Director of human resources jobs in Garner, NC - 114 jobs

Our mission is to unlock human potential. We welcome you for who you are, the background you bring, and we embrace individuals who get excited about learning. Bring your experiences, your perspectives, and your passion; it's in our differences that we empower the way the world learns. About the Role: We're looking for a dynamic M&A professional to join our People Organization as a key architect of how we grow and evolve our business. As Senior Manager, HR M&A & Integrations, you'll be the orchestrator of People-related M&A activities from due diligence through transition completion. You'll work directly with Corporate Development, Finance, Legal, Technology, and C-suite leaders to assess risks, design integration or separation strategies, and ensure seamless transitions for employees. You'll also shape the future of how Wiley approaches M&A by continuously evolving our playbook based on what you learn. This isn't a checklist role - it's for someone who builds bridges across complex stakeholder landscapes and delivers results when the path isn't always clear. M&A and divestitures are critical strategic levers for Wiley. This role directly impacts employee retention, cultural cohesion, deal value realization, and our ability to execute on portfolio strategy. In this role, you'll have direct influence on these outcomes while building a capability that positions Wiley for future growth and evolution. Job Responsibilities Lead Due Diligence & Risk Assessment Conduct comprehensive assessment of People-related risks, opportunities, and integration or separation complexity Analyze compensation, benefits, policies, and organizational structures; identify gaps and design mitigation strategies Partner with Rewards and People Business Partner teams to assess key talent and design retention strategies that protect critical capabilities during transitions Represent the People Organization in cross-functional stakeholder meetings, translating HR complexities into business-focused insights Coordinate people data requests and manage sensitive information with discretion Drive Day 1 Readiness Own the integration or separation plan end-to-end from design through execution, managing timelines, milestones, and interdependencies across People Centers of Excellence Collaborate with Rewards to design and implement compensation and benefits integration strategies that balance market competitiveness, internal equity, and cost considerations Coordinate the orderly transfer of employees to acquiring entities, including benefits continuation/changes, final payroll processing, and separation Partner with HRIS and Talent Acquisition to orchestrate offer letter delivery (acquisitions), employment transitions (divestitures), onboarding, HRIS system entry/exit, payroll setup, and benefits enrollment or termination Work with People Business Partners and Change & Communications teams to craft employee communications that build trust and clarity during transitions Partner with Employment Law to ensure compliance with employment laws, transfer regulations (TUPE, WARN, etc.), and contractual obligations in all jurisdictions Anticipate roadblocks, troubleshoot in real-time, and keep transactions moving forward Build & Refine Our M&A Capability Establish strong working relationships with Corporate Development, Finance, Legal, Technology, and business leaders to create seamless M&A and divestiture processes Maintain and evolve Wiley's People M&A COE, ensuring it reflects best practices and our unique organizational context Serve as the go-to M&A expert within the People Organization Lead Strategic People Projects Take on high-impact special projects within the People Organization, including global benefits initiatives. Provide surge support to Compensation and Benefits teams during peak periods Required Qualifications: M&A Experience: Proven experience in HR with significant hands-on M&A experience across acquisitions and/or divestitures Project Management Excellence: Proven ability to manage complex, multi-workstream projects with competing priorities and tight deadlines Cross-Functional Collaboration: Track record of building credibility and influencing across organizational boundaries Problem-Solving Orientation: You see around corners, anticipate issues before they become crises, and develop pragmatic solutions Resourcefulness: You figure out how to get things done even when resources are limited or the path is unclear Resilience: You stay steady under pressure, adapt quickly to changing circumstances, and maintain momentum through complexity and ambiguity HR Functional Expertise: General knowledge of compensation, benefits, HRIS systems, and HR policies across multiple jurisdictions Communication Skills: Ability to translate technical HR concepts into business language and deliver messages with clarity and impact, especially during periods of change and uncertainty. Preferred Qualifications 5+ years in HR with significant hands-on M&A experience across acquisitions and/or divestitures Bachelor's degree About Wiley: Wiley is a trusted leader in research and learning, our pioneering solutions and services are paving the way for knowledge seekers as they work to solve the world's most important challenges. We are advocates of advancement, empowering knowledge-seekers to transform today's biggest obstacles into tomorrow's brightest opportunities. With over 200 years of experience in publishing, we continue to evolve knowledge seekers' steps into strides, illuminating their path forward to personal, educational, and professional success at every stage. Around the globe, we break down barriers for innovators, empowering them to advance discoveries in their fields, adapt their workforces, and shape minds. Wiley is an equal opportunity/affirmative action employer. We evaluate all qualified applicants and treat all qualified applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability, protected veteran status, genetic information, or based on any individual's status in any group or class protected by applicable federal, state or local laws. Wiley is also committed to providing reasonable accommodation to applicants and employees with disabilities. Applicants who require accommodation to participate in the job application process may contact for assistance. We are proud that our workplace promotes continual learning and internal mobility. Our values support courageous teammates, needle movers, and learning champions all while striving to support the health and well-being of all employees. We offer meeting-free Friday afternoons allowing more time for heads down work and professional development, and through a robust body of employee programing we facilitate a wide range of opportunities to foster community, learn, and grow. We are committed to fair, transparent pay, and we strive to provide competitive compensation in addition to a comprehensive benefits package. The range below represents Wiley's good faith and reasonable estimate of the base pay for this role at the time of posting roles either in the United Kingdom, Canada or USA. It is anticipated that most qualified candidates will fall within the range, however the ultimate salary offered for this role may be higher or lower and will be set based on a variety of non-discriminatory factors, including but not limited to, geographic location, skills, and competencies. When applying, please attach your resume/CV to be considered. Salary Range: 113,800 USD to 166,867 USD#LI-JG1

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.

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.

**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.

The Lead HR Partner serves as a key partner for the Site HR Leader, Plant Leader, Technicians, and Support Staff, providing support on organizational and employee matters, coaching, HR processes, and general site activities. This role is critical in supporting and executing HR initiatives, delivering responsive employee support, and driving functional excellence and process improvements. **Job Description** **Essential Responsibilities:** + Support Durham employees with HR processes, employee needs, and workplace concerns. Be accessible to technicians by walking the floor and addressing their needs. + Develop and apply in-depth knowledge of HR disciplines to execute policies, strategies, and processes, including hiring, onboarding, employee development, and performance management. + Ensure employee issues are properly identified, reported, investigated, and resolved in a timely and consistent manner. Offer advice and counsel to employees on policies, performance management, and compliance to ensure a safe and compliant work environment. + Support initiatives to improve employee engagement and workplace culture through action plans from Engagement Surveys and collaborating with stakeholders. + Partner with the Site HR Leader to execute site-specific HR strategies and drive cultural initiatives, including FLIGHT DECK practices. + Actively participate in site council meetings to address site needs, build consensus, resolve conflict, and strengthen the teaming culture while supporting site initiatives. + Create and deliver site communications on engagement initiatives, events, visitors, and strategic projects. Collaborate effectively with cross-functional teams and demonstrate flexibility to support all shifts as needed. + Assist with HR special projects and initiatives as needed, while maintaining and protecting confidential data with the utmost care. **Qualifications/ Requirements:** + Bachelor's degree from an accredited university or college in related area or unrelated area with 4 years of HR experience + Minimum of 3 years of experience in Human Resources and/or relevant work experience (roles that involve the application of labor and employment principles, operational and business management). **Desired Characteristics:** + HR experience with demonstrated ability to work independently and solve day-to-day challenges. + In-depth expertise in HR disciplines, including training, staffing, onboarding, employee development, and performance management. Basic knowledge of related disciplines. + Excellent oral and written abilities; approachable and responsive with a customer service focus. + Proactive, clear thinker with strong analytical skills; experienced in leading cross-functional projects, process improvements and willingness to adapt to changing priorities and needs. + Passionate about helping employees succeed, fostering collaboration, and creating a positive work environment across multiple shifts + Ensures compliance, confidentiality, and ethical decision-making. + Strong influencing skills, confidence to share difficult messages, confidence to advocate strongly for employees + Familiar with manufacturing environments. _This role requires access to U.S. export-controlled information. Therefore, employment will be contingent upon the ability to prove that you meet the status of a U.S. Person as one of the following: U.S. lawful permanent resident, U.S. Citizen, have been granted asylee or refugee status (i.e., a protected individual under the Immigration and Naturalization Act, 8 U.S.C. 1324b(a)(3))._ **Additional Information** GE Aerospace offers a great work environment, professional development, challenging careers, and competitive compensation. GE Aerospace is an Equal Opportunity Employer (****************************************************************************************** . Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. GE Aerospace will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable). **Relocation Assistance Provided:** Yes GE Aerospace is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.

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).

Perfection Hy-Test Company As a part of the global industrial organization Marmon Holdings-which is backed by Berkshire Hathaway-you'll be doing things that matter, leading at every level, and winning a better way. We're committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone's empowered to be their best. Marmon's Transportation Group is searching for a Group HR Director to support our growing Aftermarket Group. Aftermarket Group is comprised of 10+ individual companies. The operating sites in SC, VT, NC, IN, PA, Mexico & China. Aftermarket's revenue is over $700M revenue and 1400+ full-time employees. Reporting to the Group President of Aftermarket and dotted line to VP of HR for the Transportation Group. Group HR Director will be responsible for developing and executing human resource strategy in support of the overall business plan. The Group HR Director will develop and deliver HR services to effectively drive the organization's performance and growth. Primary areas of responsibility will include talent acquisition, talent management, talent development, organizational and performance management, learning and development, HRIS, and HR Operations. Culture and people are viewed as essential components of success. The Group HR Director will play a central role in driving a best-in-class culture into and across the organization and will exemplify Marmon's core values. Hiring, staffing, and the retaining of high-quality talent is at the core of the business, and the Group HR Director will spearhead these efforts. The Group HR Director will also serve as an advisor to the President and Leadership Team on key human resource matters. It is important that the Group HR Director demonstrates a strong character, excellent leadership and communication skills, and a willingness to build solid working relationships across all functional areas as well as with The Marmon Group. This position is suited to those seeking an exceptional degree of responsibility and who thrive in a fast-paced, complex, high-growth organization. The position is based at any of the Charleston, South Carolina locations. Travel is up to 30%. Key Responsibilities The Position will be responsible for: * Enhancing and fostering a culture consistent with the values of the company. * Providing end-to-end operational HR leadership, including employee engagement, learning & development, performance management, and workforce planning. * Implementing policies, procedures, and programs that assess organizational effectiveness, resources, and talent. * Developing effective and creative programs for hiring, onboarding, and key talent development. * Leading the HR team by inspiring the delivery of great service, providing candid input, and fostering a culture of continuous improvement. * Managing due diligence and HR integration for acquisition. * Serving as a player-coach. * Evaluating and continuously improving the organizational learning & development strategy, with the goal of optimizing the talents and skills of the employee population. * Providing organizational leadership around culture assessment and development; introducing and managing organizational change and development initiatives. * Collaborating and liaising with The Marmon Group to ensure all policies and procedures are in alignment with Marmon and Berkshire Hathaway. * Administering/overseeing the administration of HR programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; environmental health and safety (EHS); occupational health and safety; and training and development. * Monitoring and ensuring Marmon's compliance with federal, state, and local employment laws and regulations, and recommending best practices; reviewing and modifying policies and practices to maintain compliance. * Maintaining knowledge of trends, best practices, regulatory changes, and new technologies in HR, HRIS, talent management, and employment law; applying this knowledge to communicate changes in policy, practice, and resources to upper management. * Developing and implementing a departmental budget. The Profile The requirements for the Position have been identified as: * Minimum of 10 years' experience in HR leadership roles, with a proven track record of success in a multi-site manufacturing environment. * Deep knowledge of the functional elements of human resources, including talent acquisition and development, continuous learning programs, business partnerships, and performance management. * A strong and capable leader who can develop a best-in-class team. * Experience developing an HR strategy and executing with a "hands-on" approach. * Strong functional knowledge of HRIS systems; knowledge of Workday preferred. * Demonstrated success in a growth environment. * Able to create and deliver training topics with ease. * Strategic and confident management style backed by strong business acumen and experience. * Superior interpersonal and negotiation skills. * Excellent organizational skills and attention to detail. * Excellent time management skills, with a proven ability to meet deadlines. * Strong analytical and problem-solving skills. * Strong supervisory and leadership skills. * Able to adapt to the needs of the organization and employees. * Thorough knowledge of employment-related laws and regulations. Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law. We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to ******************, and please be sure to include the title and the location of the position for which you are applying.

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. 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.

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.

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

Come join our "Family" and be part of providing healthcare In the Community…For the Community. Carolina Family Health Centers, Inc. provides accessible and affordable health care with excellence…where patients come first. Regardless of an individual's ability to pay or their insurance status, we believe that EVERYONE deserves access to quality health care As a nonprofit, federally qualified health center (FQHC), we strive to meet the needs of our community and breakdown barriers that prevent individuals from seeking health care. Our service offering includes primary medical care, behavioral health, pharmacy and dental services in an integrated model that provides a comprehensive approach to care for our patients. Position Overview The Director of Human Resources (HR) manages day to day Human Resources operations at Carolina Family Health Centers, Inc. in Wilson, NC. This position serves as a focal point for employee relations, recruitment and retention, benefit administration, recordkeeping, and compliance with federal and state employment laws. This position reports to the Chief Operating Officer. THIS POSITION OFFERS A 40-HOUR WORKWEEK, NO WEEKENDS, FULL BENEFITS PACKAGE, 12 PAID HOLIDAYS, BI-WEEKLY PAY. Essential Tasks Benefits: * Manage and coordinate all employee health insurance plan(s), open enrollment, and employee questions. Compensation: * Manage the Wage/Salary Program by monitoring changes and updates, annually, performing market research, and applying cost of living increases within budget constraints and in accordance with company policy. Compliance: * Manage and monitor the Employee Handbook and all human resources policies and procedures. * Represent CFHC, Inc. in all unemployment hearings, EEOC actions and/or worker's compensation claims, under the authority of the Chief Executive Officer. * Ensure compliance with all federal and state regulations; EEO, ADA, US and NC DOL Record Retention. Employee Relations: * Manage the Corrective Action process and participate in corrective action counseling sessions. * Coordinate and monitor the conflict resolution process. * Manage all employee resignations and terminations. * Manage and coordinate the employee Performance Evaluation Process. Recruitment: * Manage the sourcing and screening process by reviewing applications and resumes, coordinate and participate in interviews, ensure compliance in obtaining, reviewing, and confirming satisfactory background check and drug screen results for selected candidates, and make all official job offers after obtaining proper approvals. Experience and Education * Bachelor's or Master's degree in business, human resources, or related field. * Minimum three years of related experience at a management level. * Well organized and detail oriented with an ability to multi-task. * Excellent time management, organizational, and communication skills. * Ability to supervise staff. * Professional in Human Resource Management (PHR), Senior Professional in Human Resources Management (SPHR), SHRM Certified Professional (SHRM-CP), or SHRM Senior Certified Professional (SHRM-SCP), preferred. Schedule Monday to Friday 8 AM - 5 PM 8-Hour shift In person Physical Requirements * Individuals may need to sit or stand for long periods of time, occasional bending, stooping, lifting including of patients, reaching forward and overhead. * May require walking primarily on a level surface for periods throughout the day. * Proper lifting techniques and frequent computer work required. * Must be able to travel freely in the local area; between clinics, hospitals, health departments, etc. Benefits * 401(k) and match * AD&D insurance * Dental insurance * Disability insurance * Employee assistance program * Flexible spending account * Health insurance * Life insurance * Paid time off * Holidays * Vision insurance Job Type Full-time License/Certification (one/any preferred) * Professional in Human Resource Management (PHR) * Senior Professional in Human Resource Management (SPHR) * SHRM Certified Professional (SHRM-CP) * SHRM Senior Certified Professional Base Pay Overview The starting pay for this position is $85,280 annually. Please keep in mind that actual salary will vary based on various factors such as qualifications, skills, competencies, and proficiency for the role.

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

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.

At ProMach, we're looking for people who want to shine. You'll have opportunities to take your career in the direction you want. You can be creative. Strategic. Persuasive. Influential. Pro Mach is headquartered near Cincinnati, OH with facilities worldwide. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Do we have your attention? Keep reading. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Does this work interest you? Staffing & Retention Excels at developing and applying creative staffing approaches to find new employees in an efficient and cost-effective manner. Acts a business partner with division leadership to anticipate, define, and execute staffing strategy. Guides the hiring manager in developing the position profile, sourcing/selection process, compensation, and job offer strategy. Provides consultation to division leaders regarding building bench-strength through talent-development and other strategies, applying sound business analysis of benefits and risks. Develops and supports retention plans and methods to counteract clearly identified risks. Employee Development & Relations Actively monitors the organizational capabilities from a business and employee development perspective. Leads the implementation of employee development strategies and supports corporate-wide strategies. Provides specific attention to division's high potential talent and poor performers. Consults with internal resources, as required, and leads inquiries regarding complex employee relations issues with a developed comfort and expertise in legal, risk, compliance, and security. Helps organize company meetings and events at the facilities, including team-building activities to enhance and improve employee morale and productivity. Benefits & Compensation Administration Manages day-to-day benefit administration needs for the employee population. Supports Corporate HR in the oversight of benefit plans and programs. Works with Corporate HR to administer annual compensation, bonus, and commission plans. Ensures job descriptions and compensation programs are updated and maintained. Performance Management & Organization Effectiveness Promotes company's performance management philosophy and methodology to achieve 100% application by all supervisors for all employees. Coaches business leaders and supervisors to influence and align behaviors to optimize employee performance and goal achievement. Leads efforts in improving performance of under-performers. Facilitates organization planning and design with division management. Leads division-level succession planning activities including key position identification and nominating successor candidates. Handles all aspects of successor candidate development including job skill identification and gap analysis and development plan creation and oversight. Manages and implements division-level change, such as policy standards, acquisition integration, process improvements, and application of technology and automation. Compliance & Training Ensures compliance with federal, state and local laws, regulations and orders through application of advanced knowledge and training. Partners with management to ensure that safety policies and training programs are current, practiced and enforced. Analyzes and assesses training and development needs with knowledge of organizational development theory and practices. Delivers highly effective and engaging training through well-developed delivery style. Safety Creates an environment where safety is highly valued and safe behaviors are consistently applied. Works with Plant Management to implement all aspects of the company safety program. Ensures compliance with all OSHA and other Federal, State and Local safety rules and regulations. Assists in the oversight of the safety & training observation program for facilities. Assists Corporate Safety with implementation of company-wide safety programs. Works with Managers and Supervisors to identify root causes of work related injuries and illnesses and implement methods to eliminate causes. What's in it for you? There's no monopoly on good ideas or limits to how far you can advance with our team. We offer an open, communicative environment that fosters individual initiative. We pride ourselves in being a company where people choose to build a career and find professional happiness. In addition to growth opportunities, as a ProMach employee, you receive more than just a paycheck. Total compensation includes your salary, comprehensive medical/dental and well-being programs, as well as life insurance, a generous paid time off program, and a retirement savings plan with a company match. And because we understand the importance of feeling protected, there is no waiting period for benefits - you are eligible on your first day of employment! If this sounds like you, we want to connect! 5+ years of experience in an HR leadership role. Bachelor's degree in human resources or a related field of study. Must deliver results and possess excellent leadership skills. Strong knowledge of federal, state, and local employment laws and regulations. Experience in design, development, and implementation of training programs. Must possess a strong knowledge of Microsoft office suite, including, but not limited to Excel, Powerpoint and Word. Must possess professional written and verbal communication and interpersonal skills. Ability to motivate, inspire confidence, produce quality work within tight timeframes, and simultaneously manage several projects. Ability to participate in and facilitate group meetings with all levels of the organization. Ability to accurately diagnose organizational needs, possesses the political awareness to gain support through the development of a clear strategy and goals, and the ability to produce results. Ability to creatively recruit and maintain an employee population in a challenging geographic location. Pro Mach, Inc. was named to the Inc. 5,000 list of fastest-growing private companies in the U.S. seven times. We continue to introduce innovative products, enter new markets, expand our global presence, and actively acquire new capabilities. We have the rewards, opportunities, and market strengths of a large organization combined with the entrepreneurial culture of a small, fast-paced company. You will enjoy the benefits of working with a growing company that competes globally, with the personal touch and feel of a smaller company where you can make an impact every day. Curious about life at ProMach? Follow us on LinkedIn, Twitter, and Instagram! ProMach is an Equal Opportunity Employer. Pro Mach uses E-Verify to verify the employment eligibility of all new hires to work in the United States. Pro Mach is a drug-free workplace. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

Job DescriptionDescriptionThe Human Resources Business Partner is an experienced business partner, self-starter, and change agent. This role requires the ability to focus and deliver in a rapidly changing environment. You must have a strong desire to learn, be able to think strategically, execute, and collaborate. By rolling up your sleeves, you must look around corners with data-driven recommendations that improve performance, retention and the employee experience. You will assess the business scenarios and make talent recommendations to management. You will be responsible for executing initiatives associated with the full employee lifecycle in the areas of talent management, organizational effectiveness and design, performance management, employee relations and compensation for assigned groups. You will be part of the US HR Business Partner team assigned to client groups in the United States This role will also lead projects and processes spanning the entire US HR organization requiring clear project management, continuous improvement and collaboration skills. Role expectations Partner directly with Directors and Managers to drive talent strategy and advance the business results through strategic talent actions Analyze trends and metrics in partnership with the HR team to develop solutions, programs and policies proactively Partner with employees and managers regarding HR issues, HR processes and guidelines. Coach, advise and manage complex employee relations issues Partner with managers in career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, talent management, and development Execute Align's human capital strategy surrounding organizational design, leadership, capabilities and culture In support of an organization's talent management strategy, work with the business to close gaps via training and/or developmental opportunities Lead projects for the US HR team with a focus on continuous improvement mindset and focus What we're looking for 6+ years of progressive Human Resources experience in a fast paced, high growth, dynamic business environment; tech or medical device industry experience highly desired BA/BS or equivalent experience Experience supporting Director level clients and driving full talent lifecycle actions for an organization Strong business acumen and ability to work well across different functions in order to integrate HR and business strategies. Demonstrated record of accomplishment of driving results and talent strategies in a fast growing and dynamic business. Ability to be analytical and ensure that the organization rigorously measures and analyzes the right things to drive success. Excellent collaboration skills and the ability to influence without authority Ability to multitask effectively and prioritize work based on demand; highly organized and have strong problem-solving skills Results driven, self- starter with high attention to detail and sense of urgency Willingness to travel 10% and to support teams in all US time zones. Experience in a matrixed organization preferred Communication: Excellent presentation and communication skills Teamwork Ability to work both independently and collaboratively Pay TransparencyIf provided, base salary or wage rate ranges are the range in which Align reasonably expects to set a candidate's pay for the posted position. Actual placement depends on the individual skills and experience level of a candidate plus the total compensation and equity across team members. For other locations outside of the primary location, the base salary range will be adjusted geographically. For Field Sales roles, the salary listed is the base pay only and does not include the applicable incentive compensation plan. A cost of living adjustment may be added to base pay for higher cost areas in the U.S. Our internship hourly rates are a standard pay determined based on the position and your location, year in school, degree, and experience.

Why Join First Choice Community Health Centers Nestled in the heart of North Carolina, Harnett County offers a unique blend of small-town charm and convenient access to big-city amenities. Located less than an hour from both Raleigh and Fayetteville, residents enjoy the tranquility of rural living with the benefit of nearby urban excitement. At First Choice, we're proud to offer employment opportunities in this beautiful area, giving you the chance to work in a close-knit community while staying connected to the vibrant Triangle region. With a perfect balance of peaceful + affordable living and easy access to cultural and career opportunities, Harnett County is an ideal place to call home. Position Summary The Human Resources Business Partner (HRBP) administers human resources policies, procedures, and programs related to recruiting, employee relations, benefits, compensation, employee orientation, and state and federal regulations. Interprets human resources policies, procedures, programs, and related laws; consults with Managers on simple to complex employee relations and organizational issues; coaches Managers on the implementation and communication of new and existing programs. Benefits Offered Company paid Medical Insurance Dental and Vision insurance Retirement Planning (403B) Health Reimbursement Account (HRA) 11 Paid Holidays Duties and Responsibilities Strategic Alignment - Collaborate with leadership to develop and implement HR strategies that directly support business objectives, including workforce planning, succession planning, and talent management. Staffing - Partner with Talent Acquisition Recruiter to recruit, interview and recommend placement of qualified candidates for a variety of jobs varying in complexity. Employee Relations - Address employee concerns, investigate issues, and resolve conflicts while ensuring compliance with employment laws. New Employee Onboarding & Orientation - Responsible for the development, coordination and facilitation of new employee onboarding to support a great experience by all involved and to help employees sufficiently integrate into FCCHC. Benefits Administration - Responsible for timely and accurately managing employee benefit enrollment, terminations, and changes with all insurance carriers. Employee Offboarding - Responsible for employee leave administration, advising employees and tracking time off in compliance with all. Performance Management - Monitor employee performance, provide feedback, and implement performance improvement plans. Organizational Development - Analyze organizational effectiveness, identify areas for improvement, and design interventions to enhance team dynamics and productivity HR Generalist & Other HR Duties - Responsible for supporting all employee and manager needs as it relates to their employment, serving as backup to teammates and supporting HR team as needed. Data Analysis and Reporting - Track key HR metrics, analyze trends, and present data-driven insights to inform decision-making. Education and Experience Bachelor's degree in human resource management and five-seven years of experience in Human Resources, or equivalent combined education and relevant experience. SPHR or PHR certification preferred. Advanced computer skills with knowledge of Microsoft Word, Excel and HRIS systems (preferably ADP) Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate. Tasks, duties, and responsibilities, as listed in this position description, are not exhaustive. The Organization, at its sole discretion and with no prior notice, may assign other tasks, duties, and job responsibilities. Equivalent experience, skills and/or education will also be considered, so qualifications of incumbents may differ from those listed in the Position Description. The Organization, at its sole discretion, will determine what constitutes as equivalent to the qualifications described above. Further, nothing contained herein should be construed to create an employment contract. Occasionally, required skills/experiences for jobs are expressed in brief terms.

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

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