Director of human resources jobs in Durham, NC - 106 jobs

Job Description This is not a traditional HR position. We are seeking a strategic, people-first leader who will actively shape our culture and elevate the employee experience at every level of the organization. This role is centered on impact-building an environment where people feel engaged, supported, and empowered to do their best work. You will transform HR into a true strategic advantage, partnering closely with leadership to align people initiatives with business goals while remaining deeply connected to the day-to-day employee experience. Success in this role means creating a workplace where individuals don't just work, but genuinely thrive. We're looking for a true "people person"-someone with exceptional relationship-building skills, emotional intelligence, and the ability to inspire trust across the organization. You understand that culture is built through intentional actions, thoughtful systems, and authentic human connection, and you bring both vision and execution to make that happen. ESSENTIAL DUTIES AND RESPONSIBILITIES Advise departments on HR policies, procedures, and best practices Coordinate and support employee engagement programs, including organizing events, administering engagement surveys, and implementing recognition initiatives to promote a positive and inclusive workplace culture. Serve as the HR point of contact for employee relations issues, providing guidance on policies and procedures, investigating concerns, and partnering with management to resolve conflicts in a fair and consistent manner. Serve as the primary HR representative for benefits and leave administration, providing guidance to employees, ensuring compliance with policies and regulations, and coordinating with vendors and internal stakeholders to resolve complex issues. Prepare paperwork, schedule, and facilitate a smooth new hire orientation process, coordinating with cross-functional departments to deliver an exceptional first-day experience. Supports effective delivery of HR service to the assigned site(s) Support talent acquisition strategy and training coordination for departments Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Ensures accuracy and completion of employee-related data and documentation. Attends and participates in employee disciplinary meetings, terminations, and investigations. Serve as lead for process improvement initiatives or audits Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, and employment law. Other duties as assigned. MINIMUM QUALIFICATIONS AND REQUIREMENTS Bachelor's degree in Human Resources, Public Administration or related field required. HR certification (e.g., PHR, SHRM-CP) preferred A minimum of six (6) years of broad HR generalist experience. Customer-service mindset with excellent verbal and written communication skills across all levels of the organization. Strong organizational and time-management skills, with the ability to prioritize and manage multiple deadlines. Proficiency with Microsoft Office, SharePoint, Teams, and HRIS systems Excellent analytical, interpersonal, verbal and written communication skills Demonstrated ability to maintain strict confidentiality and exercise sound judgement and discretion when handling sensitive employee information and HR matters. Excellent interpersonal, negotiation, and conflict resolution skills. An equivalent combination of related education and experience may be substituted for the above stated minimums excluding High School Diploma, GED, Licenses, or Certifications. Working Conditions: Works in an environment where there is minimum exposure to dust, noise, or temperature. Work is normally performed in a typical interior office work environment. Other working conditions may require; precise hand/eye coordination, basic keyboarding and other repetitive motions, operation of vehicles, lifting/pushing objects weighing up to or over 10 pounds. None of very limited physical effort required and none or very limited exposure to physical risk. Physical Requirements: Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Walking and standing are required only occasionally. EEO Statement: GoTriangle is an equal opportunity employer. We are committed to providing equal opportunity and will not discriminate in terms and conditions of employment and employment practices. Decisions are made without regard to race, color, national origin, age, disability, pregnancy, genetic information, gender, sexual orientation, gender identity, marital status, creed, religion, protected veteran and military status or other applicable legally protected characteristics. Accommodations: GoTriangle is firmly committed to a policy of nondiscrimination in employment and to a program of achieving total equality of opportunity for all applicants. If you require reasonable accommodation because of a disability for any part of the application or hiring process, please contact ************. Please indicate the specific assistance needed. Only those candidates regarded as the best and most highly qualified will be directed to the hiring manager for an interview.

ATLAS SP Partners is a global investment firm that seeks to provide stable funding and capital markets services to companies seeking innovative and bespoke structured credit and asset-backed finance solutions. ATLAS SP's tenured experts work with clients to determine the best approach to optimize their capital and achieve their goals, across a broad range of capabilities. Our integrated platform encompasses a holistic suite of capabilities, including asset/portfolio advisory solutions, warehouse/acquisition financing solutions, whole loan purchase/sale and securitization/distribution. Our Culture ATLAS SP is “one team” where everyone makes an impact - we grow together, win together, and embrace change together. From advancing the markets to supporting our communities, everything we do serves to make a difference. Our people are industry leaders with a passion for client service, complex problem solving, and innovation. We provide our talent with the pathways to grow professionally and personally in a collaborative and inclusive environment. We're proud to build upon a legacy of excellence anchored in deep expertise and client service across the asset management landscape. Position Overview ATLAS SP is seeking a Vice President, HR Technology to lead and manage technology solutions that enable the Human Resources function. Based in Raleigh, NC, this role will be responsible for ensuring that HR applications and integrations effectively support day-to-day operations, compliance requirements, and the firm's strategic people initiatives. The ideal candidate will be an experienced HR technology professional with a strong understanding of HR processes; including payroll, benefits, onboarding, talent acquisition, performance management, and compliance; and hands-on experience managing and optimizing core HR systems. This individual will partner closely with HR, IT, and Compliance stakeholders to ensure seamless integration, data integrity, and process efficiency across all HR technology platforms. Primary Responsibilities Serve as the primary technology partner to the Human Resources organization, ensuring all HR applications and systems operate efficiently and effectively. Oversee and maintain essential HR platforms collaboratively with our support partners, including Oracle HCM, ADP, Papaya Global, Greenhouse, HireRight, Concur, and e-learning solutions. Oversee integrations between HR systems and internal platforms such as identity management, compliance, and enterprise data systems. Partner with HR leadership to evaluate technology needs, recommend improvements, and drive automation initiatives to enhance employee and manager experiences. Ensure data accuracy, process integrity, and compliance with internal controls and external regulations. Support HR analytics and reporting needs, partnering with Finance and IT teams to deliver reliable data insights. Manage vendor relationships, contracts, and system updates, ensuring timely issue resolution and service excellence. Lead or participate in system implementation projects, upgrades, and process redesigns to support organizational growth. Establish governance and documentation standards for HR systems, integrations, and workflows. Provide user training, knowledge sharing, and ongoing support to HR and business stakeholders. Required Qualification and Experience 7+ years of experience in HR technology roles, with strong functional and technical understanding of HR systems and processes. Hands-on experience with several of the following applications: Oracle HCM (Core HR, Benefits, Payroll, Self-Service) ADP and/or Papaya Global (Payroll and Global Employment Platforms) Greenhouse, HireRight, and Concur eLearning and compliance systems Strong knowledge of HR business processes including onboarding, payroll, benefits administration, performance management, and compliance. Experience managing system integrations and data flows across HR, Finance, and IT environments. Proven ability to troubleshoot system issues, coordinate with vendors, and ensure uptime and user satisfaction. Excellent communication and stakeholder management skills, with the ability to translate business requirements into technical solutions. Bachelor's degree in Information Systems, Human Resources, Computer Science, or a related field. Highly organized, self-motivated, and comfortable working in a fast-paced, collaborative environment. Preferred Qualifications and Experience Experience implementing or managing Oracle HCM Cloud or Workday Familiarity with data privacy, security, and compliance regulations affecting HR data. Exposure to automation tools or reporting platforms (e.g., Power BI, Tableau, Alteryx) used for HR analytics. Experience supporting global HR operations and multi-jurisdictional payroll systems. Track record of delivering process improvements and system enhancements that improve user experience and efficiency. N/A The base salary range for this position is listed above. This position is also eligible for a discretionary annual bonus based on personal, team, and Firm performance. Compensation ranges are based on several factors including job function, level, and geographic location. Final offer amounts are determined by multiple factors including candidate experience and expertise and may vary from the amounts listed here. ATLAS SP is an equal opportunity employer. The firm and its affiliates do not discriminate in employment because of race, color, religion, gender, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or because of any other criteria prohibited under controlling federal, state or local law.

Job DescriptionDescriptionSenior Director, HR Technology Join Align Technology as Senior Director, HR Technology and lead the enterprise-wide modernization of our HR ecosystem. You will set and execute a bold, global digital roadmap that elevates Workday (HRIS), ServiceNow HRSD (knowledge and case management), and our talent acquisition platforms-Pinpoint and Moka-to deliver frictionless, AI enabled candidate and employee experiences end to end. In this highly visible role, you will partner with HR, IT, Finance, and business leaders to architect secure, compliant, and scalable solutions that increase engagement, accelerate operations, and unlock actionable people insights at global scale. If you thrive at the intersection of product strategy, people data, and change leadership, this is your opportunity to shape the next generation of digital HR-transforming how we attract, develop, and support talent while advancing data driven decision making across the function. Key ResponsibilitiesRole expectations • Define and drive the global HR technology roadmap aligned with Align Technology's business strategy and HR transformation goals. • Lead, mentor, and develop high-performing HR Technology teams, including Workday, ServiceNow HRSD, and Pinpoint/Moka experts • Serve as a strategic partner to HR, IT, Finance, and other functional leaders to ensure alignment of systems with enterprise-wide objectives. • Oversee the optimization, administration, and governance of the Workday platform (HCM, Recruiting, Compensation, Talent, Time Tracking, Absence Management) and ServiceNow HR Service Delivery (Knowledge and Case Management). • Evaluate and prioritize enhancement requests, upgrades, and new module implementations across all platforms. • Lead process design, standardization, and continuous improvement efforts across global HR Operations. • Establish and enforce data governance, system security, and compliance protocols in collaboration with IT and compliance teams while facilitating a community of practice to provide guidance and thought leadership for global HR stakeholders. • Drive the adoption of digital tools, automation, and people analytics to enable actionable insights and smarter workforce planning. • Evaluate emerging technologies and vendors to identify and implement future-forward solutions. • Lead complex HR technology projects, including system implementations, integrations, and change initiatives. • Ensure effective change management, stakeholder engagement, training, and communication strategies for all HR technology initiatives. • Manage relationships with strategic software vendors and service providers, challenging the status quo and positioning Align as key customer voice for innovation and co-creation. • Provide day-to-day support for the teams managing operations for Workday, ServiceNow HRSD, Pinpoint, and Moka, ensuring maximum uptime, high performance, and excellent customer service. • Ensure compliance with data privacy, security, and regulatory requirements across all HR systems and platforms. Skills, Knowledge & ExpertiseWhat we're looking for • Experience: 12+ years of progressive experience in HR technology, with at least 5 years in a leadership role. Proven experience managing HRIS (ideally across multiple modules) and recruiting platforms in a global organization. Experience with case and knowledge management platforms is highly desirable. • Skills: Deep expertise in HR systems architecture, data strategy, and digital transformation. Strong understanding of HR processes, compliance requirements, and data governance. Advanced knowledge of AI, automation, and analytics platforms. • Communication: Excellent leadership, interpersonal, and influencing skills. Strong business acumen with the ability to translate strategy into technology solutions. Exceptional communication and storytelling skills to influence across all levels of the organization. • Teamwork: Proven ability to lead cross-functional teams and complex enterprise projects. Ability to work both independently and collaboratively. Complementary skills • Creative, resourceful thinker with a mindset of continuous improvement and innovation. • Strong analytical and problem-solving abilities; proficiency in data analytics and visualization tools (e.g., Power BI). • Program/project management, demand management, resource management, and system life cycle expertise. • Strong character, integrity, and executive presence. • Experience with enterprise application and SaaS implementations, upgrades, enhancements, and operational support procedures.

COME THRIVE WITH US! The Forest at Duke is seeking an experienced Director of Human Resources to lead our team and drive organizational excellence. For over 30 years, The Forest at Duke's team has provided a caring, responsible community that fosters the independence of residents of retirement age by enhancing their capability to lead purposeful, active, healthy and secure lives. As a Director of Human Resources and a Forest Team Member, you'll help support this mission by providing hands on HR leadership that enhances our team member experience while driving organizational excellence. What we're looking for in our next Team Member... Bachelor's degree required. Master's degree or advanced degree in Human Resources, Business Administration, or related field (preferred). Minimum 5+ years of progressive HR leadership experience in healthcare or senior living environments. PHR, SPHR, SHRM-CP, or SHRM-SCP certification required. Proven working HR Director who can define and sustain operational vision for comprehensive human resources excellence. Bi-lingual (preferred) Hands-on experience in recruitment, employee relations, performance management, and compliance. Strong communication and stakeholder engagement skills at all organizational levels. Experience in staff development and leadership training programs. Strategic thinking combined with operational execution abilities. Change management experience with cultural transformation initiatives. Community engagement and partnership building capabilities. Mission-driven commitment to healthcare and senior living excellence. Proficient in Microsoft Office Suite. If this sounds like you, then keep reading! What you're looking for in your next Employer... A beautiful campus and work environment filled with friendly people. Competitive salary reflecting working leadership responsibility. Comprehensive benefits package including health, dental, vision, and retirement planning. Partnership with experienced HR consultant for transition support and professional development. Opportunity to lead HR transformation with measurable impact during an exciting period of organizational growth. Mission-driven culture where your daily efforts directly support resident care and employee satisfaction. ...and so much more! If you've got what it takes to become one of our newest Team Members, we'd like to hear from you! The Forest at Duke is committed to equal employment opportunity without regard to race, color, sex, disability, religion, national origin, age, genetic information, gender, gender identity or any other class of unique or protected characteristics.

Job DescriptionSalary: Jet Excellence is a rapidly expanding private aviation company committed to delivering exceptional service, operational excellence, and a culture rooted in safety and empowered performance. With a growing national footprint and a diverse workforceincluding pilots, flight operations, maintenance teams, customer service professionals, and corporate staff Jet Excellence is building the next generation of high-performance aviation organizations. Website: ********************* Company Size: 150+ employees Position Location: Raleigh, NC Position Overview Jet Excellence is seeking a Human Resources Director to lead and manage all facets of human in a fast-paced, high-regulation aviation environment. This strategic role requires a strategic thinking who can navigate complex workforce needs, compliance requirements, and organizational scaling. The ideal candidate will have experience in aviation, transportation or other high-regulation industries and be capable of overseeing a diverse workforce that includes pilots, flight attendants, sales associates, maintenance personnel, and corporate staff. The Opportunity Shape HR for a High-Growth Business: Join a company redefining luxury air travel and strategically build its HR future. Direct Impact on Strategy: Influence critical decisions on workforce, engagement, talent, and organizational development within a dynamic industry. Lead a Unique, Diverse Workforce: Lead HR across an exciting mix of pilots, technical staff, and corporate professionals in a high-compliance setting. Scope of Responsibilities: Develop and implement HR strategies aligned with business goals and aviation regulatory requirements (e.g., FAA, EASA). Serve as a key advisor to the executive leadership team on workforce planning, organizational development, and talent strategy. Recruitment & Talent Management: Oversee recruitment, selection, and onboarding of pilots, aviation operations staff, and corporate professionals. Lead succession planning, performance management, and career development programs tailored to technical and service-oriented roles. Compliance & Risk Management: Ensure compliance with federal, state, and international labor laws, and FAA aviation-specific HR standards. Maintain up-to-date HR policies, procedures, and employee handbooks in accordance with FAA or relevant aviation authority guidelines. Culture & Employee Engagement: Foster a high-performance, safety-first culture across all departments. Create and promote Fly Alliance specific engagement programs. HR Operations & Analytics: Lead labor optimization and reporting for workforce analytics. Manage HR budgets and vendor relationships (e.g., insurance brokers, background check providers, training vendors). Minimum Candidate Qualifications: Bachelors degree in Human Resources, Business Administration, or related field (Masters degree is preferred). Minimum 10 years of HR experience, with at least 5 years in a senior HR leadership role. SHRM-SCP, SPHR, or equivalent certification is strongly preferred. Experience in aviation, aerospace, government entities, medical field or a high-compliance, service-based industry required. Strong knowledge of employment law, aviation-specific HR practices, and international workforce dynamics. Exceptional leadership, communication, and crisis management skills. Preferred Skills: Familiarity with FAA Part 91/135 operations and pilot scheduling systems. Experience with union or contractor-based pilot workforces. Proficiency with aviation training and safety management systems (SMS). Benefits: 12 Annual PTO Days 7 Paid Holidays Medical, Dental, Vision Insurance 401k, company matched Jet Excellence, LLC is an equal opportunity employer that provides equal employment opportunities (EEO).

Jet Excellence is a rapidly expanding private aviation company committed to delivering exceptional service, operational excellence, and a culture rooted in safety and empowered performance. With a growing national footprint and a diverse workforce-including pilots, flight operations, maintenance teams, customer service professionals, and corporate staff-Jet Excellence is building the next generation of high-performance aviation organizations. Website: ********************* Company Size: 150+ employees Position Location: Raleigh, NC Position Overview Jet Excellence is seeking a Human Resources Director to lead and manage all facets of human in a fast-paced, high-regulation aviation environment. This strategic role requires a strategic thinking who can navigate complex workforce needs, compliance requirements, and organizational scaling. The ideal candidate will have experience in aviation, transportation or other high-regulation industries and be capable of overseeing a diverse workforce that includes pilots, flight attendants, sales associates, maintenance personnel, and corporate staff. The Opportunity Shape HR for a High-Growth Business: Join a company redefining luxury air travel and strategically build its HR future. Direct Impact on Strategy: Influence critical decisions on workforce, engagement, talent, and organizational development within a dynamic industry. Lead a Unique, Diverse Workforce: Lead HR across an exciting mix of pilots, technical staff, and corporate professionals in a high-compliance setting. Scope of Responsibilities: Develop and implement HR strategies aligned with business goals and aviation regulatory requirements (e.g., FAA, EASA). Serve as a key advisor to the executive leadership team on workforce planning, organizational development, and talent strategy. Recruitment & Talent Management: Oversee recruitment, selection, and onboarding of pilots, aviation operations staff, and corporate professionals. Lead succession planning, performance management, and career development programs tailored to technical and service-oriented roles. Compliance & Risk Management: Ensure compliance with federal, state, and international labor laws, and FAA aviation-specific HR standards. Maintain up-to-date HR policies, procedures, and employee handbooks in accordance with FAA or relevant aviation authority guidelines. Culture & Employee Engagement: Foster a high-performance, safety-first culture across all departments. Create and promote Fly Alliance specific engagement programs. HR Operations & Analytics: Lead labor optimization and reporting for workforce analytics. Manage HR budgets and vendor relationships (e.g., insurance brokers, background check providers, training vendors). Minimum Candidate Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree is preferred). Minimum 10 years of HR experience, with at least 5 years in a senior HR leadership role. SHRM-SCP, SPHR, or equivalent certification is strongly preferred. Experience in aviation, aerospace, government entities, medical field or a high-compliance, service-based industry required. Strong knowledge of employment law, aviation-specific HR practices, and international workforce dynamics. Exceptional leadership, communication, and crisis management skills. Preferred Skills: Familiarity with FAA Part 91/135 operations and pilot scheduling systems. Experience with union or contractor-based pilot workforces. Proficiency with aviation training and safety management systems (SMS). Benefits: 12 Annual PTO Days 7 Paid Holidays Medical, Dental, Vision Insurance 401k, company matched Jet Excellence, LLC is an equal opportunity employer that provides equal employment opportunities (EEO).

Cornerstone Building Brands is a leading manufacturer of exterior building products for residential and low-rise non-residential buildings in North America. Headquartered in Cary, N.C., we serve residential and commercial customers across the new construction and Repair & Remodel (R&R) markets. Our market-leading portfolio of products spans vinyl windows, vinyl siding, stone veneer, metal roofing, metal wall systems and metal accessories. Cornerstone Building Brands' broad, multi-channel distribution platform and expansive national footprint includes more than 18,800 team members at manufacturing, distribution and office locations throughout North America. Corporate stewardship and Environmental, Social and Governance (ESG) responsibility are embedded in our culture. We are committed to contributing positively to the communities where we live, work and play. For more information, visit us at cornerstonebuildingbrands.com. Our Siding & Accessories division offers the broadest range of exterior cladding solutions designed to work together to create custom curb appeal. Our portfolio of siding, stone solutions, fence & railing and metal, trim & accent options are manufactured in North America and provide exterior contractors a seamless and integrated solution, delivered by an unbeatable team Job Description Reporting to the Vice President of Human Resources and serving as a key member of the Business Unit HR leadership team, this role offers a unique opportunity for a forward-thinking leader to drive impactful change and innovation within a fast-growing, purpose-driven organization. Ideal for a strategic problem-solver with a track record in transformational leadership, this position plays a critical role in shaping the future of the workforce and accelerating business performance. Responsibilities: * Champion and align the HR and business strategy to accelerate the achievement of CBB's overarching goals, driving measurable business impact. * Lead the design and execution of a future-ready talent strategy, collaborating across corporate functions, business units, and operations to attract, grow, and retain top talent. * Partner cross-functionally to build a high-performing, agile organization by integrating talent acquisition, performance management, succession planning, development, compensation, and engagement initiatives. * Drive enterprise-wide talent insights through data analytics, enabling informed, proactive decision-making around talent attraction, development, and retention. * Architect and lead organizational design and development efforts to future-proof the operations function and scale for growth. * Cultivate a high-performance culture by equipping leaders with coaching, tools, and metrics to drive accountability and excellence. * Leverage people analytics to translate workforce data into actionable insights, ensuring talent strategies are rooted in business priorities. * Partner with the Talent Acquisition COE to proactively build organizational bench strength, ensuring recruitment of top-tier talent aligned with culture and capability needs. * Act as a strategic advisor on complex employee relations matters-mitigating risk and fostering a culture of fairness, trust, and compliance. * Operationalize performance management frameworks that fuel continuous feedback, development, and performance improvement. * Ensure full compliance with federal, state, and local employment laws while promoting best practices and organizational integrity. * Provide expert guidance to leaders and employees on HR policies, total rewards, performance processes, and employee experience strategies. * Lead and contribute to high-impact HR and cross-functional projects that transform ways of working, enhance employee engagement, and enable business agility. Qualifications * Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field (required) * Master's degree or MBA (preferred) * 8-12+ years of progressive HR leadership experience, ideally within a complex, matrixed, or high-growth manufacturing organization * Proven success partnering with senior business leaders to align talent strategy with business objectives * Demonstrated experience in organizational design, change management, and workforce transformation * Experience leading or supporting M&A integration, including talent assessment, cultural integration, and organizational alignment * Deep expertise in performance management, succession planning, leadership development, and employee engagement * Strong track record of building and scaling HR programs that drive measurable business impact * Experience in regulated industries or with multi-site, operationally intensive organizations (a plus) Additional Information All your information will be kept confidential according to EEO guidelines. Why work for Cornerstone Building Brands? Our teams are at the heart of our purpose to positively contribute to the communities where we live, work and play. Full-time* team members receive medical, dental and vision benefits starting day 1. Other benefits include PTO, paid holidays, FSA, life insurance, LTD, STD, 401k, EAP, discount programs, tuition reimbursement, training, and professional development. * Full-time is defined as regularly working 30+ hours per week. Union programs may vary depending on the collective bargaining agreement. Cornerstone Building Brands is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, or status as a protected veteran. You can find the Equal Employment Opportunity Poster here. You can also view Your Right to Work Poster here along with This Organizations Participation in E-Verify Poster here. If you'd like to view a copy of the company's affirmative action plan for protected veterans or individuals with disabilities or policy statement, please contact Human Resources at ************ or *******************************. If you have a disability and you believe that you need a reasonable accommodation in order to search for a job opening or to submit an online application, please contact Human Resources at ************ or *******************************. This email is used exclusively to assist disabled job seekers whose disability prevents them from being able to apply online. Only emails received for this purpose will be returned. Messages left for other purposes, such as following up on an application or technical issues not related to a disability, will not receive a response. All your information will be kept confidential according to EEO guidelines. California Consumer Privacy Act (CCPA) of 2018 Must be at least 18 years of age to apply. Notice of Recruitment Fraud We have been made aware of multiple scams whereby unauthorized individuals are using Cornerstone Building Brand's name and logo to solicit potential job-seekers for employment. In some cases, job-seekers are being contacted directly, both by phone and e-mail. In other instances, these unauthorized individuals are placing advertisements for fake positions with both legitimate websites and fabricated ones. These individuals are typically promising high-paying jobs with the requirement that the job-seeker send money to pay for things such as visa applications or processing fees. Please be advised that Cornerstone Building Brands will never ask potential job-seekers for any sort of advance payment or bank account information as part of the recruiting or hiring process.

How Will You Make an Impact: As part of Thermo Fisher Scientific, you will contribute to meaningful work that makes a positive impact on a global scale. In this Senior HR Manager role, you will serve as a strategic HR leader and trusted advisor to the Commercial Process & Operations and Pricing/Data Science teams within the Life Sciences Solutions Group. You will translate business and functional strategies into people strategies that strengthen organizational capability, drive engagement, and enable sustained performance. Operating with a high degree of autonomy, you will influence leaders through data-driven insights, sound judgment, and effective change leadership. Location / Division-Specific Information: Senior HR Manager within the Regional HR Team supporting LSG Commercial Process & Operations and Pricing/Data Science teams. This is a fully onsite position based out of one of two sites. Site options: Morrisville, NC or Pittsburgh, PA Unfortunately, relocation assistance is NOT provided. Must be legally authorized to work in the United States without sponsorship now or in the future. Must be able to pass a comprehensive background check, which includes a drug screen. Discover Impactful Work: This is a highly visible, strategic role requiring strong business acumen and the ability to influence leaders through partnership and consultation. The Senior HR Manager will align talent, culture, and organizational strategies to business priorities and act as a trusted advisor across all aspects of HR, including talent management, performance management, employee engagement, compensation, organizational design, and change management. Key Responsibilities: Act as the senior HR partner to assigned client groups, providing strategic consultation and HR solutions aligned to business goals. Translate business and functional strategies into integrated talent and organizational strategies that drive capability and culture. Coach and influence leaders on performance management, talent development, engagement, succession planning, and complex employee matters. Lead and influence organizational design and change initiatives, serving as a change agent and advisor on readiness, impact, and sustainability. Participate in the broader regional HR team to drive HR projects and initiatives. Partner with HR COEs and platform teams to lead talent reviews, performance calibration, compensation planning, and development initiatives. Use people and business metrics to identify trends, inform decisions, and drive continuous improvement. Partner with leaders to analyze employee survey results and guide the development and execution of engagement action plans. Lead HR projects and process improvement initiatives, prioritizing work and coordinating resources across the HR model. Build strong, trust-based relationships across the organization and promote a “One HR Team” approach through collaboration. Education Bachelor's degree in Human Resources, Business, Psychology, or a related field required. Advanced degree and/or HR certification (PHR/SPHR) preferred. Experience Typically 7+ years of progressive HR experience in a global, matrixed environment, including senior-level HR business partnering. Demonstrated success influencing senior leaders and partnering with HR COEs to deliver enterprise and business outcomes. Experience leading complex initiatives and navigating ambiguity in fast-paced environments. Knowledge and Complexity of Role Deep knowledge of HR practices including performance management, compensation, employee relations, talent acquisition, and organizational effectiveness. Operates with a high degree of autonomy and routinely makes decisions in complex or ambiguous situations. Influences business decisions through expert advice, data-driven insights, and strong business judgment. Leads HR support for a large, complex client group and/or multiple functions within a matrixed organization. Recognized as a credible HR authority and thought partner by leaders and peers. Strong analytical, project management, and communication skills, with the ability to balance strategic and tactical priorities. Demonstrates high emotional intelligence, discretion, and the ability to build trust at all levels.

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

Full-time Description The Human Resources Manager is a key leader at the site, responsible for driving a positive, engaging, and high-performance work environment. This role oversees core HR functions including employee relations, labor law compliance, talent development, and performance management, while partnering closely with site leadership to ensure workforce strategies align with operational goals. The ideal candidate brings strong business acumen and strategic influence-effectively translating business needs into people strategies that improve productivity, retention, and organizational effectiveness. As a visible and trusted resource on the shop floor and within leadership meetings, this role champions company culture, fosters open communication, and supports employee growth at all levels. Requirements Lead employee engagement initiatives that strengthen communication, recognition, inclusion, and continuous improvement Serve as a strategic advisor to site leadership, providing insight and data to support workforce planning and operational decisions Manage employee relations with a proactive, collaborative approach to issue resolution and coaching Drive performance management processes that reinforce accountability, development, and operational excellence Oversee recruitment and onboarding to ensure the site attracts and retains skilled talent Ensure HR policies and practices comply with federal, state, and local regulations Partner with leaders to deliver training and development programs that build capabilities and support career advancement Monitor workforce metrics and report trends to influence decision-making and improve site performance Promote a culture of safety, respect, and continuous improvement throughout the site Supervisory Responsibilities - N/A. Qualifications Experience supporting HR in a manufacturing or industrial setting a plus Bachelor's degree and 5 years related experience and/or training; or equivalent combination of education and experience. Skills and Competencies Demonstrated ability to influence leaders and drive organizational outcomes Strong interpersonal skills and commitment to employee experience and engagement Solid knowledge of HR best practices and employment laws

Join us in Sanford as our next Director of People Services / Human Resources for a healthcare facility. The cute and walkable little town is found in Lee County, North Carolina. An enjoyable place to live, Sanford is known for its industrial center since it is the largest producer of brick and pottery products in the United States. Only a forty-minute drive to Raleigh, a two-hour drive to Charlotte and the beach, and a three-hour drive the Blue Ridge Mountains, Sanford is central to nearby large city centers and business hubs. Relaxing and quiet, Sanford is surrounded by tree-lined streets and parks, known for being both family friendly and outdoor adventurer paradise. People are our passion and purpose. Come work where you are appreciated for who you are not just what you can do. You will oversee and coordinate with over 100 physicians and more than 500 employees. The hospital offers a wide range of specialties, including cardiology, orthopedics, ophthalmology, general surgery, obstetrics, gynecology, emergency medicine, gastroenterology, hospitalist services, nephrology, hematology, urology, podiatry, pulmonary medicine, and wound care. Required Education: Bachelor's degree in business administration, human resources or degree with relevant work experience. Master's degree is preferred but not required. Required Experience: 1-3 years previous experience in human resources in a hospital or medical management setting is required 1-2 years previous supervisor experience is required

Atlantic Medical Management (AMM) is looking for a Human Resources Manager (HRM) to work in the Cary, NC office. Alternative office locations in Jacksonville or Wilmington, NC may be considered. The HRM is Responsible to oversee the daily operations of the HR department. These duties can include, but not limited to, hiring, onboarding, orientation, payroll, compensation and performance management and enforcement of policies and procedures. Functions as a team member, including being flexible with the ability to work additional hours when needed. Essential Functions: Facilitates and oversees the hiring of qualified job applicants for open positions. Reviews, tracks, documents and oversees compliance with mandatory training, continuing educations, etc. Conducts as part of the onboarding process, including but not limited to, background checks, drug screens, etc. Coordinates, implements, performs and oversees the new hire orientations. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits and leave; disciplinary matters disputes and investigations; performance management; recognition and morale; disputes and investigations' occupational health and safety; and training and development. Handles employment-related inquiries from applicants, employees and supervisors, referring complex and/or sensitive matters and reports as necessary to the CEO. Provides overall support, implementation of goals and supervision to staff in the HR department. Attends and participates in employee disciplinary meetings, terminations, investigation and unemployment hearings. Maintains compliance with federal, state and local employment laws and regulations and recommended best practices; reviews policies and procedures to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes and new technologies in human resources, talent management and employment law. Effectively communications policies and procedures to employees as necessary. Maintains strict confidentiality in accordance with policies. Conforms to acceptable attendance and punctuality standards as expressed in the Employee Handbook. Complies with all safety rules and protocols. Reports all accidents, regardless of severity, immediately to supervisor and completes incident/injury report for, which needs to be forwarded to Human Resources within 24 hours of incident. Adheres to the company's compliance program and requirements. Adheres to the company's policies and procedures. Remains current with all required training. Performs other duties as assigned . Minimum Qualifications: Bachelors degree in Human Resources, Business Administration or related field required. Minimum of five years of recent human resource generalist experience preferred. Solid HR generalist background with broad knowledge of employment, compensation benefits, organizational planning, employee relations, and training and development. Strong working knowledge of basic software applications such as MS Excel, MS Word, HRIS and ATS required. PHR or SHRM-CP preferred. Excellent verbal and written communication skills. Benefits: 401(k) Health, Dental and Vision insurance Employee assistance program AFLAC Paid time off

Title: Director of Compensation and Talent Acquisition Position Type: Staff Full-Time Days Per Week: Monday - Friday Hours Per Week: 40 VP Area: Finance and Administration Department: Human Resources Reporting to the Associate Vice President for Human Resources and CHRO, the Director of Compensation and Talent Acquisition will be responsible for providing leadership and consultation in the areas of classification, compensation, and recruitment. The Director will serve as the leader and strategic partner to develop, implement, and provide ongoing evaluation of Human Resources programs that support the classification, compensation, and recruitment goals and priorities of Elon University. Benefits of Working at Elon As an Elon University employee, you'll join an internationally acclaimed university with a commitment to fostering a thriving community. Ranked among the most innovative, creative and best-run universities in the nation, Elon's personal approach to education extends to employees, whose growth, professional development and success is a hallmark of our training and advancement opportunities. Elon University's home is the charming town of Elon, North Carolina, a small, friendly community located a short distance from the beach and the mountains, and among the vibrant cities of Greensboro, Raleigh and Durham. In addition to the beautiful canopy of historic oak trees iconic to our campus, you'll find boundless opportunities for family-friendly recreation, cultural events and outdoor activities. Hiking, water sports, fine dining and entertainment are just a few of the many happenings in the Elon area, making the region one of the nation's premier travel destinations. Employees at Elon enjoy a generous and comprehensive benefits package that includes: 28 annual days off, including holidays and vacation. Immediate tuition remission for undergraduate courses Tuition remission for approved graduate-level courses after 12 months of employment. Retirement plan with an 8 percent contribution from the university. Immediate eligibility for health, dental and vision insurance, along with free acute care and lab services at our onsite Health & Wellness Clinic. Free use of campus fitness facilities. Free admission to musical and theater performances, guest speakers, religious and ethnic observances, recitals, art exhibitions, entertainment and our Division I Phoenix athletics. Eligibility for tuition remission at Elon for spouses, qualifying domestic partners and dependents begins at two years of service. After two years of employment, eligibility begins for participation in the Tuition Exchange, a national scholarship exchange program that enables dependents to enroll in nationally recognized partner colleges and universities. Elon values and celebrates the diverse backgrounds, cultures, experiences and perspectives of our community members. As an equal opportunity employer, Elon's principles of diversity extend to race and gender identity, age, disability status, veteran status, sexual orientation, religion, and other aspects of one's identity. At Elon, our employees respect human differences, passion for lifelong learning, emphasis on personal integrity and an ethic of service. Minimum Required Education and Experience Bachelor's degree in business, human resources, or related field with minimum 5 years of experience with the following relevant work experience: six years of progressively responsible experience in compensation administration. Current or previous experience in a higher education environment. Preferred Education and Experience Master's degree in any relevant field of study Job Duties * Talent Acquisition Oversight * Manage the evaluation and improvement of talent acquisition strategies, including the appropriate policies, tools, and processes. * Work with campus stakeholders to identify and implement standard best practices and campus resources to support attracting and retaining talent from point of application through onboarding. * Provide support for faculty talent as appropriate, including acting as liaison for faculty and staff members requiring immigration support with third party immigration counsel. * Provide support during process with all legal advice, visa recommendations, and immigration consultations being directed to external counsel. * Review all university sponsored sourcing channels for ROI and cost saving opportunities annually. * Compliance and Technology * Ensure that appropriate risk mitigation strategies are being implemented and compliance maintained for applicable state and federal employment laws related compensation and classification policies, including but not limited to FLSA and state specific wage and hour laws. * Ensure applicable institutional policies remain relevant and oversee enforcement of institutional policies related to employment. Act as main point of contact for talent management system oversight, background check screening results that may indicate discrepancies and adverse action, as well as job sourcing systems and vendor portal access. * Work with IT and campus stakeholders to enhance the user experience, communicate new system developments and functionality, and strategize with Talent Acquisition team members for campus training opportunities. * Ensure that all vendor systems meet compliance needs and conduct annual review of services for outcomes and cost saving opportunities. Work with the Compensation and Recruitment Analyst, IT, and the HRIS team to identify position reporting needs. * Compensation and Career Architecture Oversight * Provide strategic leadership for staff compensation management - theories, practices, designs and methodologies, salary administration, policy development and administration, workforce analytics/data, HRIS systems, and workforce planning to evaluate and implement best practices. * Develop and implement consistent, equitable, and competitive compensation practices and guidelines that support the university's ability to attract, reward, and retain exceptional employees. * Review current personnel action process for improvement and work with stakeholders to make recommendations for standardization of position reviews to maintain established career architecture. * Create and implement a job catalog to be used in combination with a job library and salary structure. Maintain the established institutional salary structure based on changing market data and pressures. * Provide consultations related to position changes, market pricing, and workforce planning. Identify methods for tracking and reporting related to position changes. Evaluate and recommend improvements for the position description update process. * Ensures participation with relevant salary surveys (e.g. CUPA-HR) * Supervision * Supervise and train staff, including organizing, prioritizing, and scheduling work assignments. Support professional development opportunities * Annual Salary Increase Process Oversight * Collaborate with campus partners (HRIS, payroll, budget, IT, Provost Office, budget managers) to evaluate the annual university-wide salary increase process for recommended improvement and efficiency. * Oversee the university-wide salary increase process within established budget parameters through ensuring accuracy, process optimization in applicable systems, and the distribution of annual increase notifications. * Establish consistent compensation practices in partnership with other administrative departments (base wage versus stipend). Identify tracking mechanism for position changes during annual process (salary, title, FTE, etc). * Inclusive Community Building Community is foundational to Elon and a shared responsibility within our residential campus. All who work at Elon should demonstrate an understanding of and engagement with Elon's foundational commitment to relationships, mentoring and collaboration in a close-knit residential community. We embrace the shared responsibility to foster inclusive excellence within a strong residential community. Accordingly, employees are expected to join together and build connections in activities that foster an active and engaged campus environment and engage in professional development to support the shared responsibility of enriching diversity, equity, and inclusion through meaningful relationships and mentoring at Elon. Employees are encouraged to, for example, attend or participate in campus activities such as College Coffee, Numen Lumen, campus cultural events, athletic events, continuing education, professional development opportunities and trainings, employee resource groups and other university-sponsored activities to demonstrate an active commitment to the Elon community. Special Instructions to Applicants: Applicant should submit a resume, cover letter, and list of references.

Since 2012, we've grown to become one of the leading single-family rental companies and homebuilders in the country, recently recognized as a top employer by Fortune and Great Place To Work . At AMH, our goal is to simplify the experience of leasing a home through professional management and maintenance support, so our residents can focus on what really matters to them, wherever they are in life. The Regional Manager, Human Resources (“HRM”) is responsible for serving as a business partner in the areas of talent development, employee engagement, performance management, conflict resolution, reward and recognition programs, resource management, people champion, and employee advocate. Manages daily HR operations, serves as a corporate culture ambassador to maintain a positive, inclusive work environment, and acts as the Regional Employee Events Committee Chairperson. Responsibilities: Collaborate with managers on employee relations and ADA accommodations, providing coaching, feedback, and assistance with performance improvement plans and termination recommendations. Assist managers with the annual performance review process, ensuring consistency in ratings and addressing performance issues. Manage the exit interview process, gather information on reasons for departure, identify trends, and escalate concerns as needed. Advise and support Regional VPs and corporate executives in HR management to enhance employee experience and financial profitability. Utilize best practices, external HR resources, and industry trends to inform HR strategies. Coordinate with Corporate HR Shared Services to represent employee and business needs in HR initiatives. Execute company communications, including newsletters, benefits information, safety reminders, and policy updates for assigned districts and regions. Requirements: Bachelor's degree in human resources, business management, or a related field required. Minimum three years of progressively responsible HR experience in a generalist role. Professional certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred. Minimum of two years of supervisory experience managing direct reports required. Proficiency in Microsoft Office (Excel, Word, Outlook, PowerPoint) and Visio required. Knowledge of multistate employment laws required. Excellent planning and organizational skills. Strong skills in staffing, development, and appraisals. Entrepreneurial spirit and a willingness to take prudent risks. Effective interaction at all organizational levels. Excellent written and verbal communication skills. Strong customer, quality, and results orientation. Ability to be an effective member of project teams. Valid driver's license required. Compensation The anticipated pay range/scale for this position is $100,000.00 - $120,000.00 annually. Actual starting base pay within this range will depend on factors including geographic location, education, training, skills, and relevant experience. Additional Compensation This position is eligible to receive a discretionary annual bonus. Perks and Benefits Employees have the opportunity to participate in medical, dental and vision insurance; flexible spending accounts and/or health savings accounts; dependent savings accounts; 401(k) with company matching contributions; employee stock purchase plan; and a tuition reimbursement program. The Company provides 9 paid holidays per year, and, upon hire, new employees will accrue paid time off (PTO) at a rate of 0.0577 hours of PTO per hour worked, up to a maximum of 120 hours per year. CA Privacy Notice: To learn more about what information we collect when you apply for a job, and how we use that information, please see our CA Job Applicant Privacy Notice found at ************************************** #LI-SC1

A confidential healthcare organization is seeking a strategic Human Resources Manager to lead organizational culture, talent strategy, and workforce engagement. This executive role will partner with senior leadership to shape workplace initiatives, drive HR operations, and support a high -performing team. Key Responsibilities Provide strategic human resources and talent guidance to executive leadership. Build and sustain a culture of engagement and operational excellence. Lead the facility HR team in delivering strategic and operational support. Analyze business challenges and deploy targeted HR interventions. Collaborate with regional HR leaders and Centers of Excellence to enhance enterprise -wide HR programs. Oversee deployment of talent development and engagement programs. Support organizational performance, quality, and compliance initiatives. Lead local employee and community engagement efforts. Required Qualifications Active VantageClear MediClear HIPAA certificate or equivalent HIPAA compliance credential required. Bachelor's degree preferred. Minimum 2 years of HR leadership experience Strong strategic leadership and organizational development skills. Proven ability to build partnerships, influence stakeholders, and drive results. Preferred Qualifications PHR or SPHR certification. Experience leading HR functions in healthcare. Strong working knowledge of compliance, workforce engagement, and talent strategy. Benefits Competitive executive compensation package. Comprehensive health, dental, vision, life, and disability coverage. 401(k) with match and retirement readiness programs. Paid time off and paid family leave. Employee assistance and wellness programs. Professional development opportunities.

Full-time Description Southbend, a division of the Middleby Corporation, is a global leader in heavy-duty commercial cooking equipment. Renowned for innovation in energy savings, cooking speed, automation, and safety, Southbend's products are highly regarded by chefs, consultants, and industry experts. With over 100 years of top-quality and reliable products, Southbend's equipment is widely installed in restaurants, institutional foodservice operations, and supermarkets worldwide. Southbend has a great opportunity for a Human Resources Manager to lead and oversee all HR functions at our Fuquay-Varina, NC facility. This role is critical in driving HR strategies, with expertise in payroll, fostering a positive work environment, and ensuring compliance with employment laws and company policies. The HR Manager will act as a strategic partner to leadership, providing guidance on talent management, employee relations, performance management, and workforce planning. Responsibilities: Develop, recommend, implement, and administer ongoing human resource policies and procedures in the areas of benefits administration, leave of absence management, workers' compensation, and OSHA recordkeeping compliance. Complete payroll and administer compensation and benefits programs, including healthcare and retirement plans, while responding to employee inquiries. Support supervisors and managers in resolving employee relations matters, including disciplinary actions, performance management, and coaching for underperformance in alignment with company policies. Ensure compliance with federal, state, and local employment laws and regulations. Promote a collaborative work environment and build positive employee relations. Develop and execute recruitment strategies, overseeing job postings, interviews, selections, new employee orientations, and onboarding to ensure compliance with company policies. Partner with department leaders to optimize workforce planning and organizational effectiveness. Identify and address training needs within the organization, coordinating with departmental managers and facilitating training sessions on topics such as safety, diversity, and leadership development to promote workforce engagement and ensure compliance. Manage change initiatives effectively, ensuring smooth transitions in operational processes while gaining buy-in from employees. Analyze compensation data and HR metrics to ensure competitive pay and benefits, maintaining accurate HR records and preparing insightful reports for senior management. Qualifications: Degree in Human Resources Management, Business Administration, or a related field. Related experience in lieu of degree will be considered. Payroll experience required. Hands-on experience with a heavy emphasis on employee relations, preferably in a manufacturing or distribution setting. Comprehensive knowledge of HR laws and regulations. Proficiency in HRIS systems and Microsoft Office Suite. Experience with EEO/harassment investigations and general workplace complaint resolution. Ability to build collaborative relationships with employees at all levels of the organization. PHR/SPHR/SHRM-SCP certification is a plus. Why Join Southbend? Be part of a company with a rich history and a strong commitment to innovation. Competitive salary and comprehensive benefits package. Opportunities for career growth and professional development. A supportive and collaborative work environment. If you are a passionate HR professional motivated to contribute to a dynamic and growing company, we encourage you to apply! Southbend is an Equal Employment Opportunity (EOE/M/F/Vets/Disabled) employer and welcomes all qualified applicants.

Administers, maintains, and promotes proactive core human resources functions to include, but not limited to, benefits administration, recruitment and employment, employee and labor relations, compensation, HRIS, organization development and training. Qualifications REQUIREMENTS: License/Certification/Education: B.A./B.S. Degree 2-4 years of experience Experience in recruiting for medical/healthcare personnel would be preferred. Any ATS experience similar to Taleo, VE, PeopleClick strongly desired. Additional Information TO BE CONSIDERED FOR THIS POSITION IMMEDIATELY (Email ALL OF THE FOLLOWING as an attachment) 1.) RESUME, (REQUIRED) 2a.) HIGH SCHOOL DIPLOMA or GED, (REQUIRED) 2b.) DEGREE (REQUIRED) 3.) COVER LETTER, (REQUIRED) 4.) Vaccination records of the last year TB AND HBV (IF YOU HAVE THIS) All applications failing to follow these instructions will be deleted BEFORE consideration.

Administration Date Available: 03/02/2026 Position Number:Assignment Type:Position Term:14004Full-Time Continuing12 month FTE:Classification:Salary or Hourly Rate:1.0ClassifiedClassified Salary Schedules Contact Name: Dr. Kadeidra Smoots Contact Phone Number: ************ ext. 21353 Contact Email Address: kadeidra_**************** Attachment(s): * Chief Human Resources Officer

In support of Intermountain' s compensation philosophy and pay program, the HR Compensation Manager has accountability of an assigned portfolio as a strategic partner in the creation, development, and administration of appropriate compensation solutions. The following states are currently paused for sourcing new candidates or for new relocation requests from current caregivers: **California, Connecticut, Hawaii, Illinois, New York, Rhode Island, Vermont, Washington** **Monday-Friday 8-5 MT** **This position is primary remote but may be required to come onsite several times a year.** **Looking for candidates who have strong business, financial and economic acumen along with:** + **Progressive experience in compensation, HR consultant/business partner, finance, or related discipline** + **Proven ability to translate analytical findings into actionable business recommendations** + **Strong business acumen, with the ability to understand operational drivers, workforce implications, and financial impact** + **Demonstrated financial and economic acumen, including understanding of cost structures, labor markets, supply/demand dynamics, and budgeting** + **Experience partnering with senior HR leaders and operational leaders to provide guidance, influence decisions, and support strategic planning** + **Strong data analysis skills, including the ability to extract insights, identify trends, and communicate implications clearly** + **Proven ability to work independently, exercise sound judgment, and manage sensitive information with discretion** + **Experience leading or supporting large-scale HR processes or initiatives (e.g., annual increases, incentive cycles, M&A integration, policy rollouts)** + **Experience using AI in the work and someone who** **to model and cost compensation adjustments and pay programs** **Essential Functions** + Support the compensation strategy across a matrixed organization for an assigned portfolio + Act as a strategic partner to HR business partners and directors and business operations leaders to develop and implement compensation solutions, initiatives, goals, and plans with a focus on enhancing and supporting the business + Lead and administer processes and projects such as annual increase and incentive processes, regulatory compliance, merger and acquisitions and integration support, and labor relations support + Impact key performance indicators (KPI's) and help ensure consistency and equity for caregiver pay + Work within the compensation team and cross functionally to lead the compensation function for a portfolio, including market research, job evaluation, policy usage, and pay offers and adjustments + Provide policy and procedure support through training, monitoring and expertise **Skills** + HR Compensation + Financial Acumen + Business Acumen + Economic Acumen + Relationship Management + Strategic Thinking + Data Analysis + Analytical + Communication + Negotiation **Minimum Qualifications** + Experience in Human Resources, Finance, or Accounting + Demonstrated problem solving skills + Demonstrated ability to work independently with all levels of employees and management + Experience in a role requiring effective project management skills, a high degree of accuracy, and sound decision making with limited supervision **Preferred Qualifications** + Bachelor's degree in HR or related field such as business administration. Education must be obtained through an accredited institution. Degree will be verified. + Certified Compensation Professional designation (CCP) + Prior experience working directly with compensation policy and procedures and human resource healthcare experience + Experience in a role with budgeting and finance tracking responsibilities + Advanced working knowledge of electronic spreadsheets, word processing, and HRMS database programs **Physical Requirements** + Interact with others requiring employee to verbally communicate as well as hear and understand spoken information. + Operate computers, telephones, office equipment, and manipulate paper requiring the ability to move fingers and hands. + See and read computer monitors and documents. + Remain sitting or standing for long periods of time to perform work on a computer, telephone, or other equipment. **Location:** Employee Service Center **Work City:** Murray **Work State:** Utah **Scheduled Weekly Hours:** 40 The hourly range for this position is listed below. Actual hourly rate dependent upon experience. $50.97 - $78.69 We care about your well-being - mind, body, and spirit - which is why we provide our caregivers a generous benefits package that covers a wide range of programs to foster a sustainable culture of wellness that encompasses living healthy, happy, secure, connected, and engaged. Learn more about our comprehensive benefits package here (***************************************************** . Intermountain Health is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. At Intermountain Health, we use the artificial intelligence ("AI") platform, HiredScore to improve your job application experience. HiredScore helps match your skills and experiences to the best jobs for you. While HiredScore assists in reviewing applications, all final decisions are made by Intermountain personnel to ensure fairness. We protect your privacy and follow strict data protection rules. Your information is safe and used only for recruitment. Thank you for considering a career with us and experiencing our AI-enhanced recruitment process. All positions subject to close without notice.