Director of human resources jobs in Greenville, SC - 62 jobs

**Are you ready to join a growing, dynamic company?** Keurig Dr Pepper is a modern beverage company, with more than 125 brands people know and love. We challenge the usual and always push beyond the expected. We are building a culture that is our competitive advantage - one that is growth focused, change resilient, collaborative, innovative, nimble, diverse and inclusive. **Are you ready to do impactful work?** You'll coach and mentor leaders. You'll create and implement ambitious people strategies. You'll play an important leadership role in our diversity & inclusion efforts. You'll work collaboratively with business partners and Centers of Excellence to deliver solutions that propel the business forward. **Are you ready to grow?** Here's what will make you successful at KDP! We love passionate, courageous HR leaders who work with agility and are excited by new challenges. You'll need consulting and influencing skills, a team-first, entrepreneurial spirit, business insight and analytical capability, and a heart for supporting the needs of our employees. **Will you be the next member of our talented team?** If you're ready, here's more about the job! *****This role will be based out of our Spartanburg facility. We operate four days onsite and one day remote.***** As a **Human Resources Manager,** you will assist in the development of organizational planning, utilizing a deep understanding of the business needs. You will take a consultative approach to engaging with managers on business and people issues, and you'll provide HR project leadership in the development of policy revisions and/or other employee related programs. You will consult with managers on all aspects of leadership and employee/labor relations, helping us to build a best-in-class culture. You will lead projects and track project goals and tasks, report on progress, make recommendations and help with implementation. You will ensure consistent and equitable application of organizational policies and procedures across a functional area or location. You will lead and execute on talent initiatives and act as a change agent to enable the growth & development of our people and the organization/function. **Your Responsibilities will include:** + Act as the primary and highly visible business partner to help build effective teams and to achieve business goals. + Manage and develop HR team members to become future HR leaders and to achieve regional team goals and objectives together. + Build deep relationships with all stakeholders, including labor unions where applicable, by learning the business operations and their interests to help drive business and team performance. + Display intellectual curiosity and an analytical mindset with a focus on solutions. + Influence business leaders and position KDP to attract and retain talent through training & development and reward strategies. + Leverage COEs for leadership development, strategy and people analytics and recruiting to help attract, engage and retain great talent. + Identify root causes and conduct relevant data analysis in order to propose both short-term and long-term interventions and solutions. + Improve and apply HR processes, policies and standards meeting local and federal employment laws + Think independently, investigate and resolve labor relations and employee issues, partnering with labor and legal teams, where necessary. + Apply analytical skills to collect and synthesize large quantities of data, tell the story and formulate recommendations based on data trends and insights + Implement HR initiatives in to support all the above. + Travel required **Total Rewards:** + Salary Range: $96,800 - $154,000 + Actual placement within the compensation range may vary depending on experience, skills, and other factors + Benefits, subject to election and eligibility: Medical, Dental, Vision, Disability, Paid Time Off (including paid parental leave, vacation, and sick time), 401k with company match, Tuition Reimbursement, and Mileage Reimbursement + Annual bonus based on performance and eligibility **Requirements:** **Education & Experience:** + Bachelor's Degree in Human Resources, related field, or professional experience equivalent; Master's Degree preferred + A minimum of 8 years of progressive experience in HR roles within fast-paced and matrix organizations + Advanced skills using Microsoft Office Suite (Work, Excel, PowerPoint, Outlook, Teams) **Successful candidates will also demonstrate these additional qualifications:** + Proven ability to understand business goals and then design & implement new approaches, policies and procedures to affect continual improvements in business objectives, productivity and development of the HR function within the company + Proven bias for action as evidenced through proactive, innovative and value-creating solution implementation + Proven ability to navigate ambiguity within a complex, dynamic and rapidly changing business environment + Proven ability to seamlessly transition between strategic thinking and tactical execution + Proven ability to prioritize the most impactful work amidst multiple competing priorities + Success in creating & driving effective and positive employee and labor relations for large populations of hourly employees in a distribution and / or manufacturing environment + Success in leading and managing projects, some of which may be large-scale, cross-functional, and require strong stakeholder management and alignment **Company Overview:** Keurig Dr Pepper (NASDAQ: KDP) is a leading beverage company in North America, with a portfolio of more than 125 owned, licensed and partner brands and powerful distribution capabilities to provide a beverage for every need, anytime, anywhere. We operate with a differentiated business model and world-class brand portfolio, powered by a talented and engaged team that is anchored in our values. We work with big, exciting beverage brands and the #1 single-serve coffee brewing system in North America at KDP, and we have fun doing it! Together, we have built a leading beverage company in North America offering hot and cold beverages together at scale. Whatever your area of expertise, at KDP you can be a part of a team that's proud of its brands, partnerships, innovation, and growth. Will you join us? We strive to be an employer of choice, providing a culture and opportunities that empower our team of ~29,000 employees to grow and develop. We offer robust benefits to support your health and wellness as well as your personal and financial well-being. We also provide employee programs designed to enhance your professional growth and development, while ensuring you feel valued, inspired and appreciated at work. Keurig Dr Pepper is an equal opportunity employer and recruits qualified applicants and advances in employment its employees without regard to race, color, religion, gender, sexual orientation, gender identity, gender expression, age, disability or association with a person with a disability, medical condition, genetic information, ethnic or national origin, marital status, veteran status, or any other status protected by law. A.I. Disclosure: KDP uses artificial intelligence to assist with initial resume screening and candidate matching. This technology helps us efficiently identify candidates whose qualifications align with our open roles. If you prefer not to have your application processed using artificial intelligence, you may opt out by emailing your resume and qualifications directly to ****************. Keurig Dr Pepper is an equal opportunity employer and affirmatively seeks diversity in its workforce. Keurig Dr Pepper recruits qualified applicants and advances in employment its employees without regard to race, color, religion, gender, sexual orientation, gender identity, gender expression, age, disability or association with a person with a disability, medical condition, genetic information, ethnic or national origin, marital status, veteran status, or any other status protected by law.

PL Developments, also known as PLD, is a leading manufacturer, packager, and distributor of over-the-counter (OTC) pharmaceutical products and consumer healthcare goods. The Senior HR Manager serves as the strategic HR leader for PL Developments' South Carolina operations, overseeing HR functions for a workforce of approximately 600 employees and 80 temporary associates across manufacturing and distribution sites. This role ensures alignment of HR strategies with business objectives, drives organizational effectiveness, and provides leadership to a team of four HR professionals. While the HR Manager focuses on manufacturing site operations (onboarding, recruitment, HRIS workflows), the Senior HR Manager is accountable for overall HR leadership, compliance, employee relations at the manufacturing site, and guidance for HR practices at the distribution site. Work Schedule: Monday - Friday / 8am-5pm, additional hours as needed to support 24 hr operation. JOB QUALIFICATIONS: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 10+ years of progressive HR experience, including leadership roles manufacturing /distribution experience strongly preferred. Experience supporting 24/7 or multi-shift operations strongly preferred. SHRM-CP/SHRM-SCP or PHR/SPHR certification a plus. Strong knowledge of employment laws and HR best practices. Proven ability to lead teams, influence senior leaders, and manage change. Excellent communication, conflict-resolution, and coaching skills. Ability to balance strategic decision-making with hands-on HR execution. Strong analytical, organizational, and problem-solving abilities. Ability to manage multiple projects simultaneously. Willingness to work extended and flexible hours as needed. Will require travel to other SC facilities. Bilingual (English/Spanish) required. POSITION RESPONSIBILITIES: Strategic Leadership & Team Management Lead and develop the HR team, ensuring clear role accountability and fostering collaboration between manufacturing and distribution site HR leads. Partner with site leadership and corporate HR to design and implement HR strategies that support operational goals and workforce stability. Drive initiatives for succession planning, organizational design, and workforce optimization. Monitor HR metrics and analytics to identify trends and recommend improvements. Employee Relations & Termination Process Manufacturing Site: Own Employee Relations, including conducting investigations and executing HR approvals for disciplinary actions. Own the termination process, ensuring compliance and proper documentation, with support from the local HR team. Manage unemployment claim responses for terminated employees. Distribution Site: Provide guidance and support to the Sr. HR Generalist on employee relations matters, ensuring consistency with company standards. Act as the escalation point for complex issues across both sites. Champion engagement and retention programs to maintain a positive and inclusive workplace culture. Compliance & Policy Enforcement Enforce existing HR policies and procedures across both sites. Deliver training to managers and employees on policy compliance and best practices. Recommend policy improvements when gaps or opportunities are identified, collaborating with Corporate HR for approval and implementation. Support social compliance audits and partner with EHS to maintain a safe and compliant work environment. Talent & Performance Management Oversee performance review processes and coach managers on effective feedback and development planning. Identify skill gaps and implement training programs for leadership and high-potential employees. Support corporate-led HR initiatives (benefits, payroll, leave administration) at the site level. Cross-Site HR Operations Oversight Provide guidance and oversight for HRIS data integrity and workflow processes managed by the HR Manager. Ensure recruitment strategies align with temp-to-hire model and workforce planning needs. Actively engage with site leadership to maintain visibility and build strong relationships across both locations. PHYSICAL REQUIREMENTS: Primarily office work with occasional visits to the manufacturing area, using proper PPE. Lift up to 25 pounds occasionally. Climb stairs when needed. Sit for extended periods. Occasionally stoop, kneel, or crouch. Use hands and arms to reach for and handle objects. BENEFITS: PLD is a proud equal opportunity employer offering many corporate benefits, including: Medical and Dental Benefits Vision 401K with employer match Group Life Insurance Flex Spending Accounts Paid Time Off and Paid Holidays Tuition Assistance Corporate Discount Program Opportunities to Flourish Within the Company The EEO statement needs to be included in the detailed description... PL Developments is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. #HP1

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

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

Providing excellent customer service is the most important job in the entire Payfluence organization. We love to serve, and our clients can feel our enthusiasm and warmth through all interactions. Our enthusiasm is part of our culture and as a growing company we promote a workplace that is fast-paced, fun and creative. Our primary goal is to have a positive impact on the lives of our teammates and the clients we service. Payfluence HCM is is currently looking to hire an Payroll and HR Sales Consultant to join our team! Wherever you start with us, you have access to our leadership team, which is focused on helping you succeed. Through regular one on one check-ins and team huddles we define clear professional goals and strive to meet them together and individually. Payfluence nurtures growth for those willing to put in the work. Please read more regarding our Payroll and HR Sales Consultant Position: What You'll Do Determine prospective customers' needs for Payroll, Human Resources and more, then presenting Payfluence services to meet those needs for our clients ranging from "1 to 2500" employees. Build and sustain relationships with professional business partners. Prepare and present proposals and provide timely follow-up throughout the evaluation process. Ability to meet and exceed quarterly and annual sales quota. Work closely with the implementation team to ensure a seamless transition of a new client. Positively grow relationships, being a valued consultative partner. Requirements: Bachelors degree or equivalent combination of education and experience. 2 years in a quota-driven, business to business sales position, proven ability with sales prospecting and closing Ability to succeed in a competitive environment Strong presentation skills to effectively represent Payfluence. Strong Interpersonal skills (listening, team player and self-starter) Payroll/HR sales experience preferred but not required. Company Perks and What You'll Get: Competitive Base Salary plus uncapped commission Company Pays Employee Medical, Dental and Vision at 100% Robust PTO Plan with Company Paid Holidays

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

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

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

At KEENFINITY, we are a globally leading provider of innovative and professional security and communication solutions. With over 4,200 employees in over 50 countries worldwide, our ambition is clear: we offer more than just technology - we secure, connect, and amplify the moments that matter in life. Next to our passion for technology we're very passionate about our work environment. Based on values such as trust, appreciation, and accountability we all work together to shape the future - boldly, customer-focused and with a strong team spirit. This position is 100% onsite in Greer, South Carolina, and does not offer a hybrid work schedule. Job Description The Human Resource Business Partner (HRBP) will work on-site in our high-performance, non-union, CDC located in Greer, South Carolina. This role partners closely with the CDC Manager and Value Stream Leaders in a FAA-regulated electronic repair environment. The HRBP ensures operational excellence, a positive workplace and compliance with all HR policies. If you thrive in a fast-paced, hands-on environment and enjoy driving Human Resource initiatives that directly impact the production workforce, this role is for you. Essential Functions Strategic HR Partnership Serve as the primary HR contact for the location's CDC Operations Manager and value stream management team. Partner and lead with site leader to lead annual headcount planning for warehouse associates, reach-truck drivers, electronic repair technicians, and electronic assemblers supporting FAA customer requirements. Responsible for day-to-day management of third-party time systems for the production workforce, including (but not limited to), staffing, conducting initial interviews, processing payroll (weekly payroll), and coordination of all activities. Ensure compliance with labor laws, safety regulations, and internal HR policies. Drive retention strategies specifically tailored to warehouse and technical talent, including stay interviews and targeted skill-based retention programs. Support continuous improvement initiatives including 5S, Lean projects, Kaizen workshops, and safety-focused performance programs. Analyze HR metrics (turnover, absenteeism) and recommend actionable solutions. Function as main point of contact for the site related to leave administration, accommodation requirements, workers compensation and legal topics. Administer the accommodation and return-to-work processes (work restrictions, medical documentation, light-duty assignments) Employee Relations & Culture Promote a culture of safety, accountability, and continuous improvement by developing culture-building initiatives for warehouse and technical associates, including recognition programs, shift-based engagement, and safety-first campaigns. Maintain a stable, positive work environment, by addressing employee concerns before escalating. Conduct regular floor-level walk-arounds to maintain visibility with hourly warehouse associates and repair technicians, ensuring open communication channels. Lead conflict resolution, attendance coaching, disciplinary action processes, and follow-up. Offer support to the management team on employee-related issues, performance management, and policy interpretation, and conflict resolution. Conduct investigations and ensure consistent application of policies and corrective actions. Talent Management Oversee full life cycle recruitment and hiring for warehouse positions (picking, packing, reach-truck operations), technical repair roles, and salaried site leadership. Partner closely with Operations, Supply Chain, and Quality to ensure staffing aligns with production volumes, customer SLAs, and repair center throughput. Manage relationships with staffing partners (MAU or others), ensuring fill-rate performance, quality of hire, and compliance with service contracts. Lead succession planning for shift supervisors, group leads, and emerging leaders in both warehouse and repair environments. Lead onboarding and new hire orientation for new hires. Training & Development Support certification and skills-based training for reach-truck operators, repair technicians, and assemblers performing FAA-related work. Maintain skills matrices for each functional area and support cross-training to improve operational agility and reduce labor gaps. Partner with Facility lead to ensure safety, operations, and quality teams adhere to safety measures of the location. Change Management - Additional Responsibilities Support transitions during process changes, technology upgrades, equipment rollouts, or warehouse layout redesigns. Lead communication strategies during seasonal peaks, shift model changes, or large hiring surges. Provide project-ready HR support during new customer onboarding, new product introduction (NPI), or expansions in FAA repair capability. Qualifications Bachelor's degree in human resources, Business Administration, or related field. 7+ years of HR experience, preferably in logistics, manufacturing, distribution, or other hourly workforce environments. Excellent communication and critical thinking skills. Ability to create presentations with meaningful HR content for site leader. Strong ability to apply conflict resolution practices across the business. Strong knowledge of employment law, HR best practices, and employee relations. Ability to work on-site in a fast-paced plant environment. SHRM-CP, SHRM-SCP, PHR, or SPHR certification is preferred. Experience with HRIS systems (e.g., ADP, Workforce Manager and iHCM) preferred. Systems savvy and ability to pick up new technology quickly. Bilingual (English/Spanish) is a plus. Must be able to occasionally lift and carry materials or equipment for up to 25 pounds (e.g., product samples, marketing materials) for events or demonstrations. Ability to work in a standard office environment, including extended periods of sitting, computer use, and video conferencing. On occasion, ability to maintain a flexible schedule to accommodate global business needs, including early morning or late evenings for calls with international teams. Additional Information The U.S. base salary range for this position is determined based on several factors, including, but not limited to, work experience, current skills and job knowledge, complexity of the role, job location, and more. At Keenfinity we don't just build innovative solutions - we shape a smarter, more connected world through technology. We value different backgrounds, ideas, and experiences and we're committed to growing, learning, and celebrating success as one team. Everyone is welcome here - we foster an environment where everyone is respected, valued, and encouraged to be their authentic self. Keenfinity is an equal opportunity employer, offering equal opportunities for all. We welcome applications from people with disabilities and can offer support, if needed. When everyone has a chance to contribute, we all do better. All of your information will be kept confidential according to EEO guidelines.

Motus Integrated Technologies is seeking an experienced and strategic Senior HR Manager (also know as HR Operations Leader) to lead HR operations and drive people strategy at our Spartanburg, SC plant. This individual will serve as the senior HR leader onsite, partnering closely with Plant Operations leadership and the CHRO to align human capital initiatives with business objectives. The HR Operations Leader will provide leadership in talent management, organizational effectiveness, and workforce planning while fostering a high-performance culture that reflects Motus' values. Key Responsibilities The HR Operations Leader serves as the strategic HR leader for the Spartanburg plant, partnering with Operations leadership and the CHRO to align people strategies with business goals. This role drives organizational effectiveness through workforce planning, talent development, and succession management while fostering a culture of engagement, accountability, and continuous improvement. The HR Operations Leader leads recruitment for key roles, develops HR capability, and ensures consistent application of company policies and compliance with all employment laws. Acting as a key advisor and mentor, this leader oversees compensation practices, employee relations, and HR operations to support Motus' commitment to its people and operational excellence. Minimum Skills and Experience Required Education & Experience: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred) 8+ years of progressive HR experience, including at least 3 years in a manufacturing or industrial environment Proven experience leading HR strategy in a plant or multi-site manufacturing operation Skills & Competencies: Strong business acumen with the ability to align HR strategy to operational goals Excellent leadership, communication, and interpersonal skills Culture Ambassador Demonstrated ability to influence and build partnerships with senior leadership In-depth knowledge of employment law and compliance Proficiency with HRIS systems and data-driven decision-making Who We Are Motus Integrated Technologies is a dynamic, half-billion-dollar global leader in manufacturing high-quality headliners, interior trim, and fiber solution products for the automotive industry. Headquartered in Holland, Michigan, Motus operates advanced manufacturing facilities across North America (U.S. and Mexico) and maintains a global presence with over 20 entities worldwide. Motus is part of the Atlas Holdings portfolio, an industrial holding company based in Greenwich, Connecticut. Motus offers a vibrant working environment where innovation and forward-thinking are at the forefront of what we do. If you are eager to contribute to our legacy and drive meaningful change, we would love to hear from you. Motus is an Equal Opportunity Employer. #HROPERATIONSLEADER

The Human Resources Manager position is responsible for planning, organizing, directing, and evaluating the operations of human resources and personnel departments, develops and implements policies, programs and procedures regarding human resource planning, recruitment, training and development, occupation classification and pays and benefit administration. Performance Expectations Annually review compensation plan to ensure internal/external equity. Review and update job descriptions as needed. Perform job analysis to create new job categories. Review and monitor performance evaluation process ensuring 100% reviews completed on time. Recruit for all open positions both internally and externally to fill vacant positions. Conduct exit interviews. Establish and maintain department records, policies, procedures and reports. Design, develop and implement new company policies, procedures, and reports. Administer all benefit plans for all employees. Coordinate apprenticeship and training program. Calculate Employee Leg Stepping Stool results. Oversee and track all corrective counseling and documentation. Represent organization at personnel related hearings and investigations. Plan and organize employee functions as needed. Prepare reports and recommend procedures to reduce absenteeism, turnover and work-related injuries. Ensuring adherence to all policies, procedures, and applicable legislative requirements. Other duties assigned as needed. Credentials Post-Secondary Education in Human Resources or related discipline. Minimum five years of progressive Human Resources exposure. Senior Professional in Human Resources (SPHR) certification considered an asset. Desired Characteristics Participation in continuous improvement programs. Possess strong influential and guidance skills. Excellent written and verbal communication skills. Working Conditions Able to work in varying temperatures inside of the facility. Able to work a flexible schedule which may include first, second, and/or third hours and weekends. Able to move throughout all areas of the plant as required to perform duties. Visual ability with or without correction. Able to spend 25% of time on the production floor in a manufacturing environment and 75% of the time in the office. What Linamar Has to Offer Competitive Compensation Employee Benefits package includes but not limited to, Medical, Dental, Vision and 401k etc. Opportunities for career advancement. Sustainability Counsel Community based outreach supporting both local and global initiatives and charities. Discounts for local vendors and events, including auto supplier discounts. About Us Linamar Corporation is a Canadian diversified global manufacturing company of highly engineered products across global industries & markets. From the entrepreneurial seeds planted by our dynamic founder to the support provided along the way, all Linamar employees are poised for success in this fast-paced and rapidly growing environment. With access to the tools, you need to succeed, you will make an impact along with other motivated and engaged people.

The HR Generalist plays a key role in supporting the Human Resources function by performing a broad range of HR activities with a focus on excellence, compliance, and high-impact results. This position provides day-to-day HR operational support to employees and leaders while partnering closely with the HR Business Partner and HRIS Administrator. While not the first-line HR contact, the HR Generalist operates at a high level of accountability and independence to support employee relations, onboarding and offboarding, benefits administration, HRIS data integrity, and HR communications. The ideal candidate demonstrates strong business acumen, delivers measurable results, and proactively identifies opportunities for improvement within HR processes and programs. This role serves as a critical link between tactical HR execution and strategic HR partnership and is designed as a developmental position with growth potential into future HR leadership opportunities. Essential Duties and Responsibilities Employee Support & Relations * Serve as a secondary HR contact for employees and supervisors, providing policy guidance, HR program support, and consistent application of company practices. * Support employee relations activities by assisting in investigations, documentation, and follow-up, ensuring confidentiality and fairness. * Prepare and present HR reports, metrics, and presentations to support initiatives, engagement efforts, and leadership discussions. * Demonstrate sound judgment and discretion in handling sensitive employee matters. HRIS & Data Administration * Maintain accurate and up-to-date employee records in ADP, including new hires, job and status changes, and terminations. * Maintain and organize electronic personnel files in accordance with company policy and legal requirements. * Track and analyze HR metrics such as turnover, engagement, and diversity; prepare dashboards and recommend process improvements based on findings. * Ensure HR data accuracy and collaborate with Payroll to validate pay changes, shift differentials, and compensation adjustments. * Identify and implement process efficiencies and automation opportunities within HR systems. Onboarding, Offboarding & Compliance * Lead new hire onboarding and offboarding processes, ensuring exceptional and compliant employee experience. * Support leave of absence tracking (FMLA, personal leave, workers' compensation), ensuring timely communication and documentation. * Maintain HR documentation and compliance with record-retention policies. * Assist with internal and external HR audits and inspection readiness. Benefits & Payroll Support * Assist with benefits administration, including open enrollment, new hire benefits setup, and employee inquiries. * Serve as backup for payroll and vacation processing. HR Programs & Engagement * Coordinate and assist in employee events, programs, and initiatives to foster a positive an inclusive work environment. * Support employee engagement programs, recognition initiatives, and other cultural activities. * Manage HR communications, including internal newsletters and announcements. * Support HR policy updates, compliance tracking, and internal communication rollouts. * Contribute to the design and delivery of HR training materials. Administrative & Strategic Support * Prepare and manage HR reports, correspondence, and materials for meetings, audits, and projects. * Support HR strategic projects and continuous improvement initiatives as assigned by HR leadership. * Actively contributes to a culture of accountability, innovation, and collaboration. This Person Must Be Able To: * Communicate effectively through outward communications that represent PAI's values and culture with professionalism. * Support organizational development activities and programs that strengthen team performance, engagement, and leadership capability. * Possess excellent organizational skills, balancing multiple projects and deadlines with precision. * Be a quick study, resourceful problem solver, and forward-looking thinker who anticipates needs and offers proactive solutions. * Demonstrate influencing skills to gain alignment and build credibility across all levels of the organization. * Be experienced and resourceful with social media platforms - a true social media guru capable of leveraging internal and external channels to enhance employer branding and engagement. * Be comfortable presenting, facilitating, and leading meetings with employees, leaders, and cross-functional teams. * Operate with a high level of professionalism, accountability, and independent judgment. * Maintain confidentiality while managing sensitive employee information. * Deliver high-quality, accurate work and meet deadlines with minimal supervision. * Exhibit initiative, leadership readiness, and the ability to drive results that align with organizational goals. Required Skills and Abilities * Strong interpersonal and relationship-building skills across all organizational levels. * Excellent written and verbal communication skills. * Proven ability to manage multiple priorities and deliver accurate, high-quality results. * High attention to detail with a continuous improvement mindset. * Strong analytical and problem-solving skills with the ability to translate data into actionable insights. * Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint) and HRIS systems (ADP preferred). * Ability to work both independently and collaboratively within a dynamic HR team. * Requires English language skill(s) and proficiency. Education and Experience * Bachelor's degree in human resources, Business Administration, or related field preferred. * 3-5 years of progressive experience in an HR Generalist or HR administration role, preferably in a manufacturing or regulated environment. * Proven success delivering results through proactive problem-solving and process improvement. * Experience with HRIS data management and HR reporting required. * PHR or SHRM-CP certification preferred (or willingness to obtain). * Demonstrated readiness and potential for future HR Manager-level responsibilities. * Candidates must already have a work authorization that would permit them to work for PAI in the U.S. Physical Requirements * Prolonged periods of sitting at a desk and working on a computer. * Must be able to lift up to 20 pounds occasionally. * Ability to adapt and perform effectively in a high-stress, fast-paced environment. To perform this job successfully, an individual must be able to perform the essential job functions satisfactorily. PAI is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, PAI will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. PAI uses E-Verify. PAI Pharma is a nicotine-free campus, meaning the use of nicotine products-including cigarettes, vaping, chewing tobacco, and any other nicotine-containing substances-is strictly prohibited on company property. All employees should be able to complete their full shift without the need to use nicotine. By joining PAI Pharma, you agree to adhere to our nicotine-free workplace policy, which supports a healthier environment for all employees. EEO Employer / Veteran / Disabled

Brief Job Description : The Senior HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues and acts as a strategic business partner, change agent, employee champion and HR process/policy expert to support business strategy and objectives. Responsibilities and Measurement Criteria with Time investment Needed on Each: * Acts as a single point of the contact for the employees and managers in the business unit * As a strategic partner to assigned business, identify HR needs required by the business and develop executive HR strategies to support the business strategy * Acts as thought partner and coach to business leaders to enhance employee engagement and drive a high performing culture * Identify team development gaps and facilitate team development activities to improve collaboration and team performance * Assess the organizational needs of the business units and work with the business leaders to change and improve the organizational structure, process, systems, rewards necessary to achieve the desired culture and business objectives * Acts as change agent in managing organizational changes to ensure achievement of desired business results * Acts as employee champion in promoting employee value proposition and drive employee engagement and communication to be the employer of choice * Acts as HR policy and process expert and proactively work with COEs in workforce planning, talent acquisition, total rewards, performance management, learning and development, HRIS to ensure delivery of high impact HR services and programs * Conducts weekly meetings with respective business units. * Consults with line management, providing HR guidance when appropriate. * Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. * Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. * Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Qualifications: Required/ Minimum Qualifications: * Bachelor's degree in behavioral science, human resources management or related discipline from a reputable educational institution * HR in a Manufacturing setting required. * Minimum of 8 to 10 years' experience resolving complex employee relations issues. * Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and employment laws. * Strong attention to detail. Attentive to detail and accuracy, performs quality work, continuously looks for improvements, owns/acts on problems, and seeks opportunities to increase effectiveness and efficiency. * Clearly exchanges thoughts, ideas and messages through written, verbal and non-verbal methods that promote an understanding with the target audience. Creates accurate and punctual reports, shares information and ideas with others in a timely manner. Listens carefully and attentively. * Must have strong customer service and interpersonal communication skills and the ability to communicate effectively via phone or in person * Experience in Organization Development assessment and change management * Strong global & cultural Awareness. * HR Expertise in talent acquisition, total rewards, learning and development, employee relations and communication * Experience in building Relationships and strategic alliance internally and externally Additional / Preferred Qualifications: * N/A Physical & Environmental Requirements: * N/A Time Travel Needed: 5-10% The successful candidate will embrace Vertiv's Core Principals & Behaviors to help execute our Strategic Priorities. OUR CORE PRINCIPALS: Safety, Integrity, Respect, Teamwork, Diversity & Inclusion. OUR STRATEGIC PRIORITIES Customer Focus Operational Excellence High-Performance Culture Innovation Financial Strength OUR BEHAVIORS Own It Act With Urgency Foster a Customer-First Mindset Think Big and Execute Lead by Example Drive Continuous Improvement Learn and Seek Out Development Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email to **********************. If you are interested in applying or learning more about this role, please visit the company's career page located on Vertiv.com/Careers Work Authorization No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.

HR Generalist / Manager in Spartanburg, SC Compensation $90,000 - $100,000+, with flexibility depending on experience About the Role We're looking for an experienced HR Generalist/Manager to lead day-to-day HR operations and support our employees and leadership team. This role owns the full HR function, from recruiting and onboarding to employee relations, benefits, and compliance. This role is with a Manufacturing company so any experience working within engineering or manufacturing company will be a big plus. What You'll Do Lead full-cycle recruiting and new-hire onboarding Serve as a trusted resource for employee relations and HR guidance Manage compensation, benefits, and performance programs Develop and maintain HR policies, procedures, and employee handbook Ensure compliance with EEO and employment regulations Maintain HR records, reports, and organizational documents Partner with leadership to improve HR processes and employee engagement What We're Looking For 5+ years of progressive HR experience Bachelor's degree or equivalent experience PHR/SPHR certifications are a plus Experience with HRIS and benefits administration systems Strong communication, organization, and problem-solving skills Why This Role High-impact, hands-on HR leadership position Opportunity to shape HR processes and company culture Direct partnership with executive leadership Interested? If you are interested in this opportunity, please apply or send your resume to sgwinner@selectek.net to discuss this opportunity in greater detail or you can call me at 678-802-6621.

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

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

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

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

Motus Integrated Technologies is seeking an experienced and strategic Senior HR Manager (also know as HR Operations Leader) to lead HR operations and drive people strategy at our Spartanburg, SC plant. This individual will serve as the senior HR leader onsite, partnering closely with Plant Operations leadership and the CHRO to align human capital initiatives with business objectives. The HR Operations Leader will provide leadership in talent management, organizational effectiveness, and workforce planning while fostering a high-performance culture that reflects Motus' values. Key Responsibilities The HR Operations Leader serves as the strategic HR leader for the Spartanburg plant, partnering with Operations leadership and the CHRO to align people strategies with business goals. This role drives organizational effectiveness through workforce planning, talent development, and succession management while fostering a culture of engagement, accountability, and continuous improvement. The HR Operations Leader leads recruitment for key roles, develops HR capability, and ensures consistent application of company policies and compliance with all employment laws. Acting as a key advisor and mentor, this leader oversees compensation practices, employee relations, and HR operations to support Motus' commitment to its people and operational excellence. Minimum Skills and Experience Required Education & Experience: * Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred) * 8+ years of progressive HR experience, including at least 3 years in a manufacturing or industrial environment * Proven experience leading HR strategy in a plant or multi-site manufacturing operation Skills & Competencies: * Strong business acumen with the ability to align HR strategy to operational goals * Excellent leadership, communication, and interpersonal skills * Culture Ambassador * Demonstrated ability to influence and build partnerships with senior leadership * In-depth knowledge of employment law and compliance * Proficiency with HRIS systems and data-driven decision-making Who We Are Motus Integrated Technologies is a dynamic, half-billion-dollar global leader in manufacturing high-quality headliners, interior trim, and fiber solution products for the automotive industry. Headquartered in Holland, Michigan, Motus operates advanced manufacturing facilities across North America (U.S. and Mexico) and maintains a global presence with over 20 entities worldwide. Motus is part of the Atlas Holdings portfolio, an industrial holding company based in Greenwich, Connecticut. Motus offers a vibrant working environment where innovation and forward-thinking are at the forefront of what we do. If you are eager to contribute to our legacy and drive meaningful change, we would love to hear from you. Motus is an Equal Opportunity Employer. #HROPERATIONSLEADER