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

SEJ Services is seeking a Director of Human Resources to join the team. We are a privately-owned, forward-thinking commercial facility services company headquartered in Charleston, South Carolina and operating in states across the Southeast. Our goal is to become the best-positioned, most trusted choice for facility services in the Southeast. Our number one asset is our people and we believe proper personnel management is key to our success. The Director of HR will be responsible for strategically developing and administering corporate HR policies, procedures and programs to ensure compliance as well as managing the day-to-day operations of the Human Resources Department while embodying our three core principles: efficiency, integrity, and ingenuity. The successful candidate must have excellent organizational, communication, and decision-making skills. We are proud of the company we have built and look forward to the right person joining the team. Company Awards: Top Workplaces SC, 2023 and 2024. Top Workplaces USA 2024. Top 50 Fastest Growing Companies in SC - 4 Consecutive Years. LSU Top100 Fastest Growing Companies - 8 Consecutive Years. The position offers a competitive compensation plan and reports to the CEO. Job Description: The candidate must: Manage and implement organizational and HR policies, procedures and practices to ensure compliance with all applicable federal, state and local labor laws and regulations. Direct and participate in all human resources responsibilities including ensuring sound management practices, benefit administration, employee communications and engagement strategies. Manage, support and advise all HR staff in their duties and responsibilities to develop well-versed and highly proficient team members. Direct the safety and injury management program working with our insurance and operations teams to ensure proper handling of all accidents, injuries and claims. Lead internal training programs by ensuring timely, consistent, and quality training is provided to all management level employees (SEJ University) Lead HR strategy by managing and supporting recruiting efforts, ensuring effective hiring practices, workforce planning, and talent acquisition while aligning policies, training, and employee engagement with organizational goals Manage and participate in employee performance management reviews, conversations, corrective actions and complaint investigations Set and direct HR strategy, trends, departmental budgeting and align strategy with organizational goals and direction Requirements Requirements: The candidate will: Have SPHR certification with 5 years progressive Human Resources Management experience, cleaning or related service industry experience a plus Hold a bachelor's degree in Human Resources or related field Have a HR Generalist background with broad knowledge of employment, compensation, organizational development, employee relations, and training and development Have outstanding multi-tasking, problem solving, and decision-making skills with the ability to complete difficult assignments in a fast paced, deadline driven environment Possess strong interpersonal, written and verbal communication, organizational, and follow-through skills Have passion and high sense of urgency about Human Resources and providing professional services that advance the core business and employees' engagement in the company's success Be a strategic HR consultant with the ability to analyze data and provide recommendations while providing the “human touch” Possess the ability to objectively coach and counsel employees and management through complex, difficult, and emotional issues Have computer proficiency, preferably in Microsoft Office programs

Full-time Description ALL ROADS LEAD TO YOU... At Indigo Road Hospitality Group it is our goal to be the best job you'll ever have in the hospitality industry. No joke, it's what we truly aim for. We believe that by taking care of you, you'll best take care of our guests. It's working. In addition to generous benefits and job openings across 30+ locations, we have internal growth opportunities for everyone who wants it. But most of all, we have heart. Founded in 2009 by Steve Palmer, IRHG sets itself apart in the industry by fostering an environment where our people come first. We want to meet you. Come join us in our mission to change the hospitality industry, forever. THE ROLE In this role, you are exceptionally organized and detail oriented, with the ability to tackle both the small details and bigger picture items. You will complete multiple tasks daily, assist in HR investigations, and handle last minute needs often; all while communicating well with all audience levels. At the heart of it, you're in HR for your love of people and wanting to ensure they have a great place to work. You also thrive under the pressure of working in the hospitality industry, knowing that no day is ever the same, which is what makes it exciting and never boring! Summary of Key Responsibilities Responsibilities and essential job functions include but are not limited to the following: Keep a consistent pulse on emerging HR issues by maintaining consistent interaction with managers and staff members. Assist in internal employee questions, concerns and investigations. Act as a strategic business partner with all leadership roles in the Restaurant Division, assisting on coaching and counseling issues such as employment policies, procedures, and recruitment needs. Assist in New Manager Orientation training programs helping to train and communicate all HR standards with new hotel and restaurant leaders. Assist with restaurant and hotel openings, new hire orientations and new hire onboardings. Track all new hire background checks and report results within 3 days. Assist in maintaining an updated employee handbook and assist in the creation of or editing HR Policies. Assist Director of Benefits in overseeing benefits and payroll and the annual open enrollment process. Conduct regional wage surveys when needed. Retain historical HR records by filing and keeping past and current records in Paylocity. Assist in tracking the Food Manager Serve Safe requirements and TIPS alcohol requirements. Process and track all workers' compensation claims for restaurant and hotel employees. Process all unemployment claims for restaurant and hotel employees and attend all unemployment hearings as needed. Prepare documents and all paperwork required for the claims process. Manage and track employee 60-day new hire review process for hotel employees. Participate in weekly HR Department meeting. Work with the Training Director to build OSHA Training, leadership training and other relevant HR training as needed. Maintain compliance with federal, state and local employment laws and regulations. Requirements Requirements for Success: Must have at least 3-5 years of experience in a human resources generalist role, within the hospitality industry. Must be able to work in office located in Charleston, SC Must have Food & Beverage experience. Must be able to work in a fast paced, growing company culture environment. Must be able to act with integrity, professionalism, and confidentiality at all times. Must work well in stressful high-pressure situations, make decisions, and maintain composure and objectivity under pressure. Must be effective in handling problems in the workplace including anticipating, preventing, identifying, and solving problems, as necessary. Must be effective at listening, understanding, and resolving the concerns and issues raised by co-workers. Flexible to work nights and weekends when necessary. Ability to travel 60% of the time. Excellent communication skills, both written and verbal, required. Experience with Paylocity a plus. A bachelor's degree is required. Familiarity with multi state employment law. Familiarity with Organizational Development and Talent Management practices and trends. Disclaimer: The above job description is not an exhaustive list of all of the duties and responsibilities of the position, nor should it be construed as a contract. As with all positions at Indigo Road, employment is “at will” or voluntary on both the part of the employee or employer. That's means employment can be terminated by either party with or without notice and/or with or without cause. Indigo Road is an equal opportunity employer. We will not discriminate against employees or applicants for employment on any basis prohibited by federal, state or local laws, including but not limited to race, color, sex, ancestry, age, national origin, religion, mental or physical disability, marital status, family responsibility, sexual orientation, gender identity or expression, pregnancy, personal appearances, tobacco use, matriculation or political affiliation, genetic information or any protected veteran status. This policy governs all aspects of employment, including selection, job assignment, compensation, promotion, discipline, termination, and access to benefits and training.

** 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.**

Share Our Purpose. Be Yourself. Feel Valued. People are the heart of our business. As an American Water employee, you will be offered a competitive salary and health benefits package, along with opportunities to develop, grow, and evolve your career. Our benefits packages focus on key areas such as health & wellness, emotional & well-being, and savings for current & future goals. We are Beautifully Different. We strongly believe having diversity across our company makes us more successful and helps us provide essential services to our customers. We are stronger because we embrace different ideas, viewpoints, experiences, and backgrounds. American Water is the best choice for your next role! Click here for more information on our inclusion, diversity, and equity journey. About American Water American Water (NYSE: AWK) is the largest regulated water and wastewater utility company in the United States. With a history dating back to 1886, We Keep Life Flowing by providing safe, clean, reliable and affordable drinking water and wastewater services to more than 14 million people across 14 regulated jurisdictions and 18 military installations. American Water's 6,500 talented professionals leverage their significant expertise and the company's national size and scale to achieve excellent outcomes for the benefit of customers, employees, investors and other stakeholders. As one of the fastest growing utilities in the U.S., American Water expects to invest $40 to $42 billion in infrastructure repairs and replacement, system resiliency and regulated acquisitions over the next 10 years. The company has a long-standing history of executing its core operations, aligned with sustainable best practices, through its commitments to safety, affordability, customer service, protecting the environment, an inclusive workforce and strengthening communities. American Water has been recognized on the 2023 Bloomberg Gender-Equality Index for the fifth consecutive year, ranked 18th on Barron's 100 Most Sustainable U.S. Companies 2023 List, earned the U.S. Department of Homeland Security SAFETY Act designation and U.S. Environmental Protection Agency's WaterSense Excellence Award, among additional state, local and national recognitions. For more information, visit amwater.com and join American Water on LinkedIn, Facebook, Twitter and Instagram. Primary Role The Sr. HRBP role will partner with business leaders to develop and execute HR strategies focused on talent, development organizational effectiveness, workforce planning, and employee engagement. HRBP is a trusted advisor and member of the leadership team for their assigned client area providing guidance and HR consultation to business leaders. Partners with various levels of leadership to identify and grow talent and technical capability for the business. Key Accountabilities Design, support and execute people-related strategy. Ensures appropriate execution for the design and execution of business restructures, and critical workforce planning initiatives, and identify critical succession planning needs. Leads, develops, and inspires a team of HR professionals (may include leading and managing other HR Business Partners) in a high growth, rapidly changing environment Mentor HRBP Team members on employee development best practices to support business needs. Partners with various HR COEs and the business to provide data driven recommendations to improve performance, retention, workforce planning and the overall employee experience. Partners closely with the business as it relates to strategic growth opportunities including; M&A Due Diligence, M&A Integrations, and Onboarding. Understands specific business priorities and translates them into the highest impact work Uses designated tools, process guidance, and systems to ensure consistent execution of tasks. Provides consultation and support to the business for all HR areas of responsibility. Partners closely with ELR COE to ensure consistent delivery of service and provides input and guidance including risk analyses. Provides talent acquisition consulting in partnership with talent acquisition partner. Performs outreach in support of community, diversity, and inclusion initiatives. Facilitates and delivers training on a variety of HR topics. Provide group and one-on-one coaching with business leaders Participates in labor relations strategy and the resolution of LR issues Joins project teams in support of the broader HR team and business initiatives. Identify trends, risks, and opportunities within the organization and develop solutions in partnership with division and matrix leadership, COE and regional/division HR business leadership Uses information systems to prepare and communicate metrics and quantitative data on HR and employee related activities. Defined specialized area as identified. Will represent HR in specific area of expertise as point of contact & identified projects Knowledge/Skills Strategy leader, Talent mindset, Business mindset, Trusted partner, Integrator, Change advocate, Operational excellence, Analytics mindset, Digital champion Flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations. Solutions focused and be comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions Operates with autonomy and discretion as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement Broad understanding and ability to apply concepts of key HR areas to include Talent Development, Succession, Workforce Planning, Change Management, Talent Acquisition, Learning, and Total Rewards Extensive knowledge of all Human Resources areas including employment law, labor laws, EEO, ERISA, and other compliance mandates. Ensure compliance with various state and federal laws and/or agencies throughout diverse regions; guiding business managers to proactively identify and navigate risks. State and Federal law support (ADA, FLSA, W&H, DOT, OSHA, PUC Licensing, etc..) Thorough understanding of regulatory requirements in recruiting, performance management, employee development, compensation, succession planning and employee and labor relations. Demonstrated coaching and strategic consultation to business leaders Ability to collaborate across a matrixed organization Ability to navigate technology platforms Whatever it takes approach, sense of urgency, maturity and professionalism Ability to communicate effectively verbally and in writing Must be able to deal with strict confidentiality Strategic thinking skills, including influence Strong teamwork and ability to work independently with minimal supervision Experience/Education Minimum 10 years applicable experience, which should include: Proven ability to lead cross-functional projects to completion including organizing, planning, scheduling and following up on all project related items Proven experience with recruitment and hiring processes, workforce management practices and talent development Led a departmental organization re-design Successful track record of designing and implementing people's programs while balancing business objectives. Demonstrated progression and increased scope in a matrixed, high-growth organization. Participate Talent Acquisition process Participated in multiple compensation review cycles Led investigations, administered discipline and performance management Experience in a union environment Bachelor's Degree in HR, Business, Management or related field Master's Degree a plus PHR, SPHR, SHRM-CP or other designation a plus Work Environment Indoor office environment - required to be in a work location with leaders/employees a minimum of 3 days per week (example: attending tailgate talks, various leadership and employee meetings and local events Travel Requirements Ability to travel up to 30% Active State Driver's License required with the ability to pass a motor vehicle report. Competencies Champions safety Customer obsessed Cultivates innovation Nimble learning Drives ResultsCollaborates Join American Water...We Keep Life Flowing™ American Water is firmly committed to Equal Employment Opportunity (EEO) and prohibits employment discrimination for employees and applicants based on his or her age, race, color, pregnancy, gender, gender identity, sexual orientation, national origin, religion, marital status, citizenship, or because they are an individual with a disability, protected veteran or other status protected by federal, state, and local laws.

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 company 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 nearly 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, manages over 1,000,000 units/beds globally, and has a robust institutional investment management platform comprised of nearly $78 billion of assets under management, including over $35 billion of development assets. 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.

DSV - Global transport and logistics In 1976, ten independent hauliers joined forces and founded DSV in Denmark. Since then, DSV has evolved to become the world's 3rd largest supplier of global solutions within transport and logistics. Today, we add value to our customers' entire supply chain by transporting, storing, packaging, re-packaging, processing and clearing all types of goods. We work every day from our many offices in more than 80 countries to ensure a steady supply of goods to production lines, outlets, stores and consumers all over the world. Our reach is global yet our presence is local and close to our customers. Read more at *********** Location: USA - Ridgeville, 1020 Research Center Dr Division: Solutions Job Posting Title: HR Business Partner Time Type: Full Time Tasks & Responsibilities: * Use professional concepts and company policies and procedures to resolve a variety of human resources issues * Responsible for analyzing, amending, and implementing existing programs, procedures, and plans related to specific area within human resources * Perform staff support activities and analysis to develop, implement, and administer market-compatible human resource practices * Communicate human resource practices to professionals within other functions and to management * Provide analysis to more senior human resources professionals and human resources management * Recommend solutions to existing issues based on common market practices * Identify new areas of necessary involvement for human resources in business practices DSV is an equal employment opportunity employer. Candidates are considered for employment without regard to race, creed, color, national origin, age, sex, religion, ancestry, disability, veteran status, marital status, gender identity, sexual orientation, national origin, or any other characteristic protected by applicable federal, state or local law. If you require special assistance or accommodation while seeking employment with DSV, please contact Human Resources at *************. If you are interested in learning the status of your application, please note you will be contacted directly by the appropriate human resources contact person if you are selected for further consideration. DSV reserves the right to defer or close a vacancy at any time. DSV - Global transport and logistics Working at DSV means playing in a different league. As a global leader in transport and logistics, we have been on an extraordinary journey of growth. Let's grow together as we continue to innovate, digitalise and build on our achievements. With close to 160,000 colleagues in over 90 countries, we work every day to offer solid services and meet our customers' needs and help them achieve their goals. We know that the best way to achieve this is by bringing in new talent, fresh perspectives and ambitious individuals like you. At DSV, performance is in our DNA. We don't just work - we aim to shape the future of logistics. This ambition fuels a dynamic environment built on collaboration with world-class team players, accountability and action. We value inclusivity, embrace different cultures and respect the dignity and rights of every individual. If you want to make an impact, be trusted by customers and grow your career in a forward-thinking company - this is the place to be. Start here. Go anywhere Visit dsv.com and follow us on LinkedIn and Facebook. open/close Print Share on Twitter Share on LinkedIn Send by email

Aufgaben Shape the future today. The world is changing. The question is, what will be our contribution to the outcome? We have set the pace in the field of mobility from the very beginning, and we will continue to do so. At Mercedes-Benz Vans, interdisciplinary teams are developing the mobility of tomorrow. Our goal is to make mobility safer, simpler, and more sustainable for people across the globe. Put your pioneering spirit to good use: This is your opportunity to make a contribution that extends far beyond your job title. At Mercedes-Benz Vans, we offer you the perfect environment for your professional and personal growth. Cutting-edge training and promising career opportunities will help you to foster and expand your professional skill set as well as your individual strengths. Think, try, and thrive with us in collaborative work environments that spark game-changing concepts. Job Overview: The Compensation HR Business Partner is a key position on the HR team responsible for managing compensation programs for Mercedes-Benz Vans, LLC. The position will have other crucial responsibilities for the department, such as benefits strategy, expatriate management, and policy management. This is a strategic role, well suited for an experienced HR business partner with broad HR experience. Responsibilities: * Reviews, develops, implements, and administers total rewards policies and processes; establishes strategic, competitive and cost effective compensation and benefits programs aligned with the market. * Responsible for complex, day-to-day analytical and administrative support in the areas of compensation, benefits, policy management and expat management * Evaluates and analyzes published and custom local and national surveys; reviews appropriateness of current surveys and research/recommend new opportunities for obtaining salary and benefit data * Collaborates with business managers to define, job descriptions based on job leveling profiles * Develops internal best practices and continually improve annual processes such as merit increase, profit sharing, benefits renewals, and budget approval * Aligns and reports with international counterparts. Collaborates with CoC on implementations and adjustments to maintain in compliance with corporate guidelines * Provides on-going compensation and benefits training for management and employees * Ensures compliance with federal and local wage and employment laws, including pay, benefits, and policy reviews and recommendations * Acts as the local point of contact for international expatriates on a local assignment * Coordinates immigration and visa processes, providing regular communication to stakeholders * Conducts required compliance reporting for compensation, expat management, and other topic areas * Provides guidance and input on personnel changes and workforce planning in alignment with business unit * Assists in other human resource areas as needed, such as recruitment, HR marketing, and team relations * Leads small to mid-sized projects, typically within HR * Provides summaries, updates, and recommendations on diverse subjects to management and senior management using key account metrics * Researches, compiles, and interprets data in a logical format * May act as deputy for the department manager * Performs other duties as assigned Qualifikationen Qualifications: * Bachelor's degree in Human Resources, Business, or other related area * A minimum of 5 years of demonstrated compensation experience * Strongly prefer 5+ years of broad HR experience, ideally including benefits strategy, expat management, and policy management * Professional HR and/or Compensation certification or credential is a plus * Preferred candidates will have experience working in an international organization and experience preparing strategic recommendations in responsible topic areas Knowledge and Skills: * Knowledge of German or Spanish language is a plus * Must understand compensation concepts including job leveling analysis, market pricing, FLSA and total rewards * Demonstrated analytical skills and ability to successfully perform in-depth analyses. Must possess strong attention to detail and the ability to see the big picture * Demonstrate a passion for working across cultures and a strong desire to help Mercedes-Benz Vans achieve its mission We are all in for change. Are you too? Apply now. If you have experience in the above and are interested in joining an outstanding company we welcome you to apply. The division Mercedes-Benz Vans is world renown for quality and innovative products. EXCELLENT COMPENSATION & BENEFITS PLAN WITH 401k MATCHING Mercedes-Benz Vans, LLC ("MBV") is a plant in Ladson, South Carolina that assembles Sprinter vans for the U.S. and Canadian market under the brands Mercedes-Benz and Freightliner. The midsize Mercedes-Benz Metris vans are also reassembled at this location. Mercedes-Benz Vans, LLC has invested more than 500 million U.S. dollars in the new Sprinter plant, which officially opened in 2018. Today the MBV facility provides more than 1,600 jobs and supports at least 600 additional jobs in the region through its suppliers. More than 200,000 Sprinter and Metris vans have been assembled in North Charleston and delivered to destinations across the U.S. since 2006. Therefore, MBV celebrates a 15-year legacy of SKD production in 2021. The U.S. is the second largest market for Sprinter vans, after Germany. Mercedes-Benz Vans, LLC is committed to fostering an inclusive environment that appreciates and leverages the diversity of our team. We provide equal employment opportunity (EEO) to all qualified applicants and employees without regard to race, color, ethnicity, sex (including pregnancy, gender identity, and sexual orientation),age, national origin, religion, marital status, veteran status, physical or other disability, genetic information, or any other characteristic protected by federal, state or local law.

Job Title Human Resources Generalist We are seeking an HR Generalist to support the daily operations of the Human Resources function for our Charleston-based site, serving over 125 employees. This role is responsible for executing core HR functions including recruitment, onboarding, timekeeping, employee relations, compliance, and training. The HR Generalist will report to the Human Resources Business Partner and collaborate closely with site leadership to foster a positive and compliant workplace culture. Job description What You'll Do: Manage full-cycle recruitment and staffing logistics, ensuring compliance with federal, state, and local employment laws. Administer employee onboarding and offboarding processes, including orientation and exit interviews. Maintain accurate HRIS records (Payroll, PTO, and Benefits). Maintain Charleston's HR policies and procedures to ensure legal compliance. Assist with leave programs including FMLA, ADA accommodations, and workers' compensation. Promote employee wellness engagement programs such recognition events, and feedback initiatives. Support regional HR initiatives and collaborate with corporate HR teams as needed. What You'll Need: Minimum of 3 years of HR experience, preferably supporting a non-exempt workforce. Excellent communication, organizational, and problem-solving skills. Knowledge of employment laws including FMLA, ADA, FLSA, and South Carolina-specific regulations. Experience with recruiting in a logistics, manufacturing, or distribution environment is a plus. Ability to maintain confidentiality and handle sensitive information professionally. Experience with HRIS platforms such as Workday and UKG. SHRM-CP or PHR certification is a plus. Who we are: Daher is an aircraft manufacturer and an industrial service provider with deep expertise in aircraft systems, logistics, and advanced manufacturing. Our family-owned business spans 13 countries and continues to lead in Industry 4.0 innovation. We are proud to foster a culture where people come first, creativity is encouraged, and your career is yours to shape. Join Daher to... Integrate a family group with a long-term vision Make a difference in a developing company Develop new skills thanks to the diversity of your missions Take part in a human and industrial adventure full of challenges Innovate and think outside the box by integrating a stimulating environment Profile and other information related to the position Compensation range is $53,000 - $65,000 base salary. Offers to selected candidates will be made on a fair and equitable basis, taking into account specific job-related skills and experience. At Daher, your total rewards package is more than just your base salary as we offer a full benefit package including Medical, Dental, Vision, 401(k), Life insurance, Short- and Long-Term Disability, Paid Time Off, Paid Holidays and more. All applicants are considered for all positions without regard to race, religion, color, sex, gender, sexual orientation, pregnancy, age, national origin, ancestry, physical/mental disability, medical condition, military/veteran status, genetic information, marital status, ethnicity, alienage, or any other protected classification, in accordance with applicable federal, state, and local laws. By completing an application with Daher, you are seeking to join a team of hardworking professionals dedicated to consistently delivering outstanding service to our customers and contributing to the financial success of the organization, its clients, and its employees. Equal access to programs, services, and employment is available to all qualified persons. Those applicants requiring accommodation to complete the application and/or interview process should contact an HR representative. Daher complies with the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act, and all applicable state or local law. Working hours Full time Salary 0 Region South Carolina Location Charleston Experience Languages Creative and entrepreneur, develop your career at the heart of the biggest industrial challenges with Daher!

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%.

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

ABOUT GREYSTAR Greystar is a leading, fully integrated global real estate company 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 nearly 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, manages over 1,000,000 units/beds globally, and has a robust institutional investment management platform comprised of nearly $78 billion of assets under management, including over $35 billion of development assets. 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.

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

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 ******************.

MUSC Health is South Carolina's only comprehensive academic health system, with over 18 hospitals and over 30,000 employees state-wide. Our growth and outreach is positively impacting health outcomes across the state, and our HR teams are a proud partner to the front-line healthcare workers that are making those impacts. We are currently seeking an HR Business Partner, based in Charleston SC, to act as the on-site strategic and operational human resources leader for an assigned client group. Your impact is critical, as you will lead initiatives that directly impact the retention, recruitment, and wellbeing of the group's workforce. Entity University Medical Associates (UMA) Only Employees and Financials Worker Type Employee Worker Sub-Type Regular Cost Center CC002048 UMA CORP HR Human Resources CC Pay Rate Type Salary Pay Grade Health-29 Scheduled Weekly Hours 40 Work Shift Position Highlights: Full time, 40 hours per week Primarily Monday through Friday schedule, with flexibility based on client's needs Based in Charleston, SC Hybrid opportunity, combination of in-office and telework Additional Functions include: Work closely with department leaders to understand specific recruiting needs and partner with the talent acquisition function to develop plans for hiring qualified candidates. Assist department with development of screening tools, creating innovative interview methods and identification of qualified candidates for future recruitment needs. Work closely with management and care team members to improve work relationships, build morale, increase productivity and improve retention rates. Partner with managers to review s, ensure proper classification and assist with market data review to ensure fair and equitable compensation practices. Provide guidance and input on business unit restructures, workforce planning, succession planning. Analyze trends and develop metrics in partnership with other HR functions to develop programs to meet key business objectives and goals. Provide HR Policy guidance and interpretation. Partners with employee relations function to provide guidance and counsel to care team members and leaders for matters related to corrective actions, employee engagement, and employee investigations to recommend outcomes in accordance with Federal and State laws. Additional Job Description Education and Work Experience Bachelor's degree and 3-5 years in Human Resources or related field. Excellent communication, both oral and written, and interpersonal skills. Ability to coach care team members and management. Must be able to act as a consultant and provide guidance across HR functions outlined. Healthcare industry experience preferred. Must have working knowledge of Microsoft Word, Excel and PowerPoint. Degree of Supervision Must be able to work independently. Licensures, Registrations, Certifications PHR or SPHR preferred. Physical Requirements MUSCP/MUSCPPC uses a standard physical requirement template Continuous requirements are to perform job functions while standing, walking and sitting. Ability to bend at the waist, kneel, climb stairs, reach in all directions, fully use both hands and legs, possess good finger dexterity, perform repetitive motions with hands/wrists/elbows and shoulders, reach in all directions. Maintain 20/40 vision corrected, see and recognize objects close at hand and at a distance, work in a latex safe environment and work indoors. Frequently lift and/or carry objects weighing 20 lbs (+/-) unassisted. Lift from 36” to overhead 15 lbs. Infrequently work in dusty areas and confined/cramped spaces. If you like working with energetic enthusiastic individuals, you will enjoy your career with us! The Medical University of South Carolina is an Equal Opportunity Employer. MUSC does not discriminate on the basis of race, color, religion or belief, age, sex, national origin, gender identity, sexual orientation, disability, protected veteran status, family or parental status, or any other status protected by state laws and/or federal regulations. All qualified applicants are encouraged to apply and will receive consideration for employment based upon applicable qualifications, merit and business need. Medical University of South Carolina participates in the federal E-Verify program to confirm the identity and employment authorization of all newly hired employees. For further information about the E-Verify program, please click here: ***************************************

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