Director of human resources jobs in Wilmington, NC

Responsible for the administration of the human resources policies, procedures, and programs while handling day-to-day activities such as, team member relations, team member development, coaching, records retention and updating, and other administrative tasks. Provides guidance on HR practices and goals that will provide a team member-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a talented workforce. Key Responsibilities · Serves as the first point of contact for supervisors and team members for routine employee relations matters, such as performance feedback, development, disciplinary actions, and HR programs/policies (i.e., benefits, leave of absence, etc.). · Fosters relationships and provides coaching, guidance, and education as needed. · Collaborates with team members and leaders to resolve problems. Escalates complex team member relations issues as appropriate. · Assists in monitoring, tracking, and following up on team member matters, such as leave of absence, maintaining compliance of personnel files, updating job descriptions, and updating team member HRIs data (i.e., address, internal transfers, organizational changes, pay changes, etc.). · Helps maintain affirmative action program, reports, and logs to comply w/EEO/AAP & OSHA regulations. · Assists with data maintenance and integrity of data. Runs reports to review data for ongoing issues, projects, or functions. Assists with implementation or upgrading of new HR system modules as needed (i.e. performance management, recruiting, on-boarding, LMS). · Supports the recruiting and hiring process which may include creating job postings, screening applications/resumes, interview scheduling, conducting interviews, pre-employment background processes, job offers/declinations, etc. · Coordinates and supports team member onboarding activities and conducts orientation sessions to ensure a positive new team member experience and rapid engagement. Organizes and maintains all onboarding, new team member orientation, and training records. Ensures all HRIS processing is accurate & compliance of all paperwork such as Form I-9 is completed timely. · Coordinates and supports exit interviews. Reviews data and identifies pattern and potential improvements. Oversees termination process ensuring proper notification of team member terminations internally and externally for compliance. · Conducts focus groups, roundtable meetings, surveys, and other activities to gather data on team member relations matters and activities. Minimum Qualifications · Highschool diploma, GED, or equivalent · 1+ years or relevant experience or the knowledge, skills, and abilities to succeed in the role Butterball Core Competencies Butterball Core Competencies Caring about people, valuing contributions, and empowering to succeed is the Butterball Way. We recognize the value that different perspectives and cultures bring to Butterball and seek to create an environment where everyone can thrive. Everyone has a seat at the table and is expected to embody our core competencies: · Safety First: We put safety first. The health, safety, and well-being of our people, products, and turkeys is everyone's responsibility and everyone's jobs. · Integrity: We trust each other to do the right thing. We act with integrity and gain the confidence and trust of others through honesty, respect, and authenticity. · Stewardship: We take care of what matters. We are accountable to our commitments and take responsibility for the well-being of our teams, our quality, our customers, our business, our brand, and our communities. We are always answerable for our actions and those we lead. · Enthusiastic Attitudes: We create a climate where everyone feels they belong and can be engaged, every day. Where our people are enthusiastic and motivated to do their best and work together to make great things happen. · Continuous Improvement: We are committed to continuous improvement. We challenge ourselves and our company to constantly learn, develop, grow, improve, and innovate. Essential Knowledge, Skills, and Abilities · Good understanding of human resources practices, such as payroll processes, benefit & compensation administration, recruitment & onboarding processes, handling team member relations issues, organizational planning & development, FMLA/leave administration, performance management, team member development, corrective action, team member investigations, and regulatory reporting · Working knowledge of employment law compliance and regulations, such as EEO/AA, ADA, FMLA, FLSA, etc. · Ability to provide team member relations expertise for team member retention, company policies, teambuilding, conflict resolution, communication and feedback, etc. · Ability to exercise good judgment in the application of rules, regulations, policies and procedures · Skilled at tactfully dealing with others in difficult or sensitive situations · Solid communication, interpersonal, listening, and investigatory skills · Strong organization and time-management skills with ability to effectively handle multiple priorities and meet deadlines · Good collaboration and team-work skills with the ability to foster strong, collaborative relationships · Proficiency with technology such as Microsoft Suite applications, computers in a networked environment, etc. · Ability to provide timely responses to address issues, questions, and concerns · Strong problem-solving skills with the ability to synthesize data collected and identify the root problems/causes Education and Experience · Bachelor's degree in related field or equivalent (i.e., human resources, business administration, etc.) · Experience as a HR Generalist Working Conditions & Travel Requirements • Work will be performed in a variety of conditions including climate-controlled office environment(s); in a manufacturing plant environment with varying conditions, such as cold areas, wet areas, warm areas, chemicals, and other site conditions; and in a farm environment including working outdoors in seasonal conditions with live animals and at times in dusty environments. This position requires the individual to wear and work in personal protective equipment while in the manufacturing and farm environment. This individual may be working around sick or diseased animals where additional precautions may need to be taken. • The noise level of the office and farm environment is usually moderate. The noise level in the manufacturing environment may exceed 85 DBA and require hearing protection. Showering in and out of farm locations may be required. • Occasional travel may be required. The statements herein are intended to describe the general nature and level of work being performed by employees and are not to be construed as an exhaustive list of what is required of personnel so classified. Furthermore, they do not imply or establish a contract for employment and are subject to change at the discretion of the employer. Butterball, LLC is an equal opportunity employer and is committed to the fair and impartial treatment of all employees and applicants for employment without regard to gender, age, race, religion, color, national origin, physical or mental disability, military/veteran status, sexual orientation, gender identity and expression, genetic information, marital status, parental status, pregnancy, or any other status protected by law. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. We embrace equal opportunity employment. Butterball is committed to the fair and impartial treatment of all employees and applicants for employment without regard to gender, age, race, religion, color, national origin, physical or mental disability, military/veteran status, sexual orientation, gender identity and expression, genetic information, marital status, parental status, pregnancy, or any other status protected by law. This position is deemed Safety Sensitive for purposes of Butterball's Drug/Alcohol Screening & Testing Policy. Details will be provided to individuals who receive a conditional job offer, or upon request.

Why USAA? At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families. Embrace a fulfilling career at USAA, where our core values - honesty, integrity, loyalty and service - define how we treat each other and our members. Be part of what truly makes us special and impactful. The Opportunity We're looking for a collaborative and strategic HR leader to drive excellence in our HR functions through the power of data, and the ability to manage and develop a team of 10. In this role, you will be the bridge between HR, IT, and the business, ensuring our HR data solutions align with overall business strategy. You will leverage your deep understanding of HR data models, data architecture principles, and business architecture practices to design and implement scalable solutions. You'll also lead a team in developing impactful data visualizations and dashboards, providing actionable insights to support data-driven decision-making. If you are a results-oriented leader with a passion for HR analytics, business alignment, and developing high-performing teams, we encourage you to apply. We offer a flexible work environment that requires an individual to be in the office 4 days per week. This position can be based in one of the following locations: San Antonio, TX or Charlotte, NC. Relocation assistance is available for this position. What you'll do: Responsible for development and execution of team strategic execution plan in coordination with departmental, CoSA, and Enterprise plans. Accountable for internal customer relationship creation, sustainment, and strengthening through team execution and brand management. Responsible for direct report performance management, talent development, and career progression planning Accountable for overall teamwork product volume, quality, and business value delivery. Accountable for overall team regulatory, risk, and internal control compliance. Ensures industry trends and best practices are evaluated and integrated into current process, technology, and development strategic plans. A strategic partner and subject matter expert in consulting and advising business partners on decision support solutions. Encourages innovation, provides direction on work prioritization, manages capacity, assists with problem resolution. Holds team members accountable for performance goals and establishes business-driven development plans for the team. Partners with IT to build USAA core information delivery capabilities and assist process owners in retiring key UDAs. Provides thought leadership and system thinking to influence relevant data, information, and application architecture decisions to include staying abreast of changes or evolution to industry standards. Provides oversight and direction to the adherence of information governance and managements standards for Enterprise teams and CoSA/LOBs. Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures. What you have: Bachelor's degree in quantitative analytics field such as Economics, Finance, Statistics, Mathematics, Actuarial Sciences, Operations Research, Data and/or Business Analysis, Data Science or other quantitative discipline; OR 4 years of related work experience in statistics, mathematics or quantitative analytics (in addition to the minimum years of experience required) may be substituted in lieu of degree. 8 years of experience in data and analytics, technical, or business-relevant function OR If advanced degree in a STEM discipline, 6 or more years' experience in data and analytics, technical, or business-relevant function. 3 years of direct team lead or management experience. Experience overseeing teams conduct cost benefit analyses and leveraging results to drive business intelligence solutions. Experience guiding teams in the gathering and authoring of business intelligence solutions for large scale complex projects. Advanced facilitation, collaboration and consensus building skills, with extensive experience in presenting to cross-functional teams and Senior/Executive leaders. Demonstrated subject matter expertise in applying and creating business intelligence practices, methods, and problem-solving strategies. Experience leading and coaching others in understanding and translating needs into requirements. Expert knowledge of relevant regulatory compliance, industry regulations, risk management practices, and regulatory data sources. SME developing business deliverables that leverage business intelligence platforms, data management platforms, or SQL-based languages (Tableau, Business Objects, Snowflake, Hadoop, Netezza, NoSQL, ANSI SQL, or related). Demonstrated thought leadership in embedding intuitive story telling within the business intelligence solutions and platforms including concise presentation of complex technical details. What sets you apart: Experience leading teams in the development and maintenance of data visualizations and dashboards, leveraging tools such as Tableau, QlikView, BusinessObjects or similar platforms, to provide actionable insights and support data-driven decision-making. Familiarity with HR technology landscapes, including experience working with HRIS systems and data models related to HR Technology/Engineering and HR Data Architecture. Strong understanding of data modeling principles, data architecture concepts, and their application within the context of HR data, HR analytics, and people insights. Experience in direct people management, including coaching, mentoring, and performance management. Knowledge of Business Architecture principles and practices, with the ability to align data and technology solutions with overall business strategy. Compensation range: The salary range for this position is: $143,320.00 - $273,930.00. USAA does not provide visa sponsorship for this role. Please do not apply for this role if at any time (now or in the future) you will need immigration support (i.e., H-1B, TN, STEM OPT Training Plans, etc.). Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location. Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors. The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job. Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals. For more details on our outstanding benefits, visit our benefits page on USAAjobs.com. Applications for this position are accepted on an ongoing basis, this posting will remain open until the position is filled. Thus, interested candidates are encouraged to apply the same day they view this posting. USAA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Smith Drug Company has been serving community independent pharmacies since 1944, building on traditions and values established over 60 years ago. Dedicated to understanding the unique challenges faced by community pharmacists and hospital pharmacists alike, Smith Drug Company provides exceptional service and customized solutions. With expertise in distribution and a focus on customer flexibility, the company continues to deliver added value and meet its clients' evolving needs. At Smith Drug Company, doing business means being part of a team that cares deeply about its customers and the communities they serve. Role Description This is a full-time, on-site Human Resources Generalist role in Spartanburg, SC. As a Human Resources Generalist, you will be responsible for implementing HR policies, managing employee relations, administering benefits programs, and supporting various HR functions. Additionally, you will handle recruitment and onboarding, ensure compliance with labor laws and organizational policies, and promote a positive workplace culture. Qualifications Responsible for Talent Acquisition and Recruitment processes Responsible for Onboarding New Hires Responsible for tracking FMLA Responsible for Workers' Comp Reporting Responds to employee inquiries, issues, and problems relating to compensation, benefits, leaves of absence, and ensures timely and appropriate action Responsible for the Random Drug Test Program Responsible for Yearly background check reporting Responsible for Smith Events & Smith Gives Back Events Assist VP with Performance Plans and Job Descriptions Assist VP with training recommendations for staff development Perform other duties as assigned. Requirements A Bachelor's Degree in Human Resources or SPHR certification Minimum of two years' previous experience in HR Intermediate Microsoft Excel skills. Strong verbal and written communication skills.

ON-SITE - Charlotte, NC 28273 The Cato Corporation is seeking an experienced Human Resources Generalist to join our HR team! The Cato Corporation, a leading specialty retailer of value-priced women's fashion apparel with corporate offices located in Charlotte, North Carolina, operates three concepts: Cato, It's Fashion and Versona. The company has approximately 1,100 stores throughout the United States and a diverse workforce of over 7,000 associates. The Company's stock is traded on the NYSE under the symbol “CATO”. Cato is seeking a Human Resources Generalist who will report to the Director of Human Resources. In this role, you will be the hands-on Generalist in Human Resources related operations to include associate relations, leave of absence administration, conflict resolution, providing guidance on disciplinary actions and compliance with labor laws. You will help with maintaining associate records with integrity and strict confidentially. ESSENTIAL DUTIES AND RESPONSIBILITIES: Provide guidance to Corporate, DC and Store Operations management, as it relates to the handling of associate relations issues, by conducting confidential internal investigations including complaints of sexual harassment, discrimination, retaliation, and other issues in a professional and timely manner. Maintain a working knowledge of Federal, State, and local laws and employment legislation and enforce policies and procedures to ensure compliance. Resolve payroll issues and concerns in partnership with the Payroll Department, identifying ways to eliminate recurring Payroll issues and concerns. Support the Company's internal Risk Management Administrator with handling and resolving workers' compensation claims. Review and administer Company-wide Leave Requests including FMLA, ADA, Military and Personal Leave requests. Coordinate with outside vendor for handling unemployment claims. Providing training on HR topics and employment laws. Assisting in investigating and responding to EEOC, DOL and OSHA complaints. Assist with ad-hoc projects. QUALIFICATIONS: Required: A minimum of 3 years' experience in associate relations, as an HR Generalist, for a multi-site company. Bachelor's Degree in Human Resources or related field. Strong working knowledge of employment law. Strong verbal, written, analytical and interpersonal skills. Effective listening skills. Maintain strict confidentiality of associate information. Must be proficient in Word, Excel and Outlook. Ability to work in a fast-paced environment with a diverse associate population. The Cato Corporation is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, ancestry, national origin, disability, age, sex (including pregnancy), gender identity or expression, or any other characteristic protected by applicable laws, regulations and ordinances.

About C.Herman Construction C. Herman Construction is a general contracting company that specializes in multifamily and mixed-used development. In eight short years, we have grown our client base across the Southeast from relationships and referrals alone, and built projects totaling more than $400 million. Our company is built on a foundation of integrity, collaboration, and a commitment to delivering high-quality projects. As an employee-owned company (ESOP), we prioritize our team's success, offering a rewarding work environment and opportunities for professional growth. C. Herman Construction is licensed in NC, SC and GA with offices in Charlotte, Wilmington, Raleigh, and Charleston, SC. Come make your mark in a growing company alongside other dedicated, determined, growth driven professionals! Job Summary The Director of Human Resources is a strategic leader responsible for shaping and executing the organization's HR strategy. This role oversees all HR functions-including talent acquisition, employee relations, performance management, compensation, benefits, HR operations, and compliance-and acts as a trusted advisor to senior leadership. The ideal candidate is forward-thinking, people-centric, and skilled at building inclusive, high-performing workplace cultures. This is a full-time, on-site role located at our Charlotte, NC office. The position will report directly to the Chief Finance Officer (CFO). Key Job Responsibilities Strategic Leadership Develop and execute a comprehensive HR strategy aligned with organizational goals. Serve as an advisor to the senior leadership team, providing insight on workforce planning, organizational design, and culture initiatives. Lead change-management efforts to support organizational growth and transformation. Talent Management Oversee full-cycle recruitment, ensuring the organization attracts, develops, and retains top talent. Maintain effective onboarding programs that foster engagement and long-term success. Develop leadership development and training planning programs. Employee Relations & Culture Promote a positive, inclusive, and high-performance workplace culture. Provide guidance on conflict resolution, employee concerns, and corrective actions. Ensure consistent application of HR policies and practices across the organization. Compensation & Benefits Oversee the development and administration of competitive compensation and benefits programs. Conduct market analyses to ensure equitable and competitive total rewards offerings. Recommend enhancements that support retention and employee wellbeing. HR Operations & Compliance Ensure compliance with all federal, state, and local employment laws and regulatory requirements. Oversee HR systems, data integrity, and reporting to support evidence-based decision-making. Create and maintain clear, compliant HR policies and procedures. Team Leadership Lead, mentor, and develop the HR Coordinator to deliver exceptional service. Establish performance metrics to drive accountability and continuous improvement. Requirements Bachelor's degree in Human Resources, Business Administration, or related field (Master's Degree or SPHR certification preferred). 15+ years of progressive HR experience, including 5+ years in a leadership role with a general contractor or similar large construction company Strong knowledge of employment laws, OSHA, ERISA, Immigration, Title VII, FLSA, FLMA and HR best practices. Deep understanding of multi-region general contractor operations, including project delivery, jobsite staffing, subcontractor coordination, and safety-driven environments. Strong communication, interpersonal, and leadership skills and ability to build rapport with both corporate and field-based teams. Experience in a fast-growing or evolving environment. Ability to travel 10% to other Carolina markets Experience with large ERP, Trimble Vista preferred Benefits We offer an environment that encourages professional and personal growth, an excellent benefits package, and a family culture. Join a team that values people and a place where our team members are our greatest asset. Some benefits include: • Competitive Salary • Bonus potential • Health, Dental, Vision Insurance • Family/medical leave • Paid Parental Leave • Company 401K • Short-Term/Long-Term Disability • Group and Voluntary Life Insurance • Paid Time Off (PTO) • 8 Paid holidays per year • Company Outings/Team Building Events • Half-days every other Friday (May-Aug) • Employee referral program • Employee Stock Ownership

About us Sack is redefining the industry, experiencing explosive growth year after year with no signs of stopping! As the fastest-growing MEPF, millwright, and rigging company in the South, we're building the future with innovation. We offer competitive pay, great benefits, and the perfect place to launch and grow your career. Job Summary: We are looking for a detail-oriented HR Generalist to support our growing team in Charlotte, NC. This role focuses on recruiting, onboarding, and HR administration, helping us find great people and give them the best start possible. We are primarily looking for someone who has a construction background and experience in HR. Key Responsibilities Manage job postings, review resumes, and coordinate interviews Support hiring managers in filling open roles quickly and efficiently Prepare new hire paperwork and schedule orientations Oversee I-9 verification, background checks, and drug screenings Maintain employee records and process new hire and termination documents Track performance reviews and compliance requirements Serve as a point of contact for employee questions and provide policy guidance Assist with HR initiatives including engagement activities, training, and events Qualifications Bachelor's degree in HR, Business, or related field preferred 1-3 years of HR or recruiting experience Strong organizational skills and attention to detail Experience in construction Excellent communication skills and ability to work with employees at all levels Experience with HRIS or applicant tracking systems is a plus Benefits: FREE individual medical plan 401(k) matching $20,000 Life insurance policy Great PTO benefits Dental insurance Employee discount Health insurance Life insurance Paid time off Parental leave Referral program Vision insurance Schedule: Four 10 hour days 4 days a week

This is a hands-on HR role supporting field, shop, and office employees. The HR Manager oversees hiring, onboarding, benefits administration in Employee Navigator, ADP employee setup, employee records, employee relations, and works closely with supervisors to support communication and documentation. This role also manages workers' compensation decisions and coordinates return-to-work plans. This is an on-site position based in Spartanburg. Key Responsibilities • Recruit, interview, and onboard field, shop, and office employees. • Set up and maintain employee records in Employee Navigator and ADP. • Coordinate benefit enrollments (Medical, Dental, Vision, Disability, Life, 401(k)/Roth). • Maintain accurate employee files and ensure required documentation is completed. • Support supervisors with coaching documentation and communication follow-through. • Review and verify payroll-related inputs for accuracy; accounting performs payroll processing and job costing. • Coordinate workers' compensation claims and return-to-work processes. • Support employee morale through regular appreciation and engagement efforts. • Work with leadership to strengthen communication and alignment across the team. Qualifications • Bachelor's degree required. • Minimum 2 years HR experience required; 5+ years preferred. • Experience in manufacturing or construction strongly preferred. • Relevant military leadership experience may be considered. • Comfortable working directly with field, shop, and leadership teams. • Strong communication and follow-through abilities. • Desire to learn, improve, and adapt - recognizing that not everything is black and white. Culture & Work Style Expectations We work as a team here. Humility, ownership, problem-solving, accountability, and a willingness to learn matter. We avoid drama and excuses. We try to get better every day and support each other in that effort.

External Applicants: Please ensure all required documents are ready to upload before beginning your application, including your resume, cover letter, and any additional materials specified in the . Cover Letter and Supporting Documents: Navigate to the "My Experience" application page. Locate the "Resume/CV" document upload section at the bottom of the page. Use the "Select Files" button to upload your cover letter, resume, and any other required supporting documents. You can select multiple files. Important Note: The "My Experience" page is the only opportunity to attach your cover letter, resume, and supporting documents. You will not be able to modify your application or add attachments after submission. Current Employees: Apply from your existing Workday account in the Jobs Hub. Do not apply from this website. A cover letter is required for all positions; optional for facilities, campus services, and hospitality roles unless otherwise specified. Summary The Executive Director of Compensation and Benefits leads the evaluation, development, communication, implementation, and maintenance of a comprehensive and competitive total rewards strategy for faculty, staff, and retirees. This role is also responsible for ensuring compensation and benefits programs align with organizational goals while providing strategic guidance, fostering collaboration, and maintaining key campus relationships, including, but not limited to, Executive Leadership, Institutional Talent Partners, Senior Budget Administrators, Fringe Benefits Advisory Committee, and Retirement Plan Committee. This position reports to the VP/CHRO and directly supervises the Director of Compensation and the Director of Benefits. *This position is not eligible for sponsorship of non-immigrant or immigrant visa status through Wake Forest University. All eligible applicants are encouraged to apply. Essential Functions: Compensation In partnership with VP/CHRO, plans and leads the annual Executive Compensation process. Accountable for the implementation of a market pay structure. Collaborates with the budget office and assists leaders in addressing compensation challenges. Responsible for clear, accurate, and updated compensation policies/procedures. Benefits Lead the annual benefits evaluation process in partnership with the Fringe Benefits Advisory Committee, Human Resources, and Benefits Consultant, including but not limited to leading discussions on benefit plan recommendations, developing presentations, and presenting information to the Committee and other Executive Leadership. Evaluate and make recommendations on the effectiveness, cost, trends, and competitiveness for the University's benefit programs while balancing the needs of our campus community and the overall fringe budget. Lead the University's retirement plan program in partnership with the Retirement Plan Committee, Human Resources, and the Retirement Plan Consultant, including but not limited to leading discussions on retirement plan recommendations, developing presentations, and presenting information to the Committee and other Executive Leadership. Evaluate and make recommendations on the effectiveness, cost, trends, and competitiveness of the University's 403(b) Retirement Plan and 457(b) Deferred Compensation Plan. Responsible for the overall Fringe Budget. Compensation, Benefits, and Absence Ensure compliance with all governmental regulations and University policies related to compensation, benefits, retirement plan, and leave programs by researching, monitoring, and tracking new and existing laws and regulations. Recommend, communicate, and implement required changes. Implement, lead, and maintain an out-of-state compliance program for the University regarding compensation, benefits, and leave program requirements. Responsible for evaluating and maintaining relationships with third-party administrators, consultants, and other institutional relationships for compensation and benefits. Accountable for the execution of new and existing compensation, health and welfare, retirement plan, and any other benefits-related contracts, agreements, policies, amendments, revisions, and required forms/filings. This includes, but is not limited to, reviewing the terms, conditions, fees, guarantees, and other contractual arrangements for accuracy, developing summaries for Executive Leadership, and obtaining the required approvals and signatures. Resolve and communicate final compensation and benefits determination(s) on disputes, challenges, inquiries, and/or exception requests from internal colleagues and/or third-party administrators. Oversee the development, evaluation, revision, and communication of new and/or current policies, programs, and procedures for compensation and benefits. Research and maintain best practices in compliance and administration of compensation and benefits programs. Within our Workday ERP environment, in collaboration with Directors of Compensation and Benefits, identify priority projects and provide information and partnership to the HRIS team to move forward with necessary initiatives/updates/changes. Partner with HR colleagues and other campus constituents to develop and disseminate communication materials to promote compensation and benefits programs at Wake Forest University, including but not limited to presenting information to various campus committees, partners, and Executive Leadership. Provide leadership and coaching to the Compensation and Benefits/Absence team members through effective coaching and performance management. Establish and maintain strong relationships with Institutional Talent Partners, providing information at standing meetings and responding to ad hoc requests. Provide strategic leadership as part of the Human Resources leadership team. Stay current on compensation, benefits, and wellness trends by conducting research and connecting with peers at other universities and professional organizations, such as CUPA HR. Other Functions: Performs other related duties as assigned. Collaborates with the AVP for Employer Experience to manage relationships with vendors for health and wellness benefits to maximize the utilization and value of paid services for employees. This includes coordinating with vendors to promote existing benefits, identify new opportunities, and ensure that programs align with the WFU's health objectives and employee needs. Required Education, Knowledge, Skills, Abilities: Bachelor's degree in Human Resources Management, Business Administration, or a related discipline, plus eight years of combined experience in compensation, benefits, and wellness, with at least five years in a supervisory role. Knowledge of organizational structure, workflow, and operating procedures. Skill in developing, managing, and implementing new strategies, procedures, and large-scale projects. Ability to apply principles of logical thinking to define and analyze problems, collect data, establish facts, draw valid conclusions, and develop creative solutions. Strong interpersonal and communication skills and the ability to work effectively with various constituencies in a community of different constituent groups. Ability to foster a cooperative environment. Ability to supervise, lead, and train staff. Proficiency in annual financial/budget processes. Knowledge of federal and state employment laws, regulations, and private sector employment policies and procedures. Current knowledge of benefit programs and their interface with regulations, related retirement and benefits acts at both the state and federal levels, recent court decisions, legal trends, and Social Security. Skill in developing and implementing salary administration plans and programs. Ability to analyze problems and develop creative solutions to complex human resource issues. Proficiency in using the Microsoft Office Suite and/or Google Workspace Ability to format data to support analysis and recommendations. Strong analytical and critical thinking skills and the ability to analyze, summarize, and effectively present data to individuals/groups, including executive levels. Experience with HRIS (Oracle, Workday, Banner, or a related system), to include exporting and using data to answer questions, present data, and create presentations. Preferred Education, Knowledge, Skills, Abilities: Relevant Master's degree. CCP/CBP/CEBS/GBA/SPHR/PHR/CTRP or other related certification. Higher education experience. Experience in executive compensation. Workday experience. Physical Requirements: Sedentary work. Talking, hearing, and repetitive motions. Close visual acuity. Subject to inside environmental conditions. Not substantially exposed to adverse environmental conditions. Accountabilities: Budgetary responsibilities, including fringe benefits budget. Responsible for Compensation and Benefits programs and directly manages the Director of Compensation and the Director of Benefits. Additional Job Description Time Type Requirement Full time Note to Applicant: This position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job-related duties as may be reasonably assigned by his/her supervisor. In order to provide a safe and productive learning and living community, Wake Forest University conducts background investigations and drug screens for all final staff candidates being considered for employment. Equal Opportunity Statement The University is an equal opportunity employer and welcomes all qualified candidates to apply without regard to race, color, religion, national origin, sex, age, sexual orientation, gender identity and expression, genetic information, disability and military or veteran status. Accommodations for Applicants If you are an individual with a disability and need an accommodation to participate in the application or interview process, please contact ************* or **************.

Job Title: Director of Human Resources COMPANY STATEMENT: As the e-commerce trends continue to evolve, Transportation Insight has strategically positioned itself in the industry with top talent that boasts strategic involvement in the continued evolution of the small package/parcel and freight marketplace. In addition to our knowledge, we have built out the technology to help companies (shippers) unlock the power of their supply chain. Transportation Insight is recognized as a premier employer regionally and nationally because of our reputation, workplace culture and growth opportunities. At the core of our culture, team members are motivated to improve our clients, our communities and ourselves every day. JOB PURPOSE: We are looking for a Hickory, NC based Human Resources Director to join our growing Transportation Insight People and Talent Team! The HR Director will be responsible for supporting all employees and leaders in the Hickory location from both an operational and strategic perspective. The primary goals of this position are to: help align organizational and individual capabilities with the business's strategy and needs, maximize the employee experience, and drive a robust organizational climate to help attract, develop and retain talent across the organization. The HR Manager will be a member of the Managed Freight and Parcel business units, reporting to the VP of People and Talent and will partner closely with the leadership teams across the organization. CRITICAL JOB FUNCTIONS: Provide strategic and consultative support to the VP of People and Talent to evaluate the state of human resources in the business units, identify opportunities for improvement, and influence leadership to make optimal talent decisions. Provide management and expertise to HR Generalists concerning areas such as employee relations, compliance, onboarding, engagement and other core HR functions. Develop and align HR initiatives to support the business strategy which includes the ability to identify, analyze, understand and articulate business goals and objectives at the business unit level. Collaborate in the design and communication of HR strategies and policies. Deliver and implement strategies that support a high performing culture. Manage and support the business units' operational objectives by developing and maintaining budgets, setting goals and objectives, determining actions required to meet goals and appraising the performance of the department and its employees. Maintain knowledge of legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures and reporting are in compliance. Coach managers/supervisors on employee relations issues in order to enable them to address employee issues directly, ensuring processes are in place to maintain a fair and equitable workplace. Provide advice and counsel to managers on a variety of topics to optimize employee engagement, team development, and organizational effectiveness. Provide career planning and development counsel to employees and managers. Assist with the annual HR Business Plans (prioritization, workforce requirements, budgeting, talent needs, training needs, etc.). Ensure all HR policies, procedures, and processes are executed. Assist with HR Initiative Roll-outs such as: bonuses, merit, employee survey, talent reviews and other initiatives as needed. Collaborate with People and Talent Department leads regarding business-specific reporting related requests i.e. affirmative action, veteran status, compliance. Investigate and prepare reports, as required. Perform other duties as assigned. SUPPORTING DUTIES TO THE CRITICAL JOB FUNCTIONS: Effective consultative and management skills Proficient in problem solving and prioritizing Works effectively with all levels of employees In-depth knowledge of employment laws, regulations, principles, programs, trends and best practices Strong customer focus Strong Microsoft Office skills for analysis and presentation of data Demonstrates strong presentation skills Excellent communication skills both written and verbal Excellent interpersonal skills Ability to multitask and handle pressure WHAT WE LOOK FOR: 7+ years of experience in a HR position in a company of a minimum of 500 employees 3+ years of experience managing Human Resources team members. Bachelor's degree in human resource management or related field or equivalent combination of education, training and experience. EEOC/ADA STATEMENT: Transportation Insight is an Equal Opportunity/Affirmative Action employer. Qualified applicants will receive consideration for employment without regard to race, gender, sexual orientation, age, religion, disability, veteran, or any other protected status by law. In an effort to recruit, develop and retain top talent, we are committed to a policy of nondiscrimination in all personnel practices to ensure equal opportunity for employment, promotion, and training for a more inclusive workforce.

The Vice President of Operations is responsible for planning, directing, coordinating, and overseeing operations activities, ensuring development and implementation of efficient operations and cost-effective systems to meet current and future needs of the company. Essential Functions and Job Responsibilities: Establishes, implements, and communicates the strategic direction of the brand(s). Meets or exceeds company sales and profit expectations while maintaining brand standards in all areas. Forecast's business trends for company operations. Drives profitability at district level through direct management of strategic initiatives by the District Managers. Implements, executes, manages, and follows-up on operational brand strategies that improve the profitability at all levels. Ensures compliance with all company and brand standards. Collaborates with all departments and senior leadership to make key business decisions and meet company goals and objectives. Maintains budget controls on all operations activities. Establishes and administers an operations budget. Develops, implements, and evaluates standard operating procedures around food preparation, service times, hospitality, cleanliness, etc., as appropriate. Demonstrates a continuous improvement mindset by identifying, recommending, and implementing new processes, technologies, and systems to improve and streamline organizational processes and use of resources and materials. Reviews P&L regularly with District Managers and General Managers to ensure that key financial targets are being met. Ensures that departmental decisions and project plans such as those for staffing, development, organization, material efficiency, hardware acquisitions, and facilities are in line with the organizations business plan and vision. Ensures that the PSP Core Values and Virtues are properly represented at all stores and at all times. Supports District Managers in recruitment, selection, and hiring to build and retain a great team. Champion's recognition and motivation efforts. Coaches, mentors, and motivates District Managers to exceed guest and employee expectations and maintain an acceptable level of performance, which may include documenting and issuing disciplinary action, up to and including termination of employees. Partners and seeks approval from Human Resources and executive leaders as appropriate. Prepares and submits required reports. Presents periodic performance reports and metrics to the Chief Executive Officer and other leadership. Leads team meetings and presentations to communicate relevant operations information, professional development or leadership topics, and other business-related topics. Maintains knowledge of emerging technologies and trends in operations management. Follows all appropriate health code and local jurisdiction food handling requirements, maintains food safety certifications, and models exemplary food health safety practices to employees. Ensures food quality and 100% guest satisfaction. Ensures a safe working and customer experience environment by facilitating safe work behaviors of the team. Performs other related duties as assigned.

ATLAS SP Partners is a global investment firm that seeks to provide stable funding and capital markets services to companies seeking innovative and bespoke structured credit and asset-backed finance solutions. ATLAS SP's tenured experts work with clients to determine the best approach to optimize their capital and achieve their goals, across a broad range of capabilities. Our integrated platform encompasses a holistic suite of capabilities, including asset/portfolio advisory solutions, warehouse/acquisition financing solutions, whole loan purchase/sale and securitization/distribution. Our Culture ATLAS SP is “one team” where everyone makes an impact - we grow together, win together, and embrace change together. From advancing the markets to supporting our communities, everything we do serves to make a difference. Our people are industry leaders with a passion for client service, complex problem solving, and innovation. We provide our talent with the pathways to grow professionally and personally in a collaborative and inclusive environment. We're proud to build upon a legacy of excellence anchored in deep expertise and client service across the asset management landscape. Position Overview ATLAS SP is seeking a Vice President, HR Technology to lead and manage technology solutions that enable the Human Resources function. Based in Raleigh, NC, this role will be responsible for ensuring that HR applications and integrations effectively support day-to-day operations, compliance requirements, and the firm's strategic people initiatives. The ideal candidate will be an experienced HR technology professional with a strong understanding of HR processes; including payroll, benefits, onboarding, talent acquisition, performance management, and compliance; and hands-on experience managing and optimizing core HR systems. This individual will partner closely with HR, IT, and Compliance stakeholders to ensure seamless integration, data integrity, and process efficiency across all HR technology platforms. Primary Responsibilities Serve as the primary technology partner to the Human Resources organization, ensuring all HR applications and systems operate efficiently and effectively. Oversee and maintain essential HR platforms collaboratively with our support partners, including Oracle HCM, ADP, Papaya Global, Greenhouse, HireRight, Concur, and e-learning solutions. Oversee integrations between HR systems and internal platforms such as identity management, compliance, and enterprise data systems. Partner with HR leadership to evaluate technology needs, recommend improvements, and drive automation initiatives to enhance employee and manager experiences. Ensure data accuracy, process integrity, and compliance with internal controls and external regulations. Support HR analytics and reporting needs, partnering with Finance and IT teams to deliver reliable data insights. Manage vendor relationships, contracts, and system updates, ensuring timely issue resolution and service excellence. Lead or participate in system implementation projects, upgrades, and process redesigns to support organizational growth. Establish governance and documentation standards for HR systems, integrations, and workflows. Provide user training, knowledge sharing, and ongoing support to HR and business stakeholders. Required Qualification and Experience 7+ years of experience in HR technology roles, with strong functional and technical understanding of HR systems and processes. Hands-on experience with several of the following applications: Oracle HCM (Core HR, Benefits, Payroll, Self-Service) ADP and/or Papaya Global (Payroll and Global Employment Platforms) Greenhouse, HireRight, and Concur eLearning and compliance systems Strong knowledge of HR business processes including onboarding, payroll, benefits administration, performance management, and compliance. Experience managing system integrations and data flows across HR, Finance, and IT environments. Proven ability to troubleshoot system issues, coordinate with vendors, and ensure uptime and user satisfaction. Excellent communication and stakeholder management skills, with the ability to translate business requirements into technical solutions. Bachelor's degree in Information Systems, Human Resources, Computer Science, or a related field. Highly organized, self-motivated, and comfortable working in a fast-paced, collaborative environment. Preferred Qualifications and Experience Experience implementing or managing Oracle HCM Cloud or Workday Familiarity with data privacy, security, and compliance regulations affecting HR data. Exposure to automation tools or reporting platforms (e.g., Power BI, Tableau, Alteryx) used for HR analytics. Experience supporting global HR operations and multi-jurisdictional payroll systems. Track record of delivering process improvements and system enhancements that improve user experience and efficiency. N/A The base salary range for this position is listed above. This position is also eligible for a discretionary annual bonus based on personal, team, and Firm performance. Compensation ranges are based on several factors including job function, level, and geographic location. Final offer amounts are determined by multiple factors including candidate experience and expertise and may vary from the amounts listed here. ATLAS SP is an equal opportunity employer. The firm and its affiliates do not discriminate in employment because of race, color, religion, gender, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or because of any other criteria prohibited under controlling federal, state or local law.

Requirements ESSENTIAL DUTIES & RESPONSIBILITIES : · Develop a clear vision for the workforce of the organization and consistent engagement of others. · Help employees realize their full potential to best serve AMOREM's patients, families and the organization, creating an environment where they can do their best work. · Anticipate problems before they arise and create solutions before they need to be implemented. · Protect the organization and its resources and ensure every move the organization makes is thoughtful and reduces risk, while remaining focused on the mission. · Develop and deliver premier training and support to leaders. · Encourage and motivate others when times are tough. · Be the ultimate champion of AMOREM's values and hold others accountable to those values, thereby creating the best culture and impact. · Develop the most effective, innovative and sustainable talent acquisition process and program. · Create a sustainable and desirable total compensation program. · Ensure that the organization meets the needs of all staff, holding staff accountable through annual evaluations and consistent leadership practices and communication. · Oversee employee engagement and leadership development so leaders feel comfortable coaching performance to affect overall organizational performance. · Manage legal compliance and risk and ensure employee safety. · Meet the goals outlined in the People Pillar on AMOREM's annual operational plan. · Exercise extreme confidentiality in all matters. · Adhere to safety policy and practices. · Cooperate with all government agencies and outside auditors. · Perform other duties assigned. Knowledge, Skills & Abilities: · Excellent verbal and written communication skills · Excellent interpersonal and conflict resolution skills · Excellent organizational skills and attention to detail · Knowledge and strong skills in developing instructional curriculums and educating adult learners · Strong analytical and problem-solving skills · Strong supervisory and leadership skills · Thorough knowledge of employment-related laws and regulations · Knowledge of and experience with varied human resource information systems · Proficient with Microsoft Office Suite or related software Minimum Qualifications: Education: · BS degree in Human Resources, Business, Management or related field from an accredited college/university Experience: ·At least five years of progressive leadership experience in human resources, and experience in healthcare leadership is strongly preferred · Experience in hospice preferred Licensures & Certifications: (if applicable): · SHRM-SCP or SPHR Certification is preferred Physical Demands: · Visual acuity to read written documentation and computer tasks · Speech and hearing skills necessary for telephone interaction and face to face contact · Ability to sit extended periods of time and perform administrative tasks · Ability to stand, bend and lift an average of 30 pounds · Manual dexterity with the ability to manipulate office equipment and keyboard for extended periods of time · Ability to walk, squat, kneel, climb and balance

UNION COUNTY COMMUNITY ACTION, INC. Program- Administration Reports to: Executive Director FLSA- Exempt *********************** Implements, and coordinates the organization's strategic objectives by recommending new policies or changes in existing policies, coordinating human resources activities, such as employment, compensation, labor relations, safety, benefits, training and employee services by performing the following duties: ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Primary Duties Plans and executes policies relating to all phases of personnel activity including but not limited to labor and employment laws, safety regulations, workers compensation laws, recruitment and employee relations. Assists in contracting for insurance coverage including but not limited to property, vehicular, health, professional liability, Board and Officer's liability and worker's compensation by preparing bid proposals, reviewing bids and making recommendations concerning bids and benefit plans to the Executive Director. Develops, implements and maintains safety in the workplace policy/program including recordkeeping, authorizations to urgent care centers, analysis of claims information and compliance with OSHA regulations. Directs the drug-testing program by executing policies concerning random drug testing and maintaining the program by making recommendations concerning policy updates and changes to the Executive Director. Serves as employee resource on all human resource related issues. Provides employee information as requested by other agencies. Recruits new employees and provides information to the Executive Director for selection. Enrolls new employees. Plans and conducts new employee orientation. Keeps records of employee characteristics for governmental reporting purposes. Develops database system for recording personnel information and analyzes personnel information for review by the Executive Director. Manages employee/personnel file process. Maintains employee files and confidentiality of information. Conducts wage and salary surveys within labor market to develop competitive compensation recommendations for approval by the Executive Director. Prepares response to outside agency requests for wage and salary information. Prepares employee paperwork indicating changes in employee status including separation notices and related documentation for approval by the Executive Director. Conduct investigations and represents agency at personnel related hearings, at the direction of the Executive Director. Assists the Finance Director with UCCA Retirement Plan (annuity) including compliance with IRS and DOL regulations and plan provisions. Directs equal employment policy, goals and actions by studying regulatory requirements, organizational goals and compliance efforts and advising management. Maintains consistent actions across the organization by initiating, coordinating and advising the Executive Director as to enforcement of human resource policies and procedures. Monitors EEO compliance by conducting interviews, auditing procedures and actions, analyzing information and preparing reports for the Executive Director. Complies with federal, state and local legal requirements by studying existing and new legislation, obtains opinions from legal counsel, enforces adherence to requirements through the Executive Director and advises the Executive Director on needed actions. Secondary Duties Reviews time sheets Biweekly makes final review of time sheets making and initialing necessary changes. Quarterly audits the payroll system verifying all approved payroll changes have been made and only current employees are in the payroll system. Prepares worksheet(s) and other information for submission to the Fiscal Department. Additional employee relations and community relations related duties as assigned. EDUCATION and/or EXPERIENCE Master's degree (MBA) in Human Resources, Personnel Management, Business Administration or a related field from a post graduate college or university; and five or more years of related experience and/or training; or equivalent combination of education and experience. LANGUAGE SKILLS Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. MATHEMATICAL SKILLS Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts of basic algebra. REASONING ABILITY Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. OTHER QUALIFICATIONS Incumbent must have reliable transportation and be available to travel to agency sites, related community agencies and vendors as needed. Employee possess or obtain PHR certification within three years of employment and submit to random drug screenings. OTHER SKILLS AND ABILITIES Incumbent must demonstrate a working knowledge of Federal and state Equal Employment Opportunity laws, labor laws and OSHA regulations; operation of a desktop computer, related software, printer, copier, calculator, fax, and phone. CERTIFICATES, LICENSES, REGISTRATIONS Incumbent must have a valid driver's license. 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 regularly required to talk or hear. The employee frequently is required to walk; sit; use hands to finger, handle, or feel; and reach with hands and arms. The employee is occasionally required to stand and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 40 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, and depth perception. 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 is occasionally exposed to outside weather conditions. The noise level in the work environment is usually moderate. SPECIFICATION The information presented indicates the general nature and level of work expected of employees in this classification. It is not designed to contain, or to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications, and objectives required of employees assigned to this job. Equal Opportunity Employer Union County Community Action, Inc. (UCCA) provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Union County Community Action, Inc. (UCCA) complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. 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. Union County Community Action, Inc. (UCCA) expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Union County Community Action, Inc. (UCCA)'s employees to perform their job duties may result in discipline up to and including discharge.

Experience & Background: · Manufacturing experience essential, preferably in similar-sized companies ($500M range, not $5B+) · Multi-site experience with 8+ locations · Experience with large unskilled/semi-skilled labor workforce (800+ employees) · Distribution or packaging industry background preferred over financial services · Second chance hiring and veteran program experience · Government relations and grant acquisition experience · Plant closure and workforce transition experience · Self-insured benefits program managemen Key Competencies: · AI integration in HR processes and understanding ROI metrics · Leadership training and development (both internal and external) · Strategic workforce planning for expansion and consolidation · Union avoidance expertise (not necessarily union negotiation experience) · Retention strategies and programs · Government compliance (federal and state regulations for plant closures) · Strategic business partnership with executive leadership Personal Attributes: · Willingness to travel to plants (minimum twice yearly, approximately 4 trips) · Respect for and ability to connect with blue-collar workforce · Strong leadership presence - minimum 4 days in office (Tuesday-Thursday mandatory) · SHRM, PHR, or similar HR certification required

Full-time Description High Country Community Health integrated care services expand over four counties in the Blue Ridge Mountains and the foothills. These areas are rich with natural beauty, close community, and opportunities for healthy living. Outdoor recreational activities are endless; hiking in the spring, rafting in the summer, or winter skiing are examples of how each season contributes its own unique possibilities. The High Country is surrounded with vibrancy and HCCH is proud to call this area our home. The Human Resources Director maintains and enhances the organization's human resources department by planning and implementing human resources policies and maintaining accurate up-to-date personnel records. Job Duties: Supports and monitors organization's human resources issues; contributing information, analysis, and recommendations to organizational strategic thinking and direction; establishing human resources objectives in line with other organizational objectives. Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; obtaining and evaluating benefit contract bids; planning and conducting educational programs on benefit plans. Implements human resources strategies by supporting department managers with talent acquisition, staffing, employment processing, compensation, benefits, new employee orientation, records management, succession planning, employee relations and retention, EEO compliance, and staff relations. Supports leadership staff as they recruit, select, and orient their department's staff; Also helps with planning, monitoring, appraising, and reviewing staff job descriptions; Works with the finance department in maintaining appropriate records regarding compensation and implementing payroll changes. Maintains company contracts, updating contract spreadsheet, and pushes out contracts on a monthly basis for senior leaders to review. Collects maintains, and submits information needed to comply with the requirements of the Federal Torte Claims Act, to include mal-practice claims management. Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications; assists with employee disciplinary action record keeping. Helps ensure compliance with federal, state, and local legal personnel requirements by studying existing and new legislation and advising management on needed actions. Maintains professional and technical knowledge of human resources management. Manages and implements the credentialing process for all licensed providers. Maintains files to ensure all documentation is current and accurate. Administrator of National Provider Data Bank and National Health Service Corp. Board Liaison - Responsible for communications with Board of Directors regarding meetings, minutes, uploading documents, as well as communicating any malpractice claims that are filed against the organization. Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records for licensure and credentialing. Contributes to team effort by accomplishing other duties and tasks as needed. Requirements Bachelor's degree with 4 to 10 years' related business experience. Reports to: Chief Executive Officer (CEO) Salary Description $90,000-$110,000

Director, Global HR Transformation BH Job ID: 3070 SF Job Req ID: 15226 Ingersoll Rand is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. Job title: Director, Global HR Transformation Location: United States (can be remote, but preference is for a candidate near our Davidson, NC headquarters). About Us Imagine a company with technology leadership of over 160 years, yet it operates with the energy of a startup. Ingersoll Rand has dedicated itself to Making Life Better for its employees, customers, shareholders, and planets. We produce innovative and mission-critical flow creation and life science technologies - from compressors to precision handling of liquids, gasses, and powers - to increase industrial productivity, efficiency, and sustainability. Supported by over 80+ brands, our products are used in various end-markets including life sciences, food and beverage, clean energy, industrial manufacturing, infrastructure, and more. Across the globe, we're driving growth with an entrepreneurial spirit and ownership mindset. Learn more at irco.com and join us to own your future. Job Overview: Ingersoll Rand, a company with ~$7B in annual revenue and 21,000 employees world-wide, is seeking a Director, Global HR Transformation who will conceptualize the strategic direction, gain necessary buy-in, develop effective plans, and own the successful execution of HR process and technology initiatives, while preparing for AI compatibility. This role requires a blend of HR Business Partner expertise, proficiency in HR systems, a true continuous improvement mind-set and related experience, and strong leadership capabilities to guide the organization through HR process and technology transformations, ensuring alignment with business objectives and maximizing a positive employee experience. Responsibilities: * Develop and articulate a clear vision for the future of HR technology, aligning it with the overall HR strategy and business goals. * Collaborate with HR colleagues and business stakeholders to develop and manage a comprehensive roadmap for HR process and technology transformation, outlining key initiatives, timelines, and resource allocation. * Utilizing effective program management skills, partner with the HRIS and IT teams on the implementation, improvement, and integration of new HR systems, ensuring seamless high quality data migration, system functionality, and alignment with standard work / HR processes. * Drive change management initiatives related to HR policy, process and technology adoption, including communication, training, and stakeholder engagement to ensure technology and processes are correctly utilized for maximum value for the company and its employees. * Lead efforts to fully define processes and policies that currently exist, and opportunities to drive standardization to the fully defined to-be state. Prioritize and with HR, COE and HRIS team members, create / improve standard work and retention practices to prepare for future AI implementation. * Lead the development / continuous improvement of case management processes and systems to enable high-quality, efficient transmission of requests from HR, Managers, Employees and other stakeholders so that requests can be fulfilled and the organization can better understand demand on HR support, when, where, on what topics, etc. * Support IT and HRIS in managing HR Technology vendor relationships. * Define and track key performance indicators (KPIs) to measure the success of HR process and technology initiatives and demonstrate their impact on the business. * Collaborate with HR leaders, business stakeholders, and IT teams to ensure alignment and buy-in for HR technology initiatives. Partner with IT to ensure solutions match IR Data Security and IT Roadmap. Establish and enforce data governance policies and procedures to ensure data integrity, security, and compliance with relevant regulations. * Keep abreast of the latest HR technology trends and best practices, recommending innovative solutions to enhance HR capabilities. Requirements: * HR Expertise: 10+ years of progressive HR experience, 5+ years in HR transformation or HRIS leadership roles. * HRIS Proficiency: Strong experience with HRIS systems, including implementation, configuration, data management, and continuous improvement across HR systems and processes. * Leadership and Management: Proven ability to lead teams, manage projects, and influence stakeholders. * Communication and Change Management Expertise: Excellent communication, interpersonal, influencing and change management skills. * Analytical and Problem-Solving Skills: Ability to analyze data, identify trends, and develop effective solutions with a keen continuous improvement mind-set. * Strategic Thinking: Demonstrated ability to think strategically and develop long-term HR technology and process roadmaps. * Vendor Management: 3+ years experience managing HR technology vendors. * Project / Program Management: Strong project / program management skills, including planning, execution, and monitoring. * Education: Bachelor's degree from an accredited university Preferred Qualifications: * Experience with Success Factors * Strong proficiency in MS Excel * Experience with a large (Big Four) consulting firm in their Human Capital / HR practice * Advanced degree such as an MBA or Master's in HR At Ingersoll Rand, we embrace a culture of personal ownership - taking responsibility for our company, our communities, and our environment, as well as our individual health and well-being. Our comprehensive benefits package is designed to empower you with the tools and support necessary to take charge of your health, ensuring that together, we can continue to make life better. Our range of benefits includes health care options like medical and prescription plans, dental and vision coverage, as well as wellness programs. Additionally, we provide life insurance, a robust 401(k) plan, paid time off, and even an employee stock grant, among other offerings. These benefits are our commitment to you, so you can be your best at work and beyond. #LI-CF1 Ingersoll Rand Inc. (NYSE:IR), driven by an entrepreneurial spirit and ownership mindset, is dedicated to helping make life better for our employees, customers and communities. Customers lean on us for our technology-driven excellence in mission-critical flow creation and industrial solutions across 40+ respected brands where our products and services excel in the most complex and harsh conditions. Our employees develop customers for life through their daily commitment to expertise, productivity and efficiency. For more information, visit *************

North Carolina Agricultural and Technical State University Associate Vice Chancellor and Chief Human Resources Officer Academic Career & Executive Search is pleased to assist North Carolina Agricultural and Technical State University in its search for Associate Vice Chancellor and Chief Human Resources Officer (CHRO). For full consideration, please apply by October 13, 2025. This is a career-defining opportunity for an HR leader to join North Carolina A&T State University (N.C. A&T), renowned as the nation's largest HBCU, a distinction it has held for 12 consecutive years. With year-over-year enrollment growth since 2013, the University once again achieved record enrollment with over 14,000 students starting the Fall 2025 semester. This remarkable trajectory underscores N.C. A&T's strength, momentum, and national leadership, making it an exceptional environment for an HR executive to shape the future of a thriving, expanding institution. Adding to the record enrollment is a bold capital agenda, strategic partnerships, new programs, and strong hiring initiatives for over 1,800 full-time faculty and staff. Capital projects include new residential facilities, a $90M engineering expansion, a $32M health services and professional office complex, an urban and community food complex, among others. N.C. A&T is rapidly transforming its campus environment and academic experience under Chancellor Martin's leadership in its ascent to an R1 designation. The CHRO will be a visionary leader who can modernize and elevate the HR function, act as a change agent, and champion the unique mission and culture of this HBCU to advance both organizational priorities and promote long-term sustainability. Reporting directly to the Vice Chancellor for Business and Finance and CFO, and serving as a member of the Chancellor's cabinet, the CHRO joins a dynamic team at a time of a system-wide HR transformation across the UNC system. The successful candidate will be both a strategic, transformational leader and a hands-on partner, who is comfortable advising at the cabinet level while also ensuring core HR services such as payroll, benefits, talent management, and employee relations are delivered effectively. In this critical role, the CHRO will be expected to balance vision with execution, using technology and innovation to strengthen operations, position HR as a trusted partner across the institution, and represent the university with the UNC System Office, the North Carolina Office of State Human Resources (OSHR), and peer institutions. As a critical campus-facing leader, this position is required to live within a reasonable commuting distance from campus and will work primarily on site, with professional flexibility subject to leadership discretion. Learn more about the division of Human Resources here. KEY RESPONSIBILITIES Provides executive leadership for the university's human resources function, aligning HR priorities with organizational goals and fostering a workplace culture of excellence, service, and accountability. Demonstrates fluency in the university's financial model-including state appropriations, auxiliary revenue, tuition policy, and sponsored research funding-and integrates financial insights into workforce planning, resource allocation, and labor cost modeling. Oversees comprehensive HR services for multiple distinct employee groups governed by varying policies, terms, and conditions of employment, including recruitment, classification and compensation, benefits, employee relations, performance management, and professional development. Leads the strategic use of HR technology and workforce data analytics to enhance service delivery, improve decision-making, and promote operational efficiency. Advances workforce effectiveness by driving talent development, succession planning, and faculty lifecycle processes; ensures compliance with federal, state, and system policies while promoting transparency and continuous improvement. Serves as a trusted advisor to executive leadership, providing insight on workforce dynamics, organizational risk, and strategic opportunities, and navigates complex change with emotional intelligence, pragmatism, and institutional perspective. Engages collaboratively with Academic Affairs, governance groups, and institutional committees to align HR perspectives with organizational needs, while fostering trust, transparency, and shared accountability. Represents the university on HR matters with the UNC System Office, the North Carolina Office of State Human Resources (OSHR), and peer institutions; monitors emerging trends and regulatory developments; and identifies opportunities for shared services and innovation. MINIMUM QUALIFICATIONS Master's degree in Business, Human Resources, Higher Education Administration, Public Administration, or a related field. At least 10 years of progressive HR leadership experience in large, complex organizations, with demonstrated success leading workforce strategy and organizational change. Fluency with HR technology platforms and data-driven workforce reporting. PREFERRED QUALIFICATIONS Professional certifications (e.g., SHRM-SCP, SPHR). Experience engaging with governing boards, system offices, or other external oversight bodies. Experience managing employee groups under multiple personnel systems or regulatory frameworks in higher education, state government, or similarly complex public- or private-sector environments. Proven ability to collaborate with academic leadership and an understanding of shared governance. Experience leading cross-functional teams and prior experience as a chief human resources officer, or as a principal deputy/associate responsible for leading major HR functions in a large, complex organization. Background in or exposure to Lean Six Sigma methodology or other process improvement methodologies. About the Institution Located in Greensboro, N.C. A&T is one of 17 institutions of the University of North Carolina (UNC) System and is an 1890 land-grant doctoral research institution with national distinction in STEM education and research. The university is committed to fulfilling its fundamental purposes through exemplary undergraduate and graduate education, scholarly and creative research and effective community engagement. The mission of N.C. A&T is to prepare students to advance the human condition and facilitate economic growth in North Carolina and beyond by providing a preeminent and diverse educational experience through teaching, research, and scholarly application of knowledge. N.C. A&T ranks third in the UNC System in external research and sponsored program awards, trailing only UNC-Chapel Hill and N.C. State University. The university's new strategic plan, Preeminence 2030, focuses on development of its teaching, research and engagement work consistent with attaining the “R1 / Very High Research Activity” institutional designation. The university's academic structure comprises the: College of Arts, Humanities and Social Sciences College of Agriculture and Environmental Sciences Willie A. Deese College of Business and Economics College of Education College of Engineering Honors College John R. and Kathy R. Hairston College of Health and Human Sciences College of Science and Technology Joint School of Nanoscience and Nanoengineering School of Nursing The University offers 59 undergraduate degrees, 36 master's degrees, 14 doctoral programs (including 13 PhD programs and one Doctorate in Nursing Practice), 43 online degree programs and 45 certificate programs. N.C. A&T provides a dynamic learning experience to all students that is responsive to current critical needs in higher education and in the disciplines. To learn more about the Division of Academic Affairs and its strategic plans, visit here. N.C. A&T competes in Division I of the NCAA and is a member of the Coastal Athletic Association. Living in the Area Offering a 16.1% lower cost of living than the national average, Greensboro is a thriving city of 300,000 with something for everyone: shopping, restaurants, the visual and performing arts, golf courses and 21 institutions of higher learning locally and in the surrounding area. The city itself has more than 90 miles of trails for hiking, biking and walking. It was voted a “Top 10 Green City” by Livability.com, and North Carolina is ranked America's top state for business by CNBC for the second straight year. Greensboro is situated in the Piedmont Triad, an area of great natural beauty, diverse industry and mild temperatures. North Carolina's mountain resorts are an easy two-hour drive from Greensboro, and the beaches of North and South Carolina are three to four hours away. North Carolina's famed Research Triangle, home to multiple collaborative partners with N.C. A&T, is just an hour away. More information on the region is available at: http://www.piedmonttriadnc.com. To Apply For full consideration, please apply by October 13, 2025. Please apply through the application link and do not email applications. Applications will be reviewed as they are received and should include a cover letter and curriculum vita. Ideally cover letters should not exceed two pages. All applications are treated confidentially. Inquiries, referrals, and nominations are also treated confidentially. Inquiries and questions: Please send to NCATAVCCHRO@acesrch.com Nominations and referrals: Please send the nominee's name, title, and contact information if available to nominations@acesrch.com. Institutional Information North Carolina A&T State University is an Equal Opportunity and Affirmative Action Employer. No one who applies or seeks employment will be denied admission to or employment at North Carolina A&T State University on the basis of race, religion, color, national origin, sex, age, disabling condition, veteran status, political affiliation, genetic information or sexual orientation and sexual identity.

Administration/Assistant Superintendent Date Available: 2026-2027 Closing Date: 01/05/2026 Description: Chief Human Resources Officer (CHRO) Salary: Board Approved Salary Schedule/Full-time, 12 months Location: District Office Available: 2026-2027 FLSA Status: Exempt Reports To: Superintendent Job Goal: The Chief Human Resources Officer serves as the district's strategic leader for people and culture-building systems that attract, develop, and retain high-quality employees in every role. Under limited direction, the CHRO plans, develops, and implements all human resource functions for the district, with a focus on using data to drive decision-making, improve organizational effectiveness, and align talent management with the district's mission of Excellence in Teaching and Learning for Each Child, Every Day. Essential Functions: Strategic Leadership Serves as a key member of the Superintendent's Senior Leadership Team, contributing to districtwide strategy, performance, and culture. Designs and implements HR systems that support the district's strategic plan and ensure alignment between staffing, performance, and student outcomes.. Provides data-driven insights to inform staffing models, retention strategies, compensation structures, and pipeline planning. Builds a high-functioning Human Resources team focused on service, efficiency, and continuous improvement. Recruitment and Retention Leads all recruitment, hiring, and onboarding processes for certified and classified employees, ensuring efficient practices. Develops and monitors comprehensive recruitment campaigns that strengthen the teacher pipeline. Establishes retention dashboards and feedback systems to identify trends and guide targeted support and recognition efforts. Partners with universities, alternative certification programs, and workforce agencies to expand candidate pipelines. Perform other related work as assigned or required Talent Systems, Data, and Technology Oversees development and use of HR analytics, dashboards, and key performance indicators to monitor workforce trends (e.g., turnover, attendance, evaluation results, hiring timelines). Leads efforts to modernize HR information systems (HRIS), digital recordkeeping, and workflow automation to enhance transparency and efficiency. Promotes integration of HR data with Finance, Payroll, and Student Information Systems to ensure accuracy, alignment, and insight-driven decision-making. Collaborates with the Finance and Academic divisions to ensure accurate staffing allocations and alignment of HR data with budget, payroll, and student data systems. Recommends policy or procedural changes based on analysis of data and best practices. Employee Relations and Compliance Ensures compliance with federal and state employment laws, district policies, and certification regulations. Serves as the district's Title IX Coordinator and ADA compliance officer. Provides guidance to principals and supervisors on employee relations, progressive discipline, and conflict resolution. Oversees the development and consistent implementation of evaluation systems for certified and classified staff. Compensation, Benefits, and Development Administers salary schedules, pay adjustments, and leave policies in coordination with Finance. Supports design of compensation models and incentive systems that promote attendance, performance, and retention. Oversees employee wellness, recognition, and professional growth initiatives. Coordinates programs for beginning teachers and leadership pipeline development. Operations and Supervision Directs the daily operations of the Human Resources Department, including employee records, contract management, and personnel transactions. Supervises and evaluates Human Resources staff, fostering a culture of service, accountability, and innovation. Manages the HR budget and ensures responsible stewardship of district resources. Represents the district in state and regional HR organizations and serves as liaison to legal counsel on personnel matters. Education and Experience: Minimum Qualifications Master's Degree in Human Resources, Education, Public Administration, or related field required. Specialist or Doctorate in a related field preferred. Minimum five (5) years successful experience in leadership (principal or higher). Valid South Carolina Leadership Certification (Superintendent or Principal) preferred. Demonstrated experience leading people operations or human capital systems that improve organizational performance. Special Requirements Possess and maintain a valid South Carolina driver's license or ability to provide own transportation. Ability to travel to schools and professional meetings; occasional overnight travel required. Knowledge, Skills, and Abilities Deep understanding of state and federal employment law, certification processes, and HR best practices. Demonstrated success using data systems (e.g., PowerSchool, Munis, or comparable HRIS) to inform strategic decisions. Strong leadership, communication, and problem-solving skills with a service-oriented mindset. Ability to build trust, maintain confidentiality, and foster positive relationships across employee groups. Commitment to the district's core values of Excellence, Evidence-Based Practice, Urgency, Partnership, Innovation, and Candor. Disclaimer: This job description is not intended to be a comprehensive list of duties but a reflection of the general nature and level of work expected. The Superintendent may assign or modify responsibilities as needed to meet the evolving goals of the district. A complete application packet must be submitted through the online application system prior to the closing date in order to be considered for this position. ALL of the following requirements must be submitted before the posted deadline: 1. Online Administrative Application NOTE: Reference section requires contact information for three (3) supervisory references, one of which must be your current Superintendent; reference forms will be emailed directly to the references listed. 2. Letter of Interest 3. Résumé 4. Current Certification NOTE: It is the responsibility of the applicant to insure that all required application documents are submitted prior to the posted deadline. An incomplete application will render the applicant ineligible for the position posted. CLOSING DATE: MONDAY, January 5, 2026 at 12:00 Noon, or until filled The District reserves the right at any time to extend the deadline without notice and without final consideration of any pending application. Darlington County School District 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.

Position Title Associate Vice Chancellor of Human Resources and Chief Human Resources Officer (CHRO) Location Boone, NC Faculty Rank Provide Rank Position Number 000151 Department The Office of Human Resources - 170100 Information Primary Purpose Reporting to the Executive Vice Chancellor and Chief Operating Officer, the CHRO is the University's Chief Human Resource Officer and is responsible for comprehensive and strategic leadership of all aspects of the Office of Human Resources and its operations for the campus, including: employment opportunity compliance in talent acquisition, classification and compensation, position management, employee engagement, employee rewards and recognition, employee relations, performance management, and learning and organizational development to attract, recruit, onboard, engage and retain a high performing workforce. The CHRO will collaborate with campus leaders to understand their business needs; build organizational trust in HR operations; provide consultation and expertise; optimize resources to better enable the University to fulfill its mission and the goals set forth in App State's Strategic Plan. The CHRO will lead the HR operation to develop and implement: a modern HR strategy, philosophy and organizational structure; HR services and business processes that align with University strategic goals and organizational needs; operationalized and standardized HR communications; an integrated human capital management system and an issue tracking/knowledge management solution; a culture of continuous improvement; and metrics to monitor HR performance and capabilities. The CHRO will lead change and generate buy-in for those changes; advocate for HR employees and stakeholders; tackle problems head on and invite opinions and solutions from others; provide expertise in HR and University technology systems; cultivate a knowledge base for the HR team; establish best practices and clear policies, processes, and procedures and ensure the HR operation complies with them; lead the HR operation beyond transactional tasks; and confront the unique challenges of App State with a fresh perspective. Minimum Qualifications The successful candidate must possess a bachelor's degree in Human Resources, Business Administration, Public Administration or related field. Additionally, it is preferred that the successful candidate demonstrates: * Minimum of 10 years of progressive HR leadership in large complex organizations. * Advanced degree in Business, Human Resources, Higher Education Administration, Public Administration or related field. * Professional certifications (e.g., SHRM-SCP, SPHR) and HR technology fluency. * Demonstrated experience engaging with governing boards, governing systems and other external oversight bodies. * Familiarity with the UNC System's HR policies and state-level reporting requirements. * Demonstrated success leading organizational change initiatives or transformations. * Proven ability to lead cross-functional teams. License/Certification Required Preferred Qualifications * Minimum of 10 years of progressive HR leadership in large complex organizations. * Advanced degree in Business, Human Resources, Higher Education Administration, Public Administration or related field. * Professional certifications (e.g., SHRM-SCP, SPHR) and HR technology fluency. * Demonstrated experience engaging with governing boards, governing systems and other external oversight bodies. * Familiarity with the UNC System's HR policies and state-level reporting requirements. * Demonstrated success leading organizational change initiatives or transformations. * Proven ability to lead cross-functional teams. Essential Duties and Responsibilities Business Acumen * Demonstrates fluency in the university's financial model, including state appropriations, auxiliary revenue, tuition policy, and sponsored research funding. * Engages in informed discourse with institutional leadership and System Office stakeholders regarding budget priorities, resource allocation and labor cost modeling. * Integrates strategic financial insights into workforce decisions that impact both academic affairs and operational units. HR Leadership & Operational Excellence * Drives a high-performing HR function that aligns with institutional priorities, advances workforce effectiveness, and ensures compliance with policy standards. * Oversees talent development, performance management, succession planning and facultylifecycle processes to strengthen leadership capacity across the institution. * Translates federal, state and system policies into transparent and effective campus practices. * Partners with leaders to implement strategic, efficient recruitment and retention strategies, while improving service quality through streamlined processes, modern tools and continuous improvement initiatives. Strategic Advisor & Principled Leader * Serves as a trusted partner to executive leadership, providing insight on workforce dynamics, organizational risk and strategic opportunities. * Navigates complex change with emotional intelligence and institutional pragmatism, fostering trust and alignment even in challenging circumstances. * Brings the courage to surface difficult truths-on climate, performance or organizational health-while maintaining constructive, solutions-focused engagement with senior leaders. * Lead the development and implementation of a strategic workforce planning framework that guides decisions on hiring, role redesign and position prioritization in alignment with institutional goals and budget parameters. * Partner with executive and senior leadership to evaluate vacant and proposed positions, providing data-informed recommendations on where to invest and restructure, and where to eliminate roles, ensuring the university's talent strategy supports the long-term mission and financial sustainability. * Champions transparency and shared accountability in service to the institution and the public good. Type of Position Full Time Position Staff/Non-Faculty Staff/Non-Faculty VISA Sponsorship? VISA sponsorship is not available for this position. All candidates must be eligible to work and live in the U.S. Appointment Type 1.0 Work Schedule/Hours Mon-Fri, 8 00-5 00 pm with some night and weekend work Number of Hours Per Week 40 Number of Months Per Year 12 Mandatory Staff No Suggested Salary Range Salary commensurate with experience and qualifications Physical Demands of Position Posting Details Information Posting Date 11/21/2025 Closing Date Open Until Filled Yes Evaluation of Applications Begins 12/01/2025 Proposed Date of Hire Special Instructions to Applicants Nomination and Application Process The University invites letters of nomination, applications (letter of interest, full resume/CV, and contact information of at least five references), or expressions of interest to be submitted to the search firm via emails below or the Parker Executive Search website. Review of materials will begin immediately and continue until the appointment is made. It is preferred that all nominations and applications be submitted by Friday, January 30, 2026. For more information, please contact: Porsha Williams, Vice President - ************************** Jacob Anderson, Senior Principal - ************************** Jack McGrew, Associate - ************************ Parker Executive Search Five Concourse Parkway, Suite 2875 Atlanta, GA 30328 ************** ext. 111 Search Chair Name Search Chair Email Quick Link *********************************************** Posting Number 201501700P