Director of human resources jobs in Mount Pleasant, SC

WE ARE…. Palmetto Moon, a rapidly growing, highly profitable 11 store lifestyle specialty chain headquartered in Charleston, SC. We are private equity owned and looking to expand, adding many more of our exciting stores throughout the Southeast. For more information on Palmetto Moon please visit *************************** Job Description Our current HR Director is part of the founding family at Palmetto Moon and is looking to step back and enjoy her family, thereby creating a great opportunity for someone with the right background and desire to help us grow our business. Our winning culture is one of our greatest assets, and as we grow, we will need you to help us preserve that culture through fair and equitable administration of existing and new HR Policies and Procedures. Other duties and responsibilities of this important job are: Payroll and Benefits administration Development and monitoring of Training Programs for all levels of the organization Selection and administration of Group Insurance Programs and 401K's Planning and leading Leadership Programs for company management Reporting of all HR Statistics for financial and governmental entities Qualifications YOU ARE…. A strong person who can expand our company culture, values and policies Can develop strategies to recruit, develop and train great associates Has the ability to build rapport with associates at all levels Possesses strong leadership qualities Has fundamental knowledge of labor and employment law Is a seasoned Specialty Retail HR executive with at least 5 years of HR Management experience Additional Information WE OFFER…. All the usual insurance, discount, and vacation benefits A competitive salary depending on experience A great place to live and work A chance to help Palmetto Moon grow into a regional powerhouse specialty store brand

Bosch Charleston is a part of a global network with close to 400,000 associates who make products that are "Invented for Life." The Bosch Charleston plant has a long history in the Lowcountry and was established in 1974. We Drive. to provide a safe and inspiring environment for our associates. We make a difference and delight our global customers by creating state of the art products. Over the past five years we have contributed over 1 million USD to Science, Technology, Engineering and Math (STEM) and environmental organizations in the Lowcountry through the Bosch Community Fund. Additionally, Bosch Charleston works closely with our partners to support these initiatives through volunteerism. There are many opportunities to get involved and we hope you will join us as we make a difference in the Lowcountry. BOSCH is a proud supporter of STEM (Science, Technology, Engineering & Mathematics) Initiatives * FIRST Robotics (For Inspiration and Recognition of Science and Technology) * AWIM (A World In Motion) Job Description HR Business Partner acts as a strategic partner to the leadership team, providing them with proactive analysis and support of their business issues and the impact of said issues on their associates. Participate in business planning to understand the current and future business situation, assess the impact on HR related matters, and proactively put plans into action to address HR topics. Act as the primary contact and advocate for associates with a primary focus on associate development and satisfaction. Use people analytics to make decisions, improve engagement, and retain talent. Principal Responsibilities * HR Consulting: Provide consultation to management teams on their business issues to assess the Human Resources impact on current and future plans, providing the most informed foundation to base decisions upon. Understand specific business issues to put mitigating HR strategies in place to ensure business profitability and success. * Employee Relations: Partner with associates and leadership to communicate various Human Resources policies, procedures, laws, standards and government regulations. Coach leadership in providing consistent company policy interpretation and enforcement. Conduct investigatory, termination and disciplinary meetings as needed. * Compensation: Coordinate and guide leadership during annual salary review process. Collaborate with corporate center of excellence department to interpret and implement. * Workforce Planning & Talent Acquisition: Plan staffing needs based an understanding of the annual business plan process. Implement appropriate actions to address short and long-term gaps. Partner with the talent acquisition team on college relations programs, talent acquisition, onboarding, and orientation optimization. * Training and Development: Assess gaps identified through the annual goal and performance discussion process, competency management, and annual talent review and succession planning to determine future training/development needs. Identify and source training. Conduct trainings and team building workshops. * Other: Complete special assignments and projects as requested. Miscellaneous duties as assigned. You'll work closely with key team members to enhance associate engagement and champion diversity. Benefits: * The expected based pay for this role will be between $90,000 - $120,000 per year. However, base pay will be determined on an individualized basis and will be impacted based upon years of applicable experience. * Competitive Time Away from Work Policy * Paid Time Off (PTO): 16 days (Up to 30 days based on seniority) * Personal Days (PAA): 5 days * Company Paid Holidays: 9 days * Paid Parental Leave: 6 Weeks * Industry Best Retirement Benefit * 401k - 75% match up to the first 9% contribution * Unique Bosch Defined Contribution (BDC) plan provides 100% company-funded 401(k) contributions, ranging from 2.5% to 6.5% of your pay, helping you secure your financial future * Student Debt Retirement Savings Match * Profit Sharing Bonus (CPrP) up to 10% * Medical, dental, and vision coverage * Onsite Cafeteria with multiple menu options * Onsite Starbucks Cafe * Onsite Bosch Store (Employee Discount) Qualifications * A bachelor's degree in human resources management or a related field is required. * 3-5 years of experience as a HR Partner with solid HR Generalist experience, 5+ years preferred (E3/E4). * A hands-on approach to getting things done with desire to have an impact. * Enjoy working in a fast-paced manufacturing environment * Excellent skills in both verbal and written communication * High level of integrity and confidentiality necessary * Must be a self-starter who is flexible and able to take initiative * Demonstrated ability to partner with other business groups and all levels within the organization * Ability to balance multiple priorities/projects simultaneously with the ability to adapt to the changing needs of the business * Creative problem-solving capabilities to offer practical solutions to problems * Proficient in Microsoft Word, Excel, PowerPoint and Outlook * Data and digital literacy to understand and analyze HR data preferred * Knowledge and experience in employment law, compensation, recruitment, training & development, and employee relations preferred. * HR certification preferred Additional Information Equal Opportunity Employer, including disability / veterans Indefinite U.S. work authorized individuals only. Future sponsorship for work authorization is not available.

What We Offer The Senior Director, HR Business Partners is a strategic, consultative partner and trusted advisor to multiple lines of business on human resource strategy issues. This role will lead a team of HR Business Partners, and partner with HR centers of expertise across various disciplines to support the strategic development and execution of talent related priorities and desired business outcomes. Works closely with HR centers of expertise to create value by understanding the business and implementing world-class people strategies and solutions that deliver on objectives, including shared responsibility for goal achievement. The role exists to understand and support the business with tailored strategies that foster a culture of inclusion and belonging. This role also focuses on team member engagement, retention, organizational structure, change management, strategic workforce planning, and succession planning. This role requires the ability to think critically in a fast-paced environment and develop a cohesive team demonstrating visible momentum for all activities. Acts as a change agent, anticipating human capital related needs, seeking to develop integrated solutions, and formulating partnerships across the business to deliver value-added service. Come join a remarkable team where quality care meets quality service, in every dimension, every time. #JoinTeamAubergine #NovantHealth Let Novant Health be the destination for your professional growth. At Novant Health, one of our core values is diversity and inclusion. By engaging the strengths and talents of each team member, we ensure a strong organization capable of providing remarkable healthcare to our patients, families and communities. Therefore, we invite applicants from all group dynamics to apply to our exciting career opportunities. What You'll Do It is the responsibility of every Novant Health team member to deliver the most remarkable patient experience in every dimension, every time. Our team members are part of an environment that fosters team work, team member engagement and community involvement. The successful team member has a commitment to leveraging diversity and inclusion in support of quality care. All Novant Health team members are responsible for fostering a safe patient environment driven by the principles of "First Do No Harm". What We're Looking For Education: 4 Year / Bachelors Degree, required. Degree in Human Resource Management, Business Administration, or related field. Graduate Degree, preferred. Experience: Minimum of ten years of human resources or related experience, required. Five years People leadership/management in a highly matrixed environment, preferred. Five years Experience with executive level consultation across multiple human capital domains to include organizational design and optimization, team member engagement, retention strategies, and performance management, required. Five years Experience in managing and implementing projects and strategic change initiatives. Experience in providing consultative services, required. Health care or related field experience. Merger and Acquisition experience, preferred. Licensure/Certification: PHR or SPHR or other Human Resource Certification, preferred. Additional Skills (required): BUSINESS ACUMEN - Understands the business strategy and how success is measured. LEADERSHIP - Leader who exemplifies the strategic, consultative HR model. Excellent interpersonal skills and strong stakeholder management who is highly driven for results, analytical, detail oriented and adept at working with data and metrics. COMMUNICATION - Exceptional oral and written communication skills, and ability to draft clear, concise communications and documents. Expresses information (ideas or facts) to individuals or groups effectively, considering the audience and nature of the information (technical, sensitive, confidential). Listens to others and their nonverbal cues and responds appropriately. ADAPTABILITY - Maintains change readiness, resilience, and flexibility to meet evolving business needs. Adaptability includes successfully navigating volatile, uncertain, complex, and ambiguous scenarios. Problem Solving: Strong analytical, critical thinking and creative problem-solving skills Inclusion and Belonging: Fosters a work environment of inclusion and belonging for all team members. Confidentiality: Respects confidential information. Additional Skills (preferred): Bilingual in Spanish/ English. Why Choose Novant Health? At Novant Health, we believe remarkable care starts with compassion for our patients, our communities, and each other. We value belonging, courage, personal growth, and teamwork, creating a space where everyone is respected, supported, and safe to show up as their full selves. Job Opening ID 94186

Robert Bosch is hiring a Sr. HR Business Partner in Charleston, SC. As a Sr. HR Business Partner, you will act as a strategic partner to leadership, providing proactive HR consultation, data-driven insights, and people solutions that support business success. This is a direct-hire opportunity. Benefits of the Sr. HR Business Partner * Pay between $80,000 - $113,000 per year (based on experience) * Medical, dental, and vision coverage * Profit Sharing Bonus (up to 10%) * Matching 401(k) and Defined Contribution Plan (Pension) * Student Debt Retirement Savings Match * Onsite Cafeteria with multiple menu options * Onsite Starbucks Café * Onsite Bosch Store (Employee Discount) * 16 Paid Time Off Days*, 5 Personal Paid Days, and 9 Holidays * 6 Weeks Paid Parental Leave * Unlimited Career Opportunities * *PTO increases with seniority Required Qualifications * Bachelor's degree in Human Resources Management or related field * 3-5 years of experience as an HR Business Partner or HR Generalist (5+ years preferred) * Excellent verbal and written communication skills for effective collaboration * Proven ability to manage multiple priorities in a fast-paced manufacturing environment * High level of integrity, confidentiality, and professionalism * Strong problem-solving, organizational, and interpersonal skills * Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook * Data literacy and ability to analyze HR metrics and trends Preferred Qualifications * HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) * Experience in employment law, compensation, training & development, and employee relations * Principal responsibilities of the Sr. HR Business Partner * Partner with leadership to assess business challenges and implement HR strategies that support operational success * Provide guidance on policies, employee relations, investigations, and performance management * Lead and support compensation planning and implementation * Collaborate with recruiting and workforce planning teams to attract and retain top talent * Develop and deliver training, development programs, and team-building initiatives * Drive employee engagement and promote a culture of diversity, inclusion, and respect * Support succession planning and talent management processes * Manage special HR projects and continuous improvement initiatives Contact & additional information All your information will be kept confidential according to EEO guidelines. By choice, we are committed to a diverse workforce - EOE/Protected Veteran/Disabled. Indefinite U.S. work authorized individuals only. Future sponsorship for work authorization unavailable.

Job Summary: The Human Resources Manager will lead all functions of the Human Resource (HR) department including talent acquisition, onboarding, compensation strategy and analysis, benefits strategy and administration leave management and compliance., This role ensures our organization remains an employer of choice by fostering a positive, engaging, and ethical workplace culture. This is an in-person full time role, reporting to the President. Key Responsibilities: Talent Acquisition & Onboarding Recruit, interview, and hire of qualified candidates for open positions Collaborates with departmental managers to understand required skills and competencies., Develop strong recruiting pipelines within our communities Conduct background checks and employee eligibility verifications Facilitate new hire orientation and onboarding programs to ensure a smooth transition Conduct thorough analysis of trends in recruiting, performance and turnover - provide potential solutions to operations leadership Employee Relations & Engagement Create and implement strategies for sustaining positive employee relations and engagement Assist with the creation and implementation of effective training and development programs to develop internal talent Develop recognition and appreciation programs to strengthen company culture Provide counseling and guidance to employees, resolve conflict, and facilitate communication HR Operations & Compliance Administer HR programs including but not limited to compensation, benefits, and leaves of absence; coaching and discipline; disputes and investigations; performance and talent management; productivity, recognition, and engagement; occupational health and safety; and training and development Handle employment-related inquiries from candidates and employees, referring complex and/or sensitive matters to the appropriate team member Ensure compliance with federal, state, and local employment laws and regulations Maintain knowledge of HR trends, best practices, and regulatory changes Performance & Development Develop and orchestrate the organization's performance management and annual review process Assist with performance management processes by coaching, educating, and providing feedback to all leaders of teams Develop proactive communications, employee relations/recognition and appreciation programs Provide guidance on employment related issues (such as ADA, FMLA, FLSA, harassment, discrimination, diversity, and corrective action) to operations leadership Attend and participate in investigations, disciplinary meetings, and terminations Facilitate HR processes and operations programs to ensure ethical, fair and consistent approach Review, track, and document compliance with mandatory and non-mandatory training, continuing education, and work assessments Responsible for maintaining company fleet program and monitoring adherence Perform other duties as assigned Required Skills/Abilities: Excellent verbal and written communication skills - the ability to navigate complex personalities in a fast-paced organization is a must Strong problem solving, relationship building and collaboration skills Excellent interpersonal, negotiation, and conflict resolution skills with professionalism and a tendency towards being proactive Excellent time management skills with a proven ability to meet deadlines Ability to act with integrity and a passion for confidentiality Highly organized - ability to prioritize tasks and to delegate them when appropriate Excellent organizational skills and attention to detail Effective persuasive and presentations skills Thorough knowledge of employment-related laws and regulations Proficient with Microsoft Office Suite or related software Proficiency with or the ability to quickly learn our internal HRIS Education and Experience: Bachelor's degree in Human Resources, Business Administration, or related field or equivalent experience 5+ years' experience in HR HR Certification a plus

The Human Resources (HR) Manager is responsible for the execution of the day to day operations of the HR Department. Through oversight, administration, and continuous improvement of HR operations and compliance functions that drive the employee lifecycle at REV. This role ensures that HR practices support the organization's strategic goals, reinforces REV DNA, and promotes a consistent, compliant, and engaging employee experience. The HR Manager is a trusted partner to leadership, advising on policy interpretation, employee relations, compensation, and workforce planning, while ensuring alignment with regulatory standards and REV's cultural values. Essential Duties & Responsibilities Assumes responsibility for the effective execution of HR operations: Oversees daily HR Activities, ensuring consistent and compliant execution of employment policies, procedures, and practices. Administers and monitors programs related to employee relations, performance management, compensation, and benefits. Ensures compliance with federal and state regulations (EEO, ADA, FMLA, FLSA, OSHA, etc.). Reviews and approves personnel actions, ensuring accurate and timely processing through the HRIS. Collaborates with the HRIS & Payroll Administrator to ensure data accuracy and workflow efficiency across all HR systems. Oversees the integrity and confidentiality of personnel files and HR records. Assumes responsibility for employee relations and compliance support: Serves as a primary advisor to manager and employees on HR policies, procedures, and performance-related issues. Partners with People Dynamics and leadership to promote constructive communication and resolution of employee concerns. Partners with People Dynamics and leadership to conduct or oversee investigations of employee complaints, ensuring fairness, consistency, and adherence to policies, procedures, and past precedent. Develops and implements HR policies and procedural updates as needed to maintain compliance and cultural alignment. Tracks employee relations issues and recommends proactive solutions to ensure a first-class employee experience. Support legal and regulatory reporting, audits, and responses in coordination with senior leadership. Assumes responsibility for strategic workforce planning and talent management: Collaborates with leadership to identify staffing needs and workforce trends; supports proactive planning for current and future roles. Provides leadership to the Talent Acquisition Specialist(s) to ensure hiring strategies align with organizational goals and internal equity. Supports compensation and benefits analysis, market studies, and salary structure administration in collaboration with OD leadership. Utilizes data and analytics to inform workforce decisions, retention initiatives, and organizational design improvements. Partners with REV Learns and People Dynamics to align onboarding, learning, and engagement initiatives through the employee lifecycle. Assumes responsibility for continuous improvement of HR processes and the employee experience: Continuously evaluates HR systems, workflows, and processes to improve efficiency, scalability, and employee experience. Ensures HR technology solutions are fully leveraged. Contributes to employee communications and supports rollout of new programs and initiatives. Assumes responsibility for establishing and maintaining effective communication, coordination, and professional working relations with employees and vendors: Ensures employee payroll, benefits, and personnel actions are promptly carried out. Ensures management is appropriately informed of areas of personnel improvement. Completes reporting requirements accurately and timely. Ensures questions and concerns are promptly and courteously resolved. Teaches self service options to employees. Assumes responsibility for the leadership, development, and management of employees within management line to ensure optimal performance: Manage and lead a cohesive, highly trained, and motivated team of professionals, fostering a culture of innovation and continuous improvement to meet the needs of REV. Coach and develop staff through effective leadership and sound practices to maximize productivity, efficiency, employee development, as well as the supporting and maintaining of the desired culture. Establish annual, short-term and long-term performance goals and metrics that align with the goals of REV for each employee within management line. Execute on management fundamental of timely recruitment, onboarding of employees, timecard approval, performance review completion, and HR stakeholder meetings. Assumes responsibility for related duties as required or assigned. Skills & Qualifications Education, Certifications, and Experience: Bachelor's Degree in an applicable field from an accredited university or college; or applicable experience, required HR certification required (PHR, SPHR, SHRM-CP, or SHRM-SCP). HR or Organizational Development management experience required. Five (5) to ten (10) years of related, progressive experience. Experience working within a financial institution desired, but not required. Demonstrated experience in employee relations, policy interpretation, and HR compliance management. Skills/Abilities: Deep knowledge of employment law, HR compliance, and federal/state regulations affecting the HR function. Proven ability to exercise sound judgment based on accurate and timely analysis. Excellent attention to detail, accuracy, and follow-through across multiple priorities. Strong analytical, reasoning, and creative problem-solving skills with the ability to identify root cases and propose practical solutions. Highly effective written and verbal communication skills, including the ability to compose reports, manuals, procedures, and policies. Strong public speaking and presentation skills, with the ability to engage audiences at all organizational levels. Demonstrated proficiency with HRIS systems and Microsoft Office Suite. Proven ability to collaborate effectively across departments and with employees at all levels. Proven leadership capability in coaching, developing, and guiding direct reports. Ability to balance strategic thinking with hand-son execution in a fast-paced environment. Strong interpersonal awareness, emotional intelligence, and discretion when handling confidential information or sensitive employee issues. Commitment to embodying and reinforcing REV DNA - integrity, ambition, passion, humility, and emotional intelligence.

The Human Resources (HR) Manager is responsible for the execution of the day to day operations of the HR Department. Through oversight, administration, and continuous improvement of HR operations and compliance functions that drive the employee lifecycle at REV. This role ensures that HR practices support the organization's strategic goals, reinforces REV DNA, and promotes a consistent, compliant, and engaging employee experience. The HR Manager is a trusted partner to leadership, advising on policy interpretation, employee relations, compensation, and workforce planning, while ensuring alignment with regulatory standards and REV's cultural values. Essential Duties & Responsibilities Assumes responsibility for the effective execution of HR operations: * Oversees daily HR Activities, ensuring consistent and compliant execution of employment policies, procedures, and practices. * Administers and monitors programs related to employee relations, performance management, compensation, and benefits. * Ensures compliance with federal and state regulations (EEO, ADA, FMLA, FLSA, OSHA, etc.). * Reviews and approves personnel actions, ensuring accurate and timely processing through the HRIS. * Collaborates with the HRIS & Payroll Administrator to ensure data accuracy and workflow efficiency across all HR systems. * Oversees the integrity and confidentiality of personnel files and HR records. Assumes responsibility for employee relations and compliance support: * Serves as a primary advisor to manager and employees on HR policies, procedures, and performance-related issues. * Partners with People Dynamics and leadership to promote constructive communication and resolution of employee concerns. * Partners with People Dynamics and leadership to conduct or oversee investigations of employee complaints, ensuring fairness, consistency, and adherence to policies, procedures, and past precedent. * Develops and implements HR policies and procedural updates as needed to maintain compliance and cultural alignment. * Tracks employee relations issues and recommends proactive solutions to ensure a first-class employee experience. * Support legal and regulatory reporting, audits, and responses in coordination with senior leadership. Assumes responsibility for strategic workforce planning and talent management: * Collaborates with leadership to identify staffing needs and workforce trends; supports proactive planning for current and future roles. * Provides leadership to the Talent Acquisition Specialist(s) to ensure hiring strategies align with organizational goals and internal equity. * Supports compensation and benefits analysis, market studies, and salary structure administration in collaboration with OD leadership. * Utilizes data and analytics to inform workforce decisions, retention initiatives, and organizational design improvements. * Partners with REV Learns and People Dynamics to align onboarding, learning, and engagement initiatives through the employee lifecycle. Assumes responsibility for continuous improvement of HR processes and the employee experience: * Continuously evaluates HR systems, workflows, and processes to improve efficiency, scalability, and employee experience. * Ensures HR technology solutions are fully leveraged. * Contributes to employee communications and supports rollout of new programs and initiatives. Assumes responsibility for establishing and maintaining effective communication, coordination, and professional working relations with employees and vendors: * Ensures employee payroll, benefits, and personnel actions are promptly carried out. * Ensures management is appropriately informed of areas of personnel improvement. * Completes reporting requirements accurately and timely. * Ensures questions and concerns are promptly and courteously resolved. * Teaches self service options to employees. Assumes responsibility for the leadership, development, and management of employees within management line to ensure optimal performance: * Manage and lead a cohesive, highly trained, and motivated team of professionals, fostering a culture of innovation and continuous improvement to meet the needs of REV. * Coach and develop staff through effective leadership and sound practices to maximize productivity, efficiency, employee development, as well as the supporting and maintaining of the desired culture. * Establish annual, short-term and long-term performance goals and metrics that align with the goals of REV for each employee within management line. * Execute on management fundamental of timely recruitment, onboarding of employees, timecard approval, performance review completion, and HR stakeholder meetings. Assumes responsibility for related duties as required or assigned. Skills & Qualifications Education, Certifications, and Experience: * Bachelor's Degree in an applicable field from an accredited university or college; or applicable experience, required * HR certification required (PHR, SPHR, SHRM-CP, or SHRM-SCP). * HR or Organizational Development management experience required. * Five (5) to ten (10) years of related, progressive experience. * Experience working within a financial institution desired, but not required. * Demonstrated experience in employee relations, policy interpretation, and HR compliance management. Skills/Abilities: * Deep knowledge of employment law, HR compliance, and federal/state regulations affecting the HR function. * Proven ability to exercise sound judgment based on accurate and timely analysis. * Excellent attention to detail, accuracy, and follow-through across multiple priorities. * Strong analytical, reasoning, and creative problem-solving skills with the ability to identify root cases and propose practical solutions. * Highly effective written and verbal communication skills, including the ability to compose reports, manuals, procedures, and policies. * Strong public speaking and presentation skills, with the ability to engage audiences at all organizational levels. * Demonstrated proficiency with HRIS systems and Microsoft Office Suite. * Proven ability to collaborate effectively across departments and with employees at all levels. * Proven leadership capability in coaching, developing, and guiding direct reports. * Ability to balance strategic thinking with hand-son execution in a fast-paced environment. * Strong interpersonal awareness, emotional intelligence, and discretion when handling confidential information or sensitive employee issues. * Commitment to embodying and reinforcing REV DNA - integrity, ambition, passion, humility, and emotional intelligence.

Division: Carolinas Minimum Years Experience: Travel Involved: 20-30% Job Type: RegularJob Classification: ExperiencedEducation:Job Family:TradeCompensation:Salaried Exempt If you picture yourself doing great things that make a difference in the lives of others, Turner is the place to be. Turner Construction is an industry leading commercial construction general contractor with a 120-year history spanning iconic projects around the globe, including 10 of the world's 100 tallest buildings. Turner is committed to sustaining a diverse, equitable, and inclusive environment where everyone feels connected, sees themselves represented at all levels of the company, and feels supported to reach their ultimate potential. Turner builds some of the most ambitious projects in the world. The technical expertise of our people makes us a recognized leader in many markets. Our projects are well known. Our people set us apart. We inspire greatness. Can you picture yourself at Turner? If so, apply and let's do great things together! Position Description: Provide guidance to assigned business units for Human Resources functions including recruiting, employee relations, talent management, training, and benefits. Serve as liaison for employees and support key management initiatives. In this role, you will travel regularly between Charlotte, Raleigh, and Charleston. Essential Duties & Key Responsibilities: * Represent company culture, values, and Diversity and Inclusion (D&I) activities across company. Active participation in anti-racism learning, and advocate for equity and employee health and wellbeing. * Administer and communicate Human Resources (HR) related programs, policies, and procedures to assigned business unit; provide knowledgeable and timely responses to employee inquiries. * Establish trusting environment to create safe and neutral setting where employees can openly engage with HR. Connect in-person with employees regularly 'where they work', advocate and provide guidance to Business Unit (BU) leadership on people-related needs and concerns. * Contribute new ideas to support continuous improvement in overall effectiveness of HR team. Apply basic lean concepts and practices to work efficiently, enhance programs, coordinate and reduce waste, (e.g., Personal Kanban, A3 problem solving, and Story Boarding). * Manage Talent Acquisition (TA) activities: * Proactive management of sourcing, recruitment, and onboarding of interns, college and experienced hires. * Establish and maintain professional relationships with external agencies for candidate referrals. * Create and maintain candidate pipelines for potential future new hires. * Reinforce training and understanding of EEO and harassment policies to BU recruiting team. * Review diversity goals and provide feedback as to problem areas meeting goals. * Manage college and career fair activities, interview candidates, and review recommendation summaries to support offer decisions. * Extend offers for employment. * Serve as primary candidate contact, coordinate employee onboarding program, and conduct new hire orientation and other HR-related training. * Liaise with employment agencies and internal hiring manager to support operational needs. * Organize and implement internship program and serve as escalation point of contact for interns. * Maintain accurate and timely applicant tracking data, including maintenance of job requisitions, posting content, interview schedules, and managing end-to-end hiring process. * Promote activities for Employee Referral Program. * Contribute information to support HR/Operations team with strategic staffing and Availability & Needs Report for project assignments and internal mobility decisions. * Serve as first point of contact for BU relocations and transfers; initiating vendor estimates, arrange temporary housing, connect with community resources, and other related activities. * Provide guidance to hiring manager for executing offers; facilitate and support new hire offer and onboarding processes to acclimate new hire into business unit. * Manage immigration and work authorization-related processes (e.g., visas, permanent resident applications) for employees with guidance from HR Manager. * Support activities relating to employee discipline, involuntary terminations, performance improvement plans, employee claims, investigations, and employee relations counseling under guidance of HR management. * Manage and facilitate performance and development program processes, provide training and support to managers. Assist with succession planning and prepare materials for discussions. #LI-TG1 Qualifications: * Bachelor's Degree from accredited degree program in Human Resources or related field, and minimum of 3 years of related experience, or equivalent combination of education and experience required * Professional in Human Resources (HRCI PHR) or Society of Human Resources Management Certified Professional (SHRM CP) certification, preferred * Construction or construction-related industries, or experience in large size (10,000+ employees) organization preferred * Knowledge of Human Resources policies, operations, and processes * High degree of integrity, maintain confidential information, and exercise discretion * Professional verbal and written business communication skills * Effective active listening skills and follow-up practices * Strong organizational, time management, prioritization, and project management skills * Understand continuous improvement methods and tools * Possess solid problem solving and analytical capabilities, familiar with basic lean culture and concepts * Approachable and effectively interact with all employee levels and management * Work independently with little or no supervision, collaborate with others * Embrace change and quick learner to adopt process and technology enhancements * Proficient in Microsoft suite of applications with advanced MS Excel skills, skilled in database software, Human Resource Information Systems (HRIS) (SAP preferred), and other HR related applications * Some travel required Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle, or feel objects, tools, or controls; and reach with hands, talk, and hear. The employee frequently views a computer monitor and frequently uses a computer keyboard. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. The employee is regularly required to be mobile and the employee occasionally travels both short and long distances via a variety of conveyances. The employee occasionally performs work on-site at construction work sites, office locations, and/or off-site venues. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee regularly works in an office or remote setting. The noise in the work environment is usually quiet to moderate in an office setting. While performing the duties of this job, the employee may occasionally work at construction work sites where the employee is exposed to moving mechanical parts, high precarious places, fumes or airborne particles, outside weather conditions, and risk of electrical shock. The noise in the work environment is usually moderate to loud. The employee is required to work in compliance with company safety policies, procedures, and applicable laws. Turner is an Equal Opportunity Employer - race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other characteristics protected by applicable law.

ABOUT GREYSTAR Greystar is a leading, fully integrated global real estate platform offering expertise in property management, investment management, development, and construction services in institutional-quality rental housing. Headquartered in Charleston, South Carolina, Greystar manages and operates over $300 billion of real estate in more than 250 markets globally with offices throughout North America, Europe, South America, and the Asia-Pacific region. Greystar is the largest operator of apartments in the United States, managing over 1,000,000 units/beds globally. Across its platforms, Greystar has nearly $79 billion of assets under management, including over $35 billion of development assets and over $30 billion of regulatory assets under management. Greystar was founded by Bob Faith in 1993 to become a provider of world-class service in the rental residential real estate business. To learn more, visit ***************** SUMMARY Essential Responsibilities: Conducts HR, financial, and administrative analyses, identifying key trends and providing insights that support data-driven decision-making and continuous improvement. Identifies and executes improvements to HR procedures, including performance reviews, benefits communications, and recognition programs. Partners with Leave Administration, supports talent management activities, and promotes team member development opportunities. Manages daily HR workflows and supports divisional strategic initiatives as needed. Partners with Talent Acquisition Advisors and hiring managers to ensure an effective recruitment and onboarding process. Coordinates logistics such as IT equipment, new hire paperwork, relocation and sign-on payments, onboarding roadmaps, SWAG distribution, Workday task compliance, and the 30-60-90 day review process. Supports the team member exit process by assisting managers with Workday terminations, conducting timely exit interviews, managing documentation, and coordinating with Payroll. Serves as a first point of contact for employment-related inquiries, referring complex or sensitive matters to the Sr. Director as appropriate. Attends and documents disciplinary meetings, terminations, and investigations as requested. Maintains compliance with federal, state, and local employment laws and regulations. Recommends and reviews practices to ensure ongoing alignment with best practices. Develops and maintains divisional job descriptions, ensuring alignment with enterprise standards. Leads special projects as appropriate and performs other duties as assigned. Maintains knowledge of HR trends, best practices, regulatory changes, and emerging technologies to strengthen HR service delivery. Other Responsibilities: Completes various human resources, financial, administrative, and other reports and analysis, and performs other duties as assigned or as necessary. Organizational Responsibilities: Follows established policies and procedures by monitoring and ensuring compliance with regulatory requirements, organizational standards, and operational processes related to area(s) of responsibility and reporting violations or infractions to appropriate individual(s). Practices proper safety techniques in accordance with Company, property, and departmental policies, procedures, and standards by immediately reporting any mechanical or electrical equipment malfunctions, employee/visitor/resident injuries or accidents, or other safety issues to appropriate individual(s). Identifies areas for process improvement, prepares recommendations to improve efficiency and productivity, and introduces procedures and activities that control costs, improve engagement, and drive productivity and efficiencies. Keeps abreast of current changes in human resources trends, regulations, processes, and standards within the industry and area(s) of responsibility by attending internal and external training classes, research and/or subscribing to the internet or other professional publications, or utilizing other appropriate method(s) to obtain business and professional information, and applies knowledge and practices to area(s) of responsibility. Working Conditions: Incumbents primarily work in an office environment. Physical Demands: Incumbents must be able to view computer screens, mobile devices, and other electronic equipment for extended periods of time where visual strain may result. Incumbents must be able to push, pull, lift, carry, or maneuver weights of up to ten (10) pounds independently and twenty-five (25) pounds with assistance. Incumbents must be able to express or exchange ideas by means of the spoken word to impart oral information and to convey detailed spoken instructions to team members accurately; have the ability to hear, understand, and distinguish in person speech and remote speech (including via mobile devices and computers); and have clarity of vision to view mobile devices, computer screens, and paper documents. Rare or occasional travel may be required to attend business meetings, training programs, or other situations necessary for the accomplishment of some or all of the daily responsibilities of this position. Required Licenses or Certifications: Human Resources certification preferred (SHRM-CP or PHR) Knowledge, Skills, Abilities: Demonstrated ability to read, write, and communicate effectively to prepare and explain documentation and data to team members. Demonstrated proficiency in word processing, spreadsheet, and database management programs in order to complete required reports. Excellent interpersonal, negotiations, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficiency with Microsoft Office Suite and related software. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Workday experience a plus. College degree in Human Resources, Business, Organizational Development, or related field, and/or equivalent experience is preferred. #LI-BB1 Additional Compensation: Many factors go into determining employee pay within the posted range including business requirements, prior experience, current skills and geographical location. Corporate Positions : In addition to the base salary, this role may be eligible to participate in a quarterly or annual bonus program based on individual and company performance. Onsite Property Positions : In addition to the base salary, this role may be eligible to participate in weekly, monthly, and/or quarterly bonus programs. Robust Benefits Offered*: Competitive Medical, Dental, Vision, and Disability & Life insurance benefits. Low (free basic) employee Medical costs for employee-only coverage; costs discounted after 3 and 5 years of service. Generous Paid Time off. All new hires start with 15 days of vacation, 4 personal days, 10 sick days, and 11 paid holidays. Plus your birthday off after 1 year of service! Additional vacation accrued with tenure. For onsite team members, onsite housing discount at Greystar-managed communities are available subject to discount and unit availability. 6-Week Paid Sabbatical after 10 years of service (and every 5 years thereafter). 401(k) with Company Match up to 6% of pay after 6 months of service. Paid Parental Leave and lifetime Fertility Benefit reimbursement up to $10,000 (includes adoption or surrogacy). Employee Assistance Program. Critical Illness, Accident, Hospital Indemnity, Pet Insurance and Legal Plans. Charitable giving program and benefits. *Benefits offered for full-time employees. For Union and Prevailing Wage roles, compensation and benefits may vary from the listed information above due to Collective Bargaining Agreements and/or local governing authority. Greystar will consider for employment qualified applicants with arrest and conviction records. Important Notice: Greystar will never request your banking details or other sensitive personal information during the interview process. Greystar does not conduct any interviews via text or messaging, and all communication will come from official Greystar email addresses (@greystar.com). If you receive suspicious requests, please report them immediately to ******************.

The Human Resources Leader for KION North America is responsible to build talent strategies which directly contribute and enable the overall mission and strategy. Provides direction and vision related to end-to-end people related topics, processes, and engagement for competitive advantages in the industry and is the direct HR business partner to KION North America CEO and executive leadership team. In our highly matrixed KION Group global environment this role serves as a key member of both the KION North America leadership team and KION Group extended HR leadership team, accountable to ensure HR strategy for KNA is in alignment with overall HR strategy for KION Group.We offer: Career Development Competitive Compensation and Benefits Pay Transparency Global Opportunities Learn More Here KION North America provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. The base pay range for this role is estimated to be $140,000.00 - $200,000.00 at the time of posting. Final compensation will be determined by various factors such as work location, education, experience, knowledge, and skills. Tasks and Qualifications: Role and Responsibilities: Collaborate with the executive management team to reinforce the company's vision and mission through the development and execution of strategic HR plans and policies covering all areas of the human resource function (workforce planning, recruitment, talent development, total rewards, etc.) Establish an efficient and effective model for HR operational activities and policies that provide the organization with consistent and standard delivery of payroll, benefits, employee relations, reporting, etc. Ensure effective capability building strategies and development opportunities are in place to deliver on future capabilities needed to achieve strategic objectives. Establish and maintain organizational health through transparent and clear job roles and responsibilities, job grading and compensation, and org structure planning. Support a high-performance culture through delivery of progressive talent management practices (effective and collaborative performance management, proactive talent development, and strategic succession planning and readiness) Leverage the Employee Engagement data to consult leadership in building action plans that effectively address employee feedback to ensure high employee engagement throughout the organization. Build and deliver on an aligned talent attraction and retention strategy in target labor markets. Design and manage attractive and competitive total rewards programming (health, retirement savings, wellness, employee assistance, etc.) Experience and Qualifications: Bachelor's degree, or equivalent, and relevant direct work experience required; Master's degree with applicable certifications preferred 10+ years of direct applicable Human Resource Leadership experience in a fast paced, innovative company. Demonstrates understanding and application of strategic Human Resources areas including Talent Development, Succession Planning, Employee Relations, Employee Engagement, Compliance, Organizational Design, Compensation, Talent Acquisition, Diversity and Inclusion, and Change Management. Demonstrates integrity with assertiveness, presence, and confidence; builds credibility and influence, serving as a trusted adviser and confidant to leaders. Demonstrates advanced customer focus, judgment, analytical skills, critical thinking, and communication skills (verbal, written, presentation, and interpersonal). Strong business and financial acumen, including strong problem-solving skills and business analysis skills. Demonstrated experience in driving initiatives, holding themselves accountable for results and ensuring continuous improvement. Willingness to travel globally 15-20%.

D.R. Horton, Inc., the largest homebuilder in the U.S., was founded in 1978 and is a publicly traded company on the New York Stock Exchange. It is engaged in the construction and sale of high quality homes designed principally for the entry-level and first time move-up markets. The Company also provides mortgage financing and title services for homebuyers through its mortgage and title subsidiaries. Please visit our website at **************** for more information. D.R. Horton, Inc. is currently looking for an Director of Land Acquisition. The Division Director of Land Acquisition works with the Division President to establish the land acquisition goals that support the division's annual business plan. Responsible for managing the operation to find, contract, and initiate agency approvals and close on land to meet the division's objectives and goals. Directs the process of land analysis, negotiations, purchase agreements and corporate submittal packages to determine feasibility. Essential Duties and Responsibilities include the following. Other duties may be assigned. * Perform the obligations and signature duties required by the elected office stated in the Corporate Authority resolutions * Actively search for land available for purchase * Build and maintain strategic relationships and a network of business contacts for avenues of possible acquisitions * Negotiate the acquisition of properties with landowners, banks, attorneys or brokers * Review operations and performance of the Land Acquisition Department. Works with Division President to take corrective action as deemed necessary to achieve goals * Oversee the process of preparing the corporate acquisition submittal package including acquisition and development-related budgets, exhibits and schedules * Partner with Director of Forward Planning throughout the entire due diligence process on land acquisition opportunities, observing time sensitive dates * Communicate critical dates and information to other department heads * Perform market analyses to determine financial viability of potential projects * Physically walk the land to determine potential for special development situations, (e.g. demolition, utilities, relocations, special grading issues, abandonment, environmental, etc.) * Submit, obtain and review environmental report to identify issues that require federal or state permits, or issues that could prevent or delay acquisition * Keep current on area market transactions and industry trends * Evaluate workload and establish priorities to staff * Conducts all business in a professional and ethical manner to serve customers and increase the goodwill and profit of the company Supervisory Responsibilities Directly manages two or more employees in the Operations Department. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Education and/or Experience * Bachelor's Degree in Business, Finance or related field from a four-year college or university * Three to five years land acquisition experience * Must have a vehicle and a valid driver's license * Ability to meet multiple deadlines concurrently in a high-pressure environment * Experience in contract negotiation * Proven ability to lead and execute strong oral presentations * Strong verbal & written communication skills * Proficiency with MS Office and email Preferred Qualifications * Knowledge in market analyses a plus * Experience in the residential homebuilding industry preferred * Knowledge of residential land due diligence and entitlements preferred Come join a winning team with a Fortune 500 company! We are growing fast and are looking for enthusiastic attitudes and team players to join our success. We offer an excellent benefits package including: * Medical, Dental and Vision * 401(K) * Employee Stock Purchase Plan * Flex Spending Accounts * Life & Disability Insurance * Vacation, Sick, Personal Time and Company Holidays * Multiple Voluntary and Company provided Benefits Build YOUR future with D.R. Horton, America's Builder. #WeBuildPeopleToo

ABOUT GREYSTAR Greystar is a leading, fully integrated global real estate platform offering expertise in property management, investment management, development, and construction services in institutional-quality rental housing. Headquartered in Charleston, South Carolina, Greystar manages and operates over $300 billion of real estate in more than 250 markets globally with offices throughout North America, Europe, South America, and the Asia-Pacific region. Greystar is the largest operator of apartments in the United States, managing over 1,000,000 units/beds globally. Across its platforms, Greystar has nearly $79 billion of assets under management, including over $35 billion of development assets and over $30 billion of regulatory assets under management. Greystar was founded by Bob Faith in 1993 to become a provider of world-class service in the rental residential real estate business. To learn more, visit ***************** SUMMARY Essential Responsibilities: * Conducts HR, financial, and administrative analyses, identifying key trends and providing insights that support data-driven decision-making and continuous improvement. * Identifies and executes improvements to HR procedures, including performance reviews, benefits communications, and recognition programs. Partners with Leave Administration, supports talent management activities, and promotes team member development opportunities. * Manages daily HR workflows and supports divisional strategic initiatives as needed. * Partners with Talent Acquisition Advisors and hiring managers to ensure an effective recruitment and onboarding process. Coordinates logistics such as IT equipment, new hire paperwork, relocation and sign-on payments, onboarding roadmaps, SWAG distribution, Workday task compliance, and the 30-60-90 day review process. * Supports the team member exit process by assisting managers with Workday terminations, conducting timely exit interviews, managing documentation, and coordinating with Payroll. * Serves as a first point of contact for employment-related inquiries, referring complex or sensitive matters to the Sr. Director as appropriate. * Attends and documents disciplinary meetings, terminations, and investigations as requested. * Maintains compliance with federal, state, and local employment laws and regulations. Recommends and reviews practices to ensure ongoing alignment with best practices. * Develops and maintains divisional job descriptions, ensuring alignment with enterprise standards. * Leads special projects as appropriate and performs other duties as assigned. * Maintains knowledge of HR trends, best practices, regulatory changes, and emerging technologies to strengthen HR service delivery. Other Responsibilities: * Completes various human resources, financial, administrative, and other reports and analysis, and performs other duties as assigned or as necessary. Organizational Responsibilities: * Follows established policies and procedures by monitoring and ensuring compliance with regulatory requirements, organizational standards, and operational processes related to area(s) of responsibility and reporting violations or infractions to appropriate individual(s). * Practices proper safety techniques in accordance with Company, property, and departmental policies, procedures, and standards by immediately reporting any mechanical or electrical equipment malfunctions, employee/visitor/resident injuries or accidents, or other safety issues to appropriate individual(s). * Identifies areas for process improvement, prepares recommendations to improve efficiency and productivity, and introduces procedures and activities that control costs, improve engagement, and drive productivity and efficiencies. * Keeps abreast of current changes in human resources trends, regulations, processes, and standards within the industry and area(s) of responsibility by attending internal and external training classes, research and/or subscribing to the internet or other professional publications, or utilizing other appropriate method(s) to obtain business and professional information, and applies knowledge and practices to area(s) of responsibility. Working Conditions: * Incumbents primarily work in an office environment. Physical Demands: * Incumbents must be able to view computer screens, mobile devices, and other electronic equipment for extended periods of time where visual strain may result. * Incumbents must be able to push, pull, lift, carry, or maneuver weights of up to ten (10) pounds independently and twenty-five (25) pounds with assistance. * Incumbents must be able to express or exchange ideas by means of the spoken word to impart oral information and to convey detailed spoken instructions to team members accurately; have the ability to hear, understand, and distinguish in person speech and remote speech (including via mobile devices and computers); and have clarity of vision to view mobile devices, computer screens, and paper documents. * Rare or occasional travel may be required to attend business meetings, training programs, or other situations necessary for the accomplishment of some or all of the daily responsibilities of this position. Required Licenses or Certifications: * Human Resources certification preferred (SHRM-CP or PHR) Knowledge, Skills, Abilities: * Demonstrated ability to read, write, and communicate effectively to prepare and explain documentation and data to team members. * Demonstrated proficiency in word processing, spreadsheet, and database management programs in order to complete required reports. * Excellent interpersonal, negotiations, and conflict resolution skills. * Excellent organizational skills and attention to detail. * Excellent time management skills with a proven ability to meet deadlines. * Strong analytical and problem-solving skills. * Ability to prioritize tasks and to delegate them when appropriate. * Ability to act with integrity, professionalism, and confidentiality. * Thorough knowledge of employment-related laws and regulations. * Proficiency with Microsoft Office Suite and related software. * Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Workday experience a plus. * College degree in Human Resources, Business, Organizational Development, or related field, and/or equivalent experience is preferred. #LI-BB1 Additional Compensation: Many factors go into determining employee pay within the posted range including business requirements, prior experience, current skills and geographical location. * Corporate Positions: In addition to the base salary, this role may be eligible to participate in a quarterly or annual bonus program based on individual and company performance. * Onsite Property Positions: In addition to the base salary, this role may be eligible to participate in weekly, monthly, and/or quarterly bonus programs. Robust Benefits Offered*: * Competitive Medical, Dental, Vision, and Disability & Life insurance benefits. Low (free basic) employee Medical costs for employee-only coverage; costs discounted after 3 and 5 years of service. * Generous Paid Time off. All new hires start with 15 days of vacation, 4 personal days, 10 sick days, and 11 paid holidays. Plus your birthday off after 1 year of service! Additional vacation accrued with tenure. * For onsite team members, onsite housing discount at Greystar-managed communities are available subject to discount and unit availability. * 6-Week Paid Sabbatical after 10 years of service (and every 5 years thereafter). * 401(k) with Company Match up to 6% of pay after 6 months of service. * Paid Parental Leave and lifetime Fertility Benefit reimbursement up to $10,000 (includes adoption or surrogacy). * Employee Assistance Program. * Critical Illness, Accident, Hospital Indemnity, Pet Insurance and Legal Plans. * Charitable giving program and benefits. * Benefits offered for full-time employees. For Union and Prevailing Wage roles, compensation and benefits may vary from the listed information above due to Collective Bargaining Agreements and/or local governing authority. Greystar will consider for employment qualified applicants with arrest and conviction records. Important Notice: Greystar will never request your banking details or other sensitive personal information during the interview process. Greystar does not conduct any interviews via text or messaging, and all communication will come from official Greystar email addresses (@greystar.com). If you receive suspicious requests, please report them immediately to ******************.

The Human Resources Leader for KION North America is responsible to build talent strategies which directly contribute and enable the overall mission and strategy. Provides direction and vision related to end-to-end people related topics, processes, and engagement for competitive advantages in the industry and is the direct HR business partner to KION North America CEO and executive leadership team. In our highly matrixed KION Group global environment this role serves as a key member of both the KION North America leadership team and KION Group extended HR leadership team, accountable to ensure HR strategy for KNA is in alignment with overall HR strategy for KION Group. We offer: * Career Development * Competitive Compensation and Benefits * Pay Transparency * Global Opportunities Learn More Here KION North America provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. The base pay range for this role is estimated to be $140,000.00 - $200,000.00 at the time of posting. Final compensation will be determined by various factors such as work location, education, experience, knowledge, and skills. Tasks and Qualifications: Role and Responsibilities: * Collaborate with the executive management team to reinforce the company's vision and mission through the development and execution of strategic HR plans and policies covering all areas of the human resource function (workforce planning, recruitment, talent development, total rewards, etc.) * Establish an efficient and effective model for HR operational activities and policies that provide the organization with consistent and standard delivery of payroll, benefits, employee relations, reporting, etc. * Ensure effective capability building strategies and development opportunities are in place to deliver on future capabilities needed to achieve strategic objectives. * Establish and maintain organizational health through transparent and clear job roles and responsibilities, job grading and compensation, and org structure planning. * Support a high-performance culture through delivery of progressive talent management practices (effective and collaborative performance management, proactive talent development, and strategic succession planning and readiness) * Leverage the Employee Engagement data to consult leadership in building action plans that effectively address employee feedback to ensure high employee engagement throughout the organization. * Build and deliver on an aligned talent attraction and retention strategy in target labor markets. * Design and manage attractive and competitive total rewards programming (health, retirement savings, wellness, employee assistance, etc.) Experience and Qualifications: * Bachelor's degree, or equivalent, and relevant direct work experience required; Master's degree with applicable certifications preferred * 10+ years of direct applicable Human Resource Leadership experience in a fast paced, innovative company. * Demonstrates understanding and application of strategic Human Resources areas including Talent Development, Succession * Planning, Employee Relations, Employee Engagement, Compliance, Organizational Design, Compensation, Talent * Acquisition, Diversity and Inclusion, and Change Management. * Demonstrates integrity with assertiveness, presence, and confidence; builds credibility and influence, serving as a trusted adviser and confidant to leaders. * Demonstrates advanced customer focus, judgment, analytical skills, critical thinking, and communication skills (verbal, written, presentation, and interpersonal). * Strong business and financial acumen, including strong problem-solving skills and business analysis skills. * Demonstrated experience in driving initiatives, holding themselves accountable for results and ensuring continuous improvement. * Willingness to travel globally 15-20%.

As the Director of Land Acquisition are responsible for finding, acquiring and prioritizing land acquisitions for the Division. They will manage land purchases through the entitlement process, provide information for and participate in the coordination of land acquisition packages (proformas) for corporate approval and work directly with senior leadership to seek land in areas and price ranges consistent with the Divisions goals and market survey data. Land deals that optimize the return on investment and minimizing risk to the company will be the focus of this position. ESSENTIAL DUTIES AND RESPONSIBILITIES: * Strong land negotiation and contract skills. * Computer and financial analysis proficiencies along with the ability to utilize Web based software to efficiently seek out Land opportunities in desirable locations. * Understands market and industry trends. * Demonstrated leadership capabilities; including motivating teams, employee development, and being results oriented. * Ability to connect with people, and develop and maintain professional relationships. * Strong verbal & written communication, with the ability to take complex concepts and communicate accurately and persuasively. * Proven ability to meet corporate deadlines by utilizing effective time management skills. * Strong ability to work within a team-setting, inclusive of other's ideas, and a willingness to cooperate. * Makes quick and accurate decisions based heavily on facts, data and/or metrics. * Proficient in Microsoft and Adobe applications with particular strength in Excel. EXPERIENCE, SKILLS, KNOWLEDGE * Bachelor's degree in a business-related field * Minimum 7 years proven land experience in acquisition, contract negotiation and relationship building. * Prior management experience * Home building or related construction/real estate industry preferred * Exceptional communication skills -- both written andverbal * Comfortable presenting ideas and solutions to leadership and key businesspartners * Strong attention to detail Strong organizational skills and time management skills * Ability to establish and maintain strongrelationships * Proficient in MS Excel, PowerPoint, and Word WORK ENVIRONMENT: * The work environment is representative of an office/field setting * The noise level in the work environment is usually quiet to moderate * Reasonable accommodations can be made to enable employees with disabilities to perform the described essential functions of the job. PHYSICAL DEMANDS: While performing the responsibilities of the job, the employee is required to talk and hear. Vision abilities required by the job are close vision. The employee is often required to sit and use theirhands and fingers to handle, feel, and operate office equipment such as a computer, copier, and office supplies. Driving is required.In addition, the employee is occasionally required to stand, walk, reach with their arms and hands, and to stoop, kneel or crouch. Reasonable accommodations can be made to enable employees with disabilities to perform the described essential functions of the job. This document describes the minimum, essential duties, responsibilities, skills, abilities, effort, and working conditions of the position. It in no way implies that these are the only functions to be performed by the incumbent. Workers are required to follow any other job-related instructions and to perform any job-related functions requested by a supervisor or manager. Successful performance requires that the incumbent possess and utilize the abilities and skills described. All functions are subject to reasonable modification to accommodate individuals with disabilities. Some functions may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or others. Equal Opportunity Employer

The Human Resources Generalist - Retention coordinates various programs related to legal compliance, employee development, and internal information sharing along with HR Team support. ESSENTIAL JOB FUNCTIONS (shared between two employees): Stays current with all State and Federal legal compliance updates, including verifying and implementing them, proposing new procedures or policies when necessary, and preparing communications to managers and employees. Maintains, updates and revises job descriptions for all Town positions. Assists with maintaining, updating and revising the Employee Handbook. Coordinates the preparation, implementation and review of employee evaluations. Compiles end-of-the-year reports and prepare summaries along with suggested actions based on the information reported. Coordinates the tuition reimbursement program, maintaining records, validating course relevancy, payment and budget compliance. Administers stay and exit interviews and prepares summary reports. Supports HR Director and team in achievement of Strategic Plan and HR Work Plan goals as well as events and activities led by HR. Assists with employee development training programs. Assists with Town-wide employee surveys. Assists with employee relations matters and related training. Assists with tracking and handling of document retention/destruction. Maintains and updates HR information on Town's communication channels and website, as applicable. Process and track expenses for projects regarding the responsibilities listed herein. Provides timely response to all requests made via walk-in, phone, and email to the HR office. As much as possible, performs all duties in the absence of other HR personnel. Audit personnel data in the HRIS and paper files. Performs research and projects as requested. Performs other related assigned duties. MINIMUM REQUIREMENTS TO PERFORM WORK: Bachelor's degree in human resources or related field, with two (2) years related work experience; or Equivalent combination of education and experience; Valid South Carolina Driver's license; and Certification in Human Resources preferred KNOWLEDGE, SKILLS AND ABILITIES: Knowledge of human resources management, practices, and administration; Ability to manage and organize tasks and records in a detailed and effective manner. Knowledge of HRIS, office procedures and systems; Knowledge of basic bookkeeping or accounting skills; Skill in the use of personal computer and standard Microsoft Office suite programs. Ability to handle problems and troubleshoot difficult situations effectively; Ability to maintain confidential information; Ability to manage and organize tasks and records in a detailed and effective manner. Ability to meet and deal appropriately with Town employees, officials and the public in a professional manner. Ability to express oneself clearly and concisely orally and in writing, to include public speaking and group training. PHYSICAL REQUIREMENTS: While performing the duties of this job, the employee is regularly required to talk or hear. Specific vision abilities required by this job include close vision, distance vision, usage of computers and reading. This position requires substantial repetitive motion of wrists, hands, and fingers. The employee is frequently required to stand; walk; use hands to finger, handle, grasp or feel; and reach with hands and arms. The employee consistently maintains balance either sitting, standing or walking and is occasionally required to stoop or crouch. The employee may occasionally push, pull or lift and move objects up to 10 pounds. COGNITIVE REQUIREMENTS: The work requires the following mental abilities to perform critical tasks: use judgment, make decisions, interact with others, adapt to changes in jobs, verbal interactions, people skills - more than basic communication with others, and problem solving. WORK ENVIRONMENT: The work environment involves everyday discomforts typical of offices, with occasional exposure to outside elements. Noise or physical surroundings may be distracting, but conditions are generally not unpleasant.

The Talent Director collaborates with the Talent Executive to execute all recruiting, onboarding, and training efforts within the restaurant. The Talent Director specifically owns the Onboarding and Training of new employees and ensures that all employees are equipped with the understanding and tools needed to perform duties in accordance with company policies and standards. This role can be a physically demanding job involved in the day to day operations of the restaurant, and requires excellent customer service skills and attention to detail. Job Responsibilities Recruiting Leading Team Member and Delivery Driver interviews Facilitating Group Interviews Collaborating with Ops Lead and Talent Executive in selecting candidates Participating in recruiting events Onboarding Sending new hires offer letters and new hire paperwork Running MVR background checks for new Delivery Drivers Ordering and assembling all new hire uniforms, including name tags Conducting Team Member Orientation class and Delivery Driver Orientation class Adding all new hires to payroll via HR Payroll Conducting Payroll Bi-Weekly Setting all new hires up on CFA Home Setting all new Team Members up on HotSchedules Adding all new hires to Jolt Adding all new hires to appropriate Bands Assigning New Hire Orientation Pathways Completing Employment verification (E-Verify) Training Setting up all new hires on Pathway 2.0 during the onboarding process Assigning Team Members and Delivery Drivers Pathway material and schedule for training Compliance Tracking all employee truancies and attendance documentation Tracking all employee Accountability Actions Actively communicating employee status with restaurant leadership Conducting break audits on a weekly basis Consistently checking the DEW (Department of Employment and Workforce) Website Organizing and properly disposing of prior year employee files, notes, and returned W2s at the offsite office HR Payroll Adding all new Team Members and Delivery Drivers to HR Payroll upon completion of Orientation Terminating former employees in HR Payroll and completing termination documentation via Jolt Inputting pay raises and pay deductions for Team Members and Delivery Drivers upon a change in employment status, promotion, performance, etc. Inputting child support/garnishment updates to the payroll Inputting Tips and Withdrawing Uniform Order Costs Submitting Payroll on a Bi-Weekly Basis Birthdays & Anniversaries Celebrating all Team Member and Delivery Driver birthdays and work anniversaries Maintaining inventory of birthday/anniversary cards, birthday cows, anniversary mugs, etc. Other Duties Maintaining all forms under Company Services on the Employee Resource Center Uniform ordering and uniform returns Maintaining HR email on a daily basis Skills & Requirements The Talent Director must meet the following requirements: Positive attitude Prior experience in the Hospitality / Customer Service industry. Ability to work in a high pressure, fast paced environment. Exhibit the Core 4 with the Guest and team Ability to work on a team Commitment to the Mission, Vision, and Core Values of the organization Bachelor's degree in business administration, human resources, or a relevant field Good understanding of the full recruitment and onboarding process Outstanding verbal and written communication skills Solid problem-solving and leadership abilities. Open availability, Monday - Saturday Available to work up to 45 hours per week Prior Chick-fil-A experience is a plus Reporting Structure The Talent Director reports directly to the Talent Executive. Perks & Benefits Full Time = Greater than 32 hours per week. Health, Dental, Vision, Life - Employer contributions available after 1 month of employment. 401K Contribution - up to 4% Employer Match at the start of each new quarter for all new and existing employees. Meals up to 10$ each day Remarkable Futures Scholarships - True Inspiration™ Scholarship ($25,000) or Leadership Scholarship ($1,000 or $2,500). Salary : $22 - $26 per hour

WE ARE…. Palmetto Moon, a rapidly growing, highly profitable 11 store lifestyle specialty chain headquartered in Charleston, SC. We are private equity owned and looking to expand, adding many more of our exciting stores throughout the Southeast. For more information on Palmetto Moon please visit *************************** Job Description Our current HR Director is part of the founding family at Palmetto Moon and is looking to step back and enjoy her family, thereby creating a great opportunity for someone with the right background and desire to help us grow our business. Our winning culture is one of our greatest assets, and as we grow, we will need you to help us preserve that culture through fair and equitable administration of existing and new HR Policies and Procedures. Other duties and responsibilities of this important job are: Payroll and Benefits administration Development and monitoring of Training Programs for all levels of the organization Selection and administration of Group Insurance Programs and 401K's Planning and leading Leadership Programs for company management Reporting of all HR Statistics for financial and governmental entities Qualifications YOU ARE…. A strong person who can expand our company culture, values and policies Can develop strategies to recruit, develop and train great associates Has the ability to build rapport with associates at all levels Possesses strong leadership qualities Has fundamental knowledge of labor and employment law Is a seasoned Specialty Retail HR executive with at least 5 years of HR Management experience Additional Information WE OFFER…. All the usual insurance, discount, and vacation benefits A competitive salary depending on experience A great place to live and work A chance to help Palmetto Moon grow into a regional powerhouse specialty store brand

Bosch Charleston is a part of a global network with close to 400,000 associates who make products that are “Invented for Life.” The Bosch Charleston plant has a long history in the Lowcountry and was established in 1974. We Drive. to provide a safe and inspiring environment for our associates. We make a difference and delight our global customers by creating state of the art products. Over the past five years we have contributed over 1 million USD to Science, Technology, Engineering and Math (STEM) and environmental organizations in the Lowcountry through the Bosch Community Fund. Additionally, Bosch Charleston works closely with our partners to support these initiatives through volunteerism. There are many opportunities to get involved and we hope you will join us as we make a difference in the Lowcountry. BOSCH is a proud supporter of STEM (Science, Technology, Engineering & Mathematics) Initiatives • FIRST Robotics (For Inspiration and Recognition of Science and Technology) • AWIM (A World In Motion) Job Description HR Business Partner acts as a strategic partner to the leadership team, providing them with proactive analysis and support of their business issues and the impact of said issues on their associates. Participate in business planning to understand the current and future business situation, assess the impact on HR related matters, and proactively put plans into action to address HR topics. Act as the primary contact and advocate for associates with a primary focus on associate development and satisfaction. Use people analytics to make decisions, improve engagement, and retain talent. Principal Responsibilities • HR Consulting: Provide consultation to management teams on their business issues to assess the Human Resources impact on current and future plans, providing the most informed foundation to base decisions upon. Understand specific business issues to put mitigating HR strategies in place to ensure business profitability and success. • Employee Relations: Partner with associates and leadership to communicate various Human Resources policies, procedures, laws, standards and government regulations. Coach leadership in providing consistent company policy interpretation and enforcement. Conduct investigatory, termination and disciplinary meetings as needed. • Compensation: Coordinate and guide leadership during annual salary review process. Collaborate with corporate center of excellence department to interpret and implement. • Workforce Planning & Talent Acquisition: Plan staffing needs based an understanding of the annual business plan process. Implement appropriate actions to address short and long-term gaps. Partner with the talent acquisition team on college relations programs, talent acquisition, onboarding, and orientation optimization. • Training and Development: Assess gaps identified through the annual goal and performance discussion process, competency management, and annual talent review and succession planning to determine future training/development needs. Identify and source training. Conduct trainings and team building workshops. • Other: Complete special assignments and projects as requested. Miscellaneous duties as assigned. You'll work closely with key team members to enhance associate engagement and champion diversity. Benefits: The expected based pay for this role will be between $90,000 - $120,000 per year. However, base pay will be determined on an individualized basis and will be impacted based upon years of applicable experience. Competitive Time Away from Work Policy Paid Time Off (PTO): 16 days (Up to 30 days based on seniority) Personal Days (PAA): 5 days Company Paid Holidays: 9 days Paid Parental Leave: 6 Weeks Industry Best Retirement Benefit 401k - 75% match up to the first 9% contribution Unique Bosch Defined Contribution (BDC) plan provides 100% company-funded 401(k) contributions, ranging from 2.5% to 6.5% of your pay, helping you secure your financial future Student Debt Retirement Savings Match Profit Sharing Bonus (CPrP) up to 10% Medical, dental, and vision coverage Onsite Cafeteria with multiple menu options Onsite Starbucks Cafe Onsite Bosch Store (Employee Discount) Qualifications A bachelor's degree in human resources management or a related field is required. 3-5 years of experience as a HR Partner with solid HR Generalist experience, 5+ years preferred (E3/E4). A hands-on approach to getting things done with desire to have an impact. Enjoy working in a fast-paced manufacturing environment Excellent skills in both verbal and written communication High level of integrity and confidentiality necessary Must be a self-starter who is flexible and able to take initiative Demonstrated ability to partner with other business groups and all levels within the organization Ability to balance multiple priorities/projects simultaneously with the ability to adapt to the changing needs of the business Creative problem-solving capabilities to offer practical solutions to problems Proficient in Microsoft Word, Excel, PowerPoint and Outlook Data and digital literacy to understand and analyze HR data preferred Knowledge and experience in employment law, compensation, recruitment, training & development, and employee relations preferred. HR certification preferred Additional Information Equal Opportunity Employer, including disability / veterans Indefinite U.S. work authorized individuals only. Future sponsorship for work authorization is not available.

Director of Land Acquisition - 2504564 Description D.R. Horton, Inc., the largest homebuilder in the U.S., was founded in 1978 and is a publicly traded company on the New York Stock Exchange. It is engaged in the construction and sale of high quality homes designed principally for the entry-level and first time move-up markets. The Company also provides mortgage financing and title services for homebuyers through its mortgage and title subsidiaries. Please visit our website at **************** for more information. D.R. Horton, Inc. is currently looking for an Director of Land Acquisition. The Division Director of Land Acquisition works with the Division President to establish the land acquisition goals that support the division's annual business plan. Responsible for managing the operation to find, contract, and initiate agency approvals and close on land to meet the division's objectives and goals. Directs the process of land analysis, negotiations, purchase agreements and corporate submittal packages to determine feasibility. Essential Duties and Responsibilities include the following. Other duties may be assigned. Perform the obligations and signature duties required by the elected office stated in the Corporate Authority resolutions Actively search for land available for purchase Build and maintain strategic relationships and a network of business contacts for avenues of possible acquisitions Negotiate the acquisition of properties with landowners, banks, attorneys or brokers Review operations and performance of the Land Acquisition Department. Works with Division President to take corrective action as deemed necessary to achieve goals Oversee the process of preparing the corporate acquisition submittal package including acquisition and development-related budgets, exhibits and schedules Partner with Director of Forward Planning throughout the entire due diligence process on land acquisition opportunities, observing time sensitive dates Communicate critical dates and information to other department heads Perform market analyses to determine financial viability of potential projects Physically walk the land to determine potential for special development situations, (e.g. demolition, utilities, relocations, special grading issues, abandonment, environmental, etc.) Submit, obtain and review environmental report to identify issues that require federal or state permits, or issues that could prevent or delay acquisition Keep current on area market transactions and industry trends Evaluate workload and establish priorities to staff Conducts all business in a professional and ethical manner to serve customers and increase the goodwill and profit of the company Supervisory Responsibilities Directly manages two or more employees in the Operations Department. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Qualifications Education and/or Experience Bachelor's Degree in Business, Finance or related field from a four-year college or university Three to five years land acquisition experience Must have a vehicle and a valid driver's license Ability to meet multiple deadlines concurrently in a high-pressure environment Experience in contract negotiation Proven ability to lead and execute strong oral presentations Strong verbal & written communication skills Proficiency with MS Office and email Preferred Qualifications Knowledge in market analyses a plus Experience in the residential homebuilding industry preferred Knowledge of residential land due diligence and entitlements preferred Come join a winning team with a Fortune 500 company! We are growing fast and are looking for enthusiastic attitudes and team players to join our success. We offer an excellent benefits package including: Medical, Dental and Vision 401(K) Employee Stock Purchase Plan Flex Spending Accounts Life & Disability Insurance Vacation, Sick, Personal Time and Company Holidays Multiple Voluntary and Company provided Benefits Build YOUR future with D.R. Horton, America's Builder. #WeBuildPeopleToo Job: Land Primary Location: South Carolina-Charleston Organization: Home Builder Schedule: Full-time Job Posting: Oct 13, 2025, 5:00:00 AM