Human resources business partner jobs in Mount Pleasant, SC - 139 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

Robert Bosch is hiring a Sr. HR Business Partner in Charleston, SC. As a Sr. HR Business Partner, you will act as a strategic partner to leadership, providing proactive HR consultation, data-driven insights, and people solutions that support business success. This is a direct-hire opportunity. Benefits of the Sr. HR Business Partner * Pay between $80,000 - $113,000 per year (based on experience) * Medical, dental, and vision coverage * Profit Sharing Bonus (up to 10%) * Matching 401(k) and Defined Contribution Plan (Pension) * Student Debt Retirement Savings Match * Onsite Cafeteria with multiple menu options * Onsite Starbucks Café * Onsite Bosch Store (Employee Discount) * 16 Paid Time Off Days*, 5 Personal Paid Days, and 9 Holidays * 6 Weeks Paid Parental Leave * Unlimited Career Opportunities * *PTO increases with seniority Required Qualifications * Bachelor's degree in Human Resources Management or related field * 3-5 years of experience as an HR Business Partner or HR Generalist (5+ years preferred) * Excellent verbal and written communication skills for effective collaboration * Proven ability to manage multiple priorities in a fast-paced manufacturing environment * High level of integrity, confidentiality, and professionalism * Strong problem-solving, organizational, and interpersonal skills * Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook * Data literacy and ability to analyze HR metrics and trends Preferred Qualifications * HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) * Experience in employment law, compensation, training & development, and employee relations * Principal responsibilities of the Sr. HR Business Partner * Partner with leadership to assess business challenges and implement HR strategies that support operational success * Provide guidance on policies, employee relations, investigations, and performance management * Lead and support compensation planning and implementation * Collaborate with recruiting and workforce planning teams to attract and retain top talent * Develop and deliver training, development programs, and team-building initiatives * Drive employee engagement and promote a culture of diversity, inclusion, and respect * Support succession planning and talent management processes * Manage special HR projects and continuous improvement initiatives Contact & additional information All your information will be kept confidential according to EEO guidelines. By choice, we are committed to a diverse workforce - EOE/Protected Veteran/Disabled. Indefinite U.S. work authorized individuals only. Future sponsorship for work authorization unavailable.

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

The Human Resources Manager is a key member of the Zeus Orangeburg manufacturing plant leadership team, responsible for the full range of HR services at the site. The HR Manager works in partnership with the local management team in leading HR processes including total rewards, talent management, performance management, compensation, recruitment selection and onboarding, employee engagement, organizational efficiency and employee relations. Responsibilities Principal Duties and Responsibilities: HR Strategy & Leadership Partner with site leadership team to implement and support Corporate Human Resource policies and programs at the plant level Lead change management initiatives to support business growth and transformation Leverage analytics to recommend actionable insights on human capital matters HR Operations & Administration Acts as an HR partner to the site leadership team, providing insightful, innovative thinking and problem solving on a broad range of HR issues. Oversee daily HR activities to ensure smooth operations with the manufacturing plant Manage employee records, HR systems, and reporting requirements accurately and confidentially Recruitment, Selection & Onboarding Partner with department leaders to identify staffing needs and develop recruitment strategies Lead full cycle recruitment process, including selection and onboarding processes Build relationships with local schools, trade programs and community organizations to attract qualified talent Employee Relations & Engagement Serve as a trusted advisor to leadership and team members on HR policies, conflict resolution and performance issues. Conducts investigations to support resolution of team member concerns. Provide coaching and guidance to leadership team on all HR related matters Foster a positive, inclusive and productive work environment through employee engagement initiatives Performance & Talent Management Lead the effective implementation of corporate talent management programs and practices, supporting career development and succession planning initiatives across the plant Guide leaders through the performance management process, ensuring consistent and effective feedback and goal setting Total Rewards & Compensation Manage leave programs and wellness initiatives to support overall well being Collaborate with corporate HR to implement total rewards programs aligned with company strategy Partner with leadership to administer compensation programs to ensure internal equity and market competitiveness Compliance & Organizational Efficiency Contribute to continuous improvement initiatives to optimize organizational structure, efficiency and employee satisfaction Maintains accurate HRIS employee data for all site team members Ensure all HR practices comply with federal, state and local labor laws. Qualifications Bachelor's Degree in Human Resources or a related field Minimum 5 years of Human Resources experience, preferably in a manufacturing plant environment Minimum 2 years of people leadership experience preferred SPHR, PHR, SHRM-SCP or SHRM-CP certification preferred Excellent communication, facilitation, and problem-solving skills Experience supporting hourly manufacturing or production workforces. Strong leadership and organizational skills Demonstrated experience with recruiting, organizational development, and employee relations Familiarity with applicable Federal, state and local employment laws Experience with HRIS systems, Oracle HCM and UKG preferred

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

WE ARE…. Palmetto Moon, a rapidly growing, highly profitable 11 store lifestyle specialty chain headquartered in Charleston, SC. We are private equity owned and looking to expand, adding many more of our exciting stores throughout the Southeast. For more information on Palmetto Moon please visit *************************** Job Description Our current HR Director is part of the founding family at Palmetto Moon and is looking to step back and enjoy her family, thereby creating a great opportunity for someone with the right background and desire to help us grow our business. Our winning culture is one of our greatest assets, and as we grow, we will need you to help us preserve that culture through fair and equitable administration of existing and new HR Policies and Procedures. Other duties and responsibilities of this important job are: Payroll and Benefits administration Development and monitoring of Training Programs for all levels of the organization Selection and administration of Group Insurance Programs and 401K's Planning and leading Leadership Programs for company management Reporting of all HR Statistics for financial and governmental entities Qualifications YOU ARE…. A strong person who can expand our company culture, values and policies Can develop strategies to recruit, develop and train great associates Has the ability to build rapport with associates at all levels Possesses strong leadership qualities Has fundamental knowledge of labor and employment law Is a seasoned Specialty Retail HR executive with at least 5 years of HR Management experience Additional Information WE OFFER…. All the usual insurance, discount, and vacation benefits A competitive salary depending on experience A great place to live and work A chance to help Palmetto Moon grow into a regional powerhouse specialty store brand

At Thorne, we work to deliver high-quality, science-backed solutions to empower individuals to take a proactive approach to their well-being. Each day begins with a mission to help others discover and achieve their best health. We count on our team members to challenge and push the boundaries to make that happen. At Thorne, you'll be joining a team of more than 750 passionate individuals committed to our cause of providing superior health solutions at every age and life stage. Position Summary: The Human Resources Leader - Supply Chain serves as a strategic partner within the manufacturing organization across all shifts, driving alignment between human capital initiatives and operational objectives. Acting as the lead HR presence on the production floor, this role is instrumental in shaping workforce strategies, leveraging labor market intelligence to inform talent planning, and ensuring seamless execution of core HR functions. The position also plays a critical role in cultivating a high-performance, compliant, and engaged workplace culture that supports long-term business success. Relocation assistance available. Responsibilities Employee Relations: * Serves as subject matter expert in the development and execution of strategic employee relations initiatives across manufacturing operations, ensuring consistent application of policies and fostering a culture of accountability, safety, and respect. Partners with management to proactively identify workplace trends, mitigate risks, and implements employee engagement and retention strategies aligned with operational goals. * Conducts regular floor walks to increase visibility, actively build trust with employees, leads, and supervisors. Identifies challenges early and drives collaborative solutions. * Acts as the primary point of contact for employee inquiries and concerns on the manufacturing floor across all shifts. * Leads investigations into employee complaints, grievances, and misconduct; documents findings and recommends appropriate actions in accordance with company policies and legal requirements. * Partners with the Learning & Development team to identify and implement training solutions that address employee relations trends, improve supervisor-employee communication, and promote a positive work environment; utilize data from employee concerns, investigations, and performance issues to proactively shape training programs focused on conflict resolution, workplace conduct, and compliance. * Partners with Safety team to investigate and address Safety and workplace violence incidents. * Collaborates with the VP of People on high risk or complex cases to minimize legal exposure. * Facilitates Stay Interviews to gather insights and improve employee retention. * Conducts Exit Interviews to identify trends and opportunities for improvement. * Tracks and reports on ER-related metrics (e.g., turnover, disciplinary actions, absenteeism, Stay Interviews, Exit interviews). Performance Management & Coaching * Provides coaching and support to managers and supervisors on effective people management, conflict resolution, and disciplinary practices. * Guides the corrective action process to ensure outcomes are fair, transparent, and legally compliant. * Assists in developing and documenting performance improvement plans as needed. * Conducts training for supervisors and employees on policies, behavioral expectations, and legal compliance. * Partners with managers and the Learning & Development team to identify skill gaps and training needs on the production floor; support the design and delivery of technical, safety, and development programs that enhance workforce capabilities and drive operational efficiency. Workplace Accommodations * Serves as the primary point of contact for workplace medical accommodation requests, ensuring timely and confidential handling of employee needs. * Coordinates interactive process meetings between employees, managers, and relevant stakeholders to determine effective accommodations. * Collaborates with Safety team to ensure accommodations meet both employee needs and workplace safety standards. * Partners with department managers to assess and implement reasonable accommodations in accordance with the Americans with Disabilities Act (ADA). Leave Administration * Administers and coordinates FMLA leave cases in collaboration with a third-party leave administrator. * Collects and tracks required return to work medical certifications. * Partners with payroll and operations teams communicate employee leave status, anticipated return-to-work dates. * Partners with the Safety team on workers' compensation claims and return to work physician certifications. * Maintains confidential records and provides guidance to employees and supervisors throughout the leave process. Talent Strategy & Market Intelligence * Conducts research on industry competitors to benchmark HR practices, compensation trends, and talent acquisition strategies. * Monitors labor market trends and emerging workforce practices to inform strategic workforce planning and ensure competitiveness in recruitment and retention. * Analyzes employer branding strategies used by competitors and makes recommendations to strengthen the organization's positioning as an employer of choice. * Tracks demographic shifts, skills demand, and employee expectations to guide future talent initiatives. * Collaborates with People Team to align HR strategies with external market conditions. * Drives the employee engagement strategy by capturing and analyzing employee feedback, engagement data, and workplace trends to understand what employees value. * Partners with cross-functional teams to continuously evolve programs, initiatives, and total rewards offerings that enhance the employee experience, support retention, and align with the company's culture and business goals. Policy Enforcement & Compliance * Provides input into policy updates, safety programs, and employee development strategies. * Facilitates periodic reviews and updates of employee handbooks and HR policies in collaboration with internal stakeholders and General Counsel, ensuring alignment with regulatory changes and organizational practices. * Ensures compliance with company policies, federal/state labor laws, OSHA, EEO, and workplace safety regulations. What You Need * Bachelor's degree required, preferably in business or human resources is required. * A minimum of 5-10 years of working experience in a human resources field within manufacturing, production, distribution or similar industry, with a demonstrated record of success in human resources management. * HR certification a plus. * Strong Microsoft Office skills (i.e.: Word, Excel, PowerPoint, Outlook). * Detail-oriented with strong analytical, problem-solving, and written and verbal communication skills. * Strong organizational and project management skills. What We Offer * Competitive compensation * 100% company-paid medical, dental, and vision insurance coverage for employees * Company-paid short- and long-term disability insurance * Company- paid life insurance * 401k plan with employer matching contributions up to 4% * Gym membership reimbursement * Monthly allowance of Thorne supplements * Paid time off, volunteer time off and holiday leave * Training, professional development, and career growth opportunities Thorne is the leader in science-backed health and wellness solutions committed to helping individuals live healthier longer. As the top recommended clinical brand by healthcare practitioners, Thorne offers a comprehensive range of products including nutritional supplements and health tests designed to meet the unique needs of individuals at every stage of life. Founded in 1984, Thorne products are formulated with the highest-quality ingredients, supported by clinical research, and rigorously tested to ensure purity, potency, and efficacy. Thorne is trusted by 47,000+ health-care professionals, thousands of professional athletes, more than 100 professional sports teams, multiple U.S. National Teams, and more than five million consumers. For more information, visit Thorne.com. THORNE IS AN EQUAL OPPORTUNITY EMPLOYER * #LI-SC1

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

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Title: Human Resources-People Advisor - Manufacturing Site, Split Shift We're looking for an experienced HR Advisor to provide trusted guidance and operational support across the employee lifecycle. In this role, you'll partner with managers and employees to deliver consistent, high-quality HR services that enable our people to thrive. Key Accountabilities: Coordinate recruitment activities, partnering with hiring managers and tracking progress through established systems. Assist with candidate selection and onboarding, including scheduling interviews, conducting initial screenings, and ensuring a smooth orientation process. Support local talent attraction efforts, such as posting jobs on relevant platforms and helping organize plant career fairs or community outreach events. Provide day-to-day HR support, including handling employee inquiries, assisting with investigations, and supporting disciplinary processes under guidance from senior HR staff. Serve as a resource for employees and supervisors, answering questions about policies, procedures, and programs, and escalating complex issues when needed. Help administer HR programs and policies, ensuring accurate communication and compliance with company standards. Maintain accurate employee records, including attendance, performance documentation, and compensation details, using HR systems and plant-level tools. Advise on basic compliance matters, ensuring adherence to company policies and local labor regulations. Assist with compliance reporting and audits, following established procedures to meet federal, state, and local requirements. Keep supervisors informed of HR-related issues and provide practical recommendations for resolution. Promote a culture of safety and compliance, supporting the Rolls-Royce Code of Conduct and plant standards in all activities. Participate in special projects or continuous improvement initiatives to enhance HR processes and employee experience. Basic Qualifications: Bachelor's Degree “Applicants must be authorized to work for any employer in the U.S without sponsorship. We are unable to sponsor or take over sponsorship of an employment Visa at this time.” Preferred Qualifications Ability to work independently with minimal supervision Bachelor's degree in Human Resources or Organizational Development and 3+ years of HR Generalist experience or 7+ years of HR generalist experience without a degree. Background in a non-unionized manufacturing environment Broad HR expertise across multiple functional areas (staffing, benefits, compensation, etc.) Demonstrated success in maintaining positive employee relations in a manufacturing setting Exceptional organizational, planning, and follow-up skills Experience working in a global team or matrix organization Excellent interpersonal skills with the ability to build effective relationships Familiarity with HR Shared Services delivery models High level of discretion in handling confidential information Hands-on experience using Workday HRIS Proficiency in Microsoft Office Suite Proven analytical and conflict resolution skills for handling complex issues Strong knowledge of federal and state employment laws, including AAP and EEO requirements Strong oral, written, and presentation communication skills Rolls-Royce is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to any protected characteristics At Rolls-Royce, we are committed to creating a workplace where all employees feel respected, supported, and empowered to do their best work. We foster a welcoming and innovative work environment that invests in you, giving you access to an incredible breadth and depth of opportunities where you can grow your career and make a difference. Job CategoryHuman Resources Job Posting Date09 Jan 2026; 00:01 Pay Range$64,061 - $104,099-Annually Location: Graniteville, SC Benefits Rolls-Royce provides a comprehensive and competitive Total Rewards package that includes base pay and a discretionary bonus plan. Eligible employees may have the opportunity to enroll in other benefits, including health, dental, vision, disability, life and accidental death & dismemberment insurance; a flexible spending account; a health savings account; a 401(k) retirement savings plan with a company match; Employee Assistance Program; Paid Time Off; certain paid holidays; paid parental and family care leave; tuition reimbursement; and a long-term incentive plan. The options available to an employee may vary depending on eligibility factors such as date of hire, employment type, and the applicability of collective bargaining agreements.

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.

About Us We are a leading industrial mechanical, electrical, and civil construction services provider for the fossil and nuclear power, pulp and paper, chemical, mining, and general manufacturing industries. We provide a full range of industrial facilities maintenance and process maintenance services. Job Summary The HR Director guides and manages the overall operations of the PPM Human Resources function to include recruiting, training, coaching, counseling, and disciplining staff; resolving problems; implementing change. The HR Director provides leadership to the HR team across a broad range of HR disciplines, playing the primary role in crafting HR strategy and driving its execution. As a member of the senior management team, the HR Director reports directly to the President/CEO. Essential Duties & Responsibilities Recommends and drives execution of programs and policies that create or reinforce a positive employee relations atmosphere. Prepares internal employee communications regarding company policies. Counsel employees in the interpretation and application of human resources programs. Provides practical, consistent, and proactive support, direction and advice to Managers & employees on HR procedures, policy, best practice, employment rewards, benefits, and legislation. Responds to employee relations issues such as employee complaints, harassment allegations, and civil rights complaints. Implements and executes effective communications to support company strategic plan/objectives, company values, etc. Acts as the HR lead on the transition team for mergers and acquisitions. Leads and manages the performance management process for all business units with input from senior management. Assists with defining PPM learning/development strategies. Provides leadership, guidance, and support in developing a team of credible HR professionals to provide exemplary service to the organization. Conducts/oversees all annual required training. Engages Sr. Management and other organizational functions as necessary to provide comprehensive, targeted training programs for employee and Management advancement. Monitors evolving government influences on policies, processes and practices, and ensures the company complies with all applicable laws and regulations. Ensures the completion of all required annual reports, including EEO-1, VETS-100, OES and AAPs for all business units. Analyzes and mitigates risk to the organization as it relates to Human Resources (i.e. compliance, regulatory changes and requirements, best practice) by proactively monitoring internal and external risks to the company. Oversees the implementation of all Company benefits programs. Oversee the submittal of monthly reporting for 401K/HSA/FSA & ESPP plans to EMCOR, then audits information submitted for accuracy and consistency with PPM systems. Leads and organizes annual Open Enrollment. Manages FMLA/Military leave processes. Conducts all investigations for all business units with guidance and/or assistance from EMCOR HR & Legal Departments as needed. Represents the company in all hearings and mediation. Develops, updates, and maintains all personnel policies, personnel records, policy manuals and handbooks not under EMCOR's governance as required to assure compliance with human resources procedures and policies and federal/state guidelines. Coordinates implementation of all HR services, policies, and programs through the Human Resources staff. Participate in annual meetings to communicate new policies and procedures to management and to review existing ones. Manages the Company Substance Abuse Program, including policy creation and modification and the Mandatory Referral Program for drug screen failures. Identifies trends that could impact organizational objectives and/or operational resources. Maintains and expands knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management. Travels to jobsites/business unit offices as needed. Other duties as assigned. Qualifications The requirements listed below are representative of characteristics and demonstrated capabilities sought to perform this job successfully. Must think strategically, make sound decisions, and produce accurate and timely results. Must be a hands-on manager and leader. Must exhibit confidence in self and others, inspire and motivate a team to perform well and effectively influence the actions of others. Must monitor and analyze information and solve problems on a strategic and tactical level. Must build positive working relationships with multiple levels of employees and management. Must demonstrate integrity and professionalism. Must demonstrate commitment to company values. Requirements: BA/BS degree from an accredited four-year college or university in Human Resources Management or Business, eight to ten years recent related experience and/or training; or an equivalent combination of education and construction experience. Working knowledge of industrial construction and maintenance language and terms. Working knowledge of health and welfare benefits administration. Experience overseeing and leading human resource teams. Excellent interpersonal skills and demonstrated proficiency building and maintaining positive professional relationships. Significant experience with Microsoft Office (i.e., Word, Excel) applications. Working knowledge of HRIS is desirable. Previous experience with ORACLE JDE a plus but not required. PHR/SPHR desirable. Physical Demands Must be able to complete hiring paperwork electronically through DocuSign May be required to lift and carry items weighing up to 50 pounds Must posses enough strength and stamina to perform the technical duties and essential functions as identified above Must be able to move in and around confined spaces and uneven areas Must have full range of motion consistent with age Must be able to climb and maintain balance ladders Must be able to adequately hear and respond to voice commands and alerts from other employees, alarms and other job-related noises Visual acuity, depth perception and color discrimination consistent with that required to work at heights and on uneven surfaces Safety/Steel toe shoes are required. Work Environment Conditions include working in office, with occasional entry into shops, plants and factories, busy traffic areas, and warehouses. Occasional exposure to dirt, dust, grease, oil, vibrations, and adverse weather conditions. Must be able to safely access all areas of property. Must be able to effectively use any required PPE equipment. #PPM Equal Opportunity Employer As a leading provider of mechanical and electrical construction, facilities services, and energy infrastructure, we offer employees a competitive salary and benefits package and we are always looking for individuals with the talent and skills required to contribute to our continued growth and success. Equal Opportunity Employer/Veterans/Disabled Notice to Prospective Employees Notice to prospective employees: There have been fraudulent postings and emails regarding job openings. EMCOR Group and its companies list open positions here. Please check our available positions to confirm that a post or email is genuine. EMCOR Group and its companies do not reach out to individuals to help with marketing or other similar services. If an individual is contacted for services outside of EMCOR's normal application process - it is probably fraudulent.

FN America, LLC is a U.S. subsidiary of FN Herstal, S.A., a global leader in the development and manufacturing of high-quality, reliable firearms for military, law enforcement and commercial customers worldwide. Headquartered in McLean, Virginia with manufacturing operations in Columbia, South Carolina, FN America is passionately committed to providing its customers with a portfolio of FN-branded products, training and support services that enhance user performance and safeguard their lives. For more information, visit us at or follow us on Facebook, Twitter and Instagram. Position Summary The Director, Human Resources will lead and manage all aspects of human resources. This role is crucial in driving organizational effectiveness and a culture of engagement by promoting employee involvement, leadership accountability, and a strong sense of ownership at all levels of the organization The position will report to the General Manager and have a dotted-lined functional reporting with Group HR. The position is part of the Management Team of the Company and partner with senior leadership to align HR strategies with business objectives and foster a positive workplace culture. Job Duties Strategic HR Leadership: Assist with developing and implementing HR strategies aligned with business objectives, improving workforce productivity and supporting organizational growth. Act as a strategic partner in guiding the company's workforce planning, talent management, and employee engagement initiatives. Collaborate with senior leadership to drive organizational change and foster a high-performance culture. Talent Acquisition & Workforce Planning: Develop workforce planning strategies to meet current and future operational needs, including labor forecasting. Collaborate with production managers to align workforce capabilities with operational requirements. Lead the recruitment and selection process, ensuring the attraction of high-quality candidates. Build and maintain relationships with local schools, vocational programs, and other recruitment channels to attract top talent. Employee Relations & Engagement: Foster positive employee relations by addressing issues such as grievances, disputes, and disciplinary actions in a timely and fair manner. Ensure a high level of employee engagement through feedback mechanisms, surveys, and programs designed to improve morale and retention. Lead the development of recognition programs to reward employees for performance and contributions to the company's success. Oversee the strategy and execution of effective communication initiatives that keep employees informed, engaged, and aligned with company goals (executive messages, employee town halls, intranet, manager meetings, monitors, etc.). Foster a positive work environment through effective communication and conflict resolution. Performance Management: Drive performance appraisal systems to evaluate employee performance and development needs. Oversee the performance appraisal process, ensuring that evaluations are objective, fair, and aligned with company objectives. Support managers in addressing performance issues and developing improvement plans. Drive initiatives to promote a culture of continuous feedback and improvement. Training & Development: Identify skills gaps and training needs across the manufacturing workforce, developing programs to address them. Support the design and implementation of leadership development programs to build future leaders within the organization. Develop training and development programs to enhance employee skills and career growth. Conduct necessary compliance training with employees. Compliance: Ensure compliance with local, state, and federal labor laws, including OFCCP regulations, wage and hour laws, and other industry-specific requirements. Monitor changes in employment laws and regulations and communicate necessary adjustments to the organization. Develop and enforce HR policies and procedures that promote organizational integrity. Educational Requirements Bachelor's degree in human resources, management, general business or related field required. Master's degree preferred. Experience Requirements A minimum of 10 years of progressive human resources experience, with at least three years in a leadership role leading a team in a manufacturing environment required. Previous government contracting and international experience preferred. Skills and Competencies All FN America employees are expected to demonstrate accountability, collaboration, communication, customer focus, and innovation. Additional requirements of this position include: Advanced knowledge of HR principles, practices, and employment laws. Strong leadership and team management skills. Collaborative team player with a proactive and customer service-oriented approach. Ability to build and foster relationships with all levels of employees. Strong business acumen and financial management skills (budget management, cost control, and KPI's). Ability to analyze HR metrics to make data-driven decisions. Ability to maintain confidentiality and handle sensitive information. High level of professionalism. Strategic thinking, problem-solving abilities, and crisis management skills. Excellent interpersonal, communication, presentation, and facilitation skills. Strong Ability to work effectively in a fast-paced, dynamic environment. Excellent organizational skills and attention to detail. Tools Strong computer skills, proficient in the use of Microsoft Office programs including Outlook, Word, Excel, PowerPoint required SharePoint, Paylocity, SAP/Success Factors preferred Licenses/Certifications Professional certification (SHRM-SCP, SPHR, or equivalent) preferred. Working Conditions Position is performed in a typical office environment. May be exposed to loud machinery and dangerous chemicals while on the plant floor. Position may require domestic and international travel (10%). All FN America employees have a responsibility to participate in the development of a safe and healthy workplace and to comply with instructions given for their own safety and health and that of others. Equal Opportunity Employer/Protected Veteran/Disability FN America, LLC is committed to working with and providing reasonable accommodation to individuals with physical and mental disabilities. If you need special assistance or an accommodation while seeking employment, please email **************** or call: ************. We will make a determination on your request for reasonable accommodation on a case-by-case basis.

Human Resources/Director Date Available: July 1, 2026 Closing Date: 01/26/2026 Job Title: Director of Human Resources Supervisor: Chief Human Resources Officer Terms of Employment: 246 Days Job Summary: Plan, organize, control, and lead Human Resources programs for an assigned major segment of the department including, staffing, new employee induction, pre-employment clearances, legal compliance, implement professional development and other assigned areas for both certificated and support personnel; supervise and evaluate the performance of assigned staff. Essential Duties KNOWLEDGE AND ABILITIES Knowledge of district organization and operations, applicable federal and state laws for personnel practices; current management practices; school district staffing procedures and credential requirements; and appropriate procedures for credential. obtainment/renewal, as well as classified instructional requirements Ability to assemble and analyze data and make appropriate recommendations to school officials; work collaboratively with other departments, schools, and agencies; communicates effectively. DUTIES AND RESPONSIBILITIES Administers all aspects of recruiting, selecting, assigning, transferring and promoting certified and classified personnel. Assists in the interpretation and implementation of applicable District, state and federal policies, laws, and regulations to staff and the public. Directs and coordinates the planning, implementation of human resources services which are necessary for the efficient operation of the district. Assists in the process of wage and salary plan development. Directs the recruitment, selection, certification and assessment procedures for all employees. Implements innovative recruitment procedures, evaluate and analyze recruitment data annually. Coordinates the application process. Oversees the various functions of the non-instructional staffing process. Develops appropriate personnel manuals as needed to implement district policies, state statutes, and Department of Education rules. Provides oversight and leadership in the allocation of personnel to schools and departments. Provides verification of records for employment purposes. Coordinates the evaluation process for all personnel. Advises and works with administrators and other employees in employment law, Board policies, State Statues, and contract interpretation. Supervises assigned personnel, conduct annual performance appraisals, and make recommendations for appropriate employment actions. Advises and assists school principals and department supervisors in handling technical personnel problems. Collaborates with other departments or divisions. Uses appropriate interpersonal styles and methods to guide individuals and groups to task accomplishment. Facilitates problem solving by individuals or groups. Reviews internal personnel procedures and develop new procedures when new procedures will aid in a more efficient operation. Empowers others to make decisions and carry out responsibilities. Uses technology effectively. Exhibits support for the District's vision, mission, goals and priorities. Exercises proactive leadership in promoting the vision and mission of the District. Keeps abreast of laws, regulations, and policies in assigned area of responsibility. Keeps up-to-date and well informed about trends and best practices in assigned area. Assists school and District staff in keeping abreast of issues and requirements in assigned area. Directs the annual recommendation process including issuance of statements of intent, contracts, legal correspondence, letters of agreement and statements of employment. Other Duties Perform such other tasks and assume such other responsibilities as may from time to time be assigned by the Chief Human Resources Officer. Job Specifications Performance of this job will be evaluated annually in accordance with the District's evaluation procedures. Minimum Qualifications (Knowledge, Skills and Abilities Required) Master's degree with a major in personnel, public or business administration, education leadership, or a related field from an accredited college or university. Principal experience preferred. A minimum of 5 years management or supervisory experience within the last 3 years, with 3 years in a personnel function preferred. The ability to establish and maintain healthy productive and positive relationship with staff and administration. The knowledge and understanding of applicable laws, regulations, policies, and procedures including but not limited to the Americans with Disabilities Act, the Fair Labor Standards Act, Equal Employment Opportunity Commission, and the Family Medical Leave Act. Have a thorough knowledge regarding effective principles and practices of leadership, management, supervision, and training. Must possess excellent and effective oral and written communication skills. Knowledge of legal and equitable interview and selection techniques. Knowledge of performance evaluation approaches, strategies, and techniques. Have a thorough knowledge of Human Resource Information Systems (HRIS). The ability to plan, organize, control, and direct a variety of Human Resource functions. The ability to provide technical information and assistance on personnel issues. Work independently with little direction. The knowledge and understanding related to Human Resources databases and software. The ability to model professional behavior at all times. Physical Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to stand and reach with hands and arms; walk; sit; stoop or kneel; crouch or crawl. Additional physical requirements include the following: Physically capable of frequently lifting or moving up to 40 pounds; Specific vision requirements include close vision, distance vision, color vision, peripheral vision, depth perception and the ability to focus; Ability to sit and stand for extended periods of time; Manual dexterity for the purpose of using a telephone and data entry; Read a computer screen and printed material with or without vision aids; Hear and understand speech at normal levels and on the telephone; and Speak in audible tones so that others may understand clearly in person and on the telephone. Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Pay Grade: 306 Contact Chief Human Resources Officer for Salary Verification This in no way states or implies that these are the only duties to be performed by this employee. The employee will be required to follow any other instructions and to perform any other related duties as assigned by the appropriate administrator or supervisor. Horry County Schools reserves the right to update, revise or change this job description and related duties at any time without prior notice. Revised 1/12/2026

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

The Talent Acquisition Manager is responsible for leading, managing, and executing the full talent acquisitionfunction for SEJ Services. This role oversees high-volume recruiting operations while ensuring recruitingstrategies, processes, and outcomes align with organizational goals and operational demands. The TalentAcquisition Manager provides direct leadership to the recruiting team, manages recruitment for key leadershipand corporate roles, and partners closely with Human Resources and operational leadership to supportworkforce planning and continued growth.This position requires a hands-on, results-driven leader with strong organizational skills, sound judgment, andthe ability to operate effectively in a fast-paced, multi-state environment. Awards & Recognition SEJ Services is proud to be recognized for both our growth and our workplace culture. These recognitionsreflect our commitment to our people, leadership, and long-term success. * Top Workplaces South Carolina - 2023 and 2024 * Top Workplaces USA - 2024 * Top 50 Fastest Growing Companies in South Carolina - Four Consecutive Years * LSU Top 100 Fastest Growing Companies - Eight Consecutive Years Essential Duties and Responsibilities * Lead, manage, and develop a team of recruiters supporting high-volume, multi-location hiring needs. * Establish and maintain clear expectations for recruiter performance, including responsiveness, pipelinemovement, candidate follow-up, and hiring timelines. * Provide ongoing coaching, training, and performance feedback to recruiters to ensure consistent executionand continuous improvement. * Oversee recruiting for hourly field positions, account managers, leadership, and corporate roles. * Personally manage recruitment for key leadership and administrative positions, including regional managers,branch managers, senior account managers, sales personnel, and office staff. * Ensure candidates progress through the hiring process efficiently with timely communication, accuratedocumentation, and proper dispositioning within the applicant tracking system. * Manage recruiting activity supporting more than 3,000 applicants annually. * Track, analyze, and report recruiting metrics and performance indicators to evaluate efficiency, pipeline health, recruiter effectiveness, and overall hiring outcomes, while managing recruiting-related budgets and spend to ensure cost-effective hiring practices. * Use data, reporting, and budget insights to identify trends, address gaps, and improve recruiting processes and results. * Develop, implement, and continuously improve recruiting workflows, tools, and systems to support scalability, consistency, and compliance. * Partner with HR leadership and operational leaders to forecast hiring needs, develop recruitment strategies, and align staffing efforts with business priorities. * Ensure recruiting practices comply with all federal, state, and local employment laws. * Support employer branding and candidate engagement initiatives as directed. * Represent the organization at job fairs, hiring events, and community outreach initiatives when required. * Perform other duties related to talent acquisition and human resources as assigned, consistent with business needs. Qualifications * Minimum of five (5) years of progressive recruiting experience, including at least two (2) years in a recruiting leadership or management role. * Demonstrated experience leading high-volume recruiting in a multi-location or multi-state environment. * Bachelor's degree in Human Resources, Business Administration, or a related field required. * Proven ability to recruit hourly field employees as well as mid- to senior-level leadership and corporate roles. * Strong organizational skills with the ability to manage multiple priorities, deadlines, and requisitions in a fast-paced environment. * Excellent verbal and written communication skills, including the ability to coach recruiters and partner effectively with hiring managers and leadership. * Data-driven approach with experience analyzing recruiting metrics to guide decisions and improve outcomes. * Working knowledge of federal, state, and local employment laws and recruiting best practices.

It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today - ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500 . Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone. What You Get to Do in This Role As a Partner Business Development - CRM Transformation (Global Partners), you will be responsible for driving CRM business development initiatives that help ServiceNow's Global Partners embed ServiceNow's CRM technology into their go-to-market motions, solution portfolios, and customer transformation strategies. This individual contributor role focuses on partner penetration and enablement at a global scale, ensuring CRM transformation is incorporated into partners' reference architectures and business strategies. You will identify and activate partners capable of delivering measurable impact through CRM-led transformation-building joint pipeline, accelerating design wins, and scaling success across geographies in close alignment with ServiceNow's CRM specialist selling teams. The ideal candidate combines global partner ecosystem experience, strategic business acumen, and execution excellence to expand CRM adoption and partner-led growth worldwide. The Global Partners include Accenture, Deloitte, KPMG, EY, IBM, DXC, Kyndryl, BCG, Kearney, Capgemini, Fujitsu, NTT, Cognizant, HCL, Infosys, Tech M, TCS, and Wipro. Key Responsibilities · Global Partner Engagement & Penetration: Engage directly with ServiceNow's global partners to ensure their business strategies and solution architectures incorporate ServiceNow's CRM technology. Identify CRM transformation opportunities across geographies and translate them into actionable go-to-market initiatives. · Strategic Influence: Guide partners in adapting their global business strategies and reference architectures to prioritize ServiceNow CRM as a driver of customer value and partner growth. · Business Development & Pipeline Creation: Lead global business development initiatives to drive joint CRM pipeline creation with measurable business outcomes. Collaborate with CRM specialist sellers, regional partner teams, and global account leaders to accelerate deal execution and early customer wins. · CRM Practice Expansion: Work with Global Partners to expand their CRM capabilities and align transformation strategies with ServiceNow. Guide partners through business case development, operational planning, and investment prioritization for CRM transformation. · Joint Go-to-Market & Global Execution: Coordinate with global and regional marketing, sales, and operations teams to deliver campaigns, enablement sessions, and co-selling programs. Ensure CRM is embedded as a strategic component of partner offerings and solution reference architectures. · Thought Leadership: Represent ServiceNow and its partners in joint industry events, executive forums, and go-to-market activities as leaders in CRM transformation. · Customer Design Wins & Impact: Collaborate with partners and CRM specialists globally to secure customer design wins that validate CRM business cases. Amplify success stories to drive replication and scaling across regions and industries. · Market & Partner Insights: Provide feedback and insights from the partner ecosystem to inform global CRM strategy, enablement, and investment priorities. · 7+ years' experience in partner business development, ISV/channel sales, or enterprise software business development at a global level. · Proven success in driving partner-led transformation initiatives and developing joint business plans with measurable pipeline impact. · Deep understanding of the CRM ecosystem, including systems integrators, ISVs, and hyperscaler partnerships. · Experience working with the Global Partner organizations and influencing across diverse regions and business cultures. · Strong ability to connect partner business models and technical architectures to CRM transformation strategies. · Excellent collaboration skills across global matrixed teams-sales, marketing, and product. · Strategic thinker with strong execution capability and results orientation. · Exceptional communication and executive presence. · Fluency in English required; additional global languages a plus. Success Measures · Number of global partners integrating ServiceNow CRM into their strategic reference architectures. · Volume of global CRM-sourced pipeline created and executed. · Customer design wins achieved through global partner collaboration. · Speed and scale of CRM activation across the top 20+ global partners. · Growth of partner-led CRM transformation practices across multiple geographies. **Work Personas** We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here (************************************************************************************************************************************* . To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service. **Equal Opportunity Employer** ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements. **Accommodations** We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact ***************************** for assistance. **Export Control Regulations** For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities. From Fortune. ©2025 Fortune Media IP Limited. All rights reserved. Used under license.

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Administration/Assistant Superintendent Date Available: 2026-2027 Closing Date: 03/01/2026 Description: Chief Human Resources Officer (CHRO) Salary: Board Approved Salary Schedule/Full-time, 12 months Location: District Office Available: 2026-2027 FLSA Status: Exempt Reports To: Superintendent Job Goal: The Chief Human Resources Officer serves as the district's strategic leader for people and culture-building systems that attract, develop, and retain high-quality employees in every role. Under limited direction, the CHRO plans, develops, and implements all human resource functions for the district, with a focus on using data to drive decision-making, improve organizational effectiveness, and align talent management with the district's mission of Excellence in Teaching and Learning for Each Child, Every Day. Essential Functions: Strategic Leadership Serves as a key member of the Superintendent's Senior Leadership Team, contributing to districtwide strategy, performance, and culture. Designs and implements HR systems that support the district's strategic plan and ensure alignment between staffing, performance, and student outcomes.. Provides data-driven insights to inform staffing models, retention strategies, compensation structures, and pipeline planning. Builds a high-functioning Human Resources team focused on service, efficiency, and continuous improvement. Recruitment and Retention Leads all recruitment, hiring, and onboarding processes for certified and classified employees, ensuring efficient practices. Develops and monitors comprehensive recruitment campaigns that strengthen the teacher pipeline. Establishes retention dashboards and feedback systems to identify trends and guide targeted support and recognition efforts. Partners with universities, alternative certification programs, and workforce agencies to expand candidate pipelines. Perform other related work as assigned or required Talent Systems, Data, and Technology Oversees development and use of HR analytics, dashboards, and key performance indicators to monitor workforce trends (e.g., turnover, attendance, evaluation results, hiring timelines). Leads efforts to modernize HR information systems (HRIS), digital recordkeeping, and workflow automation to enhance transparency and efficiency. Promotes integration of HR data with Finance, Payroll, and Student Information Systems to ensure accuracy, alignment, and insight-driven decision-making. Collaborates with the Finance and Academic divisions to ensure accurate staffing allocations and alignment of HR data with budget, payroll, and student data systems. Recommends policy or procedural changes based on analysis of data and best practices. Employee Relations and Compliance Ensures compliance with federal and state employment laws, district policies, and certification regulations. Serves as the district's Title IX Coordinator and ADA compliance officer. Provides guidance to principals and supervisors on employee relations, progressive discipline, and conflict resolution. Oversees the development and consistent implementation of evaluation systems for certified and classified staff. Compensation, Benefits, and Development Administers salary schedules, pay adjustments, and leave policies in coordination with Finance. Supports design of compensation models and incentive systems that promote attendance, performance, and retention. Oversees employee wellness, recognition, and professional growth initiatives. Coordinates programs for beginning teachers and leadership pipeline development. Operations and Supervision Directs the daily operations of the Human Resources Department, including employee records, contract management, and personnel transactions. Supervises and evaluates Human Resources staff, fostering a culture of service, accountability, and innovation. Manages the HR budget and ensures responsible stewardship of district resources. Represents the district in state and regional HR organizations and serves as liaison to legal counsel on personnel matters. Education and Experience: Minimum Qualifications Master's Degree in Human Resources, Education, Public Administration, or related field required. Specialist or Doctorate in a related field preferred. Minimum five (5) years successful experience in leadership (principal or higher). Valid South Carolina Leadership Certification (Superintendent or Principal) preferred. Demonstrated experience leading people operations or human capital systems that improve organizational performance. Special Requirements Possess and maintain a valid South Carolina driver's license or ability to provide own transportation. Ability to travel to schools and professional meetings; occasional overnight travel required. Knowledge, Skills, and Abilities Deep understanding of state and federal employment law, certification processes, and HR best practices. Demonstrated success using data systems (e.g., PowerSchool, Munis, or comparable HRIS) to inform strategic decisions. Strong leadership, communication, and problem-solving skills with a service-oriented mindset. Ability to build trust, maintain confidentiality, and foster positive relationships across employee groups. Commitment to the district's core values of Excellence, Evidence-Based Practice, Urgency, Partnership, Innovation, and Candor. Disclaimer: This job description is not intended to be a comprehensive list of duties but a reflection of the general nature and level of work expected. The Superintendent may assign or modify responsibilities as needed to meet the evolving goals of the district. A complete application packet must be submitted through the online application system prior to the closing date in order to be considered for this position. ALL of the following requirements must be submitted before the posted deadline: 1. Online Administrative Application NOTE: Reference section requires contact information for three (3) supervisory references, one of which must be your current Superintendent; reference forms will be emailed directly to the references listed. 2. Letter of Interest 3. Résumé 4. Current Certification NOTE: It is the responsibility of the applicant to insure that all required application documents are submitted prior to the posted deadline. An incomplete application will render the applicant ineligible for the position posted. CLOSING DATE: MONDAY, January 5, 2026 at 12:00 Noon, or until filled The District reserves the right at any time to extend the deadline without notice and without final consideration of any pending application. Darlington County School District provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.