Human resources business partner jobs in Timberlake, VA

SAP HR HCM 100% ON-SITE Rate: $63/hr Must-Have · Develop and provide functional and technical expertise for HR solutions focusing on the Talent management processes such as Recruiting, Performance, Succession, Assessment Experience of working on logical database info types · Experience in new personnel area creation interface troubleshooting · Good understanding of the HCM Functionalities to be able to prepare high quality functional Specifications as per the requirements. · Knowledge and experience in developing Enhancements Payroll Functions Operations Features etc in HCM Creation and enhancement of Infotypes in Personnel Administration PA · Has worked on SuccessFactors implementation projects, performing a variety of roles, through the full project life-cycleskills · Extensive Experience in Time Management Attendance Modules at least 1 2 full life cycle implementations · knowledge of employee life cycle and payroll process is an advantage. · Liaise directly with business areas to diagnose problems with existing SAP HCM programs or initiate designs of new SAP applications independently, conferring with user groups to define business needs and potential solutions based on information technology. · Organization Management · Personal Administration · Strong communication verbal written to support face time with clients senior HR team members leaders · Gather and study business requirements related to HCM processes and provide solutions within SAP PA, Payroll, Benefits · Basic knowledge on Success Factor

We are currently recruiting for a Field HR Manager for our client. This role is remote but must live , or be within a commutable distance, in Virginia Beach, Suffolk, Norfolk, or Chesapeake. The HR Manager is responsible for managing all aspects of HR for retail stores that fall within their region. This will include all aspects of HR for new store openings. This role will partner with both Store Managers, and the Store Operations team to ensure the stores are supported through employee relations, strong people practices, and leadership enabling a high-performance culture delivering exceptional customer experiences. The ideal candidate is a hands-on, field-based HR professional with strong business acumen, sound judgment, and the ability to build trust + credibility quickly across the organization. This person will support and take on additional projects + responsibilities as needed to support and contribute to the broader HR team's strategy and goals. This role will encompass business partnership, leadership support, employee culture, talent, capability, performance. This is a key partner within the organization. The role pay range is $100-120k with a 10% bonus target + 10% equity. What you need to bring to the table: 7+ years experience within HR showing progressive HR leadership and at least 3+ years experience supporting multiple retail stores Proven experience leading + supporting all HR aspects of new store openings Demonstrated success driving positive employee relations programs + responding to organized labor activities/events Hands on experience coordinating site readiness, crafting communication strategies, and leading remediation plans Expertise in U.S. labor and employment law (FLSA, FMLA, OSHA, NLRB) and retail/warehouse safety regulations Ability to travel up to 50 % of the time within region, occasionally across regions and to corporate offices on the West coast. If this sounds like you, please apply today!

Welcome to Your Next Career Chapter At Afton Scientific, every role contributes to advancing the quality and reliability of sterile pharmaceutical manufacturing. Our team is driven by innovation, collaboration, and a commitment to excellence. We support employees at every stage of their career by fostering an environment where development, learning, and meaningful impact are possible. We invite you to explore opportunities to join our organization and contribute to our mission. We are currently seeking a Human Resources Manager to support our growing biopharmaceutical operations at our on-site facility in Charlottesville, Virginia. Overview of this Position: The Human Resources Manager plays an essential role in supporting Afton Scientific's people operations and ensuring a positive, compliant, and effective workplace. This position oversees HR policies and procedures, administers employee benefit programs, supports employee relations, and maintains adherence to federal, state, and local employment regulations. The HR Manager guides and supports HR staff, manages core HR processes such as FMLA and benefits administration, maintains the Employee Handbook, and ensures accurate and secure HR data management. Non-Negotiable Requirements: • At least three (3) years of experience in Human Resources as a Generalist, Manager, HR Operations Specialist, or a similar role • At least three (3) years of experience administering HRIS systems, including benefits and payroll processing, disability claims, and FMLA or other leave programs • At least three (3) years of experience managing employee relations matters, including performance improvement plans, performance review processes, and retention initiatives Preferred Requirements: • Experience working in a GMP-regulated manufacturing environment • SHRM-CP, SHRM-SCP, PHR, or SPHR certification •Exceptional communication skills •Experience with OFCCP Compliance Regulation Responsibilities Include: • Develop, implement, and maintain HR policies and procedures to support organizational compliance and operational effectiveness. • Administer employee benefit programs and support related activities including enrollment, changes, and employee communication. • Provide guidance, coordination, and oversight for HR staff and support personnel. • Manage employee relations matters, including conflict resolution, policy interpretation, coaching, and corrective action processes. • Perform core HR functions as needed, including FMLA administration, benefits administration, and coordination with external agencies. • Manage the onboarding process for new employees, ensuring accurate documentation and effective integration into the organization. • Maintain the Employee Handbook and ensure alignment with current laws, regulations, and internal policies. • Ensure compliance with federal, state, and local employment regulations, and maintain accurate and complete HR records. • Support effective communication between employees and leadership to promote a constructive and inclusive work environment. • Oversee HR systems and ensure accurate data entry, secure information management, and timely reporting. •Size • Build and maintain professional working relationships with employees, leadership, and external partners. The duties listed above are intended to describe the essential functions of this position. Additional responsibilities may be assigned as needed. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. This role may require sitting, standing, or walking for extended periods; using a computer; and working in a standard office environment. Specific physical or environmental requirements will be addressed through the reasonable accommodation process.

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

Human Resources Manager - Charlotte, NC We are seeking an experienced Human Resources Manager to lead and execute HR strategy for a successful, fast-paced, growing construction General Contractor. This role partners closely with executive leadership and oversees all HR functions while supporting both corporate and field-based teams. Key Responsibilities Develop and lead HR strategy aligned with business goals and growth initiatives Serve as a trusted advisor to senior leadership on workforce planning, culture, and change management Oversee talent acquisition, onboarding, leadership development, and training Lead employee relations, performance management, and policy consistency across jobsites and offices Direct compensation and benefits strategy, benchmarking, and enhancements Ensure compliance with employment laws, OSHA, and regulatory requirements Oversee HR systems, reporting, and ERP integration Lead and develop the HR team Qualifications Bachelor's degree in HR, Business, or related field (Master's or SPHR preferred) 10+ years of progressive HR experience in a construction or multi-site manufacturing environment. Minimum of 4 years in Senior HR leadership, ideally within a GC or other construction environment Strong knowledge of employment law and safety-driven, multi-region operations Proven ability to partner with both executive leadership and field teams Experience in fast-growing or evolving organizations ERP/HRIS experience required Ability to do 10% overnight travel

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

The Senior Financial Business Partner provides strategic financial support to the business. This position requires a blend of financial expertise, business acumen and the ability to influence and drive strategic initiatives. This role acts as a key advisor to the Program Management leadership, supporting all financial elements relating to revenue recognition accounting, contract review and approval and sales to program margin forecasting. This role is also responsible for ensuring financial goals are met and business strategies are effectively implemented. The role involves engaging with business partners to understand business processes, performance, highlighting risks and opportunities, and fostering well-informed decisions. Company Overview FUJIFILM Biotechnologies is building the future of bioproduction in Holly Springs, North Carolina. By end of 2025, we'll open North America's largest end-to-end CDMO biopharmaceutical manufacturing facility, offering drug substance production, fill-finish, and packaging under one roof. We're looking for passionate, mission-driven people to help us realize this exciting vision and deliver the next vaccine, cure, or therapy. We offer a dynamic work environment and we're proud to cultivate a culture that will fuel your purpose, energy, and drive-what we call Genki. Ready to shape the future of medicine? Let's transform healthcare together! Holly Springs, North Carolina, combines small-town warmth with proximity to Raleigh's thriving tech scene, making it the perfect blend of community and opportunity. Fujifilm is globally headquartered in Tokyo with over 70,000 employees across four key business segments of healthcare, electronics, business innovation, and imaging. We are guided and united by our Group Purpose of “giving our world more smiles.” Visit: *************************************************** Job Description What You'll Do Analyzes and manages the financial data related to profit margin, monitoring and optimizing profitability. Collaborates with Program Managers to develop and evaluate Client Project profitability and profitability modeling. Supports budgeting, forecasting, and long-term financial planning processes, ensuring alignment with company objectives and identifying areas for efficiency and cost savings. Develops strategic partnerships with internal stakeholders to drive optimal value. Monitors financial performance against targets, identifies risks and opportunities, and recommends corrective actions. Prepares finance reconciliations of client projects versus internal accounting systems. Reviews revenue recognition, profitability and cash flow implications. Provides input for monthly site leadership reports, CFO report and bi-annual budget reports. Optimizes contract and pricing strategies, ensures accuracy of models aligned while maintaining a consistent global approach. Reviews and signs-off customer contracts, change orders, inter-company agreements, and Master Services Agreements, ensuring they follow the correct approval process. Works closely with and proactively builds and maintains effective relationships with the Program Management team providing finance support and insight, as required. Ensures compliance to all relevant internal and external guidelines such as financial reporting guidelines, tax, regulatory requirements, and internal controls. Collaborates with cross-functional teams and senior leadership to support business goals and financial transparency. Identifies opportunities for process improvements and support implementation of these processes. Adheres to safety requirements and company training schedules in timely manner. Maintains technical knowledge by attending educational workshops, reviewing publications. Performs other duties as assigned. Knowledge and Skills Strong analytical and problem-solving skills with the ability to interpret complex financial data. Excellent customer service, presentation, team interaction and communication skills (written and verbal) across functional and inter-company boundaries. Ability to be proactive, multi-task, and prioritize work assignments with limited supervision. Ability to adhere to deadlines while maintaining confidentiality of sensitive information. Strong attention to detail, excellent in analyzing and interpreting data. Demonstrated ability to react and respond professionally to changing priorities and timelines. Bring a strong sense of urgency to meet business financial needs, bring a positive ‘hands-on' approach to the position. Team oriented person who has excellent problem solving/ judgment skills with a high level of attention to detail and accuracy Advanced skills in MS Office Suite (Word, Excel, Visio) Willingness to learn new skills Basic Requirements Bachelor's degree in finance, Accounting, Business Administration, or a related field with 8 years of experience in commercial finance, business finance partnering, FP&A, or a related role OR Master's degree in finance, Accounting, Business Administration, or a related field with 6 years' experience in commercial finance, business finance partnering, FP&A, or a related role Experience and strong working knowledge of revenue recognition and an understanding of basic accounting rules and concepts Preferred Requirements Experience in financial modeling, budgeting, forecasting, and variance analysis. Certified Public Accountant (CPA)

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

The human resources site lead is directly responsible for the overall administration, coordination and evaluation of human resources functions. These areas include employee relations, training, policy implementation, performance management, recruitment/employment, affirmative action, and employment law compliance. The ideal candidate would also have some expose to environmental, health and safety. ESSENTIAL DUTIES AND RESPONSIBILITIES •Develops and administers human resource plans, procedures and policies. •Plans, organizes and controls all activities of the department. Participates in developing department goals and objectives. •Develops and maintains affirmative action program; maintain other records, reports and logs to conform to EEO regulations. •Review data collection , issue letters to employment agencies, Virginia Employment Commission, etc. •Review targets and goals to determine where we fall short of goals and action needed •Follow up on action items from meetings •Maintains responsibility for compliance with OSHA rules and regulations; conduct safety training or coordinate the use of appropriate vendors for required training. •Prepare and conduct training classes as needed •Conduct recruitment efforts for hourly workforce and assist managers in recruitment efforts for salaried workforce. •Review applications and select qualified candidates •Conduct interviews for qualified candidates, make job offers •Develop and maintain handbook on policies and procedures; communicate changes to supervisors and employees and ensures proper compliance is followed. •Recommend and make changes as needed •Work with supervisors on compliance •Monitor job performance evaluation system and revise/recommend changes as necessary. •Meet weekly with supervisors to monitor progress of new hires, prepare spreadsheet of progress for each new hire •Provide training and assist managers/ supervisors in counseling and discipline of employees. •Conduct training classes as needed for labor laws, federal regulations, coaching, counseling and disciplining employees •Assist managers and supervisors dealing with employees and resolving issues •Conduct investigations and issue suspensions/terminations for all employees. •Interview and complete investigation with all parties •Prepare employee profile •Prepare report with findings and recommendations •Conduct disciplinary meeting with employee and supervisor •Performs other incidental and related duties as required and assigned. EDUCATION/EXPERIENCE •Bachelor's degree preferably in human resources management •2-5+ years of experience in a human resources JOB KNOWLEDGE, SKILLS AND ABILITIES •Knowledgeable of Federal and State employment laws. •Strong work ethic and team player. •Ability to deal sensitively with confidential material. •Organizational, multi-tasking and prioritizing skills. •Ability to communicate with various levels of management. •Ability to set priorities and meet deadlines. •Excellent interpersonal skills; ability to work well with employees and vendors at all levels. •Provide strong leadership skills in implementation of HR functions. •Knowledgeable of OSHA standards and requirements. •Proficiency in Microsoft Office software IDEAL CANDIDATESomeone not afraid to come into a traditional and transacional HR environment with the desire to identify and implement process improvements to free themselves up to provide higher level strategic HR support. This person will be the only HR employee onsite and will have the chance to help reinvent the meaning of HR support. Additional Information All your information will be kept confidential according to EEO guidelines.

Company:Marsh McLennan AgencyDescription: Associate Human Resources Business Partner Our not-so-secret sauce. Award-winning, inclusive, Top Workplace culture doesn't happen overnight. It's a result of hard work by extraordinary people. The industry's brightest talent drives our efforts to deliver purposeful work and meaningful impact every day. Learn more about what makes us different and how you can make your mark as an Associate Human Resources Business Partner at MMA. Marsh McLennan Agency (MMA) provides business insurance, employee health & benefits, retirement, and private client insurance solutions to organizations and individuals seeking limitless possibilities. With offices across North America, we combine the personalized service model of a local consultant with the global resources of the world's leading professional services firm, Marsh McLennan (NYSE: MMC). A day in the life. A day in the life of an Associate Human Resources Business Partner is dynamic and centered on aligning business objectives with the needs of colleagues and management within their designated divisions. They function as trusted consultants, addressing a wide range of HR topics such as policy interpretation, compensation, benefits, and employee relations. Their role involves partnering closely with HR leadership to develop and implement strategies that promote growth, foster a positive culture, and enhance organizational effectiveness. Throughout the day, they support managers by offering advice and coaching on people-related challenges, helping to navigate performance management, career development, and disciplinary actions. They proactively assess the unique HR needs of the business, crafting tailored solutions while ensuring compliance with legal requirements by collaborating with the legal department when necessary. Key responsibilities also include managing critical HR processes like onboarding, colleague engagement, compensation, and offboarding. Under the guidance of senior HR partners, they conduct thorough investigations into employee relations issues, striving to resolve conflicts fairly and objectively. Their efforts focus on cultivating a motivated and engaged workforce, driving retention through effective communication and human resource programs that align with the organization's goals. Our future colleague. We'd love to meet you if your professional track record includes these skills: Bachelor's degree in human resources or organizational development, or relevant Human Resources experience required. 3-5 years' experience in resolving employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, employee relations, diversity, performance management and federal and state respective employment laws. Legal work authorization to work in the U.S. on a permanent and ongoing basis without the need for sponsorship now or in the future. These additional qualifications are a plus, but not required to apply: Prior experience in Insurance industry. SHRM or HRCI certification. We know there are excellent candidates who might not check all these boxes. Don't be shy. If you're close, we'd be interested in meeting you. Valuable benefits. We value and respect the impact our colleagues make every day both inside and outside of work. Our culture promotes colleague well-being through robust benefits programs and resources, professional and personal development opportunities, and fulfillment through meaningful work. Some benefits included in this role are: Generous time off, including personal and volunteering Tuition reimbursement and professional development opportunities Hybrid work Charitable contribution match programs Stock purchase opportunities To learn more about a career at MMA, check us out our website or flip through recruiting brochure. Follow us on social media to meet our colleagues and see what makes us tick: Instagram Facebook X LinkedIn Who you are is who we are. We embrace a culture that celebrates and promotes the many backgrounds, heritages and perspectives of our colleagues and clients. We are always seeking those with ethics, talent, and ambition who are interested in joining our client-focused teams. Marsh McLennan and its affiliates are EOE Minority/Female/Disability/Vet/Sexual Orientation/Gender Identity employers. #MMAMID #LI-Hybrid

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

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

Job Description At Arc Human Capital, LLC, we help organizations strengthen their people operations through pragmatic, insight-driven HR consulting. Our work spans advisory, project-based HR support, and outsourced HR leadership. Because we support a diverse portfolio of clients and regularly expand our consulting capacity, we are always interested in meeting experienced HR professionals who want to partner with a firm that values judgment, integrity, and measurable impact. We invite HR Consultants and HR Business Partners to express interest in future projects and client engagement opportunities. While we are not hiring for a specific role today, we continually build relationships with strong professionals for both near-term and long-term needs. As such, this posting is intended to help us further build our community. What You May Support as Part of Our Network • HR advisory for small and mid-sized organizations. • Strategic HRBP support, including workforce planning, employee relations, organizational design, and manager coaching. • Development and implementation of HR policies, processes, and toolkits. • Execution of people-focused projects (e.g., performance management, compensation benchmarking, culture initiatives, compliance audits). • Change management planning and communications. • Interim or fractional HR leadership assignments. What We Look For • 7+ years of progressive HR experience; prior HRBP or consulting experience strongly preferred. • Demonstrated ability to diagnose issues, translate business goals into people strategies, and deliver practical recommendations. • Strong client-facing communication and relationship-management skills. • Comfort managing multiple workstreams, priorities, and client expectations. • Working knowledge of employment laws and compliance fundamentals. • High integrity, discretion, and reliability when working with sensitive information. • Experience working with small or high-growth businesses is a plus. How We Engage Talent Arc Human Capital maintains an active network of vetted HR professionals whom we contact when new engagements arise. Opportunities may include: • Project-based consulting • Fractional HRBP or HR Manager support • Interim HR leadership • Specialized or niche HR projects • Part-time or full-time W-2 opportunities, depending on client needs Why Connect with Arc Human Capital? • Exposure to diverse clients, industries, and HR challenges • Opportunities to build impactful, trusted relationships with leaders • Flexible, project-based work aligned to your expertise • A values-driven consulting firm that prizes quality, clarity, and outcomes • A long-term professional network and ongoing collaboration with our team How to Express Interest If you would like to be considered for future Arc Human Capital, LLC opportunities, please click on the "Apply to this Job" button to submit your resume, along with a cover letter that outlines your preferred work structure (project-based, fractional, interim, etc.) and a brief overview of your areas of HR specialization. We review submissions regularly and will contact you when a suitable engagement emerges.

Director of Human Resources STATUS: Open TRAVEL: Negligible CLEARANCE: Ability to obtain Secret Clearance BENEFITS: 401K, Life/Health/ Dental/Disability Insurance, Flexible Paid Leave, and Tuition Reimbursement. DESCRIPTION: Patricio Enterprises Inc. is seeking to hire a Director of Human Resources to support and oversee the Human Resources Department. They are responsible for overseeing HR operations, developing strategies to align HR with business goals, and managing employee relations and compliance. The candidate must be a motivated team player having comprehensive knowledge of HR practices and principles. The Director of Human Resources provides a wide array of complex and routine administrative services. A minimum of ten years' progressive performance in Human Resources and Federal government contracting industry experience mandatory. Primary duties will include (but not limited to): Demonstrates expert knowledge of best practice HR policies/procedures, as well as local, state and federal employment laws (FLSA, FMLA, ADA, etc.) Development of departmental goals, objectives, and systems. Manages and supports a team of human resources professionals. Maintains all employee and applicant documentation as dictated by governing agencies. Develop and implement HR strategies that align with the organization's overall business objectives. This includes succession planning, talent management, and change management. Create and enforce HR policies and procedures to ensure compliance with labor laws and regulations, protecting both the organization and its employees. Oversee the recruiting department ensuring that the organization attracts and retains top talent. They manage onboarding processes to integrate new employees effectively. Responsible for developing performance evaluation processes, ensuring they are fair and effective, and promoting a culture of continuous feedback and improvement. Handle employee relations issues, mediate conflicts, and promote a positive workplace culture. They address employee grievances and disciplinary actions as needed. Design and implement training programs, with the help of their team, to enhance employee skills and support career development, ensuring that employees have the necessary tools to succeed. Manage the HR department budget, ensuring that resources are allocated effectively to support HR initiatives and programs. Report HR metrics to senior leadership, ensuring that the organization meets all legal requirements and industry standards. Work closely with senior management to provide guidance on HR issues and ensure that HR strategies support the overall business plan. EDUCATION / EXPERIENCE REQUIRED: Bachelor's degree in human resources, Business, Organizational Development, Psychology, or related discipline. A minimum of ten years' progressive performance in Human Resources; Federal government contracting industry experience mandatory. Strong knowledge of Microsoft Office Suite. Strong experience with Deltek Costpoint, applicant tracking systems, HRIS, and other relevant software Effective communication skills, both verbal and written, including presentations; ability to speak confidently and effectively to varied audiences; proven professional writing ability, strong grammar and editing skills. Experience administering employee benefit plans and compensation plans, including Service Contract Act health and welfare benefits. Knowledge of Affirmative Action Plans and OFCCP compliance programs. EDUCATION / EXPERIENCE PREFERRED: Professional Certification (PHR, SPHR, GPHR, SHRM-CP or SHRM-SCP) preferred. Knowledge of UltiPro HRIS. Demonstrated experience in providing hands-on HR support for diverse employee populations of at least 200+ employees. OCONUS experience a plus. TRAVEL REQUIREMENTS: Negligible EOE. Protected Veterans/Individuals with Disabilities. Patricio Enterprises Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

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

at Weisiger Group Join the Weisiger Group Team As a family-owned company under our fourth generation of leadership, we have built our business based on the principles of trust, integrity, and a desire to help our customers and employees succeed. Since 1926, we've supported the strength of our communities by supplying equipment for critical infrastructure and commerce, and by funding programs that advance social and economic vitality. Being around for nearly 100 years means we change and pivot to capture opportunities and avoid challenges. We make smart investments in our company and continuously improve as part of our vision to be a trailblazing company that's built to last. We're looking for hard-working, team-oriented professionals who enjoy working on new challenges every day. We believe our employees are the key to our success, and we're committed to providing a work experience that helps our team grow to their full potential. Join a leading solutions provider and be a part of a group of highly skilled technicians, sales and support team members who exist to serve as a trusted partner to our customers, communities, and fellow employees. Summary If you're seeking a HR leadership role that is challenging yet rewarding every day, leading a team to support complex HR systems, processes, policies, workforce analytics, and first level support for over 2000 employees, then consider Weisiger Group, which was recently recognized as a US Best Managed Company for a fifth year in a row. In this role you will have an opportunity to utilize the following key skills: strategic planning, problem solving, effective ability to communicate at all levels, and strong ability to execute at a high level. You will be a key member of the Weisiger Group HR team where you will be a business partner with HR Center of Excellence peers, HRBP's, and business leaders to ensure our employees have a great experience working in Weisiger Group. Essential Functions HR Planning & Strategy- In partnership with key stakeholders across HR, Legal and the Divisions, develop and execute a comprehensive HR operations strategy that supports the overall business strategy. Identify and implement innovative solutions to improve HR processes, workflows, policies, and systems to enhance efficiency, effectiveness, and the overall employee lifecycle and experience (i.e., attract, acquire, onboard, develop, retain, offboard). HR Systems- Partner with Business Technology to deliver a comprehensive roadmap for HR systems and identify necessary process transformations needed to implement the roadmap and sustain success. Direct the development, optimization and support responsibilities for critical, enterprise-wide HR systems including UKG/Ultipro, Jobvite, Talent Quest, Awardco and other tools to meet the needs of our business and employees. Oversees change management, development and quality delivery. HR Reporting & Analytics- Build an HR data analytics capability scalable for future organizational growth. Partnering the PowerBI team, drive the execution of our HR insights, through the build out of new and existing dashboards, reporting and analytics capabilities to enable the activation the DE&I strategy, inform strategic talent decisions and measure progress against key performance indicators. HR Policy, Compliance and Immigration- Continuously evaluate organization's policies, procedures and practices and makes recommendations to positively impact employee experience, recruiting and retention outcomes. In partnership with HRBPs, Legal and leadership, maintain and evolve all HR policy and regulatory compliance requirements (handbook, policies, record keeping, training requirements, audits, annual reporting, etc.). Own US immigration coordination. HR Service Delivery- Manage a Shared Services team responsible for the effective and consistent coordination, implementation, and workflow of HR processes and employee service. HR Project Management- Lead the prioritization of HR initiatives working in partnership with HR leadership team. Implements an HR prioritization framework to ensure initiatives are aligned to strategic priorities. Establishes project management standards in accordance with corporate PMO office. Serves as PMO subject matter expert and ensures a consistent approach to managing HR projects across the organization. HR Operational Excellence- Serve as a subject matter expert to solve business problems and execute on company-wide HR Operations initiatives. Continuously identify opportunities for efficiency and drive continuous improvement in HR processes, systems, and automation. Works with HR leadership team and leaders across the organization to shape HR strategic operational priorities, execute the function's goals, and successfully resolve challenges. Other duties as assigned. Supervisory Responsibilities This job will lead, motivate, develop, and mentor a team of 6 HR professionals with a focus on career development and growth. Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable qualifying individuals to perform the essential functions. Education and/or Experience BA/BS degree in Human Resources, Business, Finance, Psychology, or another related field required. 10+ years of experience in a Shared Service Delivery or Operations environment including leading other HR professionals. Experience with HR compliance, labor laws, policies, and immigration. Comfort and experience managing and maintaining HRIS systems (UKG/Ultipro or Workday preferred). Mastery level Business Acumen: able to understand the business and can influence at the most senior levels. Proven track record as a change agent, implementing and scaling people processes, operations, and systems Superior consulting skills: can define the right business problems, build the right strategy (using data, insights, stakeholder input), manage complexities, build consensus, get alignment, drive change and execute. Thrive on simultaneously managing multiple responsibilities. Superior detail orientation, organization and analytical skills, which lead to an ability to execute day-to-day operations and projects/initiatives at a high level Strong sense of urgency and ability to re-prioritize in a fast-paced, ever-changing landscape. Strong leadership and team building skills. Excellent written and verbal communication skills. Proficiency using Microsoft Office including Excel, Outlook and Word Workplace Requirements The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical Demands While performing the duties of this Job, the employee is regularly required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms and talk or hear. The employee is frequently required to sit. The employee must frequently lift, carry, push, pull and /or otherwise move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus. Work Environment While performing the duties of this Job, depending on site location, the employee may be exposed to moving mechanical parts and equipment. The employee may occasionally be exposed to high, precarious places, fumes or airborne particles; outside weather conditions and vibration. The employee may occasionally be exposed to wet and/or humid conditions; toxic or caustic chemicals; extreme cold; extreme heat and risk of electrical shock. The noise level in some work environments is occasionally loud. We are an Equal Opportunity Employer We require all employees to treat all our employees and candidates as equals. All personnel actions are conducted in the spirit of equal employment. We're committed to recruit, train, promote and retain associates without regard to race, color, religion, gender, gender identification and expression, national origin, marital status, age, disability, genetic information, military status, sexual orientation or any other characteristic protected by applicable local, state or federal laws. #Weisiger EEO/AA Employer. All qualified individuals are encouraged to apply.

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

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

Working Title Assistant Director of Human Resources (Employee Relations/Classification & Compensation) Position Number GA309 FLSA Exempt Appointment Type Full Time Sensitive Position No Sensitive Position Statement A sensitive position requires a fingerprint-based criminal history check. This is NOT a sensitive position. Campus Security Authority Yes Campus Security Authority Statement This position is designated as a Campus Security Authority. A Campus Security Authority is required to immediately report any crime that is reported to them to the CNU Police. The CNU Police will then review, evaluate, and investigate the reported crime. Annual training is required by the Department of Education for faculty and staff designated as a Campus Security Authority. Designated Personnel Yes Designated Personnel Statement This position is designated essential for the University. In the event of an emergency, this position may be required to work during an authorized closing depending on the situation. Statement of Economic Interest No Statement of Economic Interest Statement This position is NOT required to complete the Statement of Economic Interest form annually and the related training as required by the Commonwealth of Virginia. Restricted Position Yes Restricted Position Statement A restricted position would be subject to availability of funding. This is a restricted position. Chief Objective of Position Provides strategic and operational leadership for the University's Classification and Compensation and Employee Relations functions. Leads the planning and execution of performance management processes, salary surveys, and required federal and state reporting. Leads change-management efforts related to new systems and processes within the Human Resource Department. Work Tasks Classification and Compensation * Provides oversight of the University compensation program to include compliance with federal, state and University regulations and policies, creates, maintains, and updates the University compensation plan and philosophy. * Assists the Executive Director of Human Resources with budget preparation with regards to compensation planning, estimates and initiatives to include compensation study and market adjustments. * Directly manages the creation of administrative professional (AP) positions, the AP salary plan, and University compensation studies. * Reviews and approves appropriateness for pay action requests for current employees using the Commonwealth of Virginia Compensation Reform policies, the CNU Salary Plan and additional resources as needed. * Determines appropriate starting salaries and wages for employees using sound compensation practices to ensure fairness and consistency. * In conjunction with the Training and Development Manager, develops and provides training on the classification and compensation processes. Performance Planning and Evaluation * Provides performance planning and evaluation support to managers and employees to ensure consistency and fairness, including training and talent development resources. * Effectively leads and manages performance planning and evaluations to include process, schedule, employee and manager notifications, training, tracking, and follow-up in accordance with Virginia's Department of Human Resources Management (DHRM) and University accreditation requirements. * Resolves employee/management issues concerning classification and performance evaluations. Employee Relations * Partners with the Human Resources Business Partner to provide advice, assistance, and counsel to employees and managers in the positive resolution of work-related problems, concerns, and grievances. * Provides oversight of the University's employee relations program. This includes serving as the employee relations liaison with departments and enhancing the University's environment by establishing and promoting effective employee relations strategies through proactive means such as training programs, workshops and individual meetings. * Analyzes problem situations and creatively works with employees and managers to find alternative methods of dispute resolution. Provides or coordinates mediations, as needed. * Conducts investigations and interviews employees and managers, as needed, to ascertain the facts surrounding alleged issues in order to resolve employment problems. * Consults and works closely with the Director of Institutional Compliance/Title IX Coordinator on related issues, policies and needs. * Provides guidance, interpretation and consultation on complex human resources policies related to EO compliance, and employee relations. Serves as a consultant to managers and employees to strengthen employee relations and training and development in the positive resolution of work-related problems, concerns, and grievances. * Consults with the Executive Director of Human Resources as to related DHRM and Employee Dispute Resolution (EDR) policies, as well as performance planning and evaluation, and other issues, needs and recommended actions. Serves as a consultant to faculty, staff and supervisors on EDR and DHRM policies and procedures concerning employee relations, dispute resolution, performance planning and evaluation, and required reporting. * Responsible for navigating the Commonwealth's grievance process. * Ensures compliance with federal and state regulations, policies and procedures for employee relations issues. Operations * Hires, trains, supervises, evaluates, and recommends personnel actions for those individuals under direct and indirect supervision within the Human Resources Department. * Collects and analyzes relevant data to make recommendations to the Executive Director of Human Resources Operations on strategic process improvements. * Acts as the Data Owner of the University's Human Resource Information System (HRIS), and is responsible for making policy and practice decisions regarding HRIS data. Required to complete assigned role-based security training annually as defined in the University Role Based Security Standard. * Ensures audit requests and responses are completed on time and accurately. * Serves as a point of contact in the absence of the Executive Director of Human Resources. * Ensure HR practices adhere to federal, state, and local employment laws (FLSA, FMLA, ADA, EEO, etc.). * Review HR policies and update them based on regulatory changes and organizational needs. * Is responsible for documentation standards for classification reviews, compensation decisions, and employee relations actions. Recruitment * Provides indirect oversight of the classified and hourly and Administrative and Professional recruitment process in accordance with Virginia's Department of Human Resources Management (DHRM) and University policy procedures. * Serves as the back up to the Human Resources Business Partner, conducting reviews of recruitment and hiring processes to ensure adherence to legal and institutional requirements. Offer guidance and support to departments and search committees on best practices for inclusive and equitable hiring. Strategic Planning & Organizational Alignment * Partners with the Executive Director of Human Resources and senior leadership to align Human Resource practices with overall strategic plan- Strategic Compass. * As needed, serves as the project manager for projects within the Human Resource Department. * As needed, lead change-management efforts related to new systems and processes within the Human Resource Department. Other * Serves as the Deputy Title IX coordinator for the University. * Follow workplace safety regulations and adhere to applicable standards, processes, and programs established for your position. * Report unsafe work conditions to your supervisor. * Immediately report work-related incidents to your supervisor and participate in accident investigation requests. * Promote a safe and healthy work environment by ensuring the implementation of safety regulations and applicable standards, processes, and programs established for employees under your supervision. * Ensure employees under your supervision are trained in safety standards and procedures for their positions. * Report work-related incidents within 24 hours according to the procedures established by the university, state and federal guidelines. * This position is designated as a "responsible employee" who has the authority to redress sexual violence, who has the duty to report incidents of sexual violence or other student misconduct, or who a student could reasonably believe has this authority or duty. * Develop and maintain very positive and professional customer service and/or relations within the office/department and with all constituencies to include students, faculty, staff, guests, and employees. Demonstrate a positive and professional attitude and treat everyone with dignity and respect. Fully supports the "Student's First" value at CNU and routinely goes the extra mile in providing service. Knowledge, Skills, Abilities (KSA's) related to position Excellent written and verbal communications skills. Working knowledge of classification, compensation, performance planning and evaluation processes. Excellent problem-solving skills. Demonstrated ability to correctly classify and compensate positions and employees; organize and implement projects or program plans; develop and advise on policy; and, to investigate and analyze complex questions and issues. Strong analytical and decision-making skills .Excellent communication and facilitation abilities. High level of discretion and professionalism. Ability to navigate complex workforce issues with fairness and consistency. Strategic thinking with attention to operational detail. Required Education Master's degree in a related field, or a bachelor's degree with significant experience that equates to an advanced degree. Additional Consideration - Education SHRM-SCP or SPHR Experience Required Experience in a Human Resources leadership position. Experience in the areas of compensation and classification. Experience with employee relations, grievances and developing positive relations between employees and management. Advanced experience using spreadsheet software with functions. Experience analyzing data and communicating outcomes. Experience developing human resource policies and procedures. Additional Consideration - Experience Experience working at a college/university in a Human Resources Department. Experience working with Cardinal timekeeping and payroll system. Experience working with PeopleAdmin applicant tracking system. Project management experience. Salary Information Starting at $102,350, Commensurate with Education and Experience. CNU Information Christopher Newport University is anchored in excellence, and that is reflected in our ranking as the #1 regional public university in Virginia and #3 among regional public universities in the South. We are an inclusive and kind community, founded on our shared values of honor, scholarship, service and leadership. We offer an outstanding liberal arts education provided by dedicated, gifted teacher-scholars who are supported by a compassionate team of faculty and staff. Our 4,500 undergraduate and graduate students pursue more than 90 areas of study, as they live and learn on a largely residential campus. CNU's on-campus performing and visual arts centers offer Broadway shows, world-class performances, engaging exhibitions, transformative lectures and classes, and more. Our athletics program is the winningest at any level in Virginia. Christopher Newport University is in the heart of Newport News, a vibrant city with breathtaking scenery and unique experiences. The city and region offer affordable neighborhoods, local and name-brand shops, diverse dining options, local parks and water access, and fun recreational opportunities. Whatever your interests and goals, you belong at CNU! For further details and information about Christopher Newport, visit cnu.edu. Is this position telework eligible? Yes Telework Eligibility Disclaimer This position is eligible for periodic telework as determined by the department. Eligibility is not guaranteed, and is subject to supervisor approval. Eligibility will depend on the likelihood of the employee's success in a telework arrangement and the supervisor's ability to manage telework. Departments and/or Human Resources may modify or revoke eligibility at any time. Employees will be required to sign a Telework Agreement. Posting Detail Information Posting Number AP442P Number of Vacancies Posting Date 12/12/2025 Review Begin Date 01/07/2026 Application Instructions Interested parties are requested to submit a cover letter; current resume; and the names, addresses, and telephone numbers of at least three professional references at the time of application. This position will be posted until filled; however, review of applications will begin on 01/07/2026. Search finalists are required to complete a CNU sponsored background check. Christopher Newport University (CNU) will make a reasonable effort to accommodate persons with disabilities in the application and/or interview process. Persons with disabilities who require accommodation should contact the CNU Human Resources Office by calling **************. Quick Link for Internal Postings *********************************** EEO/Diversity Statement(s) Christopher Newport University, an EO Employer, is fully Committed to Access and Opportunity. Notice of Non-Discrimination & Title IX Policy Statement