Human resources business partner jobs in Cary, NC - 99 jobs

Job Description This is not a traditional HR position. We are seeking a strategic, people-first leader who will actively shape our culture and elevate the employee experience at every level of the organization. This role is centered on impact-building an environment where people feel engaged, supported, and empowered to do their best work. You will transform HR into a true strategic advantage, partnering closely with leadership to align people initiatives with business goals while remaining deeply connected to the day-to-day employee experience. Success in this role means creating a workplace where individuals don't just work, but genuinely thrive. We're looking for a true "people person"-someone with exceptional relationship-building skills, emotional intelligence, and the ability to inspire trust across the organization. You understand that culture is built through intentional actions, thoughtful systems, and authentic human connection, and you bring both vision and execution to make that happen. ESSENTIAL DUTIES AND RESPONSIBILITIES Advise departments on HR policies, procedures, and best practices Coordinate and support employee engagement programs, including organizing events, administering engagement surveys, and implementing recognition initiatives to promote a positive and inclusive workplace culture. Serve as the HR point of contact for employee relations issues, providing guidance on policies and procedures, investigating concerns, and partnering with management to resolve conflicts in a fair and consistent manner. Serve as the primary HR representative for benefits and leave administration, providing guidance to employees, ensuring compliance with policies and regulations, and coordinating with vendors and internal stakeholders to resolve complex issues. Prepare paperwork, schedule, and facilitate a smooth new hire orientation process, coordinating with cross-functional departments to deliver an exceptional first-day experience. Supports effective delivery of HR service to the assigned site(s) Support talent acquisition strategy and training coordination for departments Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Ensures accuracy and completion of employee-related data and documentation. Attends and participates in employee disciplinary meetings, terminations, and investigations. Serve as lead for process improvement initiatives or audits Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, and employment law. Other duties as assigned. MINIMUM QUALIFICATIONS AND REQUIREMENTS Bachelor's degree in Human Resources, Public Administration or related field required. HR certification (e.g., PHR, SHRM-CP) preferred A minimum of six (6) years of broad HR generalist experience. Customer-service mindset with excellent verbal and written communication skills across all levels of the organization. Strong organizational and time-management skills, with the ability to prioritize and manage multiple deadlines. Proficiency with Microsoft Office, SharePoint, Teams, and HRIS systems Excellent analytical, interpersonal, verbal and written communication skills Demonstrated ability to maintain strict confidentiality and exercise sound judgement and discretion when handling sensitive employee information and HR matters. Excellent interpersonal, negotiation, and conflict resolution skills. An equivalent combination of related education and experience may be substituted for the above stated minimums excluding High School Diploma, GED, Licenses, or Certifications. Working Conditions: Works in an environment where there is minimum exposure to dust, noise, or temperature. Work is normally performed in a typical interior office work environment. Other working conditions may require; precise hand/eye coordination, basic keyboarding and other repetitive motions, operation of vehicles, lifting/pushing objects weighing up to or over 10 pounds. None of very limited physical effort required and none or very limited exposure to physical risk. Physical Requirements: Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Walking and standing are required only occasionally. EEO Statement: GoTriangle is an equal opportunity employer. We are committed to providing equal opportunity and will not discriminate in terms and conditions of employment and employment practices. Decisions are made without regard to race, color, national origin, age, disability, pregnancy, genetic information, gender, sexual orientation, gender identity, marital status, creed, religion, protected veteran and military status or other applicable legally protected characteristics. Accommodations: GoTriangle is firmly committed to a policy of nondiscrimination in employment and to a program of achieving total equality of opportunity for all applicants. If you require reasonable accommodation because of a disability for any part of the application or hiring process, please contact ************. Please indicate the specific assistance needed. Only those candidates regarded as the best and most highly qualified will be directed to the hiring manager for an interview.

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.

Job DescriptionDescriptionSenior Director, HR Technology Join Align Technology as Senior Director, HR Technology and lead the enterprise-wide modernization of our HR ecosystem. You will set and execute a bold, global digital roadmap that elevates Workday (HRIS), ServiceNow HRSD (knowledge and case management), and our talent acquisition platforms-Pinpoint and Moka-to deliver frictionless, AI enabled candidate and employee experiences end to end. In this highly visible role, you will partner with HR, IT, Finance, and business leaders to architect secure, compliant, and scalable solutions that increase engagement, accelerate operations, and unlock actionable people insights at global scale. If you thrive at the intersection of product strategy, people data, and change leadership, this is your opportunity to shape the next generation of digital HR-transforming how we attract, develop, and support talent while advancing data driven decision making across the function. Key ResponsibilitiesRole expectations • Define and drive the global HR technology roadmap aligned with Align Technology's business strategy and HR transformation goals. • Lead, mentor, and develop high-performing HR Technology teams, including Workday, ServiceNow HRSD, and Pinpoint/Moka experts • Serve as a strategic partner to HR, IT, Finance, and other functional leaders to ensure alignment of systems with enterprise-wide objectives. • Oversee the optimization, administration, and governance of the Workday platform (HCM, Recruiting, Compensation, Talent, Time Tracking, Absence Management) and ServiceNow HR Service Delivery (Knowledge and Case Management). • Evaluate and prioritize enhancement requests, upgrades, and new module implementations across all platforms. • Lead process design, standardization, and continuous improvement efforts across global HR Operations. • Establish and enforce data governance, system security, and compliance protocols in collaboration with IT and compliance teams while facilitating a community of practice to provide guidance and thought leadership for global HR stakeholders. • Drive the adoption of digital tools, automation, and people analytics to enable actionable insights and smarter workforce planning. • Evaluate emerging technologies and vendors to identify and implement future-forward solutions. • Lead complex HR technology projects, including system implementations, integrations, and change initiatives. • Ensure effective change management, stakeholder engagement, training, and communication strategies for all HR technology initiatives. • Manage relationships with strategic software vendors and service providers, challenging the status quo and positioning Align as key customer voice for innovation and co-creation. • Provide day-to-day support for the teams managing operations for Workday, ServiceNow HRSD, Pinpoint, and Moka, ensuring maximum uptime, high performance, and excellent customer service. • Ensure compliance with data privacy, security, and regulatory requirements across all HR systems and platforms. Skills, Knowledge & ExpertiseWhat we're looking for • Experience: 12+ years of progressive experience in HR technology, with at least 5 years in a leadership role. Proven experience managing HRIS (ideally across multiple modules) and recruiting platforms in a global organization. Experience with case and knowledge management platforms is highly desirable. • Skills: Deep expertise in HR systems architecture, data strategy, and digital transformation. Strong understanding of HR processes, compliance requirements, and data governance. Advanced knowledge of AI, automation, and analytics platforms. • Communication: Excellent leadership, interpersonal, and influencing skills. Strong business acumen with the ability to translate strategy into technology solutions. Exceptional communication and storytelling skills to influence across all levels of the organization. • Teamwork: Proven ability to lead cross-functional teams and complex enterprise projects. Ability to work both independently and collaboratively. Complementary skills • Creative, resourceful thinker with a mindset of continuous improvement and innovation. • Strong analytical and problem-solving abilities; proficiency in data analytics and visualization tools (e.g., Power BI). • Program/project management, demand management, resource management, and system life cycle expertise. • Strong character, integrity, and executive presence. • Experience with enterprise application and SaaS implementations, upgrades, enhancements, and operational support procedures.

Founded in 2023, Crete Professionals Alliance (Crete PA) delivers big four firepower to local American firms. Our rapid growth has made us a magnet for leading firms nationwide, eager to join our revolution in accounting. We empower small to mid-market firms with PE-backed capital, strategic technology partnerships, and innovative workforce solutions-including national recruiting and offshore support-while preserving a personal, local touch. With a presence in over half the US, 17 regional offices, 900 dedicated professionals, and offshore operations in Asia, we're the fastest-growing accounting firm in the nation and well on our way to the top 20. At Crete PA, our culture and relationships are the cornerstone of our success, and we're always looking for talented, ambitious people to join our team. We are seeking an experienced and dynamic Regional Human Resources Business Partner (HRBP) to support our portfolio companies across the Southeast region. The ideal candidate will be a strategic HR leader with the ability to align HR initiatives to business objectives in a fast-paced, growth-focused environment. This is an exciting opportunity to work within a private equity-backed organization and make a significant impact on the people strategy, culture, and talent development of our companies. Key Responsibilities: Strategic HR Partnership: Serve as the primary HRBP for portfolio companies across the region, working closely with business leaders to provide strategic guidance on all HR matters, including organizational design, employee relations, and performance management. Talent Management & Development: Partner with HQ to help design talent acquisition efforts, succession planning, and employee development strategies in alignment with the needs of the supported firms. Ensure that the company attracts, develops, and retains top talent in alignment with the business's objectives. Employee Relations: Provide expert guidance on employee relations issues, fostering a positive and productive work environment while ensuring compliance with local, state, and federal employment laws. Performance & Culture: Lead as the direct contact for performance management needs aligned with HQ that support both individual and organizational growth. Partner with leadership to drive a culture of continuous improvement, collaboration, and high performance. Change Management: Lead and support organizational change initiatives, helping to drive cultural transformation initiatives in a fast-paced, private equity-backed environment. Compensation & Benefits: Advise leadership on compensation strategies, ensuring alignment with business objectives and market competitiveness. Support the administration of benefits programs and work to maintain high levels of employee satisfaction. Compliance & Risk Management: Ensure compliance with all labor laws, regulations, and company policies across the region. Data-Driven Decision Making: Utilize HR metrics and analytics to provide insights on trends, workforce planning, and performance. Make data-driven recommendations to drive improvements in business performance. Employee Engagement & Wellbeing: Champion initiatives to drive employee engagement and promote a positive organizational culture across the region. Implement wellbeing programs and ensure employees are supported throughout their careers. Qualifications: 5+ years of HRBP experience, with a strong background in working within the private equity, M&A, or accounting environment. Strong preference for experience within an accounting firm. Strong understanding of HR processes, policies, and best practices, especially in the context of rapid growth, change, and organizational transformation. Demonstrated ability to influence and partner with business leaders at all levels of the organization. In-depth knowledge of state and federal labor laws and regulations within the Mid East Coast states and local municipalities. Strong problem-solving, conflict resolution, and communication skills. Experience working in fast-paced, entrepreneurial, or private equity-backed organizations is highly preferred. Ability to travel frequently within the assigned region. Additional Skills & Attributes: A high degree of flexibility, adaptability, and resilience to work in a dynamic environment. A proactive and hands-on approach to HR activities. Strong interpersonal skills with the ability to build relationships and influence key stakeholders. Ability to maintain confidentiality and act with discretion in all matters related to HR and employee relations. Strong organizational and time-management skills to manage multiple priorities and projects simultaneously. Working Conditions: Full-time position; remote work with preference for candidates located in or near the southeast region Occasional travel (20-30%) may be required for training or project meetings. This position operates as part of a US East Coast-based team, with typical working hours aligning with EST to facilitate effective collaboration. We offer flexibility in managing your schedule to maintain a healthy work-life balance while meeting business needs. We are excited to invite talented individuals to join our dynamic team! This position offers a competitive salary range of $90,000-$120,000 annually, commensurate with experience and qualifications. In addition to a rewarding career, we provide a robust benefits package, including: Health, Dental, and Vision Insurance (with options for fully paid employee only coverage for health and dental) Company-Paid Life and Long-Term Disability Insurance Ancillary Benefits such as supplemental life insurance and short-term disability options Classic Safe Harbor 401(k) Plan with employer contributions Opportunities for professional growth, learning, and development including access to Becker and LinkedIn Learning We are committed to fostering a supportive and inclusive workplace where every team member can thrive. Apply today to be part of a company that values its people and their contributions! Crete Professionals Alliance is an equal opportunity employer, considering all applicants for employment regardless of race, color, religion, sex, gender identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, sexual orientation, genetic information, or any other characteristic protected by state of federal law. #LI-KC1

The Human Resources Business Partner is responsible for being a strategic business partner to Highspring's Managed Services business unit. They will provide support to both US and global employees by overseeing HR systems, navigating employee relations, ensuring compliance with global regulations, and engaging with employees to help fulfill Highspring's employer value proposition. Essential Job Functions: To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities required. Your Impact Serve as a trusted advisor to leaders across Managed Services, providing guidance on organizational design, workforce planning, and leadership effectiveness. Provide performance management guidance to leadership (e.g. coaching, counseling, career development, disciplinary actions); focus on improving work relationships, building morale, and creating retention. Create processes and solutions in partnership with leadership which support a positive employee environment through effective communications, policies, and practices. Manage and resolve employee relations issues. Conduct effective, thorough, and objective investigations. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Identify strategies to increase employee performance and change readiness while designing metrics to track the effectiveness of programs. Analyze trends and metrics on turnover in partnership with HR leaders. Collaborate with HR leaders on strategic and operational HR projects and programs. The above statements describe the general nature and level of work only. They are not an exhaustive list of all required responsibilities, duties, and skills. Other duties may be added, or this description amended at any time. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. Desired Competencies: Accountability - Holding self and others accountable to meet commitments. Collaborative - Partners and connects with others to achieve shared goals or objectives, seeking input and inspiring others to value the same, building trust with each collaborative interaction. Customer Focus - Builds strong relationships and delivers customer-centric solutions. Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity. Develops and Coaches Others - Utilizing effective coaching skills, asks appropriate questions and provides relevant guidance to help others find the solutions within and outside of themselves. Action Oriented - Embracing new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. Communicates Effectively - Develops and delivers written and verbal communication that conveys clear understanding of different audiences and their levels of comprehension. Active listener to ensure clear understanding. Decision Quality - Making good and timely decisions that keep the organization moving forward. Your Experience 5 - 7 years experience in Human Resources supporting global employees HR Certification preferred Bachelor's degree required, preferred degree in Human Resources Proficient with Microsoft Office Proficient with or ability to learn HRIS system Location: Remote or hybrid for candidates near a Highspring or Vaco by Highspring office. Must be based in the Eastern or Central Time Zone. Travel Requirements: Less than 5% Physical Demands: The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of this position: Frequent: Sitting, walking, eye/hand/foot coordination and repetitive motion Occasional: Standing and bending Infrequent: Lifting up to 10 pounds Determining compensation for this role (and others) at Highspring depends upon a wide array of factors including but not limited to the individual's skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law, Highspring believes that the following salary range reasonably estimates the base compensation for an individual hired into this position in geographies that require salary range disclosure to be between the range below. The individual may also be eligible for a variety of bonus and financial incentives based on individual and company performance. Base Compensation Range$110,000-$140,000 USD

Big challenges need bold thinkers. If you're someone who sees problems as opportunities, you'll thrive here. RESPEC is 100% employee-owned , which means we take ownership of every challenge. Here, your ideas drive real solutions. Since 1969, we've tackled complex challenges in energy transition, infrastructure resilience, digital transformation, and sustainability. At RESPEC, you'll work alongside clients to take on critical problems . Depending on your expertise, you might design infrastructure in remote locations, develop renewable energy solutions for global projects, or apply data-driven technology to improve mining and water systems. We bring deep technical knowledge, real-world experience, and a commitment to work that matters. If you're looking for a place where your contributions have real impact, you'll fit right in. Job Description RESPEC seeks a Human Resources Business Partner (HRBP) in our Pipersville, PA, Raleigh, NC or Ft. Myers, FL location. The HRBP is the primary resource for creating alignment between HR and talent and business strategy. The HRBP is aligned to market sectors, business leaders, and/or functions to provide HR expertise and consulting for building organizational capability to achieve current and future business objectives by developing proactive HR strategies and practices. The HRBP drives and influences key organizational health and engagement initiatives with the business, provides advice and counsel, and executes key initiatives. The HRBP is an original, creative thinker with the ability to formulate and express a contrarian viewpoint. Responsibilities: Provide HR partnership and build and maintain effective working relationships with leaders and employees to provide guidance on a variety of HR and business-related issues on strategic and tactical levels Provide day-to-day HR support for assigned business groups: Coordinate recruiting, talent sourcing and interviews Ensure timely completion of hiring and onboarding activities (e.g., issue offer letters, complete pre-employment screening, assist with new hire setup in HRIS & BST) Maintain personnel & benefit files Process various personnel change requests (e.g., position changes, promotions, compensation) Manage and resolve employee relations issues Conduct effective, thorough, and objective investigations Work closely with management and employees to improve work relationships, build engagement, and increase productivity and retention Provide counsel and drive execution on workforce planning and organizational design Train managers on performance management, talent/career development, and employee relations Implement best practices for key HR processes (e.g., performance management, compensation planning, workforce/capability planning, and talent management) Initiate, manage, and drive strategic projects, initiatives, and change management Participate in assigned market sector operational meetings, business reviews, and teambuilding We do not accept unsolicited resumes from third-party recruiters. Qualifications The ideal candidate will have the following: Bachelor's degree or master's degree in a related field (e.g., Business Administration, Industrial Organizational Psychology, Human Resources, Organizational Development) 5-10 years of broad-based HR experience with progressive HRBP experience providing advice, counsel, and coaching to senior leaders with the ability to influence and champion effective leadership and change, developing strong business partnerships to support the achievement of business objectives within assigned market sectors Exhibit a strong work ethic and reputation for the highest degree of integrity and mature business judgment SHRM-CP, SHRM-SCP, or HRCI preferred Skilled with computer applications such as Microsoft Office Suite Additional Information Compensation: Salary depends on experience and expertise. Compensation includes a comprehensive fringe-benefits package. RESPEC is a 100% employee-owned company and employees are eligible for participation in the Employee Stock Ownership Plan (ESOP) after a qualifying period. Featured benefits include: Flexible Work Schedules Paid Parental Leave 401(k) & ESOP (with company match up to 4%) Professional Development and Training Tuition Reimbursement Employee Assistance Program Medical/Dental/Vision Insurance Plans All your information will be kept confidential according to EEO guidelines.

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

Atlantic Medical Management (AMM) is looking for a Human Resources Manager (HRM) to work in the Cary, NC office. Alternative office locations in Jacksonville or Wilmington, NC may be considered. The HRM is Responsible to oversee the daily operations of the HR department. These duties can include, but not limited to, hiring, onboarding, orientation, payroll, compensation and performance management and enforcement of policies and procedures. Functions as a team member, including being flexible with the ability to work additional hours when needed. Essential Functions: Facilitates and oversees the hiring of qualified job applicants for open positions. Reviews, tracks, documents and oversees compliance with mandatory training, continuing educations, etc. Conducts as part of the onboarding process, including but not limited to, background checks, drug screens, etc. Coordinates, implements, performs and oversees the new hire orientations. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits and leave; disciplinary matters disputes and investigations; performance management; recognition and morale; disputes and investigations' occupational health and safety; and training and development. Handles employment-related inquiries from applicants, employees and supervisors, referring complex and/or sensitive matters and reports as necessary to the CEO. Provides overall support, implementation of goals and supervision to staff in the HR department. Attends and participates in employee disciplinary meetings, terminations, investigation and unemployment hearings. Maintains compliance with federal, state and local employment laws and regulations and recommended best practices; reviews policies and procedures to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes and new technologies in human resources, talent management and employment law. Effectively communications policies and procedures to employees as necessary. Maintains strict confidentiality in accordance with policies. Conforms to acceptable attendance and punctuality standards as expressed in the Employee Handbook. Complies with all safety rules and protocols. Reports all accidents, regardless of severity, immediately to supervisor and completes incident/injury report for, which needs to be forwarded to Human Resources within 24 hours of incident. Adheres to the company's compliance program and requirements. Adheres to the company's policies and procedures. Remains current with all required training. Performs other duties as assigned . Minimum Qualifications: Bachelors degree in Human Resources, Business Administration or related field required. Minimum of five years of recent human resource generalist experience preferred. Solid HR generalist background with broad knowledge of employment, compensation benefits, organizational planning, employee relations, and training and development. Strong working knowledge of basic software applications such as MS Excel, MS Word, HRIS and ATS required. PHR or SHRM-CP preferred. Excellent verbal and written communication skills. Benefits: 401(k) Health, Dental and Vision insurance Employee assistance program AFLAC Paid time off

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.

Cornerstone Building Brands is a leading manufacturer of exterior building products for residential and low-rise non-residential buildings in North America. Headquartered in Cary, N.C., we serve residential and commercial customers across the new construction and Repair & Remodel (R&R) markets. Our market-leading portfolio of products spans vinyl windows, vinyl siding, stone veneer, metal roofing, metal wall systems and metal accessories. Cornerstone Building Brands' broad, multi-channel distribution platform and expansive national footprint includes more than 18,800 team members at manufacturing, distribution and office locations throughout North America. Corporate stewardship and Environmental, Social and Governance (ESG) responsibility are embedded in our culture. We are committed to contributing positively to the communities where we live, work and play. For more information, visit us at cornerstonebuildingbrands.com. Our Siding & Accessories division offers the broadest range of exterior cladding solutions designed to work together to create custom curb appeal. Our portfolio of siding, stone solutions, fence & railing and metal, trim & accent options are manufactured in North America and provide exterior contractors a seamless and integrated solution, delivered by an unbeatable team Job Description Reporting to the Vice President of Human Resources and serving as a key member of the Business Unit HR leadership team, this role offers a unique opportunity for a forward-thinking leader to drive impactful change and innovation within a fast-growing, purpose-driven organization. Ideal for a strategic problem-solver with a track record in transformational leadership, this position plays a critical role in shaping the future of the workforce and accelerating business performance. Responsibilities: Champion and align the HR and business strategy to accelerate the achievement of CBB's overarching goals, driving measurable business impact. Lead the design and execution of a future-ready talent strategy, collaborating across corporate functions, business units, and operations to attract, grow, and retain top talent. Partner cross-functionally to build a high-performing, agile organization by integrating talent acquisition, performance management, succession planning, development, compensation, and engagement initiatives. Drive enterprise-wide talent insights through data analytics, enabling informed, proactive decision-making around talent attraction, development, and retention. Architect and lead organizational design and development efforts to future-proof the operations function and scale for growth. Cultivate a high-performance culture by equipping leaders with coaching, tools, and metrics to drive accountability and excellence. Leverage people analytics to translate workforce data into actionable insights, ensuring talent strategies are rooted in business priorities. Partner with the Talent Acquisition COE to proactively build organizational bench strength, ensuring recruitment of top-tier talent aligned with culture and capability needs. Act as a strategic advisor on complex employee relations matters-mitigating risk and fostering a culture of fairness, trust, and compliance. Operationalize performance management frameworks that fuel continuous feedback, development, and performance improvement. Ensure full compliance with federal, state, and local employment laws while promoting best practices and organizational integrity. Provide expert guidance to leaders and employees on HR policies, total rewards, performance processes, and employee experience strategies. Lead and contribute to high-impact HR and cross-functional projects that transform ways of working, enhance employee engagement, and enable business agility. Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field (required) Master's degree or MBA (preferred) 8-12+ years of progressive HR leadership experience, ideally within a complex, matrixed, or high-growth manufacturing organization Proven success partnering with senior business leaders to align talent strategy with business objectives Demonstrated experience in organizational design, change management, and workforce transformation Experience leading or supporting M&A integration, including talent assessment, cultural integration, and organizational alignment Deep expertise in performance management, succession planning, leadership development, and employee engagement Strong track record of building and scaling HR programs that drive measurable business impact Experience in regulated industries or with multi-site, operationally intensive organizations (a plus) Additional Information All your information will be kept confidential according to EEO guidelines. Why work for Cornerstone Building Brands? Our teams are at the heart of our purpose to positively contribute to the communities where we live, work and play. Full-time* team members receive** medical, dental and vision benefits starting day 1. Other benefits include PTO, paid holidays, FSA, life insurance, LTD, STD, 401k, EAP, discount programs, tuition reimbursement, training, and professional development. *Full-time is defined as regularly working 30+ hours per week. **Union programs may vary depending on the collective bargaining agreement. Cornerstone Building Brands 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, age, pregnancy, genetic information, disability, or status as a protected veteran. You can find the Equal Employment Opportunity Poster here. You can also view Your Right to Work Poster here along with This Organizations Participation in E-Verify Poster here. If you'd like to view a copy of the company's affirmative action plan for protected veterans or individuals with disabilities or policy statement, please contact Human Resources at ************ or [email protected]. If you have a disability and you believe that you need a reasonable accommodation in order to search for a job opening or to submit an online application, please contact Human Resources at ************ or [email protected]. This email is used exclusively to assist disabled job seekers whose disability prevents them from being able to apply online. Only emails received for this purpose will be returned. Messages left for other purposes, such as following up on an application or technical issues not related to a disability, will not receive a response. All your information will be kept confidential according to EEO guidelines. California Consumer Privacy Act (CCPA) of 2018 Must be at least 18 years of age to apply. Notice of Recruitment Fraud We have been made aware of multiple scams whereby unauthorized individuals are using Cornerstone Building Brand's name and logo to solicit potential job-seekers for employment. In some cases, job-seekers are being contacted directly, both by phone and e-mail. In other instances, these unauthorized individuals are placing advertisements for fake positions with both legitimate websites and fabricated ones. These individuals are typically promising high-paying jobs with the requirement that the job-seeker send money to pay for things such as visa applications or processing fees. Please be advised that Cornerstone Building Brands will never ask potential job-seekers for any sort of advance payment or bank account information as part of the recruiting or hiring process.

Job DescriptionSalary: Jet Excellence is a rapidly expanding private aviation company committed to delivering exceptional service, operational excellence, and a culture rooted in safety and empowered performance. With a growing national footprint and a diverse workforceincluding pilots, flight operations, maintenance teams, customer service professionals, and corporate staff Jet Excellence is building the next generation of high-performance aviation organizations. Website: ********************* Company Size: 150+ employees Position Location: Raleigh, NC Position Overview Jet Excellence is seeking a Human Resources Director to lead and manage all facets of human in a fast-paced, high-regulation aviation environment. This strategic role requires a strategic thinking who can navigate complex workforce needs, compliance requirements, and organizational scaling. The ideal candidate will have experience in aviation, transportation or other high-regulation industries and be capable of overseeing a diverse workforce that includes pilots, flight attendants, sales associates, maintenance personnel, and corporate staff. The Opportunity Shape HR for a High-Growth Business: Join a company redefining luxury air travel and strategically build its HR future. Direct Impact on Strategy: Influence critical decisions on workforce, engagement, talent, and organizational development within a dynamic industry. Lead a Unique, Diverse Workforce: Lead HR across an exciting mix of pilots, technical staff, and corporate professionals in a high-compliance setting. Scope of Responsibilities: Develop and implement HR strategies aligned with business goals and aviation regulatory requirements (e.g., FAA, EASA). Serve as a key advisor to the executive leadership team on workforce planning, organizational development, and talent strategy. Recruitment & Talent Management: Oversee recruitment, selection, and onboarding of pilots, aviation operations staff, and corporate professionals. Lead succession planning, performance management, and career development programs tailored to technical and service-oriented roles. Compliance & Risk Management: Ensure compliance with federal, state, and international labor laws, and FAA aviation-specific HR standards. Maintain up-to-date HR policies, procedures, and employee handbooks in accordance with FAA or relevant aviation authority guidelines. Culture & Employee Engagement: Foster a high-performance, safety-first culture across all departments. Create and promote Fly Alliance specific engagement programs. HR Operations & Analytics: Lead labor optimization and reporting for workforce analytics. Manage HR budgets and vendor relationships (e.g., insurance brokers, background check providers, training vendors). Minimum Candidate Qualifications: Bachelors degree in Human Resources, Business Administration, or related field (Masters degree is preferred). Minimum 10 years of HR experience, with at least 5 years in a senior HR leadership role. SHRM-SCP, SPHR, or equivalent certification is strongly preferred. Experience in aviation, aerospace, government entities, medical field or a high-compliance, service-based industry required. Strong knowledge of employment law, aviation-specific HR practices, and international workforce dynamics. Exceptional leadership, communication, and crisis management skills. Preferred Skills: Familiarity with FAA Part 91/135 operations and pilot scheduling systems. Experience with union or contractor-based pilot workforces. Proficiency with aviation training and safety management systems (SMS). Benefits: 12 Annual PTO Days 7 Paid Holidays Medical, Dental, Vision Insurance 401k, company matched Jet Excellence, LLC is an equal opportunity employer that provides equal employment opportunities (EEO).

Jet Excellence is a rapidly expanding private aviation company committed to delivering exceptional service, operational excellence, and a culture rooted in safety and empowered performance. With a growing national footprint and a diverse workforce-including pilots, flight operations, maintenance teams, customer service professionals, and corporate staff-Jet Excellence is building the next generation of high-performance aviation organizations. Website: ********************* Company Size: 150+ employees Position Location: Raleigh, NC Position Overview Jet Excellence is seeking a Human Resources Director to lead and manage all facets of human in a fast-paced, high-regulation aviation environment. This strategic role requires a strategic thinking who can navigate complex workforce needs, compliance requirements, and organizational scaling. The ideal candidate will have experience in aviation, transportation or other high-regulation industries and be capable of overseeing a diverse workforce that includes pilots, flight attendants, sales associates, maintenance personnel, and corporate staff. The Opportunity Shape HR for a High-Growth Business: Join a company redefining luxury air travel and strategically build its HR future. Direct Impact on Strategy: Influence critical decisions on workforce, engagement, talent, and organizational development within a dynamic industry. Lead a Unique, Diverse Workforce: Lead HR across an exciting mix of pilots, technical staff, and corporate professionals in a high-compliance setting. Scope of Responsibilities: Develop and implement HR strategies aligned with business goals and aviation regulatory requirements (e.g., FAA, EASA). Serve as a key advisor to the executive leadership team on workforce planning, organizational development, and talent strategy. Recruitment & Talent Management: Oversee recruitment, selection, and onboarding of pilots, aviation operations staff, and corporate professionals. Lead succession planning, performance management, and career development programs tailored to technical and service-oriented roles. Compliance & Risk Management: Ensure compliance with federal, state, and international labor laws, and FAA aviation-specific HR standards. Maintain up-to-date HR policies, procedures, and employee handbooks in accordance with FAA or relevant aviation authority guidelines. Culture & Employee Engagement: Foster a high-performance, safety-first culture across all departments. Create and promote Fly Alliance specific engagement programs. HR Operations & Analytics: Lead labor optimization and reporting for workforce analytics. Manage HR budgets and vendor relationships (e.g., insurance brokers, background check providers, training vendors). Minimum Candidate Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree is preferred). Minimum 10 years of HR experience, with at least 5 years in a senior HR leadership role. SHRM-SCP, SPHR, or equivalent certification is strongly preferred. Experience in aviation, aerospace, government entities, medical field or a high-compliance, service-based industry required. Strong knowledge of employment law, aviation-specific HR practices, and international workforce dynamics. Exceptional leadership, communication, and crisis management skills. Preferred Skills: Familiarity with FAA Part 91/135 operations and pilot scheduling systems. Experience with union or contractor-based pilot workforces. Proficiency with aviation training and safety management systems (SMS). Benefits: 12 Annual PTO Days 7 Paid Holidays Medical, Dental, Vision Insurance 401k, company matched Jet Excellence, LLC is an equal opportunity employer that provides equal employment opportunities (EEO).

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.

Come join our “Family” and be part of providing healthcare In the Community…For the Community. Carolina Family Health Centers, Inc. provides accessible and affordable health care with excellence…where patients come first. Regardless of an individual's ability to pay or their insurance status, we believe that EVERYONE deserves access to quality health care As a nonprofit, federally qualified health center (FQHC), we strive to meet the needs of our community and breakdown barriers that prevent individuals from seeking health care. Our service offering includes primary medical care, behavioral health, pharmacy and dental services in an integrated model that provides a comprehensive approach to care for our patients. Position Overview The Director of Human Resources (HR) manages day to day Human Resources operations at Carolina Family Health Centers, Inc. in Wilson, NC. This position serves as a focal point for employee relations, recruitment and retention, benefit administration, recordkeeping, and compliance with federal and state employment laws. This position reports to the Chief Operating Officer. THIS POSITION OFFERS A 40-HOUR WORKWEEK, NO WEEKENDS, FULL BENEFITS PACKAGE, 12 PAID HOLIDAYS, BI-WEEKLY PAY. Essential Tasks Benefits: Manage and coordinate all employee health insurance plan(s), open enrollment, and employee questions. Compensation: Manage the Wage/Salary Program by monitoring changes and updates, annually, performing market research, and applying cost of living increases within budget constraints and in accordance with company policy. Compliance: Manage and monitor the Employee Handbook and all human resources policies and procedures. Represent CFHC, Inc. in all unemployment hearings, EEOC actions and/or worker's compensation claims, under the authority of the Chief Executive Officer. Ensure compliance with all federal and state regulations; EEO, ADA, US and NC DOL Record Retention. Employee Relations: Manage the Corrective Action process and participate in corrective action counseling sessions. Coordinate and monitor the conflict resolution process. Manage all employee resignations and terminations. Manage and coordinate the employee Performance Evaluation Process. Recruitment: Manage the sourcing and screening process by reviewing applications and resumes, coordinate and participate in interviews, ensure compliance in obtaining, reviewing, and confirming satisfactory background check and drug screen results for selected candidates, and make all official job offers after obtaining proper approvals. Experience and Education Bachelor's or Master's degree in business, human resources, or related field. Minimum three years of related experience at a management level. Well organized and detail oriented with an ability to multi-task. Excellent time management, organizational, and communication skills. Ability to supervise staff. Professional in Human Resource Management (PHR), Senior Professional in Human Resources Management (SPHR), SHRM Certified Professional (SHRM-CP), or SHRM Senior Certified Professional (SHRM-SCP), preferred. Schedule Monday to Friday 8 AM - 5 PM 8-Hour shift In person Physical Requirements Individuals may need to sit or stand for long periods of time, occasional bending, stooping, lifting including of patients, reaching forward and overhead. May require walking primarily on a level surface for periods throughout the day. Proper lifting techniques and frequent computer work required. Must be able to travel freely in the local area; between clinics, hospitals, health departments, etc. Benefits 401(k) and match AD&D insurance Dental insurance Disability insurance Employee assistance program Flexible spending account Health insurance Life insurance Paid time off Holidays Vision insurance Job Type Full-time License/Certification (one/any preferred) Professional in Human Resource Management (PHR) Senior Professional in Human Resource Management (SPHR) SHRM Certified Professional (SHRM-CP) SHRM Senior Certified Professional Base Pay Overview The starting pay for this position is $85,280 annually. Please keep in mind that actual salary will vary based on various factors such as qualifications, skills, competencies, and proficiency for the role.

COME THRIVE WITH US! The Forest at Duke is seeking an experienced Director of Human Resources to lead our team and drive organizational excellence. For over 30 years, The Forest at Duke's team has provided a caring, responsible community that fosters the independence of residents of retirement age by enhancing their capability to lead purposeful, active, healthy and secure lives. As a Director of Human Resources and a Forest Team Member, you'll help support this mission by providing hands on HR leadership that enhances our team member experience while driving organizational excellence. What we're looking for in our next Team Member... Bachelor's degree required. Master's degree or advanced degree in Human Resources, Business Administration, or related field (preferred). Minimum 5+ years of progressive HR leadership experience in healthcare or senior living environments. PHR, SPHR, SHRM-CP, or SHRM-SCP certification required. Proven working HR Director who can define and sustain operational vision for comprehensive human resources excellence. Bi-lingual (preferred) Hands-on experience in recruitment, employee relations, performance management, and compliance. Strong communication and stakeholder engagement skills at all organizational levels. Experience in staff development and leadership training programs. Strategic thinking combined with operational execution abilities. Change management experience with cultural transformation initiatives. Community engagement and partnership building capabilities. Mission-driven commitment to healthcare and senior living excellence. Proficient in Microsoft Office Suite. If this sounds like you, then keep reading! What you're looking for in your next Employer... A beautiful campus and work environment filled with friendly people. Competitive salary reflecting working leadership responsibility. Comprehensive benefits package including health, dental, vision, and retirement planning. Partnership with experienced HR consultant for transition support and professional development. Opportunity to lead HR transformation with measurable impact during an exciting period of organizational growth. Mission-driven culture where your daily efforts directly support resident care and employee satisfaction. ...and so much more! If you've got what it takes to become one of our newest Team Members, we'd like to hear from you! The Forest at Duke is committed to equal employment opportunity without regard to race, color, sex, disability, religion, national origin, age, genetic information, gender, gender identity or any other class of unique or protected characteristics.

TALENT ACQUISITION MANAGER Are you a Recruiting Maverick! As our business continues to expand, we're excited to expand our Talent Acquisition Department - and we're looking for a dynamic Manager to join us on this journey. In this key role, you'll: Lead and collaborate on new and existing business initiatives, partnering closely with Business Development and Clients to design and build high-performing teams. Lead full cycle recruiting efforts, actively sourcing, and screening top talent while delivering a seamless and positive experience for candidates and hiring teams alike. Shape the future of our department, working together with the VP of Talent Acquisition to enhance strategies, streamline processes, and elevate our impact. If you're a strategic thinker who thrives in a fast-paced, growth-oriented environment - and you're passionate about connecting great talent with great opportunities - we'd love to meet you. To apply visit: View Openings & Apply Here Some additional highlights of responsibilities: Provide program oversight with planning and implementing successful recruitment strategies for new and existing business. Serve as a point of contact for inquiries from internal and external applicants. Assist in the coordination and facilitation of selection events, including participating in virtual, face-to-face interviews and assessment centers. Support the Talent Acquisition Department objectives to include but not limited to reducing time to fill, reducing costs per hire and diversity objectives. Proactively research job boards, associations and other mean to advertise any home office or field-based positions. Attend job fairs and college/university career fairs as needed remotely or in-person. Provide recruitment analytics for the business in order to aid in decision support, including, Time to Fill, Cost per Hire, Recruiting spend and others. Support Business Development in presentations, RFP's and proposals. Continually look for ways to streamline the recruiting process with systems or procedures. Other responsibilities as outlined in job description. Requirements and Skills: Bachelor's degree preferred. 2+ years of Recruiting Management experience. 4+ years of proven and successful Sr. Recruiting experience in pharmaceutical and/or biotechnology required. Strong leadership skills. Highly motivated individual with excellent interpersonal and communication skills. Excellent presentation skills. Strategic thinker. Outstanding organizational skills. Working knowledge or Microsoft Office and Applicant Tracking Systems. What We Offer At ImpactBio, we invest in your success with a compensation and benefits package designed to support your professional growth and personal well-being: Competitive base salary with 20% year-end company bonus plan based on performance Comprehensive Medical, Dental & Vision coverage 401K plan with company match to support your future Paid time off and holidays to help you recharge Ongoing professional development and growth opportunities A collaborative culture where your contributions make a visible impact The chance to be part of a high-performing team and organization with a diversified client portfolio. About ImpactBio At ImpactBio, we launch and scale teams differently-and it shows. We're trusted by top life sciences companies and known for our dedication to clients, employees, healthcare providers, and patients alike. Join us and be part of something that makes a real impact. Apply now: View Openings & Apply Here ImpactBio is an equal opportunity employer M/F/V/D. We appreciate your interest in our company, however; only qualified candidates will be considered.

The Talent Acquisition Lead is responsible for building and sustaining a predictable, scalable, and credible hiring engine that delivers qualified talent fast-without overpromising, compliance failures, or early-tenure attrition. This role exists to eliminate the most common recruiting failure in construction: "We filled the role, but the person wasn't ready-or didn't stay." You will ensure hiring reflects jobsite reality, mission-critical demands, and leadership expectations, not wishful thinking. You will lead a team of recruiters supporting all Gallo companies and locations. We are looking for someone that our employees want to work with who is entrepreneurial in spirit and loves what they do. If this sounds like you, let's talk! CORE RESPONSIBILITIES * Enterprise Talent Acquisition Strategy& Operations * Own end-to-end recruiting strategy across the company including * Translate workforce plans and backlog forecasts into recruiting capacity * Own recruiting systems, processes, and vendor relationships standardizing recruiting workflows while allowing field-level nuance * Own external agency strategy for all recruiting efforts including field staffing * Partner with Workforce & Mission-Critical Strategy to anticipate future needs-not just current requisitions * Ensure recruiters are: * Embedded with Operations * Aligned to regional needs * Measured on outcomes, not activity * Maintain compliance with hiring, background, and client requirements * Mission-Critical Hiring Execution * Ensure recruiting processes reflect mission-critical realities: * Schedule pressure * Client access requirements * Safety expectations * Skill scarcity * Build and maintain "ready-now talent pools" for high-risk roles * Reduce time-to-fill for mission-critical positions without degrading quality * Ensure candidates are screened honestly for pressure, travel, and expectations * Employer Branding * Own employer branding strategy and execution, with CHRO governance * Ensure messaging reflects: * Gallo's culture * Field reality * Mission-critical demands * Leadership expectations * Partner with Marketing for amplification-not authorship * Pressure-test all messaging against early-tenure outcomes through measurement * Early-Career Recruiting * Own early-career recruiting strategy, including: * Trade schools * Universities * Veteran pipelines * Apprenticeship programs * Internship programs (execution, not program ownership) * Partner with Workforce Development to ensure pipelines align to future demand * Hiring Manager Enablement * Train hiring managers and field leaders on: * Interviewing effectively * Setting honest expectations * Evaluating readiness for mission-critical work * Reduce hiring friction caused by inconsistent manager behavior * Ensure hiring decisions are defensible, consistent, and timely KEY OBJECTIVES (First 18-24 Months) * Hiring Effectiveness * Reduce time-to-fill for mission-critical and supervisory roles * Improve offer acceptance rates * Increase quality-of-hire as measured by early performance * Retention & Fit * Reduce 90-day and first-year turnover * Improve expectation alignment at hire * Decrease regretted attrition tied to poor hiring matches * Pipeline Strength * Build sustainable craft and mission-critical pipelines * Increase referral hiring from field employees * Improve intern and early-career conversion rates SUCCESS METRICS If hires stay, perform, and don't surprise the field, this role is working. * Time-to-fill (especially mission-critical roles) ↓ * Offer acceptance rate ↑ * 90-day and first-year attrition ↓ * Hiring manager satisfaction ↑ * Referral hire percentage ↑ About Gallo Mechanical Founded in 1945, Gallo Mechanical is a premier mechanical construction and service provider headquartered in New Orleans, bringing more than 80 years of experience delivering mission-critical HVAC and plumbing solutions across the Southeastern United States-from Houston to the Carolinas. Guided by its values of family, service, and performance, Gallo maintains an unwavering commitment to its people and proudly serves healthcare, hospitality, education, industrial, and high-tech markets with a strong focus on safety, quality, and customer satisfaction. Inclusive Employer Our number one focus will always be our people. Gallo Mechanical welcomes employees from varied backgrounds and walks of life, and it's reflected in our diverse community. Gallo Mechanical is proud to be an equal opportunity employer and is committed to administering personnel actions, including hiring, training, promoting and compensating its employees, without regard to race, color, religion, sex, sex stereotyping, pregnancy (which includes pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, citizenship status, sexual orientation, genetic information, or any other status protected by applicable law. In compliance with Federal and State equal employment opportunity laws, qualified applicants are considered for all positions without regard to race, color, religion, sex, national origin, age, marital status, veteran status, non-job related disability, or any other protected group status. 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Join us in Sanford as our next Director of People Services / Human Resources for a healthcare facility. The cute and walkable little town is found in Lee County, North Carolina. An enjoyable place to live, Sanford is known for its industrial center since it is the largest producer of brick and pottery products in the United States. Only a forty-minute drive to Raleigh, a two-hour drive to Charlotte and the beach, and a three-hour drive the Blue Ridge Mountains, Sanford is central to nearby large city centers and business hubs. Relaxing and quiet, Sanford is surrounded by tree-lined streets and parks, known for being both family friendly and outdoor adventurer paradise. People are our passion and purpose. Come work where you are appreciated for who you are not just what you can do. You will oversee and coordinate with over 100 physicians and more than 500 employees. The hospital offers a wide range of specialties, including cardiology, orthopedics, ophthalmology, general surgery, obstetrics, gynecology, emergency medicine, gastroenterology, hospitalist services, nephrology, hematology, urology, podiatry, pulmonary medicine, and wound care. Required Education: Bachelor's degree in business administration, human resources or degree with relevant work experience. Master's degree is preferred but not required. Required Experience: 1-3 years previous experience in human resources in a hospital or medical management setting is required 1-2 years previous supervisor experience is required

Thomas, Judy & Tucker (TJT), is a leading full-service CPA firm providing audit/attestation, taxation, and outsource accounting services to North Carolina and beyond for 35 years. Our firm has 19 partners and 275+ professionals with offices in Raleigh, Durham, Wilmington, and Cedar Point, North Carolina. Our employees establish collaborative and personalized relationships with our clients that has in turn allowed our firm to establish a reputation for excellence in the North Carolina business community. TJT serves privately held businesses from most major industries including real estate, construction, manufacturing, hospitality, restaurants, retail, non-profit agencies, and high net worth individuals. Inside Public Accounting recently recognized us as one of the Fastest Growing Firms nationally as well as one of the top 200 firms in the United States for 2025. As TJT's mission states, “The source of our strength is our people.” Our firm offers a collaborative working atmosphere where our employees become part of a cohesive client service team. We offer the technical resources and expertise of a large firm combined with the personal attention and service of a local firm. Thank you for considering opportunities with TJT! If you don't see an open position that aligns to your experience and interests, you can still share your profile with our Recruiting team. Joining our Talent Community will allow us to keep you informed of important news and announcements and ensures that our recruiters have all of your information as we continue our search for top talent. Should there be a fit, we will be in touch. Please share your resume with a brief description of your current interests with us and your preferred location (Raleigh, Durham, Emerald Isle, or Wilmington). Why TJT? The chance to work with owners and management of North Carolina's top middle-market companies and established family-owned businesses Supporting clients within the areas of hospitality, real estate, non-profit agencies, restaurants, manufacturing, and construction For tax and audit professionals, reasonable hour expectations during busy season and 36-hour/4-day work weeks during the slower times of the year A collaborative working atmosphere with a large team of experienced CPAs Remote and virtual work is an option for qualified candidates TJT Benefits Covered Health Insurance for Employees Flexible Paid Time Off (PTO) 36-hour/4-day work weeks during the slower times of the year for tax and audit professionals Dental, Vision, and Disability Insurance Automatic employer 401(k) Contribution Relocation assistance Parental Leave Opportunities to work a flexible schedule