Human resources business partner jobs in Greenville, SC - 47 jobs

PL Developments, also known as PLD, is a leading manufacturer, packager, and distributor of over-the-counter (OTC) pharmaceutical products and consumer healthcare goods. The Senior HR Manager serves as the strategic HR leader for PL Developments' South Carolina operations, overseeing HR functions for a workforce of approximately 600 employees and 80 temporary associates across manufacturing and distribution sites. This role ensures alignment of HR strategies with business objectives, drives organizational effectiveness, and provides leadership to a team of four HR professionals. While the HR Manager focuses on manufacturing site operations (onboarding, recruitment, HRIS workflows), the Senior HR Manager is accountable for overall HR leadership, compliance, employee relations at the manufacturing site, and guidance for HR practices at the distribution site. Work Schedule: Monday - Friday / 8am-5pm, additional hours as needed to support 24 hr operation. JOB QUALIFICATIONS: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 10+ years of progressive HR experience, including leadership roles manufacturing /distribution experience strongly preferred. Experience supporting 24/7 or multi-shift operations strongly preferred. SHRM-CP/SHRM-SCP or PHR/SPHR certification a plus. Strong knowledge of employment laws and HR best practices. Proven ability to lead teams, influence senior leaders, and manage change. Excellent communication, conflict-resolution, and coaching skills. Ability to balance strategic decision-making with hands-on HR execution. Strong analytical, organizational, and problem-solving abilities. Ability to manage multiple projects simultaneously. Willingness to work extended and flexible hours as needed. Will require travel to other SC facilities. Bilingual (English/Spanish) required. POSITION RESPONSIBILITIES: Strategic Leadership & Team Management Lead and develop the HR team, ensuring clear role accountability and fostering collaboration between manufacturing and distribution site HR leads. Partner with site leadership and corporate HR to design and implement HR strategies that support operational goals and workforce stability. Drive initiatives for succession planning, organizational design, and workforce optimization. Monitor HR metrics and analytics to identify trends and recommend improvements. Employee Relations & Termination Process Manufacturing Site: Own Employee Relations, including conducting investigations and executing HR approvals for disciplinary actions. Own the termination process, ensuring compliance and proper documentation, with support from the local HR team. Manage unemployment claim responses for terminated employees. Distribution Site: Provide guidance and support to the Sr. HR Generalist on employee relations matters, ensuring consistency with company standards. Act as the escalation point for complex issues across both sites. Champion engagement and retention programs to maintain a positive and inclusive workplace culture. Compliance & Policy Enforcement Enforce existing HR policies and procedures across both sites. Deliver training to managers and employees on policy compliance and best practices. Recommend policy improvements when gaps or opportunities are identified, collaborating with Corporate HR for approval and implementation. Support social compliance audits and partner with EHS to maintain a safe and compliant work environment. Talent & Performance Management Oversee performance review processes and coach managers on effective feedback and development planning. Identify skill gaps and implement training programs for leadership and high-potential employees. Support corporate-led HR initiatives (benefits, payroll, leave administration) at the site level. Cross-Site HR Operations Oversight Provide guidance and oversight for HRIS data integrity and workflow processes managed by the HR Manager. Ensure recruitment strategies align with temp-to-hire model and workforce planning needs. Actively engage with site leadership to maintain visibility and build strong relationships across both locations. PHYSICAL REQUIREMENTS: Primarily office work with occasional visits to the manufacturing area, using proper PPE. Lift up to 25 pounds occasionally. Climb stairs when needed. Sit for extended periods. Occasionally stoop, kneel, or crouch. Use hands and arms to reach for and handle objects. BENEFITS: PLD is a proud equal opportunity employer offering many corporate benefits, including: Medical and Dental Benefits Vision 401K with employer match Group Life Insurance Flex Spending Accounts Paid Time Off and Paid Holidays Tuition Assistance Corporate Discount Program Opportunities to Flourish Within the Company The EEO statement needs to be included in the detailed description... PL Developments is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. #HP1

Hours: 40 Pay Details: $115,440 - $173,160 USD TD is committed to providing fair and equitable compensation opportunities to all colleagues. Growth opportunities and skill development are defining features of the colleague experience at TD. Our compensation policies and practices have been designed to allow colleagues to progress through the salary range over time as they progress in their role. The base pay actually offered may vary based upon the candidate's skills and experience, job-related knowledge, geographic location, and other specific business and organizational needs. As a candidate, you are encouraged to ask compensation related questions and have an open dialogue with your recruiter who can provide you more specific details for this role. Line of Business: Human Resources Job Description: The Senior Manager, HR Contact Centre - North America oversee a large and significant multi-faceted operational function with overall accountability for providing strategic direction, guidance on a broad and diverse range of complex operational activities / analysis and/or specialized project support or services. This role provides strategic direction to a high-volume, multi-channel operation that supports employees across Canada and the U.S. with HR inquiries, programs, and processes. The role is responsible for ensuring an exceptional colleague experience, driving operational excellence, and enabling transformation as the organization evolves its HR service delivery model. Depth & Scope: Provides people management leadership by hiring the best talent, setting goals, developing staff, managing employee performance and compensation decisions, promoting teamwork and handling any/all disciplinary actions, as required Leads and inspires a large, diverse team of HR Contact Centre professionals, including Team and Group Managers, and Contact Centre Agents Oversees day-to-day service delivery across North America, ensuring consistent, accurate, and timely resolution of colleague inquiries; monitor performance against SLAs, KPIs, and colleague satisfaction measures; serve as senior escalation point for complex cases Executes on the annual business plan to deliver results aligned with business strategies Keeps abreast of emerging issues, trends, and evolving regulatory requirements and assesses potential impacts Embeds a culture of continuous improvement across the HR Contact Centres Leads root cause analysis on recurring issues and implement sustainable solutions Relentless focus on simplifying processes, reducing hand-offs, and improving service quality and how we deliver Leverages data, feedback, and insights to identify trends, eliminate pain points, and improve efficiency Partners with HR and Technology teams to implement next-generation service delivery tools (e.g., ServiceNow, Workday, AI-enablement) Champions self-service adoption, knowledge management, and digital-first solutions for TD Colleague and People Managers across North America Drives automation and digitization initiatives to enhance scalability and consistency Builds strong partnerships with HR COEs, Payroll, and Business HR teams to deliver seamless support across functions Provides reporting and insights to senior leadership on trends, risks, and opportunities Engages stakeholders to ensure alignment and support during change initiatives Fosters an inclusive, high-performance culture emphasizing colleague development, engagement, and recognition Coaches and mentors team leaders, building strong succession pipelines Models organizational values and reinforce a culture of service excellence Grows team expertise to align with business/enterprise demand and direction; assesses team skills and capabilities and continually looks for ways to provide and enhance the value delivered Education & Experience: Undergraduate degree 8+ years of progressive operations, contact center, or shared services leadership experience. Proven track record managing large teams (50+ FTEs) across multiple locations. Subject matter expertise for US Processes and regulatory requirements Strong experience in continuous improvement Deep knowledge of HR service delivery models, case management platforms, and Workday (would be an asset) Strong analytical skills; ability to interpret data, identify trends, and influence outcomes Exceptional communication, stakeholder management, and change leadership Bilingual (French or Spanish) considered an asset Physical Requirements: Never: 0%; Occasional: 1-33%; Frequent: 34-66%; Continuous: 67-100% Domestic Travel - Occasional International Travel - Frequent Performing sedentary work - Continuous Performing multiple tasks - Continuous Operating standard office equipment - Continuous Responding quickly to sounds - Occasional Sitting - Continuous Standing - Occasional Walking - Occasional Moving safely in confined spaces - Occasional Lifting/Carrying (under 25 lbs.) - Occasional Lifting/Carrying (over 25 lbs.) - Never Squatting - Occasional Bending - Occasional Kneeling - Never Crawling - Never Climbing - Never Reaching overhead - Never Reaching forward - Occasional Pushing - Never Pulling - Never Twisting - Never Concentrating for long periods of time - Continuous Applying common sense to deal with problems involving standardized situations - Continuous Reading, writing and comprehending instructions - Continuous Adding, subtracting, multiplying and dividing - Continuous The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required. The listed or specified responsibilities & duties are considered essential functions for ADA purposes. Who We Are: TD is one of the world's leading global financial institutions and is the fifth largest bank in North America by branches/stores. Every day, we deliver legendary customer experiences to over 27 million households and businesses in Canada, the United States and around the world. More than 95,000 TD colleagues bring their skills, talent, and creativity to the Bank, those we serve, and the economies we support. We are guided by our vision to Be the Better Bank and our purpose to enrich the lives of our customers, communities and colleagues. TD is deeply committed to being a leader in customer experience, that is why we believe that all colleagues, no matter where they work, are customer facing. As we build our business and deliver on our strategy, we are innovating to enhance the customer experience and build capabilities to shape the future of banking. Whether you've got years of banking experience or are just starting your career in financial services, we can help you realize your potential. Through regular leadership and development conversations to mentorship and training programs, we're here to support you towards your goals. As an organization, we keep growing - and so will you. Our Total Rewards Package Our Total Rewards package reflects the investments we make in our colleagues to help them and their families achieve their financial, physical and mental well-being goals. Total Rewards at TD includes base salary and variable compensation/incentive awards (e.g., eligibility for cash and/or equity incentive awards, generally through participation in an incentive plan) and several other key plans such as health and well-being benefits, savings and retirement programs, paid time off (including Vacation PTO, Flex PTO, and Holiday PTO), banking benefits and discounts, career development, and reward and recognition. Learn more Additional Information: We're delighted that you're considering building a career with TD. Through regular development conversations, training programs, and a competitive benefits plan, we're committed to providing the support our colleagues need to thrive both at work and at home. Colleague Development If you're interested in a specific career path or are looking to build certain skills, we want to help you succeed. You'll have regular career, development, and performance conversations with your manager, as well as access to an online learning platform and a variety of mentoring programs to help you unlock future opportunities. Whether you have a passion for helping customers and want to expand your experience, or you want to coach and inspire your colleagues, there are many different career paths within our organization at TD - and we're committed to helping you identify opportunities that support your goals. Training & Onboarding We will provide training and onboarding sessions to ensure that you've got everything you need to succeed in your new role. Interview Process We'll reach out to candidates of interest to schedule an interview. We do our best to communicate outcomes to all applicants by email or phone call. Accommodation TD Bank 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, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law. If you are an applicant with a disability and need accommodations to complete the application process, please email TD Bank US Workplace Accommodations Program at ***************. Include your full name, best way to reach you and the accommodation needed to assist you with the applicant process.

Lear For You We work hard for the people who work for us. We champion our teams. We foster collaboration, inclusion, respect and excellence. What we are trying to say is we want to be more for you. We are your path to a better career, a better future, and a better you. Our teams have invented groundbreaking technologies, flawlessly manufactured millions of products and earned a long list of awards. Year after year, we are one of the World's Most Admired Companies. Our teams are the secret to our success. They are empowered, inventive and inclusive. Passionate about their craft. Driven to succeed. Because we all understand that we must work together to win. Are you ready for a better career? A better future? We're Lear For You. PLANT HUMAN RESOURCES MANAGER DUNCAN, SOUTH CAROLINA - DUNCAN PLANT As a member of the Human Resources team, the Plant HR Manager will be responsible to manage the Lear Duncan Human Resources Department staff of a JIT seating plant., overseeing employee engagement, administration of hiring, retention and termination cycle, administrative systems and records, legal compliance, compensation, benefits deployment, and long-term staffing strategies. Responsibilities include development of personnel rules and regulation, pay and job classifications structure, annual compensation and benefits reviews and programs for employee training, safety, health team building and morale. The Role: Your work will include, but not be limited to: Direct the day-to-day activities of the Human Resource Department Sets policies for hiring and oversees adherence to EEOC and affirmative action programs and diversity goals set by the corporation Establishes policies that seek to increase retention rates and foster employee job satisfaction and high morale Lead employee engagement activities including workplace surveys, communication, and action planning Approves terminations while ensuring reasons are not arbitrary or discriminatory Oversees maintenance of accurate and complete personnel records. Ensures that rules concerning confidentiality and retention are followed Keeps abreast of legislation affecting human resources; trains management and monitors company policies to ensure compliance Oversees preparation of job descriptions and compensation programs. Seeks incentive programs that encourage excellent performance and increase retention rates Reviews benefits and tries to maximize job satisfaction while keeping the cost of the benefits package under control Works with top management to set long-term staffing goals and strategies Oversees training and safety programs in context of compliance with government regulation Salaried and hourly employee development Responsible for center wide human resources planning and development Provides functional guidance for administrative support needs Advantages of working at Lear in the Human Resources group: Exposure to senior leadership from both Operations and Human Resources Your Qualifications: Bachelor's degree in Business, HR or related field required Over five years of experience in human resources with increasing supervisory responsibilities, managing a HR team Experience working in a manufacturing setting supporting a diverse hourly population Strong generalist and plant HR managerial experience Thorough knowledge of laws affecting human resources administration Demonstrated management and organizational skills, demonstrated ability to manage multiple projects and priorities and strong analytical skills Ability to work effectively in a fast-paced high-volume manufacturing environment Must have Positive Employee Relations experience i.e., working with hourly employees, conducting investigations, and holding disciplinary hearings Ideally someone with leadership and strategic management of workforce Robust understanding of applicable computer systems, such as Microsoft Office Suite and HRIS Workers' compensation knowledge Effective oral and written communication Bonus If You Have: Master's Degree in Human Resources PHR/SPHR certification Previous experience working in an JIT automotive plant Lear Corporation is an Equal Opportunity Employer, committed to a diverse workplace. Applicants must submit their resume for consideration using our applicant tracking system. Due to the high volume of applications received, only candidates selected for interviews will be contacted. Candidates must be legally authorized to work in the United States without sponsorship. Unsolicited resumes from search firms or employment agencies, or similar, will not be paid a fee and will become the property of Lear Corporation.

Description: Job Purpose: The Human Resources Business Partner will focus on aligning HR initiatives with business objectives. The main responsibility of the HRBP is to consult managers and employees to provide guidance and solutions on various HR matters, for an assigned customer group. The HRBP will work closely with operations team to develop and implement HR strategies, policies, and programs that support the overall goals for the organization. The HRBP will implement HR best practices to foster a positive organizational culture, and drive performance and growth. Duties and Responsibilities: Build strong relationships with business leaders and act as a trusted advisor both with internal and external customers. Provide guidance and support on employee relations, talent development, employee engagement and retention, and performance management. Assess and support organizational workforce initiatives. Collaborate with the Talent Acquisition team, including helping managers to scope out roles and create job descriptions, as needed. Partner with Project Managers on yearly reviews, pay increases, promotions, and other job changes. Lead and advise Project Managers on employee terminations to ensure consistency and compliance, including sending state-required termination processes and exit interview forms via email. Coordinate with Project Managers to ensure incident reports are completed immediately after any workplace accident or injury. Review reports for completeness and accuracy. Serve as the first point of contact for all leave of absence and workers' compensation. Partner with Project Manager to gather all required documentation, ensure forms are complete, and forward the full packet to the HR Generalist for processing. Develop and implement HR policies and procedures in compliance with local labor laws and regulations. Conduct coaching sessions for managers and employees on various HR topics. Keep skills up to date on HR best practices and industry trends. Maintain up to date HR processes on HR Process Template. Review HR processes once a quarter. Collaborate closely with HR Generalist and Payroll to ensure smooth coordination between administrative HR functions (onboarding, record-keeping, status changes, etc.) and business-partner activities. Maintain confidential and well-organized employee documentation, ensuring timely submission of all required HR forms and supporting materials. Other duties as assigned. Requirements: Minimum Qualifications: A bachelor's degree in human resources, business administration, or related field. Minimum 5-7 years of experience in Human Resources, preferably supporting remote client groups in multiple locations/states as an HR Business Partner. Strong understanding of HR policies and procedures, multi-state employment law experience is a plus. Effective communication and presentation skills. Ability to maintain confidentiality and handle sensitive issues professionally. Demonstrated leadership skills and strategic thinking. Collaboration and Teambuilding skills. Excellent interpersonal and conflict resolution skills. Preferred Qualifications: HR Certification (PHR or SHRM-CP) Automotive experience HRIS, Time & Labor and Payroll experience, Paylocity preferred Proactive problem solver Working conditions: This position works in an open office environment with quarterly (15-25%) travel as required.

Are you interested in making a difference and impacting the lives of our Nation's Heroes? Come Work With America's Heroes Where it is Our Honor to 'Serve Those Who Served!' Apply to HMR Veteran's Services! Benefits Include 401(k) matching Medical, Dental, and Vision Insurance (Health Insurance) Employee Assistance Program PTO (Paid Time Off) Paid Maternity Leave Tuition Assistant Program Free Life Insurance* And Much, Much More! Purpose The HR Business Partner is responsible for overseeing the Human Resources function in accordance with current applicable federal, state, and local standards, guidelines, and regulations to ensure that quality personnel are interviewed, trained, and employed. Qualifications High school diploma and at least five (5) years of personnel or HR experience; College degree or HR Certification (I.e., SHRM-CP, PHR) highly preferred. Understanding of various HR functions (employee relations, employment law, Workers' Compensation, unemployment, recruiting, and onboarding). Demonstrated leader/multi-tasker, communication skills, and ability to work effectively with staff, residents, families, and external agencies. Ability to exercise sound judgment, maintain confidentiality, and manage sensitive personnel matters. Proficiency in Microsoft Word, Excel, and PowerPoint, with strong organizational and multitasking skills. Essential Functions Support and implement HR policies, procedures, and regulatory compliance for the facility. Manage recruitment, hiring, onboarding, credentialing, and employment eligibility processes. Maintain accurate personnel records, payroll documentation, attendance records, and disciplinary files. Oversee Workers' Compensation and unemployment claims and coordinate with appropriate agencies. Provide orientation, training support, policy interpretation, and foster positive employee relations. Schedule Fully onsite, including some weekends, evenings, and Holidays.

We are seeking a personable, human resources business partner to join our organization. In this position, you will primarily act as a consultant for company management on all issues related to human resources. You should be a proactive communicator and change agent, someone who can successfully balance employee needs with business objectives to create integrated solutions. HRBP duties include extensive employee relations skills, problem solving, conflict resolution and coaching. They will partner with Inside Sales leadership in developing a culture supportive of company values. Develop communication, recognition, and rewards to drive employee engagement. RESPONSIBILITIES Responsible for Employee Relations and Manager Interface for the needs of the Company. Coordinate orientation, training, and on-boarding to ensure consistent new hire experience. Coordinate with L&D to address organization development needs and facilitate any one on one or custom needs as determined or discussed by Dept. Manager. Assess and coach to achieve maximum performance in support of a positive customer experience Manage talent acquisition process, including job profile development and candidate assessment, including job fairs and campus recruiting events. Develop and support positive and proactive employee relations programs, maintain good communications and working relationships with employees and managers. Assist benchmarking analysis, recommendations for new hires, promotions, transfers, and merit plan documentation as needed. Vary schedule to ensure availability to all employees as needed to address issues and concerns. Coordinate performance management and PIP development and follow-up. Understand incentive plans and educate employees on plan administration. QUALIFICATIONS Minimum Job Qualifications: Bachelor's degree; Master's degree preferred 3-5 years of experience in Human Resources with previous exposure to learning and development or equivalent practical experience required Must be proficient in MS word, Excel, PowerPoint, Access, and Outlook Preferred Qualifications: Should have a thorough understanding of human resources principles. Required work in an office environment, including extensive computer and telephone use. Must be able to clearly communicate with employees and applicants, both verbally and in writing to present a professional image of the company. Must be willing to work flexible hours and occasional travel. Proven experience working in a fast-paced customer contact center supporting a high energy Inside Sales team EDUCATION AND CERTIFICATIONS Bachelor's degree; Master's degree preferred

HR Manager - Technical R&D Operations Full-time Our client is expanding their research and development operations in Anderson, SC and is looking for an engaging HR Manager to support engineers, scientists, and technical professionals driving innovation. This role is designed for an HR leader who prefers to be on the floor, in the meetings, and involved in the work, not operating from the sidelines. If you enjoy partnering closely with technical leaders, shaping talent strategies from the ground up, and building people programs that support innovation, this role offers the visibility and ownership to do exactly that. This is an immediate, direct hire opportunity. Salary: $100,000 - $115,000 per year (based on experience) Benefits: Medical, Dental, and Vision Insurance 401(k) with Company Match Paid Vacation Annual Bonus Opportunity Company-Paid Short-Term and Long-Term Disability What Youll Do As the HR Manager, you will act as the primary HR presence for the R&D site-supporting talent acquisition, employee development, and day-to-day HR operations while helping leadership scale a growing technical organization. This is a highly collaborative role requiring comfort working alongside engineering and R&D leadership in a fast-moving, idea-driven environment.

Motus Integrated Technologies is seeking an experienced and strategic Senior HR Manager (also know as HR Operations Leader) to lead HR operations and drive people strategy at our Spartanburg, SC plant. This individual will serve as the senior HR leader onsite, partnering closely with Plant Operations leadership and the CHRO to align human capital initiatives with business objectives. The HR Operations Leader will provide leadership in talent management, organizational effectiveness, and workforce planning while fostering a high-performance culture that reflects Motus' values. Key Responsibilities The HR Operations Leader serves as the strategic HR leader for the Spartanburg plant, partnering with Operations leadership and the CHRO to align people strategies with business goals. This role drives organizational effectiveness through workforce planning, talent development, and succession management while fostering a culture of engagement, accountability, and continuous improvement. The HR Operations Leader leads recruitment for key roles, develops HR capability, and ensures consistent application of company policies and compliance with all employment laws. Acting as a key advisor and mentor, this leader oversees compensation practices, employee relations, and HR operations to support Motus' commitment to its people and operational excellence. Minimum Skills and Experience Required Education & Experience: * Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred) * 8+ years of progressive HR experience, including at least 3 years in a manufacturing or industrial environment * Proven experience leading HR strategy in a plant or multi-site manufacturing operation Skills & Competencies: * Strong business acumen with the ability to align HR strategy to operational goals * Excellent leadership, communication, and interpersonal skills * Culture Ambassador * Demonstrated ability to influence and build partnerships with senior leadership * In-depth knowledge of employment law and compliance * Proficiency with HRIS systems and data-driven decision-making Who We Are Motus Integrated Technologies is a dynamic, half-billion-dollar global leader in manufacturing high-quality headliners, interior trim, and fiber solution products for the automotive industry. Headquartered in Holland, Michigan, Motus operates advanced manufacturing facilities across North America (U.S. and Mexico) and maintains a global presence with over 20 entities worldwide. Motus is part of the Atlas Holdings portfolio, an industrial holding company based in Greenwich, Connecticut. Motus offers a vibrant working environment where innovation and forward-thinking are at the forefront of what we do. If you are eager to contribute to our legacy and drive meaningful change, we would love to hear from you. Motus is an Equal Opportunity Employer. #HROPERATIONSLEADER

Please do not respond to direct messages with your personal information. All job applications and your sensitive, personal information should only be submitted via our official job platform. Job Title: Human Resource Manager (onsite) Location: US-GA-Greenville FLSA: Exempt #LI-Onsite Job Overview: This position requires you to act as a change agent while driving organizational effectiveness through talent management acquisition, leadership development, employee engagement, diversity and inclusion, employee relations and compliance. This key role will provide sound guidance and counsel to functional leaders charged with managing and developing their teams. The HR Manager will serve as a trusted advisor charged with leading employee relations activities, including corrective counseling, workplace investigations, full cycle recruiting and other related duties as assigned. In this role, you will use analytics, expertise and workforce trends to influence decisions that drive and improve organizational culture, processes & programs Job Responsibilities: Partner with the HR Directors in the formation and rollout of HR initiatives. Lead, support and role model change initiatives Identify and communicate risks, issues and potential solution strategies along with providing status updates to HR Director and senior leadership Work collaboratively with the management team on employee relations' issues, corrective action, performance management, and terminations; act as an associate advocate when appropriate to meet company goals and objectives. Provide leadership and support to leaders and associates on policy interpretation and other employee relations matters, including, but not limited to: Performance Management, Internal Investigations and Training Train a variety of development classes, including, but not limited to: Interviewing and Selection, Conflict Resolution, Managing Positive Employee Relations, and Code of Conduct Champion, execute and monitor the effectiveness of corporate programs and initiatives Cultivate internal talent, participate in key role promotional decisions Consult with leadership to develop plans to promote an inclusive environment that is engaging, enabling and energizing, and one where our associates can thrive Make contributions that develop and sustain a workplace that mirrors our culture Lead investigations, prepare summaries and make recommendations with a sense of urgency, ensuring comprehensive resolutions Union Avoidance: Develop and implement strategies to maintain a union-free workplace. Conduct training sessions for management and employees on union avoidance techniques and labor laws. Review and apply all federal, state, and local laws in conjunction with Safe-Guard policies and procedures Participate in and/or manage various projects as assigned Initiates background checks and work with background screening vendor as required. Interface confidently with Hiring Managers to discern hiring needs, craft/customize Job Participates in company sponsored recruiting events including job fairs, Work Source fairs, and related recruiting events. The above statements are intended only to describe the general nature of the job and should not be construed as an all-inclusive list of position responsibilities. Job Requirements: Bachelor's degree required; Master's degree preferred SHRM or HRCI Certification(s) preferred 7+ years of progressive Human Resources experience in more than one facet of HR preferred relevant experience will be considered call center experience a plus Demonstrated knowledge of the following areas of HR Management, employee relations, compensation, benefits, workforce development, etc. Strong problem-solving and influencing skills, a hands-on approach in working with line management, and the ability to work independently in a dynamic environment Creative, independent self-starter who excels in a fast-paced environment Agile and quick learner enjoys collaborative projects and continuous education Ability to understand the business operations from a strategic and tactical perspective Must be a confident communicator, (including written, and verbal skills) and able to effectively champion ideas, influence, and present to Leadership Ability to effectively manage multiple projects with competing priorities, diverse audiences and challenging environments Sound understanding and knowledge of employment law and regulatory compliance issues (deeper knowledge required for certain states, such as CA, MA, etc.) Canadian employment law experience a plus General understanding of compensation administration, benefits administration, and recruiting functions Demonstrated ability to manage a project to successful execution Ability to work independently Proactive problem-solver Must possess a high level of honesty, integrity, and ethics Ability to travel as necessary (approximately 10%), work the required schedule, work at the specific location required Excellent and demonstrated Employee Relations skillset A positive attitude, strong sense of accountability and responsibility. A commitment to customer service and organizational values. Takes initiative when warranted while demonstrating sound judgment and discretion. Drives to continually improve self and organization. Must be authorized to work in the U.S Must be able to successfully pass a background check Company Benefits: Medical, Dental, and Vision Insurance Flexible Spending Account Health Savings Account 401(k) Plan with Company Match Company-paid Short-Term and Long-Term Disability Company-paid Life Insurance Paid Holidays and Vacation Employee Referral Program Employee Assistance Program Wellness Programs Paid Community Service Opportunities Tuition Reimbursement Ongoing Training & Personal Development And More! About Safe-Guard Products International: Safe-Guard serves Original Equipment Manufacturers (OEMs), top retailers, and independent agents in the automotive finance and insurance industry with the leading Protection Products Platform. Our platform delivers innovative protection products and solutions that protect consumers from the perils of ownership, while providing Finance &Insurance professionals the tools to ignite scalable and sustainable business growth. Safe-Guard's success is driven by over 850 employees, who serve more than 12,000 dealers and support contract holders across the U.S. and Canada. For 30 years and counting, our team continues to transform the motor vehicle space, earning a stellar reputation from our partners and peers by providing: 1) the highest quality protection products in the industry, 2) a broad platform of branded product, technology, marketing, and training solutions, and 3) an unwavering commitment to uncomplicated care and customer service. Safe-Guard Products International is an equal opportunity employer and gives consideration for employment to qualified applicants without regard to age, race, color, religion, creed, sex, sexual orientation, gender identity or expression, national origin, marital status, disability or protected veteran status, or any other status or characteristic protected by federal, state, or local law.

The Human Resources Manager position is responsible for planning, organizing, directing, and evaluating the operations of human resources and personnel departments, develops and implements policies, programs and procedures regarding human resource planning, recruitment, training and development, occupation classification and pays and benefit administration. Performance Expectations Annually review compensation plan to ensure internal/external equity. Review and update job descriptions as needed. Perform job analysis to create new job categories. Review and monitor performance evaluation process ensuring 100% reviews completed on time. Recruit for all open positions both internally and externally to fill vacant positions. Conduct exit interviews. Establish and maintain department records, policies, procedures and reports. Design, develop and implement new company policies, procedures, and reports. Administer all benefit plans for all employees. Coordinate apprenticeship and training program. Calculate Employee Leg Stepping Stool results. Oversee and track all corrective counseling and documentation. Represent organization at personnel related hearings and investigations. Plan and organize employee functions as needed. Prepare reports and recommend procedures to reduce absenteeism, turnover and work-related injuries. Ensuring adherence to all policies, procedures, and applicable legislative requirements. Other duties assigned as needed. Credentials Post-Secondary Education in Human Resources or related discipline. Minimum five years of progressive Human Resources exposure. Senior Professional in Human Resources (SPHR) certification considered an asset. Desired Characteristics Participation in continuous improvement programs. Possess strong influential and guidance skills. Excellent written and verbal communication skills. Working Conditions Able to work in varying temperatures inside of the facility. Able to work a flexible schedule which may include first, second, and/or third hours and weekends. Able to move throughout all areas of the plant as required to perform duties. Visual ability with or without correction. Able to spend 25% of time on the production floor in a manufacturing environment and 75% of the time in the office. What Linamar Has to Offer Competitive Compensation Employee Benefits package includes but not limited to, Medical, Dental, Vision and 401k etc. Opportunities for career advancement. Sustainability Counsel Community based outreach supporting both local and global initiatives and charities. Discounts for local vendors and events, including auto supplier discounts. About Us Linamar Corporation is a Canadian diversified global manufacturing company of highly engineered products across global industries & markets. From the entrepreneurial seeds planted by our dynamic founder to the support provided along the way, all Linamar employees are poised for success in this fast-paced and rapidly growing environment. With access to the tools, you need to succeed, you will make an impact along with other motivated and engaged people.

Greenville, South Carolina, United States of America **Hours:** 40 **Pay Details:** $115,440 - $173,160 USD TD is committed to providing fair and equitable compensation opportunities to all colleagues. Growth opportunities and skill development are defining features of the colleague experience at TD. Our compensation policies and practices have been designed to allow colleagues to progress through the salary range over time as they progress in their role. The base pay actually offered may vary based upon the candidate's skills and experience, job-related knowledge, geographic location, and other specific business and organizational needs. As a candidate, you are encouraged to ask compensation related questions and have an open dialogue with your recruiter who can provide you more specific details for this role. **Line of Business:** Human Resources **Job Description:** The Senior Manager, HR Contact Centre - North America oversee a large and significant multi-faceted operational function with overall accountability for providing strategic direction, guidance on a broad and diverse range of complex operational activities / analysis and/or specialized project support or services. This role provides strategic direction to a high-volume, multi-channel operation that supports employees across Canada and the U.S. with HR inquiries, programs, and processes. The role is responsible for ensuring an exceptional colleague experience, driving operational excellence, and enabling transformation as the organization evolves its HR service delivery model. **Depth & Scope:** + Provides people management leadership by hiring the best talent, setting goals, developing staff, managing employee performance and compensation decisions, promoting teamwork and handling any/all disciplinary actions, as required + Leads and inspires a large, diverse team of HR Contact Centre professionals, including Team and Group Managers, and Contact Centre Agents + Oversees day-to-day service delivery across North America, ensuring consistent, accurate, and timely resolution of colleague inquiries; monitor performance against SLAs, KPIs, and colleague satisfaction measures; serve as senior escalation point for complex cases + Executes on the annual business plan to deliver results aligned with business strategies + Keeps abreast of emerging issues, trends, and evolving regulatory requirements and assesses potential impacts + Embeds a culture of continuous improvement across the HR Contact Centres + Leads root cause analysis on recurring issues and implement sustainable solutions + Relentless focus on simplifying processes, reducing hand-offs, and improving service quality and how we deliver + Leverages data, feedback, and insights to identify trends, eliminate pain points, and improve efficiency + Partners with HR and Technology teams to implement next-generation service delivery tools (e.g., ServiceNow, Workday, AI-enablement) + Champions self-service adoption, knowledge management, and digital-first solutions for TD Colleague and People Managers across North America + Drives automation and digitization initiatives to enhance scalability and consistency + Builds strong partnerships with HR COEs, Payroll, and Business HR teams to deliver seamless support across functions + Provides reporting and insights to senior leadership on trends, risks, and opportunities + Engages stakeholders to ensure alignment and support during change initiatives + Fosters an inclusive, high-performance culture emphasizing colleague development, engagement, and recognition + Coaches and mentors team leaders, building strong succession pipelines + Models organizational values and reinforce a culture of service excellence + Grows team expertise to align with business/enterprise demand and direction; assesses team skills and capabilities and continually looks for ways to provide and enhance the value delivered **Education & Experience:** + Undergraduate degree + 8+ years of progressive operations, contact center, or shared services leadership experience. + Proven track record managing large teams (50+ FTEs) across multiple locations. + Subject matter expertise for US Processes and regulatory requirements + Strong experience in continuous improvement + Deep knowledge of HR service delivery models, case management platforms, and Workday (would be an asset) + Strong analytical skills; ability to interpret data, identify trends, and influence outcomes + Exceptional communication, stakeholder management, and change leadership + Bilingual (French or Spanish) considered an asset **Physical Requirements:** Never: 0%; Occasional: 1-33%; Frequent: 34-66%; Continuous: 67-100% + Domestic Travel - Occasional + International Travel - Frequent + Performing sedentary work - Continuous + Performing multiple tasks - Continuous + Operating standard office equipment - Continuous + Responding quickly to sounds - Occasional + Sitting - Continuous + Standing - Occasional + Walking - Occasional + Moving safely in confined spaces - Occasional + Lifting/Carrying (under 25 lbs.) - Occasional + Lifting/Carrying (over 25 lbs.) - Never + Squatting - Occasional + Bending - Occasional + Kneeling - Never + Crawling - Never + Climbing - Never + Reaching overhead - Never + Reaching forward - Occasional + Pushing - Never + Pulling - Never + Twisting - Never + Concentrating for long periods of time - Continuous + Applying common sense to deal with problems involving standardized situations - Continuous + Reading, writing and comprehending instructions - Continuous + Adding, subtracting, multiplying and dividing - Continuous The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required. The listed or specified responsibilities & duties are considered essential functions for ADA purposes. **Who We Are:** TD is one of the world's leading global financial institutions and is the fifth largest bank in North America by branches/stores. Every day, we deliver legendary customer experiences to over 27 million households and businesses in Canada, the United States and around the world. More than 95,000 TD colleagues bring their skills, talent, and creativity to the Bank, those we serve, and the economies we support. We are guided by our vision to Be the Better Bank and our purpose to enrich the lives of our customers, communities and colleagues. TD is deeply committed to being a leader in customer experience, that is why we believe that all colleagues, no matter where they work, are customer facing. As we build our business and deliver on our strategy, we are innovating to enhance the customer experience and build capabilities to shape the future of banking. Whether you've got years of banking experience or are just starting your career in financial services, we can help you realize your potential. Through regular leadership and development conversations to mentorship and training programs, we're here to support you towards your goals. As an organization, we keep growing - and so will you. **Our Total Rewards Package** Our Total Rewards package reflects the investments we make in our colleagues to help them and their families achieve their financial, physical and mental well-being goals. Total Rewards at TD includes base salary and variable compensation/incentive awards (e.g., eligibility for cash and/or equity incentive awards, generally through participation in an incentive plan) and several other key plans such as health and well-being benefits, savings and retirement programs, paid time off (including Vacation PTO, Flex PTO, and Holiday PTO), banking benefits and discounts, career development, and reward and recognition. Learn more (*************************************** **Additional Information:** We're delighted that you're considering building a career with TD. Through regular development conversations, training programs, and a competitive benefits plan, we're committed to providing the support our colleagues need to thrive both at work and at home. **Colleague Development** If you're interested in a specific career path or are looking to build certain skills, we want to help you succeed. You'll have regular career, development, and performance conversations with your manager, as well as access to an online learning platform and a variety of mentoring programs to help you unlock future opportunities. Whether you have a passion for helping customers and want to expand your experience, or you want to coach and inspire your colleagues, there are many different career paths within our organization at TD - and we're committed to helping you identify opportunities that support your goals. **Training & Onboarding** We will provide training and onboarding sessions to ensure that you've got everything you need to succeed in your new role. **Interview Process** We'll reach out to candidates of interest to schedule an interview. We do our best to communicate outcomes to all applicants by email or phone call. **Accommodation** TD Bank 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, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law. If you are an applicant with a disability and need accommodations to complete the application process, please email TD Bank US Workplace Accommodations Program at *************** . Include your full name, best way to reach you and the accommodation needed to assist you with the applicant process. Federal law prohibits job discrimination based on race, color, sex, sexual orientation, gender identity, national origin, religion, age, equal pay, disability and genetic information.

The People Technology Leader is a leader in the Enterprise Technology Solutions (ETS) workgroup, part of the Technology & Innovation (T&I) integrated workgroup (IWG). ETS delivers enterprise technology solutions for DPR and its Integrated Entities. This Leader is a strategic and operational leader responsible for developing and executing the technology roadmap that supports the organization's People strategy. This role oversees the evaluation, implementation, optimization, and governance of all People technology which includes HRMS, HCM, LMS, and related enterprise systems. The Leader ensures People technology solutions are scalable, secure, user-centric, and aligned to business objectives, enabling efficient processes, data-driven decision making, and exceptional employee experience. The Leader works with other departments in ETS and across T&I and various stakeholders in the business to support the delivery of technology services in the organization. This role is remote and open to candidates in the continental United States. This role requires occasional travel for meetings up to 15% of the time. Responsibilities: Administrative Financial Management o Manage the Department's budget to include accurate and timely forecasting and resource allocation to support DPR, integrated workgroup, and T&I projects. o Exercise sound judgement on how the Department is spending money. o Ensure team meets deadlines for accounting activities including coding/review of invoices, entering timecards, submitting expense reports, and related activities. Vendor Management o Manage vendors that support the Department. o Manage contract renewals. Coordinate with Risk Management to review contracts and their terms & conditions and service level agreements (SLAs). Ensure contracts are right sized to support usage, growth, and priorities. o Ensure that DPR Intellectual Property is protected in negotiations, contracts, and discussions with external parties. Collaboration Collaborate with leaders in HR and other People functions to ensure People systems support their organizational priorities. Collaborate with other T&I leaders on opportunities and challenges to enhance our service delivery. Communicate resource gaps and identify opportunities to share resources across the teams. Ensure relevant information is shared with appropriate levels of your team. DPR Construction is a forward-thinking, self-performing general contractor specializing in technically complex and sustainable projects for the advanced technology, life sciences, healthcare, higher education and commercial markets. Founded in 1990, DPR is a great story of entrepreneurial success as a private, employee-owned company that has grown into a multi-billion-dollar family of companies with offices around the world. Working at DPR, you'll have the chance to try new things, explore unique paths and shape your future. Here, we build opportunity together-by harnessing our talents, enabling curiosity and pursuing our collective ambition to make the best ideas happen. We are proud to be recognized as a great place to work by our talented teammates and leading news organizations like U.S. News and World Report, Forbes, Fast Company and Newsweek. Explore our open opportunities at ********************

HR Generalist / Manager in Spartanburg, SC Compensation $90,000 - $100,000+, with flexibility depending on experience About the Role We're looking for an experienced HR Generalist/Manager to lead day-to-day HR operations and support our employees and leadership team. This role owns the full HR function, from recruiting and onboarding to employee relations, benefits, and compliance. This role is with a Manufacturing company so any experience working within engineering or manufacturing company will be a big plus. What You'll Do Lead full-cycle recruiting and new-hire onboarding Serve as a trusted resource for employee relations and HR guidance Manage compensation, benefits, and performance programs Develop and maintain HR policies, procedures, and employee handbook Ensure compliance with EEO and employment regulations Maintain HR records, reports, and organizational documents Partner with leadership to improve HR processes and employee engagement What We're Looking For 5+ years of progressive HR experience Bachelor's degree or equivalent experience PHR/SPHR certifications are a plus Experience with HRIS and benefits administration systems Strong communication, organization, and problem-solving skills Why This Role High-impact, hands-on HR leadership position Opportunity to shape HR processes and company culture Direct partnership with executive leadership Interested? If you are interested in this opportunity, please apply or send your resume to sgwinner@selectek.net to discuss this opportunity in greater detail or you can call me at 678-802-6621.

The HR Director will lead the strategic and operational functions of human resources within our medical practice. This role oversees recruitment, employee relations, performance management, benefits administration, compliance, and staff development. The HR Director partners with leadership to foster a positive workplace culture, ensure regulatory compliance, and support the practice's mission of providing exceptional patient care. Requirements Key Responsibilities Strategic Leadership Develop and implement HR strategies aligned with the medical practice's goals and objectives. Advise leadership on organizational design, workforce planning, and change management. Talent Acquisition & Retention Oversee full-cycle recruitment, onboarding, and retention strategies for clinical and administrative staff. Partner with department heads to identify staffing needs and develop pipelines for hard-to-fill roles. Employee Relations Serve as a trusted advisor for staff and management regarding workplace issues, conflict resolution, and performance improvement. Promote a positive and inclusive workplace culture. Compliance & Risk Management Ensure HR practices comply with federal, state, and local labor laws, as well as healthcare-specific regulations (HIPAA, OSHA, etc.). Maintain employee records in compliance with legal and accreditation requirements. Compensation & Benefits Oversee administration of compensation structures, payroll, and benefits programs. Conduct periodic benchmarking to remain competitive in the healthcare sector. Training & Development Develop professional development programs, continuing education initiatives, and leadership training. Coordinate compliance-related training (HIPAA, workplace safety, harassment prevention). HR Operations Direct HR team operations, including HRIS management, reporting, and analytics. Implement policies and procedures that improve efficiency and employee satisfaction. QualificationsEducation & Experience Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field (Master's preferred). 5+ years of progressive HR experience, including at least 3 years in a leadership role. Prior experience in healthcare, medical practice, or a regulated industry strongly preferred. Certifications Professional HR certification strongly preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR). Knowledge & Skills Strong knowledge of federal and state labor laws, healthcare compliance regulations, and best HR practices. Excellent interpersonal and communication skills; ability to build trust across all levels of staff. Proven ability to handle sensitive and confidential information with integrity. Demonstrated leadership, organizational, and conflict resolution skills. Proficiency with HRIS systems, Microsoft Office Suite, and payroll/benefits platforms. Work Environment Full-time, on-site leadership role within an office setting

Prysmian is the world leader in the energy and telecom cable systems industry. Each year, the company manufactures thousands of miles of underground and submarine cables and systems for power transmission and distribution, as well as medium low voltage cables for the construction and infrastructure sectors. We also produce a comprehensive range of optical fibers, copper cables and connectivity for voice, video and data transmission for the telecommunication sector. We are 30,000 employees, across 50+ countries. Everyone at Prysmian has the potential to make their mark; because whatever you do, wherever you are based, you will be part of a company that is helping transform the world around us. Strategic HR Leader - Manufacturing Drive Culture. Lead Through Change. Make an Impact. WHY JOIN US? This is more than an HR role-it's a leadership opportunity for someone who thrives in dynamic environments and wants to shape the future of a growing organization. You'll have the autonomy to lead, the visibility to influence, and the support to make a lasting impact. BENEFITS At Prysmian Group, we believe in supporting our employees both professionally and personally. We offer a competitive compensation package that includes comprehensive health insurance, retirement savings plans, paid parental leave, and access to an Employee Assistance Program (EAP). Our team also enjoys exclusive employee discounts, wellness initiatives, and other perks designed to enhance your work-life balance. Join us and experience a workplace that values your well-being and growth. COMPANY OVERVIEW Prysmian is the world leader in the energy and telecom cable systems industry. Each year, the company manufactures thousands of miles of underground and submarine cables and systems for power transmission and distribution, as well as medium low voltage cables for the construction and infrastructure sectors. We also produce a comprehensive range of optical fibers, copper cables and connectivity for voice, video, and data transmission for the telecommunication sector. We are 30,000 employees, across 50+ countries. Everyone at Prysmian has the potential to make their mark; because whatever you do, wherever you are based, you will be part of a company that is helping transform the world around us. POSITION SUMMARY We're seeking a strategic and resilient Human Resources Business Partner to lead HR operations at our manufacturing facility in Abbeville, SC. This highly visible, hands-on role is ideal for someone who thrives in fast-paced environments, navigates ambiguity with confidence, and builds clarity and structure in evolving settings. You'll partner directly with plant leadership to shape a high-performance culture, strengthen employee engagement, and deliver strategic HR solutions that drive business success. You'll be the go-to resource for all things people-related-coaching leaders, resolving employee concerns, managing compliance, and driving talent development. If you thrive in fast-paced environments, enjoy being on the shop floor, and want to make a real impact, this is the opportunity for you. KEY RESPONSIBILITIES STRATEGIC LEADERSHIP & CULTURE Advise plant leadership on employee relations, engagement, and organizational strategy. Champion a culture of accountability, transparency, and continuous improvement across all levels of the plant. Lead change management efforts to support business transformation and organizational resilience. TALENT & TEAM DEVELOPMENT Lead and develop a small on-site HR team to ensure effective service delivery and team growth. Coach and develop frontline supervisors and build a high-performing HR team equipped to support operational excellence, succession planning , and continuous improvement. Oversee talent processes including recruitment, onboarding, performance management, and succession planning to build a strong talent pipeline. Drive workforce planning to forecast staffing needs, identify skill gaps, and ensure the right talent is in place to support operational goals. OPERATIONAL EXCELLENCE Monitor and analyze HR metrics and KPIs, using data to inform decisions and improve outcomes. Leverage HR metrics to improve hiring quality, reduce attrition, retain top talent, and implement strategic workforce plans that align with the business needs. Ensure compliance with employment laws, company policies, and regulatory requirements. Manage leave of absence programs, including FMLA, short-term disability, and other protected leaves, ensuring compliance and effective communication with employees and managers. Collaborate with finance and HR teams on labor cost planning and reporting. Develop and execute internal communications strategies to foster alignment and engagement. Model and promote core values in all HR programs and interactions. SAFETY & ENVIRONMENTAL SUPPORT Model safe behaviors and support all safety initiatives in partnership with the HSE team. Promote a culture of safety by reinforcing expectations and participating in safety-related activities. Collaborate with site leadership to ensure alignment with environmental and safety goals. KNOWLEDGE, SKILLS & ABILITIES LEADERSHIP & INFLUENCE Trusted advisor with the ability to coach, mentor, and influence at all levels of the organization. Skilled in leading complex change, managing competing priorities, and driving transformation. Demonstrated ability to deliver high-impact HR support with a customer-focused mindset, balancing empathy, responsiveness, and business priorities. Ability to build and sustain a positive employee relations and engagement strategy. RESILIENCE & AGILITY A natural ability to thrive in fast-paced, high-change environments, with a calm and solutions-oriented approach. Resilience and adaptability in the face of ambiguity, competing priorities, and organizational transformation. BUSINESS & TECHNICAL ACUMEN Strong business acumen with the ability to align HR initiatives to operational goals. Demonstrated ability to develop HR solutions that deliver measurable business results. In-depth knowledge of federal and state employment laws, compliance, and dispute resolution. Proficient in HRIS systems, data analysis, and reporting tools. Excellent analytical, written, and verbal communication skills. QUALIFICATIONS 4+ years of progressive HR leadership experience in a manufacturing environment. Bachelor's degree in HR, Business, or related field; PHR/SPHR certification preferred. Proven success in employee relations, talent development, and organizational effectiveness. Experience with HRIS systems, data analysis, and reporting tools. Strong understanding of federal and state employment laws and HR compliance. WORK ENVIRONMENT This is an on-site role at our Abbeville, SC manufacturing facility. The HR Manager's office is located at the main entrance, providing visibility and accessibility to employees and visitors. Regular shop floor presence is required to build relationships and stay connected to operations. The facility is a fast-paced, industrial environment with exposure to noise, machinery, and varying temperatures. Standard PPE required: ear plugs, gloves, safety glasses, and safety toe shoes. The role may involve occasional standing, walking, bending, and light lifting during plant visits and employee interactions. Ready to lead with purpose and thrive in a fast-paced environment? Prysmian, as an Equal Opportunity Employer, aims to attract and recruit individuals with diverse backgrounds, skills, and abilities. We strongly believe that diversity brings significant value at all levels of the organization, increasing the possibility of capturing market opportunities and maximizing value for our customers and stakeholders. With Diversity, Equity, and Inclusion (DE&I) as part of our Social Ambition 2030 and a strategic pillar of our Company culture, Prysmian is committed to the development of an organization that prioritizes talent, where people feel respected, included, and free to fully express their potential just as they are. All Managers and HRs in Prysmian are responsible for ensuring DE&I policies are respected during the recruiting process, as well as recognizing and mitigating unconscious biases that must not influence our selection processes. All persons will be considered for employment without regard to their race, ethnicity, religion, nationality, origin, citizenship status, socio-economic status, age, sex, gender identity or expression, sexual orientation, marital status, disability, military service or veteran status, pregnancy, parental leave, medical conditions, or any other characteristic protected by applicable federal, state or local laws. Prysmian will endeavor to make a reasonable accommodation for any disclosed physical or neurological condition or disability of a qualified applicant unless the accommodation would impose an undue hardship on the operation of our business. Visit our DE&I Page to learn more about Prysmian's commitments. Your application data will be treated according to our Data Protection Policy. If you believe you require assistance to complete this form or to participate in an interview, please contact us at *********************************. ************************************************************************************ ******************************************************************************************************* ********************************************************************************************

The Assistant Director of Human Resources supports the strategic and operational functions of the Human Resources Department This position assists in the development, implementation, and administration of HR programs and services, ensuring compliance with federal, state, and NCCCS regulations while fostering a positive, service-oriented campus culture.Human Resources Operations Assist the Director of Human Resources in planning, organizing, and administering comprehensive HR programs, including recruitment and selection, professional development, classification and compensation, and benefits administration. Interpret and apply federal and state employment laws and regulations, including FLSA, FMLA, ADA, EEOC, Title IX, and applicable North Carolina statutes. Support compliance with North Carolina Community College System (NCCCS) policies and procedures, as well as accreditation standards (e.g., SACSCOC). Benefits Administration Provide oversight and administration of employee benefits programs, including health, dental, vision, retirement plans, disability, leave programs, and voluntary benefits. Serve as a primary resource to employees and supervisors regarding benefits issue resolution. Coordinate and manage annual open enrollment, including employee communications, information sessions, and system updates. Ensure compliance with federal and state regulations related to benefits administration, including ACA, COBRA, FMLA, and HIPAA. Collaborate with payroll, finance, and third-party vendors to ensure accurate benefit deductions, reconciliations, and reporting. Assist with benefits-related audits, reporting requirements, and data analysis. Support the Director of Human Resources in evaluating benefits offerings and recommending enhancements to support recruitment, retention, and employee well-being. Recruitment and Employment Oversee recruitment and hiring processes for faculty and staff. Ensure legally compliant hiring practices. Assist with onboarding, orientation, and probationary evaluation processes. Employee Relations & Performance Management Support performance evaluation processes and supervisor training initiatives. Policy Development & Training Assist in developing, reviewing, and updating HR policies, procedures, and employee handbooks. Coordinate and deliver HR-related training and professional development for employees and supervisors, including compliance, leadership, and workplace best practices. Data, Systems & Reporting Maintain accurate employee records and ensure data integrity in all systems. Prepare reports and assist with audits, surveys, and required state or system reporting. Analyze HR data to support decision-making and continuous improvement. Leadership & Collaboration Act on behalf of the Director of Human Resources as assigned. Collaborate with college leadership, finance, payroll, and other departments to support institutional goals. Promote a workplace culture aligned with the college's mission, and values. Required Qualifications * Bachelor's degree in Human Resources, Business Administration, Public Administration, or a related field. * Minimum of five (5) years of progressively responsible experience in human resources, preferably in higher education or the public sector. * Demonstrated knowledge of employment laws, HR best practices, and compliance requirements. * Strong interpersonal, communication, and problem-solving skills. * Ability to maintain confidentiality and exercise sound judgment. * Ability to present to all sized-groups of employees. * Ability to travel to relevant training and/or meetings.

Job Overview:Are you ready to join a growing, dynamic company? Keurig Dr Pepper is a modern beverage company, with more than 125 brands people know and love. We challenge the usual and always push beyond the expected. We are building a culture that is our competitive advantage - one that is growth focused, change resilient, collaborative, innovative, nimble, diverse and inclusive. Are you ready to do impactful work? You'll coach and mentor leaders. You'll create and implement ambitious people strategies. You'll play an important leadership role in our diversity & inclusion efforts. You'll work collaboratively with business partners and Centers of Excellence to deliver solutions that propel the business forward. Are you ready to grow? Here's what will make you successful at KDP! We love passionate, courageous HR leaders who work with agility and are excited by new challenges. You'll need consulting and influencing skills, a team-first, entrepreneurial spirit, business insight and analytical capability, and a heart for supporting the needs of our employees. Will you be the next member of our talented team? If you're ready, here's more about the job! *This role will be based out of our Spartanburg facility. We operate four days onsite and one day remote. * As a Human Resources Manager, you will assist in the development of organizational planning, utilizing a deep understanding of the business needs. You will take a consultative approach to engaging with managers on business and people issues, and you'll provide HR project leadership in the development of policy revisions and/or other employee related programs. You will consult with managers on all aspects of leadership and employee/labor relations, helping us to build a best-in-class culture. You will lead projects and track project goals and tasks, report on progress, make recommendations and help with implementation. You will ensure consistent and equitable application of organizational policies and procedures across a functional area or location. You will lead and execute on talent initiatives and act as a change agent to enable the growth & development of our people and the organization/function. Your Responsibilities will include:Act as the primary and highly visible business partner to help build effective teams and to achieve business goals. Manage and develop HR team members to become future HR leaders and to achieve regional team goals and objectives together. Build deep relationships with all stakeholders, including labor unions where applicable, by learning the business operations and their interests to help drive business and team performance. Display intellectual curiosity and an analytical mindset with a focus on solutions. Influence business leaders and position KDP to attract and retain talent through training & development and reward strategies. Leverage COEs for leadership development, strategy and people analytics and recruiting to help attract, engage and retain great talent. Identify root causes and conduct relevant data analysis in order to propose both short-term and long-term interventions and solutions. Improve and apply HR processes, policies and standards meeting local and federal employment laws Think independently, investigate and resolve labor relations and employee issues, partnering with labor and legal teams, where necessary. Apply analytical skills to collect and synthesize large quantities of data, tell the story and formulate recommendations based on data trends and insights Implement HR initiatives in to support all the above. Travel required Total Rewards:Salary Range: $96,800 - $154,000Actual placement within the compensation range may vary depending on experience, skills, and other factors Benefits, subject to election and eligibility: Medical, Dental, Vision, Disability, Paid Time Off (including paid parental leave, vacation, and sick time), 401k with company match, Tuition Reimbursement, and Mileage ReimbursementAnnual bonus based on performance and eligibility Requirements:Education & Experience:Bachelor's Degree in Human Resources, related field, or professional experience equivalent; Master's Degree preferredA minimum of 8 years of progressive experience in HR roles within fast-paced and matrix organizations Advanced skills using Microsoft Office Suite (Work, Excel, PowerPoint, Outlook, Teams) Successful candidates will also demonstrate these additional qualifications:Proven ability to understand business goals and then design & implement new approaches, policies and procedures to affect continual improvements in business objectives, productivity and development of the HR function within the company Proven bias for action as evidenced through proactive, innovative and value-creating solution implementation Proven ability to navigate ambiguity within a complex, dynamic and rapidly changing business environment Proven ability to seamlessly transition between strategic thinking and tactical execution Proven ability to prioritize the most impactful work amidst multiple competing priorities Success in creating & driving effective and positive employee and labor relations for large populations of hourly employees in a distribution and / or manufacturing environment Success in leading and managing projects, some of which may be large-scale, cross-functional, and require strong stakeholder management and alignment Company Overview:Keurig Dr Pepper (NASDAQ: KDP) is a leading beverage company in North America, with a portfolio of more than 125 owned, licensed and partner brands and powerful distribution capabilities to provide a beverage for every need, anytime, anywhere. We operate with a differentiated business model and world-class brand portfolio, powered by a talented and engaged team that is anchored in our values. We work with big, exciting beverage brands and the #1 single-serve coffee brewing system in North America at KDP, and we have fun doing it!Together, we have built a leading beverage company in North America offering hot and cold beverages together at scale. Whatever your area of expertise, at KDP you can be a part of a team that's proud of its brands, partnerships, innovation, and growth. Will you join us?We strive to be an employer of choice, providing a culture and opportunities that empower our team of ~29,000 employees to grow and develop. We offer robust benefits to support your health and wellness as well as your personal and financial well-being. We also provide employee programs designed to enhance your professional growth and development, while ensuring you feel valued, inspired and appreciated at work. Keurig Dr Pepper is an equal opportunity employer and recruits qualified applicants and advances in employment its employees without regard to race, color, religion, gender, sexual orientation, gender identity, gender expression, age, disability or association with a person with a disability, medical condition, genetic information, ethnic or national origin, marital status, veteran status, or any other status protected by law. A. I. Disclosure: KDP uses artificial intelligence to assist with initial resume screening and candidate matching. This technology helps us efficiently identify candidates whose qualifications align with our open roles. If you prefer not to have your application processed using artificial intelligence, you may opt out by emailing your resume and qualifications directly to kdpjobs@kdrp. com.

Brief Job Description : The Senior HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues and acts as a strategic business partner, change agent, employee champion and HR process/policy expert to support business strategy and objectives. Responsibilities and Measurement Criteria with Time investment Needed on Each: (This will describe the overall core responsibilities of the role, decision making responsibilities etc.) • Acts as a single point of the contact for the employees and managers in the business unit • As a strategic partner to assigned business, identify HR needs required by the business and develop executive HR strategies to support the business strategy • Acts as thought partner and coach to business leaders to enhance employee engagement and drive a high performing culture • Identify team development gaps and facilitate team development activities to improve collaboration and team performance • Assess the organizational needs of the business units and work with the business leaders to change and improve the organizational structure, process, systems, rewards necessary to achieve the desired culture and business objectives • Acts as change agent in managing organizational changes to ensure achievement of desired business results • Acts as employee champion in promoting employee value proposition and drive employee engagement and communication to be the employer of choice • Acts as HR policy and process expert and proactively work with COEs in workforce planning, talent acquisition, total rewards, performance management, learning and development, HRIS to ensure delivery of high impact HR services and programs • Conducts weekly meetings with respective business units. • Consults with line management, providing HR guidance when appropriate. • Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Qualifications: Required/ Minimum Qualifications: • Bachelor's degree in behavioral science, human resources management or related discipline from a reputable educational institution • Minimum of 8 to 10 years' experience resolving complex employee relations issues. • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and employment laws. • Strong attention to detail. Attentive to detail and accuracy, performs quality work, continuously looks for improvements, owns/acts on problems, and seeks opportunities to increase effectiveness and efficiency. • Clearly exchanges thoughts, ideas and messages through written, verbal and non-verbal methods that promote an understanding with the target audience. Creates accurate and punctual reports, shares information and ideas with others in a timely manner. Listens carefully and attentively. • Must have strong customer service and interpersonal communication skills and the ability to communicate effectively via phone or in person • Experience in Organization Development assessment and change management • Strong global & cultural Awareness. • HR Expertise in talent acquisition, total rewards, learning and development, employee relations and communication • Experience in building Relationships and strategic alliance internally and externally Additional / Preferred Qualifications: • N/A Physical & Environmental Requirements: To be used majorly for manufacturing jobs. • N/A Time Travel Needed: • N/A The successful candidate will embrace Vertiv's Core Principals & Behaviors to help execute our Strategic Priorities. OUR CORE PRINCIPALS: Safety, Integrity, Respect, Teamwork, Diversity & Inclusion. OUR STRATEGIC PRIORITIES Customer Focus Operational Excellence High-Performance Culture Innovation Financial Strength OUR BEHAVIORS Own It Act With Urgency Foster a Customer-First Mindset Think Big and Execute Lead by Example Drive Continuous Improvement Learn and Seek Out Development Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email to **********************. If you are interested in applying or learning more about this role, please visit the company's career page located on Vertiv.com/Careers Work Authorization No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Job DescriptionDescription: The HR Director will lead the strategic and operational functions of human resources within our medical practice. This role oversees recruitment, employee relations, performance management, benefits administration, compliance, and staff development. The HR Director partners with leadership to foster a positive workplace culture, ensure regulatory compliance, and support the practice's mission of providing exceptional patient care. Requirements:Key Responsibilities Strategic Leadership Develop and implement HR strategies aligned with the medical practice's goals and objectives. Advise leadership on organizational design, workforce planning, and change management. Talent Acquisition & Retention Oversee full-cycle recruitment, onboarding, and retention strategies for clinical and administrative staff. Partner with department heads to identify staffing needs and develop pipelines for hard-to-fill roles. Employee Relations Serve as a trusted advisor for staff and management regarding workplace issues, conflict resolution, and performance improvement. Promote a positive and inclusive workplace culture. Compliance & Risk Management Ensure HR practices comply with federal, state, and local labor laws, as well as healthcare-specific regulations (HIPAA, OSHA, etc.). Maintain employee records in compliance with legal and accreditation requirements. Compensation & Benefits Oversee administration of compensation structures, payroll, and benefits programs. Conduct periodic benchmarking to remain competitive in the healthcare sector. Training & Development Develop professional development programs, continuing education initiatives, and leadership training. Coordinate compliance-related training (HIPAA, workplace safety, harassment prevention). HR Operations Direct HR team operations, including HRIS management, reporting, and analytics. Implement policies and procedures that improve efficiency and employee satisfaction. QualificationsEducation & Experience Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field (Master's preferred). 5+ years of progressive HR experience, including at least 3 years in a leadership role. Prior experience in healthcare, medical practice, or a regulated industry strongly preferred. Certifications Professional HR certification strongly preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR). Knowledge & Skills Strong knowledge of federal and state labor laws, healthcare compliance regulations, and best HR practices. Excellent interpersonal and communication skills; ability to build trust across all levels of staff. Proven ability to handle sensitive and confidential information with integrity. Demonstrated leadership, organizational, and conflict resolution skills. Proficiency with HRIS systems, Microsoft Office Suite, and payroll/benefits platforms. Work Environment Full-time, on-site leadership role within an office setting