Director of human resources jobs in Georgia

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

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

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

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

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

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

Salary Range: $151,006+ Pay Grade: 33 FLSA Status: Exempt Purpose of Classification: The purpose of this classification is to plan, organize, direct, manage, administer and evaluate the countywide human resource-related function. Essential Functions: The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Manages, directs, and evaluates assigned staff; oversees employee work schedules to ensure adequate coverage and control; approves/processes employee concerns and problems and counsels or disciplines as appropriate; ensures that department works effectively within budget allocation; assists with or completes employee performance appraisals; directs work; acts as a liaison between employees and County administrators and elected officials; and trains staff in operations, policies, and procedures. Organizes, prioritizes, and assigns work; prioritizes and schedules work activities in order to meet objectives; ensures subordinates have proper resources needed to complete the assigned work; monitors status of work in progress and inspects completed work; collaborates with assigned staff to assist with complex situations and provides technical expertise; submits progress and activity reports to County administrators and elected officials. Oversees and directs the administration of countywide human resource function; develops and communicates new policies and revises existing policies, and procedures to be effective, transparent, and legally defensible; ensures fair and consistent application of policies, procedures and practices; advises Chief Executive Officer, Chief Operating Officer, Board of Commissioners, and department/agency heads regarding human resource practices and issues; conducts internal investigations; and resolves and recommends solutions to sensitive human resources issues. Develops short- and long-term goals, plans, and objectives for the department; researches and assesses current and future human resource needs to support the department's strategic plan as assigned; and makes appropriate recommendations. Ensures compliance with all personnel laws and ordinances; assimilates and disseminates information on changes in laws and regulations; analyzes impact of changes on County policies and procedures; creates and implements compliance processes or procedures; responds to internal and external requests for information regarding local, state and federal personnel laws and ordinances; and ensures human resource information systems meet operating, legal and compliance standards. Develops and implements guidelines for employee actions, such as hires, promotions, transfers and terminations, etc.; directs recruiting and selecting processes that attract top talent; prepares, analyzes and revises class specs; directs screenings, interviews, background and reference checks; makes hiring and firing decisions and recommendations, and maintains related documentation; and manages the performance review process. Directs and implements a total compensation program that includes salary and non-salary rewards and employee appreciation events to attract and retain top talent; oversees salary surveys and recommends measures to maintain competitive salary structure to the administration based on available resources; analyzes compensation trends; and directs performance evaluation program and revises as necessary; and pursues proactive measures to retain talent as resources are available. Directs, conducts and/or implements training programs to ensure compliance with regulations policies, or laws; orient new employees; increase employee effectiveness, and promote a culture of engagement/wellness, including physical and mental fitness to perform assigned job duties; facilitate employee communication, and other training; and employee rewards and recognition activities to communicate and reinforce County business strategies, operational and financial needs and incentivize employees to excellence; develops annual training calendar; and conducts and/or coordinates training events with outside vendors to encourage continuous job-related employee development at all levels in the County. Oversees administrative hearing process for employee adverse actions; implements decisions rendered by hearing officers; maintains hearing meeting minutes; develops appeal hearings calendar and performs related activities; and conducts prehearing conferences to determine case facts and mediate resolutions. Develops, implements, and administers department budget; monitors expenditures to comply with established budgetary parameters; and prepares and submits invoices. Attends various meetings, serves on committees, and makes presentations or speeches as needed; and represents the County in all personnel-related matters involving employee organizations. Maintains comprehensive knowledge of applicable laws/regulations, new products, methods, trends and advances in the profession, professional affiliations, and attends workshops. Develops and evaluates performance metrics to align with strategic priorities, highlight potential problems and determine corrective actions, develop strategies, and incentivize staff performance; and coordinates with department managers and other County employees to discuss metrics data and formulate goals and priorities. Minimum Qualifications: Bachelor's degree Human Resources, Public Administration, or related field required (Master's degree preferred); twelve years of progressively responsible experience in human resource management, with five years of senior management experience for a comparably sized organization, or as a director for a smaller organization; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. Specific License Certifications: One of the following certifications is required: PHR, SPHR, SHRM-CP, SHRM-SCP, PSHRA-CP, PSHRA-SCP or CCP (Certified Compensation Professional).

Essential Duties and Responsibilities: Provide support to an organization of 140 employees+ using knowledge of talent acquisition, compensation, benefits, and employee relations Support Mud Pie's corporate and warehouse employees with general human resources questions related to, but not inclusive of, payroll, compensation, policies and benefits Work alongside leadership teams, to provide insightful problem-solving, hands-on guidance, and direct support for employee/personnel matters Act as a liaison between employees and management to promote open communication, engagement and a positive work environment Lead employee engagement initiatives and company-wide events that strengthen culture and retention Process bi-weekly payroll Oversee FMLA, short-term and long-term disability, worker's comp, etc. Oversee the full recruitment lifecycle, including job postings, resume screening, interviews, candidate selection, and onboarding for both corporate and warehouse roles Attend local university career fairs annually to attract top talent Work alongside leadership on effective performance management, feedback and corrective actions Oversee offboarding, including separation conversations, exit interviews, system access removal, benefit terminations, etc. Administer employee benefit programs, including health, 401(k), disability, and leave; manage annual openenrollment and qualifying life event changes Conducting regular audits of payroll, benefits, and other HR programs/policies, and recommending corrective actions and documenting SOPs Manage accurate and confidential HR records, files, systems Partner with multiple external vendors Assist third party IT vendor with onsite troubleshooting, etc. Manage and develop HR Assistant & Office Manager, leading by example Other ad hoc tasks and projects as assigned Requirements: Bachelor's degree in Human Resources, Business Administration, or related field 5+ years of Human Resources experience preferred Proven ability to build relationships influence at all levels, and manage multiple priorities in a dynamic environment Exceptional communication, problem solving, and organizational skills Ability to maintain flexibility and a positive attitude under pressure and in ambiguous situations Knowledge of regulatory and legal requirements Proficient in Microsoft Office (Word, Excel, PowerPoint) Proficiency with Human Capital Management systems (experience with Paycom is a plus) Ability to maintain confidentiality of sensitive personal, corporate and financial information at all times Self-directs and works independently with minimal supervision

The Director of HR will create and deliver strategic and tactical HR initiatives while executing core human resource functions for the organization. They are also responsible for ensuring compliance with all relevant state, federal, or other governing body regulations. This role partners with managers and employees to effectively implement HR programs and processes to build a best-in-class HR department. We are seeking an HR leader that has experience building HR programs from scratch and driving the overall HR strategy with a growing entrepreneurial firm. This role will be on-site in the Statesboro office. Responsibilities: Manages the process for recruiting and partners with hiring managers to ensure an effective hiring process. Leads the strategy and implementation of efficient recruitment efforts to ensure the hiring and retention of the best talent. Builds relationships within the local community to recruit talent and to build the employment brand. Manages and provides guidance on all employee relations issues. Oversees the process of partnering with managers on documenting and delivering performance improvement plans and corrective actions. Develops, communicates, and enforces employee policies; advises managers on policy matters. Develops a talent strategy for the organization. Designs, develops, implements, and executes programs and processes to support the talent strategy (i.e., onboarding, mentoring, career planning, succession planning). Develops, administers, and tracks training and development activities. Manages Performance Management process and consults with managers and employees on process. Consults with the leadership team on building the organization structure. Develops metrics for HR processes and programs. Runs regular reports to monitor HR processes and programs. Analyzes process and program metrics and leverages learnings to inform leadership on people decisions and/or to improve HR programs and processes. Builds and administers employee benefits plans and compensation programs. Ensures all regulatory and compliance requirements (state, federal, local, or other governing body) are met. Maintains records related to HR Programs, Processes, and Employee Relations and partners with managers to ensure compliance with applicable laws. Ensures adherence to employee-related policies and procedures. Requirements: Minimum 10 years of HR Management experience Bachelors degree or equivalent work experience Experience with a growing manufacturing organization; automotive experience preferred Must be flexible and able to operate in a fast-paced environment Record of success advising managers on the full range of HR/people issues Demonstrated ability to quickly establish effective relationships, collaborate, lead, and influence Certified HR Professional designation preferred Knowledge of all functional areas of Human Resources Benefits: Health Insurance Coverage (Medical, Dental, Vision) 401K Plan Relocation Bonus

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

Who We Are At Kyndryl, we design, build, manage and modernize the mission-critical technology systems that the world depends on every day. So why work at Kyndryl? We are always moving forward - always pushing ourselves to go further in our efforts to build a more equitable, inclusive world for our employees, our customers and our communities. The Role We are seeking a seasoned HR Technology leader with proven experience in large, global organizations to drive Kyndryl's HR technology strategy and transformation. This role is not about hands-on technical configuration, it is about strategic product leadership, enterprise-scale integration, and managing a team of Product Owners to deliver world-class HR solutions. The Director, HR Information Systems, will provide operational excellence and strategic, proactive support for the delivery and execution of Kyndryl's technical HR strategy. Lead the evaluation, implementation and adoption of advanced and transformative technology that advances the HR Strategy and the growth of Kyndryl. This position will lead and influence complex, people-centered HR Transformation programs, including: * Workday capabilities transformation * ServiceNow enhancements * Payroll modernization In addition, you will have the opportunity to contribute to other initiatives within the HR Transformation team, such as digital transformation, special projects, and employment-related programs. Key Responsibilities * Lead Global HR Technology Strategy Define and communicate the product vision for Workday, ServiceNow, and other HR platforms, ensuring alignment with Kyndryl's strategic goals and global HR transformation roadmap. * Manage Product Ownership at Scale Oversee a team of Product Owners responsible for Workday and Employee Experience platforms. Drive prioritization, trade-off decisions, and roadmap execution across multiple HR functional areas. * Enterprise Integration & Employee Experience Deliver solutions that integrate Workday with Professional Services Automation (PSA) or Projects modules and ensure seamless connectivity with Employee Experience platforms (ideally ServiceNow or equivalent). * Stakeholder Engagement & Governance Partner with HR Centers of Excellence, business leaders, and technology teams to architect scalable solutions using industry best practices. Establish governance and project management discipline for end-to-end delivery. * Global Transformation Leadership Lead complex HR transformation initiatives, including digital transformation, payroll modernization, and service delivery enhancements, ensuring consistent and exceptional employee experience worldwide. * Continuous Improvement & Risk Management Maintain platform health, monitor security and compliance, and proactively identify opportunities for optimization and innovation. What We're Looking For * Global Enterprise Experience Demonstrated success in leading HR technology strategy and transformation for a large, multinational organization. * Workday Expertise Beyond Core HR Experience with Workday in environments that include Professional Services Automation or Projects, not just core HCM. * Employee Experience Platform Knowledge Hands-on leadership experience with ServiceNow or similar platforms as part of an integrated HR ecosystem. * Product Leadership Proven ability to manage Product Owners, set vision, and deliver complex, cross-functional technology programs. * Strategic & Operational Balance Ability to align business priorities, make trade-offs, and balance strategic development with ongoing production support. Your Future at Kyndryl Every position at Kyndryl offers a way forward to grow your career, from Junior Administrator to Architect. We have training and upskilling programs that you find anywhere else, including hands-on experience, learning opportunities, and the change to certify in all four major platforms. One of the benefits of Kyndryl is that we work with customers in a variety of industries, from banking to retail. Whether you want to broaden your knowledge base or narrow your scope and specialize in a specific sector, you can find your opportunity here. Kyndryl currently does not require employees to be fully vaccinated against COVID-19, however, if you are hired to work at a client, customer, or partner location, you may be required to show proof of vaccination to align with their respective COVID-19 vaccination policies. Those who believe they are eligible may apply for a medical or religious accommodation prior to the start of employment. Who You Are You're good at what you do and possess the required experience to prove it. However, equally as important - you have a growth mindset; keen to drive your own personal and professional development. You are customer-focused - someone who prioritizes customer success in their work. And finally, you're open and borderless - naturally inclusive in how you work with others. Required Skills, Experience and Circumstances: * Minimum of 10 years experience as a Product Owner, Consultant or Business Analyst in the HRIS space across a variety of disciplines. * 7+ years Workday, ServiceNow and/or HR Systems experience with an in depth understanding of the product and business processes related to various functional areas within Workday, including understanding of E2E Workday integration points. * 5+ years leading Consulting teams focused on Systems Implementation. * Global experience with other HR Applications and vendors in the HR Technology tech stack including Service Now. * Experience with Product Roadmap development and influencing key collaborators for consensus on business priorities. Ability to facilitate complex discussions. * Project Management experience with focus on design, facilitating development, testing and delivery. * Demonstrates abilities and/or a proven record of success working in a consultative capacity on Human Capital technology projects. * A driver, decision maker, and effective team collaborator. Ability to acquire crucial information and key objectives. * Organized, self-motivated, highly adaptable, and have a strong desire to embrace change. * Outstanding leadership and motivational skills - possessing a willingness to empower as well as inspire commitment and positive attitude in the team * Ability and/or experience to work independently as well as in a team environment through collaboration and consultation skills while working with individuals from all backgrounds and organizational levels and across functional areas * Exposure to advanced technologies like AI What We Offer: * Competitive salary and benefits package. * Opportunities for professional growth and development. * A dynamic and inclusive work environment. * The chance to work with a leading global IT services company. Compensation The compensation range for the position in the U.S. is $150,720 to $286,200 based on a full-time schedule. Your actual compensation may vary depending on your geography, job-related skills and experience. For part time roles, the compensation will be adjusted appropriately. The pay or salary range will not be below any applicable state, city or local minimum wage requirement. There is a different applicable compensation range for the following work locations: California: $165,720 to $343,560 Colorado: $150,720 to $286,200 New York City: $180,720 to $343,560 Washington: $165,720 to $314,880 Washington DC: $165,720 to $314,880 This position will be eligible for Kyndryl's discretionary annual bonus program, based on performance and subject to the terms of Kyndryl's applicable plans. You may also receive a comprehensive benefits package which includes medical and dental coverage, disability, retirement benefits, paid leave, and paid time off. Note: If this is a sales commission eligible role, you will be eligible to participate in a sales commission plan in lieu of the annual discretionary bonus program. Applications will be accepted on a rolling basis. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Know Your Rights: Workplace Discrimination is Illegal Pay Transparency Nondiscrimination Provision Being You Diversity is a whole lot more than what we look like or where we come from, it's how we think and who we are. We welcome people of all cultures, backgrounds, and experiences. But we're not doing it single-handily: Our Kyndryl Inclusion Networks are only one of many ways we create a workplace where all Kyndryls can find and provide support and advice. This dedication to welcoming everyone into our company means that Kyndryl gives you - and everyone next to you - the ability to bring your whole self to work, individually and collectively, and support the activation of our equitable culture. That's the Kyndryl Way. What You Can Expect With state-of-the-art resources and Fortune 100 clients, every day is an opportunity to innovate, build new capabilities, new relationships, new processes, and new value. Kyndryl cares about your well-being and prides itself on offering benefits that give you choice, reflect the diversity of our employees and support you and your family through the moments that matter - wherever you are in your life journey. Our employee learning programs give you access to the best learning in the industry to receive certifications, including Microsoft, Google, Amazon, Skillsoft, and many more. Through our company-wide volunteering and giving platform, you can donate, start fundraisers, volunteer, and search over 2 million non-profit organizations. At Kyndryl, we invest heavily in you, we want you to succeed so that together, we will all succeed. Get Referred! If you know someone that works at Kyndryl, when asked 'How Did You Hear About Us' during the application process, select 'Employee Referral' and enter your contact's Kyndryl email address.

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

The Director of Organizational Culture and Human Resources (HRD), reporting directly to the CEO/Library Director, is a strategic leader responsible for driving the vision, direction, and execution of all Human Resources functions. This role involves developing and implementing comprehensive HR strategies, policies, and programs that align with organizational goals. The Director will lead key functions, including talent acquisition and development, benefits and compensation management, employee relations, compliance, and HR systems management, ensuring the HR department serves as a critical partner to the organization. Primary Duties and Responsibilities: Establish strategic plans, goals, and objectives for the HR department aligning with the organization's mission and goals. Oversee daily operations of the HR department and HR functions for the organization. Provide direct supervision for two positions: HR Generalist and Payroll Coordinator. Drive staff engagement efforts by designing and implementing initiatives that strengthens communication, build trust, and enhance a positive workplace culture. Direct professional development and training for organizational needs and growth. Lead, mentor, and empower the HR team to drive results, continuously develop skills, and foster a high-performing, cohesive unit. Partner with executive leadership to develop the organization's strategic and annual departmental work plans, ensuring alignment and integration with business needs. Serve as the primary compliance officer for HR-related matters, conducting thorough audits, investigating policy violations, and managing risk safety, and regulatory filings in accordance with all applicable laws and regulations. Create, implement, and enforce HR policies to ensure clarity, consistency, and compliance across the organization. Oversee the administration and optimization of employee benefits, including health and welfare plans, 403(b) plan management, and employee wellness programs; negotiate with brokers to secure competitive offerings. Meticulous management of HRIS systems, ensuring data integrity, efficient workflows, and successful implementation of new systems or upgrades. Own the end-to-end talent acquisition process, from workforce planning and recruitment to onboarding and retention strategies; develop and implement performance management frameworks to drive accountability and continuous improvement. Analyze, develop, and manage compensation programs to ensure competitive, equitable, and performance-driven compensation strategies. Educational/Training Requirements: Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related field. 8 - 9 years of progressive HR experience, including 3 - 4 years in a supervisory or leadership capacity. Proven experience in strategic planning, organizational development, and HR policy implementation. Demonstrated ability to lead HR operations in a complex, dynamic environment. Strong knowledge of U.S. and Georgia employment laws, labor regulations, and compliance standards. Master's degree or professional HR certification (e.g., SHRM-SCP, SPHR). Experience : 8 - 9 years of progressive HR experience, including 3 - 4 years in a supervisory/ leadership. Experience working in academic libraries. Knowledge, Skills and Abilities: Excellent written and verbal communicator. Highly detail oriented and deadline driven. Ability to set priorities, embrace and drive change initiatives, and to use collaborative and inclusive leadership skills. Knowledge of current and emerging trends in HR, talent acquisition, workforce management, employee benefits, and payroll. Ability to effectively and responsibly manage resources and budgets. Awareness of emerging developments, trends, issues in higher education.

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

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

Human Resources Director Career Opportunity Valued and respected for your expertise in human resources and leadership abilities Are you searching for a career that's more than just a job, a calling that not only utilizes your professional skills but also connects you with a strong sense of community in your workplace? Encompass Health, the nation's largest in-patient rehabilitation company, provides a supportive environment where you can contribute to the mission of dedicated employees helping patients on their healing journey. As a Human Resources Director, you'll play a crucial role in ensuring employees feel heard, well-cared-for, and appreciated. Your leadership will extend to creating a high-quality, compassionate work environment, leveraging specialized skills to support our employees in achieving their goals at Encompass. Join us in a career close to home and close to your heart, with access to cutting-edge technology and a team committed to collaboration, support, and inclusiveness.A Glimpse into Our WorldAt Encompass Health, you'll experience the difference the moment you become a part of our team. Being at Encompass Health means aligning with a rapidly growing national inpatient rehabilitation leader. We take pride in the growth opportunities we offer and how our team unites for the greater good of our patients. Our achievements include being named one of the "World's Most Admired Companies" and receiving the Fortune 100 Best Companies to Work For Award, among other accolades, which is nothing short of amazing.Starting Perks and Benefits At Encompass Health, we are committed to creating a supportive, inclusive, and caring environment where you can thrive. From day one, you will have access to: Affordable medical, dental, and vision plans for both full-time and part-time employees and their families. Generous paid time off that accrues over time. Opportunities for tuition reimbursement and continuing education. Company-matching 401(k) and employee stock purchase plans. Flexible spending and health savings accounts. A vibrant community of individuals passionate about the work they do! Become the Human Resources Director you've always aspired to be Plan, organize, and oversee all facets of the Human Resources department to ensure equitable treatment of all employees, in compliance with legal requirements and company policies. Assume responsibility for fostering an inclusive and productive work environment and culture. Implement employee programs, policies, and procedures. Serve as a valuable resource to department managers and other employees, acting as the liaison between Home Office HR and hospital management. Coordinate staff education programs, oversee workers' compensation program, and assist with benefits administration. Direct hospital recruitment and retention program to ensure availability of appropriate staffing resources. Serve as a resource to department managers and other employees. Celebrate the achievements and victories of our dedicated employees along the way. Qualifications Bachelor's degree in Personnel Administration, Hospital Administration, Business Administration, or a related field is required. Work experience may substitute for a four-year degree on a year-for-year basis. A minimum of 3-5 years of Human Resources Management experience, preferably in healthcare. Professional in Human Resources (PHR) and/or SPHR certification is preferred. We're looking forward to meeting you, and we genuinely mean that. Join us on this remarkable journey! #LI-BG1 The Encompass Health Way We proudly set the standard in care by leading with empathy, doing what's right, focusing on the positive, and standing stronger together. Encompass Health is a trusted leader in post-acute care with over 150 nationwide locations and a team of 36,000 exceptional individuals and growing! At Encompass Health, we celebrate and welcome diversity in our inclusive culture. We provide equal employment opportunities regardless of race, ethnicity, gender, sexual orientation, gender identity or expression, religion, national origin, color, creed, age, mental or physical disability, or any other protected classification.

Excellent Direct Hire opportunity for an experienced hands on Director of Human Resources to serve as a strategic leader for a growing commercial construction company of over 200 employees across multiple locations. You'll be deeply involved in day to day operations while being the face of the company and setting company culture. Position reports to the President and leads a team of 3 HR professionals. Key Responsibilities: Oversee all HR functions including employee relations, benefits administration, payroll, recruiting, and compliance across multiple states Lead and mentor the HR team of three, fostering a collaborative and high performing environment Drive company culture initiatives and plan and execute company events that strengthen employee engagement Develop and deliver HR related management training programs Ensure compliance with federal, state, and local employment laws across all locations Manage both W-2 employees and 1099 contractors across various divisions Partner with leadership on strategic workforce planning and organizational development Requirements: Proven experience as an HR Director or Senior HR Manager with hands-on operational involvement Strong background in multi-state HR compliance and regulations Experience managing diverse workforces including both W-2 and 1099 workers Excellent interpersonal and communication skills, you're comfortable being the face of HR Strategic thinking combined with a roll up your sleeves mentality Event planning experience and a passion for creating engaging employee experiences Experience with Vista Viewpoint (Trimble software) is a plus! Commercial construction experience a plus! To apply for the Director of Human Resources position, please submit your resume in response to this ad or fill out an application on our website, impactstaffing.com. Impact Staffing is a local staffing and recruiting company with a team of recruiters ready to help you find work. We specialize in administrative, warehousing, and manufacturing jobs. Impact Staffing is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation or gender identity) national origin, disability, age (40 or older) or genetic information including family medical history. #IND3

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

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