Director of human resources jobs in Winston-Salem, NC - 60 jobs

The HR Generalist/Specialist will play a critical role in establishing foundational HR processes, supporting recruitment, onboarding, policy development, employee relations, and ensuring compliance. This role requires someone hands-on, adaptable, and comfortable operating in a rapidly changing environment. Key Responsibilities Recruiting & Onboarding Manage full-cycle recruiting for warehouse associates, leads, clerks, supervisors, and support roles. Coordinate interviews, background checks, and pre-employment screenings. Build and execute a streamlined onboarding process for new hires. Maintain accurate new hire documentation and personnel files. HR Operations & Compliance Support the creation and rollout of HR policies, employee handbook, and start-up HR infrastructure. Ensure compliance with federal, state, and local employment laws (EEO, FMLA, ADA, wage & hour, etc.). Manage employee records, HRIS data entry, and document retention. Assist with timekeeping, attendance tracking, and payroll preparation. Employee Relations Serve as the first point of contact for HR-related questions from warehouse and office staff. Coach supervisors on employee concerns, corrective actions, and performance management. Help maintain a positive work culture and ensure consistent communication across shifts. Investigate employee complaints and support conflict resolution when needed. Training & Development Support creation of training materials, SOPs, and compliance training. Coordinate new hire orientation and ongoing workforce development initiatives. Start-Up Growth & Continuous Improvement Help implement scalable HR processes and systems as the company grows. Support health, safety, and compliance initiatives alongside Operations. Participate in workforce planning, scheduling alignment, and staffing optimization. Assist leadership with HR reporting, KPIs, and people analytics. Qualifications 3-5 years of HR Generalist or HR Specialist experience (3PL, warehouse, manufacturing, or logistics preferred). Strong understanding of HR compliance, recruiting practices, and employee relations. Experience in a start-up, rapid-growth, or high-volume hiring environment is a major plus. Excellent communication and interpersonal skills. Ability to support multiple shifts and occasionally adjust hours based on operational needs. Strong organizational skills and ability to handle sensitive information with confidentiality. Proficient with HRIS, ATS, and Microsoft Office/Google Workspace. Preferred: HR Certification (SHRM/HRCI). Bachelor's degree in HRM or equivalent.

The Human Resources Generalist provides HR support for the Distribution Center, acting as a key partner to frontline employees. This role manages recruiting, onboarding, employee relations, compliance, timekeeping, and engagement programs within a fast-paced warehouse environment. The HR Generalist ensures consistent application of policies, promotes a positive workplace culture, and delivers excellent service throughout the employee lifecycle. The ideal candidate is proactive, detail-oriented, and adaptable, with strong communication skills and experience supporting an hourly workforce. Responsibilities Recruiting & Talent Acquisition Support full-cycle recruiting for hourly and salaried DC roles, including job postings, resume screening, scheduling, and candidate communication. Partner with Operations, Leads, and Supervisors to understand staffing needs and meet hiring deadlines. Maintain relationships with staffing agencies and manage temp-to-perm conversions. Onboarding & Offboarding Lead onboarding activities including new-hire paperwork, I-9 and e-Verify processing, background checks, and DC orientation. Coordinate new-hire setup with IT, Facilities, and Operations. Prepare offer letters, onboarding materials, and initial training communications. Manage offboarding tasks such as separation documentation, exit interviews, system access removal, and final pay coordination. HR Operations & Employee Support Serve as a first point of contact for employee questions regarding policies, attendance, benefits, and workplace concerns. Maintain accurate and confidential HR records, personnel files, and organizational charts. Support supervisors with coaching, corrective action documentation, and follow-up. Assist with HR investigations and ensure timely documentation of employee concerns. Provide bilingual support or interpreter assistance when needed. Timekeeping, Payroll & Benefits Support Oversee timekeeping accuracy in Paylocity, including punch corrections and coding adjustments. Partner with Payroll to ensure accurate processing for hourly employee groups. Assist employees with benefits enrollment, inquiries, qualifying life events, and vendor communication. Support compensation adjustments, shift changes, and pay-related updates. Compliance, Safety & Policy Administration Ensure compliance with federal and state employment regulations, including wage and hour laws, I-9 requirements, ADA, EEO, and workers' compensation. Partner with Operations and Safety teams on OSHA compliance, incident reporting, and return-to-work programs. Participate in internal audits, policy reviews, and compliance training. Prepare employment verifications, unemployment responses, and HR administrative documents. Performance Management & HR Programs Assist with performance review cycles, communications, and documentation tracking. Support leaders in performance coaching and corrective action processes. Contribute to HR policy development, procedure updates, and employee handbook revisions. Employee Engagement & Culture Plan and execute employee engagement activities, appreciation events, and monthly celebrations. Coordinate employee headshots, badges, and new-hire photos for internal systems. Support initiatives that promote a positive, inclusive, and collaborative DC culture. Reporting & Process Improvement Prepare HR reports, dashboards, and workforce metrics for HR and Operations leadership. Conduct data audits to ensure HRIS and timekeeping accuracy. Identify opportunities to streamline and improve HR processes across workflows. Cross-Functional Collaboration Partner with Finance, Payroll, Safety, Operations, and Corporate HR to ensure alignment and consistent practices. Support HR projects and strategic initiatives as needed. Requirements Bachelor's degree required; Human Resources, Business Administration, or related field preferred. 3-5 years of HR experience, preferably within a distribution center, warehouse, manufacturing, or high-volume operations environment. Certifications from SHRM or HRCI preferred Strong understanding of hourly workforce management, timekeeping, attendance, and employee relations. Excellent organizational skills, attention to detail, and ability to handle confidential information with discretion. Strong communication and interpersonal skills; adept at supporting diverse employee groups. Ability to thrive in a fast-paced, high-volume environment with shifting priorities. Proficiency with Microsoft Office Suite (Excel, Word, PowerPoint, Outlook). Experience with HRIS, ATS, or timekeeping systems (Paylocity preferred). Proactive, resourceful, and able to anticipate operational needs.

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

Market America | SHOP.COM's mission is to provide a system for entrepreneurs to create an ongoing income, while providing consumers worldwide with a better way to shop. Through revolutionary technology and the power of people, we are creating the economy of the future. Position Summary: The Human Resources Generalist performs a variety of human resources functions to support employees and managers at Market America including payroll reconciliation and processing, HR records coordination, benefits enrollment, and internal publications. This position will promote positive employee relations, customer relations and promote a professional image of Market America. Essential Function and Responsibilities: * Serves as a main point-of-contact; interprets various routine HR programs, policies, and procedures to ensure clarity for employees and managers, assists in resolving employee issues * Establish and maintain employee payroll records and confidential employee data or files, this includes data integrity of HRIS System * Comply with local, state, and federal payroll regulations and respond to questions and special requests from regulatory agencies * Assists with the administration of benefits including invoice reconciliation and auditing. * Verifies computations of timekeepers and research shortage claims * Conducts onboarding of all new employees, submitting criminal background checks and drugs screens * Conducts onboarding of all independent contractors and temporary employees; offboarding of independent contractors * Ensures new hire paperwork is completed in compliance with company policy, federal and state requirements * Processes invoices for all HR-related expenses, reconciles issues and manages contracts and vendor relationships * Manages departmental budget spreadsheets for HR-related expenses * Creates photo ID badges and maintains security access system * Acts as a resource for various HR special projects * Assists with Immigration processes and human resources audits * Addresses employee or customer concerns and/or elevates to the Management team * Supports the Companys Safety Programs * Acts as an ambassador and champion of the company culture, ethics, and values. * Performs other duties as needed. Education & Experience: High School Diploma, required or equivalent Associate Degree, preferred Three (3) to five (5) years of Human Resources experience required SHRM or HRCI certification preferred ADP and Paylocity experience preferred Demonstrated experience in managing various levels of employees with different educational backgrounds, work style habits and employment histories Demonstrated experience in payroll processing functions Computer/Communication Skills: Proficient use of MS Office programs: Word, Excel, and Outlook, required Proficient use of HRIS/Payroll related software, required Ability to get along and work with diverse personalities; tactful, mature, flexible Prioritizes and models good communication skills; follows up, timely responses, proactive and positive in approach Moderate to high levels in reading comprehension, writing, and speaking in English; active listening; attention to detail; critical thinking; creative problem solving; complex problem solving; and judgment. Ability to establish credibility and be decisivebut is able to recognize and support senior managements preferences and priorities to advance the organization Results and people oriented, with judgment to balance other business considerations Service oriented, but assertive/persuasive Travel: Annual conference participation and related travel Physical Requirements and Work Environment: Normal office environment with little exposure to dust and weather conditions prevalent at the time (i.e., cold hot/humid) Routinely uses standard office equipment such as computers, phones, cameras, photocopiers, and filing cabinets May require visits to the Warehouse area- where employee may be exposed to moving mechanical parts, dust, and mild noise levels Regularly required to talk, walk, stand, bend, twist, reach with hands and arms, stoop kneel and crouch Raise and lower an object from one level to the another, less than 20 lbs. Good (corrected) eyesight and hand/eye coordination Prolonged computer work at a workstation Equal Opportunity/Affirmative Action Employer. Market America | SHOP.COM considers candidates regardless of race, color, religion, gender, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law.

Quanex is looking for a Human Resources Manager to join our team located in Statesville, NC. As a trusted and confidential advisor, the Human Resources Manager is responsible for providing Human Resources support through relationships with management and employees at our Statesville, NC facility. You will manage the delivery of Human Resources on matters related to employee relations, performance management, training, talent management, legal compliance, and organizational development. The HR Manager will be supported by an onsite HR Coordinator. We Offer You! * Competitive Salary * Bonus Potential * 401K with 5% company match, yours to keep after 2 years * 15% immediate return if you participate in the company's ESPP * Medical, Dental & Vision Plans * Employer paid disability plans and life insurance * Paid Time Off & Holidays * Tuition support for degree and continuous education * Employee Resource Groups focused on employee empowerment What's attractive about the Human Resources Manager position? * Supportive & collaborative culture * Ongoing interaction with multiple levels of the organization, including senior leaders & executives. * Ability to think and act strategically and objectively What Success Looks Like: * Closely partners with organizational leadership on a broad range of HR services, inclusive of recruitment strategies, employee relations, successful employee onboarding. * Leverage HR / business skills and knowledge to challenge or influence leadership in decision-making processes and acts a change agent in the business to maximize all aspects of people performance. * Oversees execution of human resources policies, programs, and implementation for all responsible locations. * Supports management through expert counsel and coaching that enhances performance. * Resolves complex and broad employee relations problems or issues. * Accountable to ensure employee information such as personnel records and HRIS are up to date and accurate. * Manage the leave of absence process to ensure employees are progressing with the goal of returning to work as planned. * Facilitates employee investigations. * Ensure consistent, timely, and accurate application and compliance with applicable state and federal employment laws and regulations. Your Credentials: * 5+ years of progressive leadership experience in Human Resources positions. * Bachelor's degree or equivalent in Human Resources Management or a related field required. HR certification preferred. * Experience supporting manufacturing organizations preferred. * Expertise in a broad range of topics including employment law, organizational design and effectiveness, leadership development, succession planning, change management, culture assessment, employee/labor relations, and workers compensation. * Experience in working within fast paced, complex, dynamic business environment. The salary range for this position is $90,000 - $105,000 with the potential to earn an annual bonus. About Quanex, A Part of Something Bigger Quanex (NYSE: NX) is a global, publicly traded manufacturing company primarily serving OEMs in the fenestration, cabinetry, solar, refrigeration and outdoor products markets. We are A Part of Something Bigger by improving the performance and aesthetics of end products through continuous innovation, helping customers achieve greater production efficiencies, dedication to giving back to communities where we operate, producing shareholder value and helping our employees learn, grow, and thrive. Learn more at Quanex.com. #LI-NB1

We firmly believe that our employees drive the success of the company! With success in mind as the ultimate goal, we strive to create and provide an environment that offers challenging, stimulating and financially rewarding opportunities. We are looking for The Right One to join our team! What's In It For You? * Competitive Salary with Bonus Opportunities * Paid Time Off * Comprehensive Medical, Dental and Vision Benefits (Low Premiums!) * Flexible Spending and Health Savings Accounts * 14 Paid Company Holidays * 401(k) with Company Contribution * Educational Tuition Reimbursement Summary The HR Manager will be responsible for regional management support and employee relations for Toyota Tsusho facilities in North Carolina. This role provides comprehensive HR support, including talent management, employee relations activities and programs, performance management, and serves as the primary HR point of contact for local employees. ESSENTIAL DUTIES AND RESPONSIBILITIES * Stay abreast of external labor activity, risks, trends and organizing tactics on a nationwide basis. * Communicate, guide and direct local management regarding any reports or concerns regarding potential protected concerted activities or moral problems. * Support PER Manager with union organizing contingency plans and actions. * Receive and review investigation documents and report to HR management. * Maintain company policy of no retaliation. * Advise management and leadership on the policies and procedures associated with the Corrective Action, PIP and Termination processes upon request. * Report any potential legal issues related to terminations to the HR management and determine next steps. * Stay abreast of local/state employment laws and inform HR Management of updates and changes and provide guidance on potential business impact, in consultation with HR executive management and/or Legal. * Educate and guide management regarding employment laws, company policies, process and procedures, codes of ethics and standards, in consultation with Legal and HR executive management. * Oversee the answering of unemployment claims, appeals or attend hearings as directed. * Develops and delivers various Leadership Training & PER to transform leadership. * Administers assessment tools and provides feedback to participants. * Sources, screens and hires team members. * Leads onboarding activities to ensure team members get off to a strong start. * Attends TAI staff meetings ensuring Human Resources representation. * Participate in special projects as assigned by HR Management. * All other duties, responsibilities and activities as assigned by HR Executive Management . EDUCATION and/or EXPERIENCE Bachelor's degree or equivalent education/experience combination. Position requires the ability to understand all aspects of the business and ability to influence all levels of management. At least 10 years of experience as a "Generalist", specifically in a plan-style setting. Expertise in all facets of H.R. (Employee & Labor relations, FMLA, ADA, Safety and Worker's Comp, Benefits, etc.) P.H.R. or S.P.H.R. preferred TRAVEL Up to 25% PAY $90,000 to $105,000 Our company is proud to be an equal opportunity employer! It is the policy and commitment of the company to maintain a work environment that provides equal employment opportunity (EEO) for all its employees and applicants. We are committed to providing equal employment opportunities without regard to race, color, ethnicity, religion, sex, sexual orientation, gender identity, pregnancy, national origin, age, marital/domestic partner status, veteran status, disability, genetic information or any other applicable lawfully protected basis. This policy applies to all terms and conditions of employment. We seek to employ individuals qualified for a position by virtue of job-related educational standards, training, experience, and personal qualifications.

We firmly believe that our employees drive the success of the company! With success in mind as the ultimate goal, we strive to create and provide an environment that offers challenging, stimulating and financially rewarding opportunities. We are looking for The Right One to join our team! What's In It For You? Competitive Salary with Bonus Opportunities Paid Time Off Comprehensive Medical, Dental and Vision Benefits (Low Premiums!) Flexible Spending and Health Savings Accounts 14 Paid Company Holidays 401(k) with Company Contribution Educational Tuition Reimbursement Summary The Human Resources Manager will help within a start-up manufacturing environment to lead and oversee all HR functions within the organization. The HR manager will play a pivotal role in driving the talent acquisition, employee development, performance management, compensation, and organizational culture. This role requires a strategic thinker who can balance day-to-day HR operations with long-term HR goals. What You'll Do Recruitment & Staffing: Over see process to include postings, interviews and selection. Coordinate with management to ensure staffing needs are met effectively. Employee Relations: Address concerns, mediate conflicts and promote a positive workplace environment. Serve as a point of contact for employees. Performance Management: Develop and implement performance management systems, including appraisals, feedback and coaching programs. Support management in evaluations and enhancing employee performance Training & Development: Coordinate training and development programs to enhance employee skills, leadership potential and overall performance Compensation & Benefits: Administer compensation and benefit programs, ensuring competitiveness and compliance with labor laws. Conduct market salary reviews and recommend adjustments as necessary. Compliance & Policies: Ensure compliance with all local, state, and federal employment laws. Update, create, and enforce HR policies and procedures, ensuring they align with best practices Employee Engagement & Retention: Implement strategies to improve employee engagement and reduce turnover. Promote a culture of inclusivity, recognition, and continuous learning. HR Reporting & Analytics: Maintain accurate HR records and prepare reports on key HR metrics such as turnover, recruitment, and employee satisfaction. What You Need Bachelor's degree in HR, Business Administration or related field. At least 10 years of experience in HR in a manufacturing setting with at least 2 years in a managerial role. In-depth knowledge of HR principles, practices and legal regulations. Strong leadership and interpersonal skills, with the ability to communicate effectively at all levels of the organization. Excellent organizational and problem-solving skills. Proficient in HR software (HRIS), Microsoft Office Suite, and performance management tools. Our company is proud to be an equal opportunity employer! It is the policy and commitment of the company to maintain a work environment that provides equal employment opportunity (EEO) for all its employees and applicants. We are committed to providing equal employment opportunities without regard to race, color, ethnicity, religion, sex, sexual orientation, gender identity, pregnancy, national origin, age, marital/domestic partner status, veteran status, disability, genetic information or any other applicable lawfully protected basis. This policy applies to all terms and conditions of employment. We seek to employ individuals qualified for a position by virtue of job-related educational standards, training, experience, and personal qualifications.

JELD-WEN is currently seeking a Manager, Human Resources to join our growing team. The Role THE ROLE The Human Resources Manager (HRM) will be a strategic thought partner to the North Wilkesboro, NC manufacturing site leadership team. This position plays a pivotal role in driving HR initiatives and aligning HR strategies with the business goals. This includes the ability to balance the day-to-day activities required in human resources for the approx. 200 person site while also thinking strategically about key opportunities that will further enhance the business as it relates to our talent initiatives. The ideal candidate has a continuous improvement mindset to continually analyze ways to improve culture, employee engagement, retention and skill development (for both employees and management) while supporting Jeld-Wen values and focus on Safety, Quality and Delivery. This leader will also focus on defining standards for how HR-related fundamentals are applied across the site and function. Principle Duties and Responsibilities * Acts as a strategic advisor to site leadership on all HR-related matters. * Partner with business leaders, HR Business Partners, and Centers of Excellence to strategically implement initiatives to drive business strategy and improve organizational capability. * Coaches leadership to build leadership capabilities that address and resolve both human and technical aspects of the work environment while building a talent pipeline. * Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development, disciplinary actions) as well as help management transition through our HR transformation into a Shared Services model. * Partners with key stakeholders to drive regular HR processes including annual salary planning, performance reviews, talent development, investigations, and succession planning. * Acts as a trusted advisor to all ~200 employees and management at the site. Conducts regular roundtables in partnership with plant leadership, identifies key trends to improve working relationships, build morale and increase productivity and retention. * Utilizes data insights and metrics to provide recommendations to enable sound talent decisions and initiatives. * Identifies ways to continuously improve the HR function, processes and procedures and shares best practices across the organization. * Participate and/or lead projects and special initiatives within and outside the HR function as assigned. * Develops direct reports via stretch assignments and coaching to help grow skillsets. External Job Description Knowledge, Skills, Abilities * Progressive experience as a strategic HR business partner. * Comfortable with complexity, ambiguity, and the ability to managing change while also leading others through change. * Experience in transforming the HR function or working in an HR Shared Services model is beneficial, but not required. * Demonstrated experience driving HR strategy in the following areas: performance management, employee engagement and retention, staffing, compensation, diversity/inclusion, leadership coaching and development and succession planning. * Developing HR goals and priorities that align to business priorities and supporting leaders to ensure business success. Partnering with leaders to hold their employees / teams accountable. * Proficient in technology and comfortable with data analysis. * Experience working in a large matrix organization is preferred. * Ability to understand and think strategically while managing and delivering on short-term goals. * Strong communication skills both verbal and written, and the ability to work across the organization and interact/influence/negotiate effectively at all levels. * Must have the ability to maintain the highest degree of integrity and confidentiality. Qualifications: * Bachelor's degree in human resources or related field. Master's degree or MBA preferred. * Recommend 5+ years of applicable experience in a large manufacturing facility, preferably with 3+ years partnering with the plant and other senior leaders. * Experience with lean manufacturing concepts, Six Sigma certification, SQDCI, etc. preferred. #LI-KC1 About JELD-WEN Holding, Inc. JELD-WEN Holding, Inc. (NYSE: JELD) is a leading global designer, manufacturer and distributor of high-performance interior and exterior doors, windows, and related building products serving the new construction and repair and remodeling sectors. Based in Charlotte, North Carolina, the company operates across North America and Europe. Our associates are dedicated to bringing beauty and security to the spaces that touch our lives through our market-leading product brands across the world. The JELD-WEN family of brands includes JELD-WEN worldwide, LaCantina and VPI in North America, and Swedoor and DANA in Europe. For more information, visit corporate.JELD-WEN.com or follow LinkedIn. JELD-WEN has been named by Forbes as one of 'America's Best Employers' and by Newsweek as one of the 'World's Most Trustworthy Companies'. What We Offer Investing in People is one of our Core Values, we strive to attract & retain great people! As such, JELD-WEN offers competitive compensation & benefits packages. Employees (and their families) are covered by medical, dental, vision, and basic life insurance. Employees will receive ten paid holidays throughout the calendar year. JELD-WEN does not accrue time off for salaried positions. We believe in mutual trust and workplace flexibility, therefore appropriate time off for vacation, illness, or other reasons will be agreed upon with your manager per our Flexible Paid Time Off Policy. Employees can also enroll in the following company benefit programs including, 401k Retirement Savings Plan, Prescription Drug Plan, Flexible Spending Account (FSA), Health Reimbursement Account (HRA), Employee Assistance Program (EAP), Tuition Reimbursement, and Employee Discount Program. Expected pay for this role is between $94,600.00 to $157,600.00 per year and is based on experience and qualifications. JELD-WEN is an equal employment opportunity employer and does not tolerate discrimination, harassment, and/or retaliation based on individuals' physical traits, beliefs, and/or other characteristics that are protected under applicable laws. JELD-WEN does not accept unsolicited resumes from headhunters, recruitment agencies, or fee-based recruitment services.

We are seeking a HR Business Partner to join our Farm Credit family! This position serves as a strategic and operational partner to assigned business units, supporting a range of HR functions including employee relations, talent planning, onboarding, and engagement. This role contributes to the development and execution of HR initiatives that align with organizational goals, while also providing day-to-day guidance and support to employees and leaders. Responsibilities: Talent Management Administration Partners with Association stakeholders, including managers, & Director of HR to facilitate job postings, candidate screenings, and interview facilitation. Facilitates and implements all phases of the recruitment process, including assessment administration, reference collection, pre-employment checks, salary/grade recommendations, offer letter creation, and start date selection in coordination with relevant stakeholders. Completes onboarding and offboarding tasks for employees within assigned territory. Recruiting and External Partnership Administration Builds and maintains relationships with educational institutions, veteran's organizations, and other talent sources. Attends career fairs and interacts with student groups for professional development. Organizes attendance at relevant functions such as scholarship banquets, awards functions, etc. to support recruiting efforts at assigned universities. Coordinates internship recruitment with Association leadership, branch staff, and Learning & Development team to ensure a positive intern experience. Personnel Engagement Serves as liaison for assigned territory for HR support, including, but not limited to, questions related to Oracle, benefits, compensation, worker's compensation, policy and procedure interpretations, and retirement. Coordinates with subject matter experts both within the department as well as AgFirst District Bank to ensure accurate and timely responses to employee questions and concerns. Facilitates personnel management discussions with managers and employees under the direction of the Director of HR, apart from disciplinary action leading to probation or termination. Attends team and branch functions to communicate HR initiatives and build relationships within assigned territory. HR Administration Provides insight and assistance in the management and updating of HR procedures annually, or more frequently as needed. Assists HR team members in areas of subject matter expertise to ensure consistent application of HR initiatives and support across the Association. Maintains internal document management pertaining to employee hiring and termination, employee discipline, and other regulatory requirements. Provides timely responses to requests from team members, the Director of HR, or the Chief Administrative Officer to ensure accurate reporting for Executive Leadership and Directors. Requirements: Education and/or experience equivalent to a Bachelor's degree in Business, Human Resources, or related field SHRM or HRCI certification preferred 3-5 years of employee engagement and/or recruiting experience Excellent verbal and written communication skills with strong interpersonal skills Self-motivated with ability to organize and prioritize work efficiently and to effectively handle projects and activities independently Ability to maintain confidentiality Ability and desire to learn and willingness to apply new procedures and concepts Proficient with Microsoft Office programs and HR-related software Ability to travel within the territory serviced Other Details: AgSouth is an Equal Opportunity Employer, including veterans and individuals with disabilities.

Quanex is looking for a Human Resources Manager to join our team located in Statesville, NC. As a trusted and confidential advisor, the Human Resources Manager is responsible for providing Human Resources support through relationships with management and employees at our Statesville, NC facility. You will manage the delivery of Human Resources on matters related to employee relations, performance management, training, talent management, legal compliance, and organizational development. The HR Manager will be supported by an onsite HR Coordinator. We Offer You! Competitive Salary Bonus Potential 401K with 5% company match, yours to keep after 2 years 15% immediate return if you participate in the company's ESPP Medical, Dental & Vision Plans Employer paid disability plans and life insurance Paid Time Off & Holidays Tuition support for degree and continuous education Employee Resource Groups focused on employee empowerment What's attractive about the Human Resources Manager position? Supportive & collaborative culture Ongoing interaction with multiple levels of the organization, including senior leaders & executives. Ability to think and act strategically and objectively What Success Looks Like: Closely partners with organizational leadership on a broad range of HR services, inclusive of recruitment strategies, employee relations, successful employee onboarding. Leverage HR / business skills and knowledge to challenge or influence leadership in decision-making processes and acts a change agent in the business to maximize all aspects of people performance. Oversees execution of human resources policies, programs, and implementation for all responsible locations. Supports management through expert counsel and coaching that enhances performance. Resolves complex and broad employee relations problems or issues. Accountable to ensure employee information such as personnel records and HRIS are up to date and accurate. Manage the leave of absence process to ensure employees are progressing with the goal of returning to work as planned. Facilitates employee investigations. Ensure consistent, timely, and accurate application and compliance with applicable state and federal employment laws and regulations. Your Credentials: 5+ years of progressive leadership experience in Human Resources positions. Bachelor's degree or equivalent in Human Resources Management or a related field required. HR certification preferred. Experience supporting manufacturing organizations preferred. Expertise in a broad range of topics including employment law, organizational design and effectiveness, leadership development, succession planning, change management, culture assessment, employee/labor relations, and workers compensation. Experience in working within fast paced, complex, dynamic business environment. The salary range for this position is $90,000 - $105,000 with the potential to earn an annual bonus. About Quanex, A Part of Something Bigger Quanex (NYSE: NX) is a global, publicly traded manufacturing company primarily serving OEMs in the fenestration, cabinetry, solar, refrigeration and outdoor products markets. We are A Part of Something Bigger by improving the performance and aesthetics of end products through continuous innovation, helping customers achieve greater production efficiencies, dedication to giving back to communities where we operate, producing shareholder value and helping our employees learn, grow, and thrive. Learn more at Quanex.com. #LI-NB1

HR Manager - Kernersville, NC (Onsite) Lead HR Excellence and Shape a Positive Culture at Texwipe Are you ready to make a real impact? Texwipe, an ITW Company, is seeking a strategic and hands-on HR Manager to champion talent, drive performance, and foster an inclusive, positive workplace culture. In this onsite role, you'll lead HR initiatives for 300 employees across two NC locations, partnering with leadership to align people strategies with business success. If you thrive on building strong teams, influencing change, and creating a workplace where employees feel valued and empowered-this is your opportunity to lead and grow. What You'll Do: Partner with leaders on talent acquisition, compensation, and workforce planning. Foster a positive, inclusive culture that supports collaboration and growth. Drive employee engagement, performance management, and compliance. Lead a small HR team and influence employees across all levels. What We're Looking For: Bachelor's degree 5 -7 years HR experience (with 2+ years of HR leadership). Manufacturing HR background; strong knowledge of employment laws. Skilled in recruiting, employee relations, and change management. Proficiency in MS Office is a must; in Workday & Dayforce is a plus. HR Certification preferred. Core Competencies: Strategic Mindset & Leadership Action Orientation & Problem Solving Talent Development & Coaching Situational Adaptability Communication & Influence Travel: ~25%. Apply today to make a difference! ITW is an equal opportunity employer. We value our colleagues' unique perspectives, experiences and ideas and create workplaces where everyone can develop their careers and perform to their full potential. As an equal employment opportunity employer, ITW is committed to equal employment opportunity and fair treatment for employees, beginning with the hiring process and continuing through all aspects of the employment relationship. All qualified applicants will receive consideration for employment without regard to race, color, sex, gender identity, sexual orientation, religion, national origin, age, disability, protected Veteran status or any other characteristic protected by applicable federal, state, or local laws.

We firmly believe that our employees drive the success of the company! With success in mind as the ultimate goal, we strive to create and provide an environment that offers challenging, stimulating and financially rewarding opportunities. We are looking for The Right One to join our team! What's In It For You? Competitive Salary with Bonus Opportunities Paid Time Off Comprehensive Medical, Dental and Vision Benefits (Low Premiums!) Flexible Spending and Health Savings Accounts 14 Paid Company Holidays 401(k) with Company Contribution Educational Tuition Reimbursement Summary The HR Manager will be responsible for regional management support and employee relations for Toyota Tsusho facilities in North Carolina. This role provides comprehensive HR support, including talent management, employee relations activities and programs, performance management, and serves as the primary HR point of contact for local employees. ESSENTIAL DUTIES AND RESPONSIBILITIES Stay abreast of external labor activity, risks, trends and organizing tactics on a nationwide basis. Communicate, guide and direct local management regarding any reports or concerns regarding potential protected concerted activities or moral problems. Support PER Manager with union organizing contingency plans and actions. Receive and review investigation documents and report to HR management. Maintain company policy of no retaliation. Advise management and leadership on the policies and procedures associated with the Corrective Action, PIP and Termination processes upon request. Report any potential legal issues related to terminations to the HR management and determine next steps. Stay abreast of local/state employment laws and inform HR Management of updates and changes and provide guidance on potential business impact, in consultation with HR executive management and/or Legal. Educate and guide management regarding employment laws, company policies, process and procedures, codes of ethics and standards, in consultation with Legal and HR executive management. Oversee the answering of unemployment claims, appeals or attend hearings as directed. Develops and delivers various Leadership Training & PER to transform leadership. Administers assessment tools and provides feedback to participants. Sources, screens and hires team members. Leads onboarding activities to ensure team members get off to a strong start. Attends TAI staff meetings ensuring Human Resources representation. Participate in special projects as assigned by HR Management. All other duties, responsibilities and activities as assigned by HR Executive Management . EDUCATION and/or EXPERIENCE Bachelor's degree or equivalent education/experience combination. Position requires the ability to understand all aspects of the business and ability to influence all levels of management. At least 10 years of experience as a “Generalist”, specifically in a plan-style setting. Expertise in all facets of H.R. (Employee & Labor relations, FMLA, ADA, Safety and Worker's Comp, Benefits, etc.) P.H.R. or S.P.H.R. preferred TRAVEL Up to 25% PAY $90,000 to $105,000 Our company is proud to be an equal opportunity employer! It is the policy and commitment of the company to maintain a work environment that provides equal employment opportunity (EEO) for all its employees and applicants. We are committed to providing equal employment opportunities without regard to race, color, ethnicity, religion, sex, sexual orientation, gender identity, pregnancy, national origin, age, marital/domestic partner status, veteran status, disability, genetic information or any other applicable lawfully protected basis. This policy applies to all terms and conditions of employment. We seek to employ individuals qualified for a position by virtue of job-related educational standards, training, experience, and personal qualifications.

Logistics at full potential. At GXO, we're constantly looking for talented individuals at all levels who can deliver the caliber of service our company requires. You know that a positive work environment creates happy employees, which boosts productivity and dedication. On our team, you'll have the support to excel at work and the resources to build a career you can be proud of. 1st Shift, Monday - Friday, 8:00 am - 5:00 pm As the Senior Generalist, Human Resources, you'll be responsible for the full scope of Human Resources (HR) activities, including staffing, training and development, compensation and benefits administration, and maintaining a union-free work environment. We'll look to you to champion our values, ensuring a differentiated and engaged workforce. If you're excited about the challenge of working for a rapidly growing global company, we have an opportunity for you at GXO. Pay, benefits and more. We are eager to attract the best, so we offer competitive compensation and a generous benefits package, including full health insurance (medical, dental and vision), 401(k), life insurance, disability and more. What you'll do on a typical day: * Work closely with the operations team and provide counsel and guidance regarding policies, procedures and state and federal regulatory compliance requirements * Keep management and operations apprised of internal and external HR developments that may impact overall effectiveness * Facilitate new hire orientation and ensure a positive onboarding experience * Assist supervisors with performance management, including delivering disciplinary action for hourly employees * Maintain personnel files and training materials, ensuring documents and manuals are kept current, accurate, confidential and in compliance with company policies and government regulations What you need to succeed at GXO: At a minimum, you'll need: * Bachelor's degree or equivalent related work or military experience * 2 years of HR experience, including compensation, HRIS administration, HR management, benefits administration, payroll and employee relations * Experience working in HRIS and time/attendance systems * Experience with Microsoft Office (Word, Excel and PowerPoint) It'd be great if you also have: * Professional HR certification * Bilingual English/Spanish * Excellent verbal and written communication skills; able to present clean, organized and thorough information and data appropriate for intended audience We engineer faster, leaner, smarter supply chains. GXO is a leading provider of cutting-edge supply chain solutions to the most successful companies in the world. We help our customers manage their goods most efficiently using our technology and services. Our greatest strength is our global team - energetic, innovative people of all experience levels and talents who make GXO a great place to work. We are proud to be an Equal Opportunity/Affirmative Action employer. Qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran or other protected status. GXO adheres to CDC, OSHA and state and local requirements regarding COVID safety. All employees and visitors are expected to comply with GXO policies which are in place to safeguard our employees and customers. All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test. The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed. Review GXO's candidate privacy statement here.

We are seeking a dynamic Human Resource Manager who thrives in a fast-paced, manufacturing environment. This hands-on role is both strategic and tactical, serving as the primary HR resource at the site while also contributing to shared HR services across the organization. The successful candidate will play a key role in recruiting, retaining, developing, and rewarding top talent, ensuring compliance while driving cost efficiency and strong employee relations. Key Responsibilities Serve as the HR leader for a 100+ person location, overseeing daily HR operations and guiding an HR specialist at another site. Partner with business leadership as a strategic business advisor and change agent, driving cultural and organizational initiatives. Manage core HR processes including recruitment, onboarding, compensation, benefits, employee relations, performance management, and terminations. Ensure compliance with all applicable employment laws and regulations (FMLA, ADA, Workers Comp, FLSA, COBRA, I-9, etc.). Develop and implement talent strategies that strengthen retention, engagement, and career development. Partner with leadership to identify process improvements and drive results-focused initiatives. Foster a positive workplace culture through visible presence on the floor, coaching, and employee engagement. Support shared HR services including payroll, benefits, HRIS administration, and 401k programs. Education & Experience: Bachelor's degree in Human Resources or related field, or equivalent work experience. 5+ years of progressive HR leadership experience; strong knowledge of HR practices and employment law. Proficiency in Excel and HRIS systems. Strong decision-making, resilience, and ability to manage through adversity. EOE

**City** Greensboro **Role Type** Permanent **WHO WE ARE** ITG Brands is the third-largest tobacco company in the USA with offerings of some of the most well-known cigarette, cigar, and e-vapor brands. As a member of the globally recognized Imperial Brands PLC family, we are a forward-thinking partner with operational integrity. ITG Brands is committed to putting consumers at the center of what we do, while creating an innovative workplace where inclusion, creativity, and bold thinking drive progress. This empowers us to bring our true selves to work, to collaborate more effectively through showing our passion and being confident to bring new ideas to the table. We are not afraid to seize opportunities and make things happen - both individually and collaboratively. We strive to exceed expectations by seeing things differently and doing things differently. This truly is a place where we all share a challenger mindset which drives our success. **What You Will Do** - JOB SUMMARY Partnering with senior business stakeholders and People and Culture (P&C) teams to develop and implement Employee Relations (ER) best practices and programs. Managing employee relations concerns, advising and coaching people leaders and facilitating employee relations interventions as necessary. Investigating and resolving complex or critical employee relations issues in a timely and effective manner. Collating and analyzing employee feedback across all levels on a regular basis and revising people programs and policies to generate more positive outcomes. Participating in and/or leading projects focused on continuous improvement. - WHAT YOU WILL DO _(This list is not exhaustive and may be supplemented as necessary by ITG)_ Designated point of contact (POC) for all outside governances & agencies (e.g., EEOC, DOL) as it relates to employee relations and compliance matters. Partner with internal and external counsel to find appropriate legal resolution. Analyze risk and exposure on potential legal matters; if applicable determine and recommend settlement amounts. Manage Redundancy & Voluntary Separation (VSO) processes Manage ER processes and procedures to enable effective management, conflict resolution, and problem solving. Conducting, overseeing and/or otherwise assisting with employee relation issues to manage employee concerns and grievances and to identify and implement appropriate employee action and accountability practices. Identifying a fair and inclusive process appropriate for employee concerns or grievances including overseeing employee fact-finding and ensuring adherence to ER policies and practices. Providing strategic support, thought partnership, and coaching to all levels of the organization. Staying attuned to organizational and operational changes across the organization to identify potential ER risks and develop plans to address proactively. Providing guidance and coaching to managers of all levels to address employee behavior and performance. Providing guidance and assisting with the development and delivery of appropriate performance feedback or action plans including corrective/disciplinary actions. Overseeing the use of effective documentation techniques and maintaining accurate, confidential records regarding all reported matters and fact-finding documentation. Interpreting and applying understanding of P&C policies and practices, employment law, and other regulations to provide guidance or clarification for ER matters. Maintaining the highest level of integrity when managing ER issues and managing reported matters. Oversee Performance Improvement Plans and guide People Leaders through the process and make recommendations on further action, including terminations. Manage the implementation of a comprehensive ER program for the organization. Interpret and communicate regulations, policies, and procedures, as well as applicable federal/state employment laws. Collating and analyzing employee feedback across all levels on a regular and consistent basis. Support and advise in the application of disciplinary and performance management procedures. Investigate disciplinary actions, interviewing witnesses, and reviewing pertinent materials. Conducts exit interviews, summarizes findings, and discusses trends and concerns with senior management. Develops and implements programs to enhance employee engagement, retention, and productivity. Support the delivery of training programs to enable a performance-based culture. Performs other job-related duties as assigned. **Qualifications** - REQUIRED MINIMUM QUALIFICATIONS: Education and Experience: + Bachelor's Degree in Human Resources, Business Administration, or related field of study + 7-10+ years related work experience, to include, but is not limited to: + Advanced Employee Relations + Labor Relations - including grievance process & contract negotiations + Extensive Employment Law knowledge + Risk analysis + Must be 21 years of age or older. Knowledge of: + General Human Resources policies and procedures; + Employment/labor laws; + Intermediate to Advanced proficiency with Microsoft Office (Outlook, Word, Excel, & PowerPoint) and Microsoft Teams Skilled in: + Verbal and written communication + Attention to detail + Problem/situation analysis + Effective time and task management + Multitasking capabilities + Flexibility and adaptability Ability to: + Travel domestically as needed + Maintain confidentiality of information and issues + Communicate to a broad and diverse audience + Maintain effective working relationships + Demonstrate critical thinking + Work with diverse populations and varying education levels + Prioritize assignments, workload, and manage time accordingly - PREFERRED QUALIFICATIONS: + License / Certifications: + SHRM-CP or PHR **Work Environment and Physical Demand** + Requires light physical effort. Occasionally lifts or moves objects up to 10 lbs. + Walks, sits, or stands for extended periods. + Requires prolonged machine operation including vehicle, computer, and keyboard equipment. + Use of manual dexterity and fine motor skills + Exposure to uncomfortable work environment due to extreme temperature, noise level, and other conditions including second-hand smoke and/or vape + Work a fluctuating work schedule _This is intended to be generic in nature and describe the essential functions of the job. It is not necessarily an exhaustive list of all duties and responsibilities. The essential duties, functions and responsibilities, and overtime eligibility may vary based on the specific tasks assigned to the position._ **What We Offer** - Competitive benefits package that includes medical/dental/vision/life insurance/disability plans - Dollar for dollar 401k match up to 6% and 5% annual company contribution - 15 Company-paid holidays - Generous paid time off - Employee recognition and discount programs - Education assistance - Employee referral bonus program - Hybrid workplace - remote / in office - Summer hours - Casual dress policy Monday through Friday **Applicant Information** This describes the essential functions of the job at the time the was created, but it is not an exhaustive list of tasks, duties and responsibilities. In addition, the position may evolve or change over time and such changes may not be reflected in the job description until it is next updated. **ITG Brands and ITG Cigars provides equal employment opportunities.** 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. If you have a concern about discrimination in the application or hiring process or you need an accommodation based on religion, disability or pregnancy in the application or hiring process, please contact us at ******************************* . **SHARE THIS JOB** The posting for the position for which you are applying highlights key aspects of the position only. It is not a complete description of the position. All candidates must consent to an independent investigation of their background, references, past employment, education, criminal record, and drug screening. Results of such background checks will be reviewed on a case-by-case basis, giving consideration to the nature of the information reported and its relevance to the specific job being sought before a decision is made using this information. ITG Brands and ITG Cigars provides equal employment opportunities. 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. If you have a concern about discrimination in the application or hiring process or you need an accommodation based on religion, disability or pregnancy in the application or hiring process, please contact us at ******************************* (Talen%74Acquisition%40%69t%67b%72ands.%63om) . We collect personal information from you in connection with your application for employment with ITG Brands or ITG Cigars. For more information, please see our Privacy Policy (****************************************** . If you are a job applicant from California, additional information can be found on our California Applicant Privacy Notice (******************************************************* . If you have questions, contact us atprivacy@itgbrands.com (priv%61%63y@i%74gb%72ands.co%6D) .

Administers, maintains, and promotes proactive core human resources functions to include, but not limited to, benefits administration, recruitment and employment, employee and labor relations, compensation, HRIS, organization development and training. Qualifications REQUIREMENTS: License/Certification/Education: B.A./B.S. Degree 2-4 years of experience Experience in recruiting for medical/healthcare personnel would be preferred. Any ATS experience similar to Taleo, VE, PeopleClick strongly desired. Additional Information TO BE CONSIDERED FOR THIS POSITION IMMEDIATELY (Email ALL OF THE FOLLOWING as an attachment) 1.) RESUME, (REQUIRED) 2a.) HIGH SCHOOL DIPLOMA or GED, (REQUIRED) 2b.) DEGREE (REQUIRED) 3.) COVER LETTER, (REQUIRED) 4.) Vaccination records of the last year TB AND HBV (IF YOU HAVE THIS) All applications failing to follow these instructions will be deleted BEFORE consideration.

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.

Human Resources Business Partner (Manufacturing) Burlington, NC - Onsite A growing manufacturing company in Burlington is looking for an experienced HR Business Partner to support our 24/7 production facility. This role is hands-on, people-focused, and ideal for someone who enjoys spending time on the floor, building relationships, and helping hourly teams succeed. Compensation & Benefits: Base salary: $80,000-$100,000 + Bonus Relocation assistance available Comprehensive benefits package (medical, dental, vision, 401k, etc.) What You'll Do: Partner with production leaders to support a large hourly workforce in a fast-paced, around-the-clock environment Serve as a trusted resource for employee relations, policy guidance, and performance management Lead and support recruiting, onboarding, and training across two shifts Collaborate with operations, safety, and quality teams to strengthen engagement and communication on the floor Flex your schedule 1-2 nights per week to connect with night shift employees and supervisors Conduct investigations, maintain accurate documentation, and ensure compliance with labor laws and company standards Support continuous improvement and change management initiatives Report directly to the HR Manager and support engagement of hourly workers What You Bring: Bachelor's degree or equivalent experience 3+ years of HR experience in a manufacturing environment Strong employee relations and communication skills Comfortable being visible and active on the production floor Ability to manage priorities in a 24/7 operation Bilingual (Spanish/English) preferred but not required Why This Role: You'll be joining a collaborative HR team that believes in presence and partnership. This is not a desk job-you'll spend time with people, understand their work, and help build a culture of accountability and respect across all shifts.

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 Reporting to the Executive Director of Employee Relations and Learning and Development, the Employee Relations Director will oversee the policies, procedures, and programs of the Employee Relations team, developing and improving programs related to employee performance, assistance, and engagement. The Employee Relations director is responsible for coordinating and directing the employee relations programs and functions. The incumbent has the primary responsibility for employee relations and staff performance management, in accordance with Wake Forest's mission, values, and goals. Essential Functions: Provides leadership and support to the Employee Relations team. Counsels employees, managers, and leaders on concerns related to applicable Equal Employment Opportunity laws including Title VII, Fair Labor Standards Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws. Communicates with faculty and staff regarding employee relations concerns; provides guidance and recommendations for resolution of issues. Investigates workplace issues, supports disciplinary actions, and manages employee and applicant appeals and grievances. Provides guidance and recommendations to departmental leaders and individuals. Mitigates risk to the University by applying consistent and appropriate employment practices. Evaluates and makes decisions on background screening results, unemployment inquiries, employment verifications. Evaluates and applies management plans for potential Conflicts of Interest. Designs and maintains general employment policies. Assists managers in understanding and implementing departmental policies related to performance, discipline, and related topics. Evaluates exit data and offers solutions to assist with retention and reduce turnover. Suggests learning and development opportunities to managers. Coaches managers on principles and techniques for becoming more effective leaders. Conducts and/or designs supervisor training covering employment laws, performance management, and related policies, procedures and best practices. Provides guidance in developing objective performance evaluations and practices; will be responsible for implementing best practice performance management practices, to include designing appropriate Workday functionality in partnership with HRIS Responsible for maintaining, troubleshooting, and testing Workday Performance Management business processes in partnership with the HRIS team. Coaches managers on appropriate steps for performance appraisals, corrective actions, terminations, EAP referrals, reasonable suspicion drug and alcohol testing. Provides guidance related to proper language, detail, and tone. Ensures consistency between individual pay and individual performance. Assists leaders in assessing the need for workforce reductions, departmental reorganizations, and position eliminations. Advises managers on organizational design issues. Collaborates with the General Counsel's Office, Office of Institutional Equity, Compliance Office, Audit Office, CARE team, BIAS incident reporting team, Threat Assessment team, and Employee Assistance Program affiliates. May serve as Human Resources liaison to the CARE, Threat Assessment, or other emergency management teams. Responsible for managing and forecasting the budget for the Employee Relations team. Performs other related duties as assigned. Required Education, Knowledge, Skills, Abilities: Bachelor's degree in Human Resources, Business, or related field required; At least five years of related experience required, including three years of management/leadership experience. Thorough understanding of how to utilize policy and procedure to drive strong ER practice. Practical knowledge of current employment laws and regulations. Ability to develop and maintain positive relationships with employees, managers, academic and administrative leaders, and other stakeholders. Strong customer service orientation. Ability to analyze complex issues and make sound objective judgments. Ability to use independent judgment to make appropriate decisions on employment matters. Ability to develop excellent working relationships and establish personal credibility with individuals at every level of an organization. Excellent leadership and management skills. Excellent oral and written communication skills; ability to facilitate educational programs in front of audiences. Ability to prioritize work and handle multiple tasks simultaneously in a fast paced environment. Understanding of a broad array of leadership principles and techniques. Knowledge of general business principles and ability to quickly learn operational aspects of various organizations to help with strategic decisions. Sedentary work. Talking, hearing, and repetitive motions. Close visual acuity. Subject to inside environmental conditions. Not substantially exposed to adverse environmental conditions. Preferred Education, Knowledge, Skills, Abilities: Master's degree in a related field. SHRM Certified Professional (SHRM-CP) or Senior/Professional in Human Resources (PHR/SPHR certification preferred. Accountabilities: Responsible for managing the Manager of Employee Relations and Employee Relations Consultant, including work direction and performance. Responsible for interpreting and applying policies and procedures as related to Human Resources matters, employment laws, and practices. 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. 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 **************.