risks, and opportunities + Engages stakeholders to ensure alignment and support during change initiatives + Fosters an inclusive, high-performance culture emphasizing colleague development, engagement, and recognition + Coaches and mentors team leaders, building strong succession pipelines + Models organizational values and reinforce a culture of service excellence + Grows team expertise to align with business/enterprise demand and direction; assesses team skills and capabilities and continually looks for ways to provide and enhance the value delivered **Education & Experience:** + Undergraduate degree + 8+ years of progressive operations, contact center, or shared services leadership experience. + Proven track record managing large teams (50+ FTEs) across multiple locations. + Subject matter expertise for US Processes and regulatory requirements + Strong experience in continuous improvement + Deep knowledge of HR service delivery models, case management platforms, and Workday (would be an asset) + Strong analytical skills; ability to interpret data, identify trends, and influence outcomes + Exceptional communication, stakeholder management, and change leadership + Bilingual (French or Spanish) considered an asset **Physical Requirements:** Never: 0%; Occasional: 1-33%; Frequent: 34-66%; Continuous: 67-100% + Domestic Travel - Occasional + International Travel - Frequent + Performing sedentary work - Continuous + Performing multiple tasks - Continuous + Operating standard office equipment - Continuous + Responding quickly to sounds - Occasional + Sitting - Continuous + Standing - Occasional + Walking - Occasional + Moving safely in confined spaces - Occasional + Lifting/Carrying (under 25 lbs.) - Occasional + Lifting/Carrying (over 25 lbs.) - Never + Squatting - Occasional + Bending - Occasional + Kneeling - Never + Crawling - Never + Climbing - Never + Reaching overhead - Never + Reaching forward - Occasional + Pushing - Never + Pulling - Never + Twisting - Never + Concentrating for long periods of time - Continuous + Applying common sense to deal with problems involving standardized situations - Continuous + Reading, writing and comprehending instructions - Continuous + Adding, subtracting, multiplying and dividing - Continuous The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required. The listed or specified responsibilities & duties are considered essential functions for ADA purposes. **Who We Are:** TD is one of the world's leading global financial institutions and is the fifth largest bank in North America by branches/stores. Every day, we deliver legendary customer experiences to over 27 million households and businesses in Canada, the United States and around the world. More than 95,000 TD colleagues bring their skills, talent, and creativity to the Bank, those we serve, and the economies we support. We are guided by our vision to Be the Better Bank and our purpose to enrich the lives of our customers, communities and colleagues. TD is deeply committed to being a leader in customer experience, that is why we believe that all colleagues, no matter where they work, are customer facing. As we build our business and deliver on our strategy, we are innovating to enhance the customer experience and build capabilities to shape the future of banking. Whether you've got years of banking experience or are just starting your career in financial services, we can help you realize your potential. Through regular leadership and development conversations to mentorship and training programs, we're here to support you towards your goals. As an organization, we keep growing - and so will you. **Our Total Rewards Package** Our Total Rewards package reflects the investments we make in our colleagues to help them and their families achieve their financial, physical and mental well-being goals. Total Rewards at TD includes base salary and variable compensation/incentive awards (e.g., eligibility for cash and/or equity incentive awards, generally through participation in an incentive plan) and several other key plans such as health and well-being benefits, savings and retirement programs, paid time off (including Vacation PTO, Flex PTO, and Holiday PTO), banking benefits and discounts, career development, and reward and recognition. Learn more (*************************************** **Additional Information:** We're delighted that you're considering building a career with TD. Through regular development conversations, training programs, and a competitive benefits plan, we're committed to providing the support our colleagues need to thrive both at work and at home. **Colleague Development** If you're interested in a specific career path or are looking to build certain skills, we want to help you succeed. You'll have regular career, development, and performance conversations with your manager, as well as access to an online learning platform and a variety of mentoring programs to help you unlock future opportunities. Whether you have a passion for helping customers and want to expand your experience, or you want to coach and inspire your colleagues, there are many different career paths within our organization at TD - and we're committed to helping you identify opportunities that support your goals. **Training & Onboarding** We will provide training and onboarding sessions to ensure that you've got everything you need to succeed in your new role. **Interview Process** We'll reach out to candidates of interest to schedule an interview. We do our best to communicate outcomes to all applicants by email or phone call. **Accommodation** TD Bank is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law. If you are an applicant with a disability and need accommodations to complete the application process, please email TD Bank US Workplace Accommodations Program at *************** . Include your full name, best way to reach you and the accommodation needed to assist you with the applicant process. Federal law prohibits job discrimination based on race, color, sex, sexual orientation, gender identity, national origin, religion, age, equal pay, disability and genetic information.