Director of human resources jobs in Augusta, GA

HR Manager - Hybrid | Marietta, GA Monday-Friday, 8:00 AM - 5:00 PM 3 days in office 2 days remote Blue Harlan is proud to partner with a respected wholesale and distribution company in Smyrna, GA seeking an experienced HR Manager to oversee and strengthen the company's human resources function. This role is ideal for a people-centered leader who brings both strategic insight and hands-on experience in employee relations, compliance, and policy development. The successful candidate will be a trusted advisor to leadership, a resource for employees, and a champion of a positive workplace culture. Key Responsibilities: Lead employee relations efforts by providing guidance, coaching, and support to managers and employees Develop, update, and communicate HR policies and procedures in collaboration with leadership and legal counsel Ensure compliance with federal, state, and local employment laws and company standards Partner with leadership on performance management, corrective action, and workforce planning Conduct and oversee internal investigations with professionalism, fairness, and discretion Provide mentorship and direction to HR team members, promoting efficiency and service excellence Support initiatives that enhance engagement, communication, and employee experience Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field required; HR certification (PHR/SPHR/SHRM) a plus 7+ years of progressive HR experience, including at least 3 years in a management or leadership capacity Strong background in employee relations and policy development Thorough understanding of employment law and HR best practices Proven ability to build strong relationships, exercise sound judgment, and maintain confidentiality Exceptional communication and leadership skills This is a hybrid position based in Smyrna, GA with a Monday-Friday schedule (8:00 AM - 5:00 PM). The company offers a collaborative, people-first culture that values professionalism, integrity, and teamwork. Excellent benefits and an engaging culture!

We are seeking a highly knowledgeable and compliance-focused Human Resources Manager to join our team in Clover, SC. This role serves as the organization's employment law and compliance expert, ensuring adherence to federal, state, and local regulations, including FMLA, COBRA, ERISA, GINA, Immigration, ADEA, FLSA, and Title VII. The HR Manager will lead initiatives in employee relations, benefits administration, and policy development, while providing guidance to managers and employees on HR best practices. The ideal candidate thrives in a fast-paced environment, builds strong relationships across all levels, and champions a positive, legally sound workplace culture. This position requires a proactive approach to monitoring regulatory changes and implementing compliant processes that protect both the company and its workforce. Key Abilities for Position Success: Building Collaborative Relationships: Must have the ability to develop, maintain, and strengthen partnerships with others inside or outside the organization who can provide information, assistance, and support. Confronts all problems with an intent to find solutions rather than blame. Establishes “win-win” relationships as opposed to “us versus them” relationships. Reflects Company Values: Teamwork, Integrity, Accountability Responsibilities: Manage employee relations, including conflict resolution, coaching, investigations, and documentation. Maintain and update the Employee Handbook to reflect current labor laws and company policies. Oversee benefits administration, including open enrollment, stop-loss forms, FMLA coordination, and employee support. Administer ADA accommodations and ensure compliance with federal and state regulations. Provide support and input for company events such as picnics, holiday celebrations, employee recognition programs, and milestone acknowledgments, ensuring alignment with company culture and employee engagement goals. Travel to other company locations and job sites as needed to support HR operations and employee engagement. Actively participate in daily HR operations, providing hands-on support across all HR functions. Support recruitment efforts including job postings, resume screening, interviewing, and onboarding. Maintain accurate and confidential employee records in compliance with legal and company standards. Provide guidance to managers on employee development, coaching, and disciplinary actions. Collaborate with Safety and Operations teams to maintain alignment on workforce compliance and training initiatives, serving as a partner rather than an oversight authority. Participate in internal investigations and support resolution of workplace issues Partner with payroll and finance teams to ensure accurate compensation and benefits processing. Generate and analyze HR metrics and reports (e.g., turnover, headcount, absenteeism) to support strategic decisions. Contribute to the development and implementation of HR policies, procedures, and programs. Champion employee engagement and culture-building initiatives across diverse work environments. Serve as a resource for employees regarding HR-related questions, concerns, and processes. Assist with training initiatives, including compliance training, leadership development, and safety awareness. Coordinate the drug testing, background checks, and other pre-employment screening processes. Ensure proper handling of confidential information and adherence to company confidentiality policies. Requirements: Excellent communication and interpersonal skills. Highly organized with the ability to manage multiple priorities. Ability to work independently and adapt quickly to changing situations. Proficient in Microsoft Office Suite and HR-related software. Quick learner with strong problem-solving skills. High attention to detail and advanced organizational capabilities. Comfortable working both independently and within cross-functional teams. Qualifications: Bachelor's degree in human resources or equivalent working experience. 5+ years of progressive HR experience, with at least 2 years in a generalist or business partner role. Strong understanding of employment laws and regulations, including FMLA, ADA, OSHA, and DOT compliance. Experience supporting field-based teams in construction, manufacturing, or similar industrial environments. Excellent interpersonal, communication, and conflict resolution skills. Proven ability to manage multiple priorities and work independently in a fast-paced setting. Proficiency in Microsoft Office Suite and HRIS systems. Strong organizational skills and attention to detail. Ability to travel to job sites and other company locations as needed. HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) is a plus. Confidentiality Responsibility: This position requires handling sensitive employee and company information, including personal data, compensation details, and medical records. The HR Manager must sign and adhere to a Confidentiality Agreement to protect all proprietary and confidential information. Travel Requirements: Willing to travel to other company locations as needed. Physical & Environmental Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 25 pounds at times. May occasionally be exposed to noise, dust, and a variety of substances that are typically associated with a construction site. Environmental Conditions May be exposed to high levels of noise, grease, dust, and a variety of substances that are typically associated with a construction site.

The Human Resources Director for our real estate operations will lead and oversee all human resources functions, ensuring compliance, efficiency, and alignment with company objectives. This role requires a strategic and hands-on leader capable of managing payroll, benefits, employee relations, talent acquisition, and overall workforce management while fostering a positive and productive organizational culture. Key Responsibilities: Talent Management & Recruitment Lead recruiting efforts to attract, hire, and retain top talent across all real estate staff roles. Oversee onboarding processes for new hires and manage offboarding procedures, including exit interviews. Develop and implement strategies for employee development, performance management, and succession planning. Organizational Leadership Partner with senior leadership to align HR initiatives with business goals. Provide guidance and coaching to managers on HR policies, workforce planning, and team development. Payroll, Time & Benefits Administration Oversee accurate and timely payroll processing for all real estate employees. Track and manage employee timesheets, PTO, and leave balances to ensure accuracy and compliance. Manage insurance bids, evaluate options, and implement cost-effective employee benefit programs. Serve as primary point of contact for insurance communications and inquiries. Compliance & Employee Relations Administer FMLA, leaves of absence, and other employee benefits in compliance with federal, state, and local regulations. Address and resolve employee conflicts, grievances, and workplace issues professionally and effectively. Maintain HR policies, procedures, and documentation to ensure legal compliance and best practices. 401(k) Administration and Oversight Manage day-to-day administration of the company's 401(k) retirement plan, ensuring compliance with ERISA, IRS, and DOL regulations. Serve as the primary point of contact for the plan provider, third-party administrators, and auditors. Coordinate enrollment, employee communication, contribution changes, and annual plan notices. Oversee plan reporting, nondiscrimination testing, and timely submission of contributions. Monitor plan performance, fees, and service levels to ensure the plan remains competitive and aligned with organizational objectives Support employees by addressing questions, guiding them through resources, and promoting financial wellness education Annual Performance Reviews Collaborate with managers throughout the annual performance review cycle to ensure consistency, fairness, and alignment with organizational goals Provide training and guidance on performance evaluation processes, documentation standards, and constructive feedback techniques Job Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field A minimum of 5 years of progressive HR experience, including leadership experience In-depth knowledge of payroll, benefits administration, employment law, and HR best practices Strong conflict resolution, communication, and interpersonal skills Proven experience in talent acquisition, employee development, and performance management Preferred Qualifications: Experience in residential real estate Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) Core Competencies: Strategic thinking and problem-solving Leadership and team management Regulatory compliance and risk management Employee engagement and organizational development Salary Range: $110,000 to $135,000 commensurate with experience

Make your application after reading the following skill and qualification requirements for this position. Create, Modernize, Reformulate and Implement the training methodology and programs utilized across the entire park at all levels of the organization. This individual will lead the strategy and implementation of Leadership training and development for all employees across all Carowinds properties and Divisions. This position is a member of the Human Resources Leadership Team and reports directly to the Director of Human Resources. Benefits: * 3 weeks paid vacation (6 sick days, 8 paid holidays) * Several medical coverage options to fit your needs best * 401K match * FREE entry to ALL our parks and water parks! Perks: * Complimentary tickets for friends and family * Discounts on food and park merchandise * Full-time and part-time employee events and gatherings Responsibilities: * Creates content and strategy that supports the development of employees at all levels of their career. * Train instructors and supervisors in techniques and skills for formal and informal training of employees. * Manage training for leadership, peers and committees across company at all levels. * Analyzes training needs ongoing to develop new training programs or modify and improve existing programs. * Evaluates instructor performance and the effectiveness of training programs, providing recommendations for improvement. * Plans, develops, and provides training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops. * Creates and tracks training metrics for both technical and Leadership training in compliance with state and federal law, as well as Six Flags policy and procedures, * Prepares annual training budget for organization . * Partner with divisional leadership and conducts surveys to identify training needs based on feedback from various sources, changes to processes, and other factors including guest service goals. * Develops and organizes training manuals, materials, multimedia visual aids, and other educational materials. * Partners and supports Divisions with ongoing department specific training across the park. * This position actively participates with peers in developing training strategy for all Six Flags parks. * Supervisory responsibility for seasonal /part time t eam. * Supports the Human Resources division in various areas when the need arises. * Manage the operation of the e mployee s tore, ensuring uniform distribution, inventory and employee purchase needs. Qualifications: * Requires 6 to 8 years of current and progressively responsible experience, preferably in a training and organizational development or human resources, preferably in a service and multi-unit industry. * Requires 6 to 8 years of communication, facilitation, and presentation skills. * Bachelor's degree in Organizational Development , Human Resources, Communication, Education or related field. * Related training certifications, active professional memberships, and in-depth experience with the design and delivery of learning programs for technical and soft skills is required . * Organizational development expertise , well rounded knowledge of learning applications and various training tools. * Proven ability to build strong business partnerships and consultative abilities. * Ability to succeed as a member of a cohesive, synergistic Human Resources Team * Strong problem solving, critical thinking and analytical skills. * Effective project management and privatization skills with ability to meet deadlines, while working in a fast-paced culture. xevrcyc * Proficiency in Microsoft Office, LMS and HRIS systems.

Lead the Human Resources function for a new U.S. manufacturing site. Build HR infrastructure from the ground up, align global practices to local regulations and culture, and create a high-performance, people-first workplace. Partner closely with plant leadership to drive workforce planning, talent acquisition, employee relations, learning and development, and total rewards-ensuring operational excellence, audit readiness, and strong community relations. RESPONSIBILITIES • Own the unit workforce plan and annual HR budget; monitor spend across hiring, development, engagement, and rewards. • Stand up end-to-end HR operations for a greenfield site: recruiting, onboarding, performance, learning & development, transfers, exits, and benefits administration. • Partner with site leadership to align HR delivery with production, quality, safety, and growth goals; meet agreed SLAs. • Establish positive employee and labor relations; manage grievances, investigations, and (if applicable) union engagement and wage discussions. • Ensure compliance with local, state, and federal employment laws; support customer, regulatory, and third-party audits. • Localize global policies and HR technology; tailor unit-specific HR strategies with plant leaders. • Build relationships with local authorities, community stakeholders, and external partners such as legal, training, and audit firms. • Track HR metrics and dashboards; coach the HR team for accuracy, timeliness, and service quality. • Champion a customer-centric, performance-driven culture with ongoing feedback and recognition. QUALIFICATIONS • Post-graduate degree in Human Resources or related field. • 7-8+ years of progressive HR experience, including business-partner or unit-lead responsibility. • Broad expertise across workforce planning, talent management, employee relations, engagement, organizational development, compensation and benefits, learning & development, and HR operations. • Proven experience building HR capability in manufacturing or multi-shift environments; greenfield start-up exposure preferred. • Strong compliance orientation; experienced with audits and localizing global HR frameworks. • Effective influencer and collaborator with leadership and cross-functional teams. • Analytical, data-driven, and skilled in judgment, discretion, and problem-solving.

Position: Unifi seeks an experienced labor relations professional to join its growing legal team to provide collective-bargaining and general labor relations guidance and assistance to Unifi's operators and professionals throughout the country. The position is part of the Legal Department and reports directly to the Associate General Counsel, Labor & Employment, but the position will interact frequently with members of the Human Resources and Finance Departments. The position will also collaborate with multiple operational leaders on strategic labor matters. The position must use knowledge, experience, and skills in labor relations to address and resolve highly complex issues in accordance with Unifi's policies and labor relations mission. The position requires excellent analytical skills, written and oral communication skills, and the ability to effectively interface with internal and external stakeholders and clients. Building and maintaining strong professional relationships with union personnel is a must. The Unifi team administers approximately 45 labor agreements covering 12,000 employees across the country for Unifi and its affiliated entities. Responsibilities Lead collective bargaining agreement (CBA) negotiations and develop comprehensive labor strategies that align with business objectives and company strategy. Strategic and thorough preparation for bargaining, including establishing bargaining goals and objectives, and identifying the issues to be covered, the anticipated points of concern, the language goals and parameters, required decision-making authority, and the balance between management rights and employee rights. Contribute to the development of model contract language that can be included in labor agreements. Work independently with local management to ensure that negotiation objectives comply with strategic goals and applicable laws and regulations. Apply advanced understanding of labor relations concepts to pursue Unifi's objectives and long-range strategy during informal negotiations and at the bargaining table. Assist with contract implementation following execution of negotiated agreement and other approved policy changes as necessary. Provide expert policy and contract guidance to Company representatives to ensure local compliance with strategic goals set forth in policies and as achieved through contract negotiations. Interpret, administer, and ensure compliance with highly complex collective bargaining agreements, providing guidance to site leaders and HR professionals on contract provisions, policies, and procedures. Advise Unifi managers and HR professionals on labor relations implications relating to complex individual and company-wide issues and courses of action. Prepare and deliver training to ensure positive employee relations at non-union locations, reinforcing Company values and best practices. Obtain working understanding of commitments made at the bargaining table in the achievement of strategic objectives and incorporate into training materials and compliance analysis. Provide guidance and support to site leaders during periods of potential union organizing, ensuring full compliance with the National Labor Relations Act (NLRA). Manage grievance and arbitration proceedings to ensure resolution and alignment with Company standards and labor agreements. Establish and maintain on-going rapport with union leadership to understand contract application concerns and ensure early resolution when possible. Comprehend union strategic objectives and work with unions to determine possible harmonization into Unifi strategies. Work in a highly collaborative manner with diverse client groups across the Company, external contacts, and members of Unifi management at all levels on various issues. Advise Unifi colleagues on requests for information and other projects and topics. Initiate appropriate action and coordination to resolve significant, escalated, or exceptional policy issues. Promote internal and external organizational teamwork using collaborative problem-solving skills. Provide clear and timely implementation of documents for represented employees that meet the operational needs of the Company. Lead and/or participate on teams to address issues as appropriate. Develop and maintain familiarity with market and HR trends and recommend changes to policies and programs. Work with the HR team and internal/external counsel, assisting in all labor relations activity. Qualifications & Skills 5+ years of labor relations/union experience Advanced knowledge of the Railway Labor Act (RLA) and National Labor Relations Act (NLRA), as well as the principles and techniques of labor negotiations Excellent written and oral communication skills that will be reflected in contract negotiations, contract drafting, management training, responding to union information requests, and union grievances. Advanced understanding of the collective bargaining process and collective bargaining agreement administration, including but not limited to grievance and arbitration, and negotiations. The ability to work independently and with minimal supervision on multiple projects at one time. Must be able to advise, lead, and collaborate with company stakeholders, internal and external attorneys, and union contacts to develop and execute agreements. What We Offer Competitive compensation and benefits package, including 401k matching and flight benefits with Delta Air Lines. Opportunity to play a central role in shaping the labor relations function of a fast-growing, industry-leading aviation services company. Collaborative and mission-driven corporate culture.

Russell Tobin & Associates is currently seeking a HR Administrator, 3+ Months Contract role for one of our Fortune 500 clients, for McDonough, GA. Apply today for immediate consideration. HR Administrator Contract Duration: 3+ months with potential extension Pay rate: $25-27.00/hr on w2 Job Summary: Job description: The HR Administrator provides day-to-day administrative support to the HR department and assists in implementing HR processes and policies. This role ensures accurate employee data management, supports recruitment, onboarding, and compliance activities, and provides excellent service to employees and leaders. Key Responsibilities: Maintain and update employee records in HR systems, ensuring accuracy and confidentiality. Support the recruitment process, including posting jobs, scheduling interviews, and coordinating background checks. Assist with new-hire onboarding, orientation sessions, and offboarding activities. Prepare HR documentation such as employment contracts, letters, and reports. Track employee attendance, leave requests, and time-off balances; ensure compliance with policies. Support performance management and employee engagement activities. Coordinate training sessions, HR events, and internal communications. Assist with benefits administration, open enrollment, and employee inquiries. Maintain compliance with federal, state, and local employment laws and company policies. Generate HR metrics and reports for audits and leadership reviews. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 2+ years of HR administrative or generalist experience preferred. Working knowledge of HRIS systems (e.g., SAP, UKG, Workday, or similar). Strong organizational skills, attention to detail, and ability to handle confidential information. Excellent communication and interpersonal skills. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook). Russell Tobin offers eligible employees comprehensive healthcare coverage (medical, dental, and vision plans), supplemental coverage (accident insurance, critical illness insurance and hospital indemnity), a 401(k)-retirement savings, life & disability insurance, an employee assistance program, identity theft protection, legal support, auto and home insurance, pet insurance, and employee discounts with some preferred vendors.

Smith Drug Company has been serving community independent pharmacies since 1944, building on traditions and values established over 60 years ago. Dedicated to understanding the unique challenges faced by community pharmacists and hospital pharmacists alike, Smith Drug Company provides exceptional service and customized solutions. With expertise in distribution and a focus on customer flexibility, the company continues to deliver added value and meet its clients' evolving needs. At Smith Drug Company, doing business means being part of a team that cares deeply about its customers and the communities they serve. Role Description This is a full-time, on-site Human Resources Generalist role in Spartanburg, SC. As a Human Resources Generalist, you will be responsible for implementing HR policies, managing employee relations, administering benefits programs, and supporting various HR functions. Additionally, you will handle recruitment and onboarding, ensure compliance with labor laws and organizational policies, and promote a positive workplace culture. Qualifications Responsible for Talent Acquisition and Recruitment processes Responsible for Onboarding New Hires Responsible for tracking FMLA Responsible for Workers' Comp Reporting Responds to employee inquiries, issues, and problems relating to compensation, benefits, leaves of absence, and ensures timely and appropriate action Responsible for the Random Drug Test Program Responsible for Yearly background check reporting Responsible for Smith Events & Smith Gives Back Events Assist VP with Performance Plans and Job Descriptions Assist VP with training recommendations for staff development Perform other duties as assigned. Requirements A Bachelor's Degree in Human Resources or SPHR certification Minimum of two years' previous experience in HR Intermediate Microsoft Excel skills. Strong verbal and written communication skills.

SUMMARY/OBJECTIVE A HR professional to provide strategic and comprehensive HR generalist support, reporting directly to the HR Manager. This role is responsible for supporting key HR functions such as performance management, benefits compliance, employee relations, and HR systems administration. While not directly responsible for leading talent acquisition, the Senior HR Generalist will collaborate with the recruiter as needed and may assist with recruiting-related tasks during periods of low HR activity. The position plays a critical role in aligning HR practices with the organization's strategic goals and ensuring consistent, compliant, and effective HR operations. ESSENTIAL FUNCTIONS Support Strategic HR Initiatives: Act as a key partner to the HR Manager in executing company-wide HR strategies, policies, and programs aligned with business goals in the retail construction services space. Employee Relations & Engagement: Serve as a primary contact for employee relations issues, providing guidance, conflict resolution, and promoting a positive work environment across field and corporate teams. Recruitment Oversight & Support: Provide direction and mentorship to the Recruiter Coordinator, assisting with sourcing strategies, candidate evaluation, and troubleshooting recruitment challenges for both field and corporate roles. Onboarding & Offboarding: Manage and continuously improve onboarding and offboarding processes to ensure smooth and compliant experience for new hires and exiting employees. Compliance & Recordkeeping: Ensure HR practices comply with federal, state, and local employment laws. Maintain accurate employee records, I-9s, and other documentation in accordance with company policy. Benefits & Leave Administration: Support benefits enrollment, employee inquiries, and leave management (FMLA, ADA, etc.), working closely with third-party providers and internal stakeholders. HR Reporting & Metrics: Prepare and analyze HR reports (e.g., turnover, headcount, recruitment metrics) to support data-driven decision-making and strategic planning. Provide HR generalist support in employee relations, performance management, policy interpretation, and compliance Collaborate with HR Manager and leadership on employee engagement, workforce planning, and organizational development. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices. Handles HRIS (UKG) troubleshooting. Support and build an improved platform when necessary. Maintains knowledge of trends, best practices, regulatory changes, and new technology in human resources, benefits, and compliance. Assists in performing plan audits including 401K audits, etcetc. Perform analysis on the data. Prepare presentations. *** This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required for this job, but more of a general nature. Employees may be asked to perform duties not listed as required by business needs. Duties, responsibilities and activities may change at any time with or without notice*** Salary Range: $80 - $82k annually WORKING ENVIRONMENT The work environment is consistent with a professional office setting. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. Office environment with moderate noise from equipment and pedestrian traffic. Occasional extended hours may be required during peak hiring periods, special projects or events. May involve moderate travel for recruitment events, job fairs. COMPETENCIES · Excellent organizational skills and attention to detail. · Build partnerships with hiring managers and leadership to understand workforce needs. · Strong communication skills; written and verbal. · Excellent time management skills with a proven ability to meet deadlines. · Strong analytical and problem-solving skills. · Ability to prioritize tasks and to delegate them when appropriate. · Ability to act with integrity, professionalism, and confidentiality. · Thorough knowledge of benefits and employment-related laws and regulations. · Proficient with Microsoft Office Suite or related software. · Proficiency with or the ability to quickly learn the organization's HRIS system. · Knowledge of all pertinent federal and state regulations, filing and compliance requirements, both adopted and pending, affecting employee benefits programs, including the ACA, ERISA, COBRA, FMLA, ADA, and DOL requirements. · Effective planning and priority setting. Ability to manage several complex projects simultaneously while working under pressure to meet deadlines. · Promote and can recognize and respect cultural differences within the organization. SUPERVISORY RESPONSIBILITIES · Offer direct supervision to one member of HR department, which includes coaching, HR guidance and mentoring within the scope of TA and HR. DIRECT REPORTS · Yes QUALIFICATIONS REQUIRED EXPERIENCE · Experience working on fast paced, dynamic environments, with the ability to manage multiple priorities and projects simultaneously. PREFERRED EXPERIENCE · Proficiency in HRIS systems, applicant tracking systems (ATS) and Microsoft Office Suite REQUIRED EDUCATION · Bachelor's degree in human resources, or some college plus 5-6 years of relevant experience. within HR. · High school diploma required plus 5-6 years progressive experience in Talent and Human Resources PREFERRED EDUCATION · ·Master's degree in human resources, or similar. ADDITIONAL ELIGIBILITY QUALIFICATIONS · N/A

Welcome to Warner Bros. Discovery… the stuff dreams are made of. Who We Are… When we say, “the stuff dreams are made of,” we're not just referring to the world of wizards, dragons and superheroes, or even to the wonders of Planet Earth. Behind WBD's vast portfolio of iconic content and beloved brands, are the storytellers bringing our characters to life, the creators bringing them to your living rooms and the dreamers creating what's next… From brilliant creatives, to technology trailblazers, across the globe, WBD offers career defining opportunities, thoughtfully curated benefits, and the tools to explore and grow into your best selves. Here you are supported, here you are celebrated, here you can thrive. Your New Role The Director, Legal, Employment role will serve as a key member of the corporate Employment Legal team supporting the Company's News & Sports business divisions. This role will be advising the Company's management, human resources (People & Culture) and talent negotiations business partners on all employment-related legal matters within News & Sports; overseeing and collaborating with talent business executives, paralegals and other administrative staff on the drafting and advising on employment and talent contracts within News & Sports; and representing the Company on employment litigation matters in partnership with outside counsel and internal litigation counsel when required. Your Role Accountabilities Advise management, People & Culture (P&C), and talent business partners on employment law issues, including restructurings, performance management, policies and procedures interpretation, worker classification, accommodations, wage‑and‑hour, discrimination, harassment and retaliation Oversee and collaborate with the senior employment paralegal role in the drafting and advising of employment and talent contracts for News & Sports Represent the Company on employment litigation matters in partnership with outside counsel and other Company counsel Support and advise on internal investigations of employment‑related and other types of complaints Qualifications & Experience JD from an accredited law school. Admission to Georgia or New York State Bar in good standing; or willingness and qualification to be Registered In‑House Counsel in New York Minimum 8+ years of experience advising on employment law matters, drafting and advising on employment and talent agreements and handling employment litigation cases (both in‑house and at a law firm) Experience in the entertainment industry and within a high‑speed news environment preferred Strong legal knowledge and skills as well as superior critical thinking, analytical, negotiating, drafting, and problem‑solving skills Ability to explain legal concepts, build consensus, think creatively and productively collaborate with stakeholders and clients to address business needs Self‑starter, highly motivated, and able and willing to prioritize work and to effectively address urgent requests from executives and other legal counsel Additional Information On June 9, 2025, Warner Bros. Discovery announced plans to separate into two publicly traded companies, Warner Bros. and Discovery Global, with an expected completion in mid‑2026. For more details, including leadership appointments and information on individual brands, visit our newsroom here ******************************************************************************************************************* Although you will be hired by Warner Bros. Discovery, upon the planned separation in 2026, your employment likely will transition to Discovery Global. During this period of transformation, you'll have an exciting opportunity to lay the foundation at one of the world's premier entertainment brands. How We Get Things Done… This last bit is probably the most important! Here at WBD, our guiding principles are the core values by which we operate and are central to how we get things done. You can find them at ******************************* along with some insights from the team on what they mean and how they show up in their day to day. We hope they resonate with you and look forward to discussing them during your interview. Championing Inclusion at WBD Warner Bros. Discovery embraces the opportunity to build a workforce that reflects a wide array of perspectives, backgrounds and experiences. Being an equal opportunity employer means that we take seriously our responsibility to consider qualified candidates on the basis of merit, without regard to race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, mental or physical disability, and genetic information, marital status, citizenship status, military status, protected veteran status or any other category protected by law. If you're a qualified candidate with a disability and you require adjustments or accommodations during the job application and/or recruitment process, visit our accessibility page *********************************************** for instructions to submit your request. In compliance with local law, we are disclosing the compensation, or a range thereof, for roles in locations where legally required. Actual salaries will vary based on several factors, including but not limited to external market data, internal equity, location, skill set, experience, and/or performance. Base pay is just one component of Warner Bros. Discovery's total compensation package for employees. Pay Range: $154,070.00 - $286,130.00 salary per year. Other rewards may include annual bonuses, short‑ and long‑term incentives, and program‑specific awards. In addition, Warner Bros. Discovery provides a variety of benefits to employees, including health insurance coverage, an employee wellness program, life and disability insurance, a retirement savings plan, paid holidays and sick time and vacation. #J-18808-Ljbffr

This is a hands-on HR role supporting field, shop, and office employees. The HR Manager oversees hiring, onboarding, benefits administration in Employee Navigator, ADP employee setup, employee records, employee relations, and works closely with supervisors to support communication and documentation. This role also manages workers' compensation decisions and coordinates return-to-work plans. This is an on-site position based in Spartanburg. Key Responsibilities • Recruit, interview, and onboard field, shop, and office employees. • Set up and maintain employee records in Employee Navigator and ADP. • Coordinate benefit enrollments (Medical, Dental, Vision, Disability, Life, 401(k)/Roth). • Maintain accurate employee files and ensure required documentation is completed. • Support supervisors with coaching documentation and communication follow-through. • Review and verify payroll-related inputs for accuracy; accounting performs payroll processing and job costing. • Coordinate workers' compensation claims and return-to-work processes. • Support employee morale through regular appreciation and engagement efforts. • Work with leadership to strengthen communication and alignment across the team. Qualifications • Bachelor's degree required. • Minimum 2 years HR experience required; 5+ years preferred. • Experience in manufacturing or construction strongly preferred. • Relevant military leadership experience may be considered. • Comfortable working directly with field, shop, and leadership teams. • Strong communication and follow-through abilities. • Desire to learn, improve, and adapt - recognizing that not everything is black and white. Culture & Work Style Expectations We work as a team here. Humility, ownership, problem-solving, accountability, and a willingness to learn matter. We avoid drama and excuses. We try to get better every day and support each other in that effort.

Getronics is a global leader in technology solutions with a team of over 4,000 colleagues in 22 centres, providing comprehensive end-to-end services across the globe. Our mission is to deliver and continually evolve reliable IT services and solutions to empower organisations to maximise their business potential. We have an exciting opportunity for a HR Administrator to join our team in the US! What we can give you: Full time working week with flexible working options, giving you that much needed work/life balance 15 days holiday plus statutory bank holidays Hybrid working between home and Atlanta office Full training provided as part of robust induction process, including opportunities for continual development with our NorthStar online learning platform which has over 80,000 courses available Employee Referral Scheme Flexible benefits package that aims to offer something for everyone GetVibes - our active listening program enabling us to connect and listen to feedback from all colleagues, as a business we then work together to devise action plans to continually improve and develop Getronics! Healthcare Insurance, Dental & Vision Insurance and 401K Insurance through the Employer's provider Global Recognition Program - 40+ awards were made last year under our RecogniseMe scheme Role Purpose: The HR Administrator will provide day-to-day HR support across the employee lifecycle and serve as the primary point of contact for US employees for HR-related questions. A key part of this role will be managing the payroll process in coordination with our external payroll provider to ensure accurate, timely, and compliant pay cycles. This position is ideal for someone who is detail-oriented, highly organized, service-minded, and comfortable working in a fast-moving global environment. What to expect: HR Administration Support the full employee lifecycle (onboarding, job changes, promotions, offboarding). Prepare employment documents: offer letters, contracts, policy acknowledgements, etc. Maintain employee records and ensure data accuracy. Respond to employee inquiries related to benefits, policies, PTO, and HR processes. Ensure compliance with federal, state, and local labor regulations. Support annual processes such as performance reviews and benefits enrolment. Payroll Administration (with external provider) Serve as the main US payroll contact and coordinate all payroll inputs. Verify timesheets, overtime, PTO balances, commissions, and deductions. Review and validate payroll reports from external provider before final approval. Ensure payroll changes (hires, terminations, compensation updates) are processed correctly. Manage year-end payroll processes (W-2s, audits, corrections). Collaborate with Finance to reconcile payroll costs and provide monthly reporting. Benefits & Compliance Coordinate benefits administration (medical, dental, vision, life, disability, 401k, etc.). Manage employee leave processes (FMLA, disability, workers' comp). Support policy updates and ensure US HR documentation is compliant. Assist with mandatory reporting and audits. Employee Support & Engagement Act as first-line HR contact for US employees and managers. Support HR initiatives, engagement activities, and culture-building efforts. Collaborate with global HR colleagues to ensure alignment across regions What we expect from you: 3-5 years' experience in HR administration or HR generalist role. Hands-on experience coordinating US payroll with a third-party provider (Paycor) Strong understanding of US employment laws and payroll compliance. High attention to detail and strong organizational skills Ability to handle confidential information with integrity Excellent communication and interpersonal skills. Experience in a global organization. Experience supporting benefits administration (Open Enrolment, vendor liaison). If you think you have 75% or even 90% of what we are looking for and know you are capable of the responsibilities and duties at hand, we encourage you to apply! Not all applicants require 100% of what we expect. This will prove you are willing to develop, curious to learn and grow professionally and personally. What to do next: If this ticks your boxes, and you are looking for a new and exciting opportunity, then please apply below with a copy of your CV and your contact details. We would appreciate a short message as to why you are interested in the position and Getronics! If you would like to ask any questions regarding our vacancies, Getronics as a business, or anything else, please don't hesitate to get in touch. The Talent Acquisition team will be available on 0141 814 1055 or alternatively, email into ************************* We are committed to equal opportunities for all staff and applications from individuals are encouraged, regardless of age, disability, gender, sexual orientation, race, religion, or belief, relationship status, and families.

Acuity Inc. (NYSE: AYI) is a market-leading industrial technology company. We use technology to solve problems in spaces, light and more things to come. Through our two business segments, Acuity Brands Lighting (ABL) and Acuity Intelligent Spaces (AIS), we design, manufacture, and bring to market products and services that make a valuable difference in people's lives. We achieve growth through the development of innovative new products and services, including lighting, lighting controls, building management solutions, and an audio, video and control platform. We focus on customer outcomes and drive growth and productivity to increase market share and deliver superior returns. We look to aggressively deploy capital to grow the business and to enter attractive new verticals. Acuity Inc. is based in Atlanta, Georgia, with operations across North America, Europe and Asia. The Company is powered by approximately 13,000 dedicated and talented associates. Visit us at ****************** Work location: * This position requires on-site presence in Atlanta or Chicago, following a hybrid work model Job Summary We are seeking a Director, Human Resources Business Partner (HRBP) to support our Supply Chain organization, with a focus on Distribution and Sourcing functions. Reporting to the Vice President of Human Resources, this role will serve as a trusted advisor to supply chain leaders, providing strategic HR partnership while also ensuring effective execution of people programs across a large, complex, and distributed workforce. The Director HRBP will bring deep labor relations expertise and a strong track record in hourly workforce development, ensuring that our distribution centers and sourcing teams have the talent, culture, and organizational effectiveness needed to deliver on business goals. This leader will manage and develop a Senior HR Manager who supports day-to-day HR needs, while personally driving talent strategies, workforce planning, and leadership capability. This is a hybrid role and candidates must be based in the Atlanta or Chicago market. Key Tasks & Responsibilities (Essential Functions) Strategic HR Partnership * Partner with senior supply chain leaders to align people strategy with business objectives in Distribution and Sourcing * Provide insights on workforce trends, labor dynamics, and organizational effectiveness to influence decision-making * Lead organizational design initiatives to optimize structures, roles, and capabilities for scale and efficiency Labor & Associate Relations (in partnership with ARLR COE) * Collaborate with the Associate & Labor Relations COE to shape and execute labor strategies, ensuring alignment with business needs * Influence leaders on employee relations approaches, escalation protocols, and proactive labor risk management * Build manager capability in handling employee relations and fostering a positive workplace culture Hourly Workforce Development * Drive initiatives to attract, retain, and develop hourly talent across distribution centers and sourcing functions * Partner with leaders to design career pathways, training programs, and engagement strategies tailored to frontline employees * Champion Workplace culture and engagement programs Talent & Leadership Development * Lead workforce planning, succession planning, and talent reviews for supply chain functions * Coach and leaders to build leadership capability and manager effectiveness to create a high-performance culture * Partner with HR Centers of Expertise (COEs) to deliver enterprise programs (performance management, talent strategies, total rewards, manager effectiveness, and associate development) in a way that is relevant to supply chain needs Team Leadership * Manage and develop a Senior HR Manager, ensuring strong execution of day-to-day HR support * Provide mentorship, guidance, and career development opportunities to build HR team capability Skills and Minimum Experience Required Qualifications: * Bachelor's degree required; advanced degree or HR certification preferred * Located in the Atlanta or Chicago area * 10+ years of progressive HR experience, with at least 5 years in a business partner or HR leadership role supporting supply chain, manufacturing, or distribution * Proven labor relations expertise, including union negotiations, associate relations, and compliance * Experience designing and executing hourly workforce development programs * Strong organizational design, workforce planning, and change management skills * Demonstrated ability to influence and coach leaders at multiple levels * Financial and business acumen with the ability to connect people strategy to operational outcomes * Excellent communication, relationship-building, and data-driven decision-making skills * Proficiency in Microsoft Office Suite and HRIS systems * This role will travel >20-30% The range for this position is 135,000 to 240,000. Placement within this range may vary, depending on the applicant's experience and geographic location. Acuity offers generous benefits including health care, dental coverage, vision plans, 401K benefits, and commissions/incentive compensation depending on the role. For a list of our benefits, click here. We value diversity and are an equal opportunity employer. All qualified applicants will be considered for employment without regards to race, color, age, gender, sexual orientation, gender identity and expression, ethnicity or national origin, disability, pregnancy, religion, covered veteran status, protected genetic information, or any other characteristic protected by law. Please click here and here for more information. Accommodation for Applicants with Disabilities: As an equal opportunity employer, Acuity Inc. is committed to providing reasonable accommodations in its application process for qualified individuals with disabilities and disabled veterans. If you have difficulty using our online system due to a disability and need an accommodation, you may contact us at **************, select option 4. Please clearly indicate what type of accommodation you are requesting and for what requisition. Any unsolicited resumes sent to Acuity Inc. from a third party, such as an Agency recruiter, including unsolicited resumes sent to an Acuity Inc. mailing address, fax machine or email address, directly to Acuity Inc. employees, or to Acuity Inc. resume database will be considered Acuity Inc. property. Acuity Inc. will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume. Acuity Inc. will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. This includes any Agency that is an approved/engaged vendor, but does not have the appropriate approvals to be engaged on a search. E-Verify Participation Poster e-verify.gov eeoc.gov Nearest Major Market: Atlanta Job Segment: HR Manager, Human Resources Director, Supply Chain, Employee Relations, Labor Relations, Human Resources, Operations

is responsible for overseeing the operation of the department of Human Resources. * Manages, directs, plans, and coordinates the operations of the Human Resources department; develops and implements comprehensive HR strategies that align with CCG's overall business objectives. Provide strategic direction and leadership to the HR department, ensuring that all HR initiatives support CCG's mission and goals. * Oversee the recruitment, selection, and onboarding processes to attract and retain top talent. Develop and implement effective talent management strategies, including succession planning, career development, and performance management programs. * Foster a positive and inclusive work environment by promoting open communication, employee engagement, and conflict resolution. Address employee concerns and grievances promptly and effectively, ensuring compliance with company policies and legal requirements. Develop and implement programs and policies that promote a diverse and inclusive workplace. Serve as secretary and liaison to various personnel, employee, and retiree boards and committees. * Design and manage competitive compensation and benefits programs that attract and retain employees. Conduct regular market analysis to ensure the City's compensation and benefits packages remain competitive and aligned with industry standards. Administers employee compensation and classification pay plan; develops recommendations for the Council; reviews and approves all promotions and changes in salary. * Develop and implement comprehensive training and development programs to enhance employee skills and competencies. Ensure employee access to ongoing professional development opportunities. * Oversee the administration of vehicle liability, general liability, and workers' compensation programs. Ensure compliance with all federal, state, and local employment laws and regulations. Develop and implement policies and procedures to mitigate risks and ensure a safe and compliant work environment. * Develop and maintain HR metrics and reporting systems to track key performance indicators and measure the effectiveness of HR initiatives. Provide regular reports to senior management on HR-related metrics and trends. * Assist with the implementation and management of HR technology systems, including HRIS, applicant tracking systems, and performance management software. Maintain official personnel files for all employees. Develop and manage the HR department's budget, ensuring that all HR initiatives are cost-effective and aligned with CCG's financial goals. * Performs other job-related duties as assigned. To find out more about the position click the link: *********************************************************************************** * Knowledge of federal and state employment laws. * Knowledge of management and supervisory techniques. * Knowledge of human resources principles and practices, benefits, training and development, and performance management. * Knowledge of office administration practices and procedures, such as letter writing and the operation of standard office equipment, including computers, HRIS, applicant tracking systems, and performance management software. * Skill in negotiating, mediating, and brokering compromises. * Skill in analysis and decision-making. * Skill in investigating and evaluating complex issues. * Skill in using computers and various software programs. * Skill in organizing work, setting priorities, meeting critical deadlines, and following up on assignments. * Skill in interpersonal relations. * Skill in oral and written communication, including presentations and public speaking. A bachelor's degree in Human Resources Management, Business Administration, Public Administration, or a related field is required. A master's degree is highly preferred, along with five to seven years of executive management experience as the administrative head or assistant administrative head of a city or county human resources department, or equivalent experience in other government, private business, or organizations of similar size or scope. Human resources knowledge and experience must be sufficient to fully understand the diverse goals and functions of the various subunits, enabling effective direction and coordination of work within the human resources department. Membership and involvement in professional human resources organizations, such as IPMA (International Public Management Association for Human Resources) or SHRM (Society for Human Resource Management), would be a plus. Professional certifications, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, demonstrate a commitment to ongoing professional development. The work is typically performed while sitting at a desk or table. The employee must occasionally lift light objects. Additionally, the following physical abilities are required: * Balancing - maintain equilibrium to prevent falling while walking, standing, or crouching. * Feeling - perceiving attributes of objects by touch with skin, fingertips. * Handling - picking, holding, or working with whole hand. * Hearing 1 - perceiving sounds at normal speaking levels, receive information. * Hearing 2 - receive detailed information, make discrimination in sound. * Kneeling - bending legs at knee to come to rest at knees. * Lifting - raising objects from lower to higher position, moving objects side to side, using upper extremities, back. * Manual Dexterity - picking, pinching, typing, working with fingers rather than hand. * Mental Acuity - ability to make rational decisions through sound logic, deductive reasoning. * Reaching - extending hands or arms in any direction. * Repetitive Motion - substantial movements of wrists, hands, fingers. * Speaking - expressing ideas with spoken word, convey detailed, important instructions accurately, concisely. * Standing - for sustained periods of time. * Talking 1- expressing ideas by spoken word. * Talking 2 - shouting to be heard above ambient noise. * Visual Acuity 1 - prepare, analyze data, transcribing, computer terminal, extensive reading. * Visual Acuity 2 - color, depth perception, field of vision. * Visual Acuity 3 - determine accuracy, neatness, observe facilities/structures. * Walking - on foot to accomplish tasks, long distances, or site to site.

WHO WE ARE At KNAPP (pronounced K-NAP, not Nap!), we “Make Complexity Simple” by offering intelligent solutions for digitizing and automating everything from production and distribution to the last mile and stores. We are the customer's value tech chain partner, which means partnering with the customer to create the most value within each link in their supply chain. Leveraging the latest software, AI and Robotics technology, we continue to disrupt the logistics automation industry for the world's industry leaders in grocery, healthcare, retail, e-commerce, apparel & manufacturing. We are a global company with our US headquarters located just North of Atlanta in Kennesaw, GA. KNAPP specializes in automated solutions for both WMS (Warehouse Management Systems) and WCS (Warehouse Control Systems) for B2B (Business to Business) and B2C (Business to Consumer) customers. We are a growing company of over 7,200 employees worldwide and in over 50 countries that is privately held, with 7% of our revenue reinvested in R&D, ensuring a strong and vibrant future! Join us and see how you can help change the world! For more information, visit *************** WHAT YOU GET TO DO The Director HR Operations serves as a key strategic leader within the HR function, responsible for driving operational excellence while aligning HR processes with KNAPP's global and regional business objectives. This role oversees core HR operations-including payroll, compensation and benefits, HRIS administration, and onboarding-while shaping long-term strategies that enhance workforce experience, compliance, and organizational performance. The Director will act as a trusted advisor to senior leadership and play a pivotal role in guiding and developing the HR Operations team to deliver scalable, innovative solutions. Essential Functions and Responsibilities: To perform this job successfully, the individual must be able to perform the following satisfactorily; other duties may be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Strategic Leadership Develop and execute a comprehensive HR operations strategy that supports KNAPP's growth and transformation goals. Partner with VP HR and business leaders to align operational priorities with organizational objectives. Drive digital transformation initiatives within HR operations, leveraging technology for efficiency, scalability, and data-driven decision-making. Operational Excellence Oversee payroll operations ensuring accuracy, timeliness, and compliance across multiple jurisdictions. Design and manage competitive compensation and benefits programs that attract and retain top talent. Ensure robust HRIS governance, reporting, and analytics to enable workforce insights and predictive modeling. Oversee onboarding ensuring a robust and positive experience for new employees. Compliance and Risk Management Lead the maintenance of compliance with global, federal, and state employment laws, regulations, and internal policies. Implement risk mitigation strategies and internal controls for HR processes. Respond to audits or other compliance requirements/requests. Team Development and Leadership Build, mentor, and develop a high-performing HR Operations team, fostering a culture of accountability, collaboration, and continuous improvement. Establish clear performance metrics and career development pathways for team members. Process Innovation Lead continuous improvement initiatives to streamline HR processes and enhance employee experience. Champion automation and self-service solutions to improve efficiency and scalability. Stakeholder Engagement Serve as a key liaison between HR Operations and other business units, ensuring seamless integration of HR services. Provide strategic guidance and operational insights to executive leadership. Perform all other duties as assigned WHAT YOU HAVE Bachelor's degree in HR, Business Administration, or related field; Master's degree a plus. 8+ years of progressive HR experience, including 3+ years in a senior leadership role. Proven expertise in payroll, compensation, benefits, HRIS systems, and onboarding within a global or multi-site organization. Certifications such as CCP, CEBS, or CPP highly preferred. SHRM-SCP/CP or SPHR/PHR a plus. Experience with multi-state payroll required, experience with CA highly preferred, experience with Canada and Mexico a big plus. Experience as an HR Generalist and/or Talent Acquisition Specialist a plus. Strong strategic thinking, analytical, and project management skills. Demonstrated ability to lead and develop teams in a fast-paced, evolving environment. Experience with HR technology platforms required. Experience with ADP WFN and/or SAP SuccessFactors highly preferred. Exceptional communication and influencing skills with the ability to engage stakeholders at all levels. Working Conditions and Environment: Authorization to work in the U.S. Passport or ability to obtain passport Professional office etiquette is required at all times Travel up to 10% required Physical requirements: sitting for long periods of time, standing, walking, climbing a ladder, speaking, visual acuity, finger dexterity, listening, reaching at arm's length, and lifting up to 30 pounds WHAT YOU WILL GET 2 remote days per week Half day Fridays A beautiful new, state-of-the-art, office complex in Kennesaw, GA Industry competitive compensation Great benefits with better than average employer contributions, including health, dental, vision, life insurance, Flexible Spending Accounts, Short & Long Term Disability and more! 401k with a very generous employer match and no vesting! Paid Vacation & Holidays Profit Sharing Paid Parental Leave Subsidized Daycare Tuition Reimbursement Pet Insurance Subsidized food delivery Monthly celebrations Quarterly employee events Corporate Social Responsibility including recycling, sustainability and volunteering KNAPP is an equal opportunity employer. We are committed to a work environment that supports, inspires, and respects all individuals without discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, age, national origin, veteran, disability status or any other basis protected by law. Due to the safety-sensitive nature of this position, strict adherence to KNAPP's drug-free workplace policy is required. All candidates will be subject to drug-screening in accordance with the policy and will be expected to remain drug-free during their employment. There will be no exception if recreational or medical use of marijuana is permitted in the location of employment and/or residence or if use of marijuana is only during “off-hours.”

The Director of HR Operations & Transformation is a senior HR leader responsible for modernizing and scaling people operations to deliver seamless employee experiences, operational excellence, and business impact. This role oversees HR Technology (including but not limited to workforce management, recruiting, HCM, and talent systems), Payroll, HR Reporting & Analytics, and HR Operations' service delivery. The Director will set the transformation roadmap, drive process innovation, and ensure compliance, while leading a high-performing team that supports both current and future organizational needs. What You'll Do: HR Operations & Service Delivery Provide strategic direction and daily oversight of Payroll, HR Technology, HR Reporting & Analytics, and HR Operations (shared services). Ensure accurate, timely, and compliant payroll processing across multiple jurisdictions. Deliver consistent, people-centered HR service through Tier 1 employee support, policy guidance, and routine HR transactions. Standardize HR policies, workflows, and SLAs to ensure efficiency and accountability. Establish and track KPIs/SLAs to measure service delivery, quality, and employee experience. Transformation & Continuous Improvement: Lead strategic HR transformation initiatives, including process redesign, technology enablement, and service model modernization. Drive ongoing initiatives such as workforce management system implementation and optimization of Workday HCM. Champion automation, digitization, and self-service solutions to improve scalability and employee empowerment. Apply continuous improvement methodologies to streamline workflows and elevate HR service delivery. Lead change management efforts, including stakeholder engagement, communications, training, and adoption strategies. HR Technology & Data Analytics: Own the HR technology ecosystem, ensuring systems are optimized, integrated, and aligned with business needs. Safeguard HR data integrity, security, and governance; ensure compliance with internal and external standards and requirements. Deliver actionable workforce analytics and dashboards to enable data-driven decision-making. Partner with business partners (including but not limited to; IT, Accounting, and Operations) to integrate HR data with enterprise systems for end-to-end insights and planning. Compliance & Risk Management: In partnership with the HR Compliance Manager, ensure HR and payroll operations comply with all labor laws, tax regulations, and internal controls. Proactively identify and mitigate operational and compliance risks; maintain documentation, reporting, and governance standards. Leadership & Collaboration: Build, lead, and develop a collaborative, high-performing team focused on accountability, service excellence, and innovation. Partner with HR COEs, HRBPs, and business leaders to align HR operations and technology solutions with organizational strategy. Serve as a trusted advisor to HR leadership and stakeholders on operational performance, transformation progress, and compliance risks. What We're Looking For: Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 10+ years of progressive HR leadership, with depth in HR operations, payroll, HR technology, and transformation. Proven success leading HR transformation initiatives (systems, process, shared services optimization). Expertise with HR technologies and platforms (Workday preferred; ADP, UKG, or similar a plus). Strong analytical skills, with ability to translate HR data into actionable business insights. Skilled in strategic planning, program management, operational excellence, change leadership, and cross-functional collaboration. Exceptional communication, stakeholder management, and leadership capabilities. Success Profile The successful candidate will be: A strategic operator who balances efficiency with employee experience, aligning HR operations to business goals. A change leader who drives transformation and brings stakeholders along with clarity and confidence. A data-driven thinker who leverages insights to influence HR and business outcomes. A service-minded leader who builds trust, develops talent, and fosters a culture of accountability, respect, and continuous improvement. Fueled by Growth, Driven by You At RaceTrac, our people make the difference. Whether you're working in a store, at our corporate office, or on the road, you'll be part of a team that brings energy, innovation, and a passion for serving others every day. We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there's always a new challenge to take on and a new path to pursue. Join us and discover how far your career can go. To see what #LifeatRaceTrac is like, visit our LinkedIn, Facebook, and Instagram pages. All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations. Responsibilities: HR Operations & Service Delivery Provide strategic direction and daily oversight of Payroll, HR Technology, HR Reporting & Analytics, and HR Operations (shared services). Ensure accurate, timely, and compliant payroll processing across multiple jurisdictions. Deliver consistent, people-centered HR service through Tier 1 employee support, policy guidance, and routine HR transactions. Standardize HR policies, workflows, and SLAs to ensure efficiency and accountability. Establish and track KPIs/SLAs to measure service delivery, quality, and employee experience. Transformation & Continuous Improvement Lead strategic HR transformation initiatives, including process redesign, technology enablement, and service model modernization. Drive ongoing initiatives such as workforce management system implementation and optimization of Workday HCM. Champion automation, digitization, and self-service solutions to improve scalability and employee empowerment. Apply continuous improvement methodologies to streamline workflows and elevate HR service delivery. Lead change management efforts, including stakeholder engagement, communications, training, and adoption strategies. HR Technology & Data Analytics Own the HR technology ecosystem, ensuring systems are optimized, integrated, and aligned with business needs. Safeguard HR data integrity, security, and governance; ensure compliance with internal and external standards and requirements. Deliver actionable workforce analytics and dashboards to enable data-driven decision-making. Partner with business partners (including but not limited to; IT, Accounting, and Operations) to integrate HR data with enterprise systems for end-to-end insights and planning. Compliance & Risk Management In partnership with the HR Compliance Manager, ensure HR and payroll operations comply with all labor laws, tax regulations, and internal controls. Proactively identify and mitigate operational and compliance risks; maintain documentation, reporting, and governance standards. Leadership & Collaboration Build, lead, and develop a collaborative, high-performing team focused on accountability, service excellence, and innovation. Partner with HR COEs, HRBPs, and business leaders to align HR operations and technology solutions with organizational strategy. Serve as a trusted advisor to HR leadership and stakeholders on operational performance, transformation progress, and compliance risks. Qualifications: Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 10+ years of progressive HR leadership, with depth in HR operations, payroll, HR technology, and transformation. Proven success leading HR transformation initiatives (systems, process, shared services optimization). Expertise with HR technologies and platforms (Workday preferred; ADP, UKG, or similar a plus). Strong analytical skills, with ability to translate HR data into actionable business insights. Skilled in strategic planning, program management, operational excellence, change leadership, and cross-functional collaboration. Exceptional communication, stakeholder management, and leadership capabilities. Success Profile The successful candidate will be: A strategic operator who balances efficiency with employee experience, aligning HR operations to business goals. A change leader who drives transformation and brings stakeholders along with clarity and confidence. A data-driven thinker who leverages insights to influence HR and business outcomes. A service-minded leader who builds trust, develops talent, and fosters a culture of accountability, respect, and continuous improvement. All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

Job Description Innovative Outsourcing is excited to partner with a top-tier, growth-focused financial services firm on a search for their next Chief Human Resources Officer (CHRO). Headquartered in the Atlanta area, with over 50 locations and a national footprint, the firm is a multi-generational industry leader built on principles of client and team-centric leadership. They are experiencing rapid scaling and are consistently recognized as a "Best Places to Work," frequently appearing on national lists of fastest-growing companies. Position Summary: The Chief Human Resources Officer (CHRO) is a critical executive leader responsible for crafting, scaling, and executing the enterprise-wide people strategy. As a trusted advisor to the Executive Leadership Team (ELT), the CHRO oversees all aspects of human capital management, including organizational design, talent acquisition, leadership development, culture, total rewards, and compliance. This role ensures all people practices align with the firm's mission, core values, and aggressive growth strategy, while maintaining full compliance with federal, state, and industry-specific regulations (e.g., SEC/FINRA, DoL, EEOC, FLSA). Key Areas of Responsibility: Strategic Leadership and Organizational Development Partner with the ELT to design and execute a people strategy that successfully supports rapid organic growth and strategic acquisitions. Ensure the organizational structure remains scalable, efficient, and compliant across all business lines (e.g., advisory, operations, corporate functions). Serve as a primary advisor in Merger & Acquisition (M&A) integration, including cultural alignment, retention planning, compensation harmonization, and effective communication strategies. Cultivate and champion an engaged, performance-driven culture anchored in the firm's defined Core Values. Talent Management & Leadership Development Lead and execute robust succession planning processes for advisory, corporate, and branch operations leadership roles. Develop and oversee scalable leadership development programs, professional pathways, and internal promotion frameworks. Manage comprehensive performance management systems, including goal setting, professional development plans (PDPs), and executive-level feedback cycles. Ensure fair, consistent, and legally sound handling of all employee relations matters, corrective action, and performance improvement initiatives. Culture, Engagement, and DEIB Champion Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives, ensuring equitable practices across all HR functions, including recruitment, compensation, and advancement. Guide the HR function in developing innovative employee engagement, recognition, and rewards programs. Act as the cultural steward of the firm, reinforcing the defined employee experience across all offices nationwide. Total Rewards and Compensation Strategy Oversee competitive and compliant compensation structures for all employee groups, including complex payout grids, bonus pools, and executive agreements. Ensure rigorous compliance with all federal and state wage and hour laws (FLSA, overtime classifications, etc.). Manage highly competitive health, retirement, equity, and executive compensation plans to ensure market competitiveness and cost-effectiveness. Lead annual salary and incentive review cycles, utilizing sophisticated market benchmarking and a focus on pay equity. Risk, Compliance, and Policy Governance Maintain current and compliant HR polici

Administration/Assistant Superintendent Date Available: 2026-2027 Closing Date: 01/05/2026 Description: Chief Human Resources Officer (CHRO) Salary: Board Approved Salary Schedule/Full-time, 12 months Location: District Office Available: 2026-2027 FLSA Status: Exempt Reports To: Superintendent Job Goal: The Chief Human Resources Officer serves as the district's strategic leader for people and culture-building systems that attract, develop, and retain high-quality employees in every role. Under limited direction, the CHRO plans, develops, and implements all human resource functions for the district, with a focus on using data to drive decision-making, improve organizational effectiveness, and align talent management with the district's mission of Excellence in Teaching and Learning for Each Child, Every Day. Essential Functions: Strategic Leadership Serves as a key member of the Superintendent's Senior Leadership Team, contributing to districtwide strategy, performance, and culture. Designs and implements HR systems that support the district's strategic plan and ensure alignment between staffing, performance, and student outcomes.. Provides data-driven insights to inform staffing models, retention strategies, compensation structures, and pipeline planning. Builds a high-functioning Human Resources team focused on service, efficiency, and continuous improvement. Recruitment and Retention Leads all recruitment, hiring, and onboarding processes for certified and classified employees, ensuring efficient practices. Develops and monitors comprehensive recruitment campaigns that strengthen the teacher pipeline. Establishes retention dashboards and feedback systems to identify trends and guide targeted support and recognition efforts. Partners with universities, alternative certification programs, and workforce agencies to expand candidate pipelines. Perform other related work as assigned or required Talent Systems, Data, and Technology Oversees development and use of HR analytics, dashboards, and key performance indicators to monitor workforce trends (e.g., turnover, attendance, evaluation results, hiring timelines). Leads efforts to modernize HR information systems (HRIS), digital recordkeeping, and workflow automation to enhance transparency and efficiency. Promotes integration of HR data with Finance, Payroll, and Student Information Systems to ensure accuracy, alignment, and insight-driven decision-making. Collaborates with the Finance and Academic divisions to ensure accurate staffing allocations and alignment of HR data with budget, payroll, and student data systems. Recommends policy or procedural changes based on analysis of data and best practices. Employee Relations and Compliance Ensures compliance with federal and state employment laws, district policies, and certification regulations. Serves as the district's Title IX Coordinator and ADA compliance officer. Provides guidance to principals and supervisors on employee relations, progressive discipline, and conflict resolution. Oversees the development and consistent implementation of evaluation systems for certified and classified staff. Compensation, Benefits, and Development Administers salary schedules, pay adjustments, and leave policies in coordination with Finance. Supports design of compensation models and incentive systems that promote attendance, performance, and retention. Oversees employee wellness, recognition, and professional growth initiatives. Coordinates programs for beginning teachers and leadership pipeline development. Operations and Supervision Directs the daily operations of the Human Resources Department, including employee records, contract management, and personnel transactions. Supervises and evaluates Human Resources staff, fostering a culture of service, accountability, and innovation. Manages the HR budget and ensures responsible stewardship of district resources. Represents the district in state and regional HR organizations and serves as liaison to legal counsel on personnel matters. Education and Experience: Minimum Qualifications Master's Degree in Human Resources, Education, Public Administration, or related field required. Specialist or Doctorate in a related field preferred. Minimum five (5) years successful experience in leadership (principal or higher). Valid South Carolina Leadership Certification (Superintendent or Principal) preferred. Demonstrated experience leading people operations or human capital systems that improve organizational performance. Special Requirements Possess and maintain a valid South Carolina driver's license or ability to provide own transportation. Ability to travel to schools and professional meetings; occasional overnight travel required. Knowledge, Skills, and Abilities Deep understanding of state and federal employment law, certification processes, and HR best practices. Demonstrated success using data systems (e.g., PowerSchool, Munis, or comparable HRIS) to inform strategic decisions. Strong leadership, communication, and problem-solving skills with a service-oriented mindset. Ability to build trust, maintain confidentiality, and foster positive relationships across employee groups. Commitment to the district's core values of Excellence, Evidence-Based Practice, Urgency, Partnership, Innovation, and Candor. Disclaimer: This job description is not intended to be a comprehensive list of duties but a reflection of the general nature and level of work expected. The Superintendent may assign or modify responsibilities as needed to meet the evolving goals of the district. A complete application packet must be submitted through the online application system prior to the closing date in order to be considered for this position. ALL of the following requirements must be submitted before the posted deadline: 1. Online Administrative Application NOTE: Reference section requires contact information for three (3) supervisory references, one of which must be your current Superintendent; reference forms will be emailed directly to the references listed. 2. Letter of Interest 3. Résumé 4. Current Certification NOTE: It is the responsibility of the applicant to insure that all required application documents are submitted prior to the posted deadline. An incomplete application will render the applicant ineligible for the position posted. CLOSING DATE: MONDAY, January 5, 2026 at 12:00 Noon, or until filled The District reserves the right at any time to extend the deadline without notice and without final consideration of any pending application. Darlington County School District provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

SAFETY The School Resource Officer supports and facilitates the educational process within the Atlanta Public School System by providing a safe and secure environment through building and establishing meaningful relationships with students and staff and proactively interacting with the school community to ensure the enforcement of city and state laws, preservation of public order, protection of life and the prevention, detection, or investigation of crime. The incumbent will work effectively with students, parents, school personnel, and community agencies to support teaching and learning in the schools and patrol district property to protect students, staff, and visitors from physical harm and prevent loss to district property resulting from criminal activity. Incumbents may spend extended periods of time patrolling and investigating crimes on District property, both in automobiles and on foot. Incumbents may be required to restrain parties involved in conflict physically. In extreme cases, the incumbent may be exposed to violent and/or armed confrontations. KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of Georgia Criminal and Traffic Code, City and County Ordinances, Criminal Procedures, Juvenile Law and court proceedings Ability to work with youth and adults in the school setting Ability to investigate suspicious circumstances, persons, vehicles, etc. Proficient with Microsoft Suite and other office equipment such as incident reporting software, fax, copiers, and scanners Ability to apply critical thinking skills, using sound judgment, in rendering solutions to various issues that arise in the schools Ability to effectively communicate, verbally and in writing, with students, staff, and internal/external stakeholders Ability to work with youth and adults ESSENTIAL DUTIES Conducts routine patrols of assigned facilities to include buildings, parking lots, and district-owned, leased, or rented property for suspicious activity, unauthorized persons, or unauthorized entry after hours, taking law enforcement action when necessary Provides in-service training to administrators to deal with security-related matters, develop and maintain safety protocol and procedures, and serves as a wrap-around services team member to support student success Works closely with the principal and staff of the school to foster a better understanding of the law enforcement function to maintain a secure learning environment Serves as a visible and active law enforcement officer on campus dealing with law-related areas such as drugs, traffic, trespassing, fighting, and thefts and enforces campus rules and regulations Makes arrests only when necessary to protect school property Operates district equipment to include alarm systems, surveillance equipment, and patrol unit vehicles when necessary Identifies and prevents, through counseling and referral, delinquent behavior, including substance abuse Manages behavior of victims, witnesses, and others when handling or responding to incidents Works collaboratively with public safety agencies to serve as a liaison between school and community to deter criminal and delinquent behavior Conducts courses and workshops for students, staff, and parents to promote social awareness, relationship skills, self-management, self-awareness, and responsible decision-making Coordinates security for crowd and vehicle control at extra-curricular activities and special events. Assists other law enforcement agencies with incidents involving local criminal activity that may impact the safety of the environment for students and staff Serves as the initial first responder and school safety coordinator for campus emergencies. Prepares written reports, maintains daily logs, and obtains and serves arrest and search warrants as necessary; testifies in court as required Subdues offenders and criminals by using the minimum amount of force needed to protect the officer and other persons Provides instructions and directions to others as they pertain to law enforcement matters and emergency situations. Conducts security building assessments for schools; guards, checks, and secures doors, rooms, buildings, and equipment Operates a two-way radio and qualifies with a department-issued firearm Provides protection and transportation to and from pre-designated places for Board Members and district administrators Works flexible hours, evenings and staggered shifts, holidays and weekends, and/or in emergency situations and to direct traffic/pedestrians crossing busy streets around schools or on school grounds when necessary Performs other duties as assigned by appropriate administrator Required to attend scheduled shift during regular business hours as mandated MINIMUM REQUIREMENTS EDUCATION: High School Diploma or GED equivalent required Associate's or Bachelor's degree preferred CERTIFICATION/LICENSE: Valid Georgia driver's license is required Georgia PSC clearance certificate is required Georgia Peace Officer Standards and Training (POST) certification Basic Law Enforcement (BLE) certification preferred Certification as a Peace Officer WORK EXPEREINCE: 2 years of work experience in law enforcement with a traditional law enforcement agency or school environment preferred PHYSICAL ABILITIES AND WORKING CONDITIONS The physical abilities, working conditions and other conditions of employment listed in this document are representative of, but are not intended to provide an exhaustive list of the requirements for positions in this classification. In the event of an emergency or situation requiring guidance from Federal, State, or local or school district authorities, the requirements of this position may change temporarily or for the school year to best serve the needs of our students. Vision: Ability to read small print and view a computer screen for prolonged periods. Hearing: Ability to tolerate exposure to noisy conditions Speech: Ability to be understood in face-to-face communications, to speak with a level of proficiency and volume to be understood over a telephone or computer. Upper Body Mobility: Ability to use hands to grasp and manipulate small objects; manipulate fingers, twist and bend at wrist and elbow; extend arms to reach outward and upward; use hands and arms to lift objects; turn, raise, and lower head. Strength: Ability to lift, push, pull and/or carry objects which weigh as much as 15 or more pounds on a frequent basis. Environmental Requirements: Ability to encounter constant work interruptions; work cooperatively with others; work independently; work indoors. Mental Requirements: Ability to read, write, understand, interpret and apply information at a moderately complex level essential for successful job performance; math skills at a high school proficiency level; judgement and the ability to process information quickly; learn quickly and follow verbal procedures and standards; give verbal instruction; rank tasks in order of importance; copy, compare, compile and coordinate information and records. Understand how to manage stress Additional Work Conditions & Physical Abilities: Works in inclement weather. Ability to walk, run, climb, crawl, or sit for extended periods of time. Physical fitness tests are required yearly. May involve routine exposure to blood or body fluids. Overtime work, including evenings, weekends, and athletic events as assigned by the Sergeant/supervisor to provide maximum security coverage, is required The Atlanta Public School System does not discriminate on the basis of race, color, religion, sex,citizenship, ethnic or national origin, age, disability, medical status, military status, veteran status, marital status, sexual orientation, gender identity or expression, genetic information, ancestry, or any legally protected status in any of its employment practices, educational programs, services or activities. Reasonable accommodations may be made to enable individuals with disabilities to perform essential duties. This job description is intended to accurately reflect the duties, responsibilities and requirements of the position. It is not intended to be and should not be construed as an all-inclusive list of all the responsibilities, skills, or working conditions associated with the position. Management and administration reserves the right to modify, add, or remove duties and assign other duties as necessary. COMPENSATION Salary Grade: SRO Salary Range: APS Salary Schedules Work Days: 261 Shift: Morning Patrol (12:00 AM - 8:00 AM)