Human resources manager jobs in Kings Mountain, NC - 190 jobs

We are seeking a highly knowledgeable and compliance-focused Human Resources Manager to join our team in Clover, SC. This role serves as the organization's employment law and compliance expert, ensuring adherence to federal, state, and local regulations, including FMLA, COBRA, ERISA, GINA, Immigration, ADEA, FLSA, and Title VII. The HR Manager will lead initiatives in employee relations, benefits administration, and policy development, while providing guidance to managers and employees on HR best practices. The ideal candidate thrives in a fast-paced environment, builds strong relationships across all levels, and champions a positive, legally sound workplace culture. This position requires a proactive approach to monitoring regulatory changes and implementing compliant processes that protect both the company and its workforce. Key Abilities for Position Success: Building Collaborative Relationships: Must have the ability to develop, maintain, and strengthen partnerships with others inside or outside the organization who can provide information, assistance, and support. Confronts all problems with an intent to find solutions rather than blame. Establishes “win-win” relationships as opposed to “us versus them” relationships. Reflects Company Values: Teamwork, Integrity, Accountability Responsibilities: Manage employee relations, including conflict resolution, coaching, investigations, and documentation. Maintain and update the Employee Handbook to reflect current labor laws and company policies. Oversee benefits administration, including open enrollment, stop-loss forms, FMLA coordination, and employee support. Administer ADA accommodations and ensure compliance with federal and state regulations. Provide support and input for company events such as picnics, holiday celebrations, employee recognition programs, and milestone acknowledgments, ensuring alignment with company culture and employee engagement goals. Travel to other company locations and job sites as needed to support HR operations and employee engagement. Actively participate in daily HR operations, providing hands-on support across all HR functions. Support recruitment efforts including job postings, resume screening, interviewing, and onboarding. Maintain accurate and confidential employee records in compliance with legal and company standards. Provide guidance to managers on employee development, coaching, and disciplinary actions. Collaborate with Safety and Operations teams to maintain alignment on workforce compliance and training initiatives, serving as a partner rather than an oversight authority. Participate in internal investigations and support resolution of workplace issues Partner with payroll and finance teams to ensure accurate compensation and benefits processing. Generate and analyze HR metrics and reports (e.g., turnover, headcount, absenteeism) to support strategic decisions. Contribute to the development and implementation of HR policies, procedures, and programs. Champion employee engagement and culture-building initiatives across diverse work environments. Serve as a resource for employees regarding HR-related questions, concerns, and processes. Assist with training initiatives, including compliance training, leadership development, and safety awareness. Coordinate the drug testing, background checks, and other pre-employment screening processes. Ensure proper handling of confidential information and adherence to company confidentiality policies. Requirements: Excellent communication and interpersonal skills. Highly organized with the ability to manage multiple priorities. Ability to work independently and adapt quickly to changing situations. Proficient in Microsoft Office Suite and HR-related software. Quick learner with strong problem-solving skills. High attention to detail and advanced organizational capabilities. Comfortable working both independently and within cross-functional teams. Qualifications: Bachelor's degree in human resources or equivalent working experience. 5+ years of progressive HR experience, with at least 2 years in a generalist or business partner role. Strong understanding of employment laws and regulations, including FMLA, ADA, OSHA, and DOT compliance. Experience supporting field-based teams in construction, manufacturing, or similar industrial environments. Excellent interpersonal, communication, and conflict resolution skills. Proven ability to manage multiple priorities and work independently in a fast-paced setting. Proficiency in Microsoft Office Suite and HRIS systems. Strong organizational skills and attention to detail. Ability to travel to job sites and other company locations as needed. HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) is a plus. Confidentiality Responsibility: This position requires handling sensitive employee and company information, including personal data, compensation details, and medical records. The HR Manager must sign and adhere to a Confidentiality Agreement to protect all proprietary and confidential information. Travel Requirements: Willing to travel to other company locations as needed. Physical & Environmental Requirements: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 25 pounds at times. May occasionally be exposed to noise, dust, and a variety of substances that are typically associated with a construction site. Environmental Conditions May be exposed to high levels of noise, grease, dust, and a variety of substances that are typically associated with a construction site.

The HR Manager oversees the day-to-day operations of the Human Resources department, providing leadership and direction to the HR Generalist and Talent Acquisition teams. This role ensures consistent execution of HR policies, processes, and systems across the organization and serves as an escalation point for HR Supervisors. The HR Manager partners closely with the Director of HR to drive execution of strategic HR initiatives and lead high-impact projects that support organizational growth and scalability. Lead, coach, and develop the HR Generalist and Talent Acquisition teams, ensuring alignment with company goals and standards. Oversee daily HR operations including employee relations, policy interpretation, compliance, onboarding/offboarding, and benefits administration. Serve as the escalation point for HR Supervisors, providing guidance and direction for complex employee relations or compliance issues. Manage and oversee recruitment strategy, ensuring alignment with workforce planning and organizational growth goals. Ensure effective use and optimization of HR systems, including Paycom, for reporting, analytics, and process automation. Partner with leadership on the creation, revision, and communication of company policies and procedures. Monitor HR metrics (turnover, headcount, time-to-fill, engagement, etc.) to identify trends and recommend proactive solutions. Collaborate with the Director of HR on major initiatives such as performance management, compensation reviews, and culture/engagement programs. Support change management efforts and ensure smooth execution of new HR projects or system implementations. Maintain compliance with federal, state, and local employment laws and regulations. Education & Experience: Bachelor's degree in Human Resources, Business Administration, or related field required. 7+ years of progressive HR experience, including at least 3 years in a management or supervisory role. Demonstrated success leading both HR operations and talent acquisition functions. Experience managing HR in a high-growth environment preferred. Strong knowledge of HR laws, compliance, and best practices. Hands-on experience with Paycom or comparable HRIS strongly preferred. SHRM-CP, SHRM SCP, PHR, or SPHR strongly preferred.

- SAP HR Consultant Rate- $64 Job descriptions: 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. Good-to-Have · 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 SN Responsibility of / Expectations from the Role 1 Design and do analysis based on the business requirements. 2 Work closely with SAP HR business Partner to deliver, maintain, troubleshoot, and desgin SAP functionality. 3 Able to meet deadlines 4 Strong communications and decision-making skills - ability to balance conflicting needs 5 Propose robust solution to meet the functional needs.

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.

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

This is a hands-on HR role supporting field, shop, and office employees. The HR Manager oversees hiring, onboarding, benefits administration in Employee Navigator, ADP employee setup, employee records, employee relations, and works closely with supervisors to support communication and documentation. This role also manages workers' compensation decisions and coordinates return-to-work plans. This is an on-site position based in Spartanburg. Key Responsibilities • Recruit, interview, and onboard field, shop, and office employees. • Set up and maintain employee records in Employee Navigator and ADP. • Coordinate benefit enrollments (Medical, Dental, Vision, Disability, Life, 401(k)/Roth). • Maintain accurate employee files and ensure required documentation is completed. • Support supervisors with coaching documentation and communication follow-through. • Review and verify payroll-related inputs for accuracy; accounting performs payroll processing and job costing. • Coordinate workers' compensation claims and return-to-work processes. • Support employee morale through regular appreciation and engagement efforts. • Work with leadership to strengthen communication and alignment across the team. Qualifications • Bachelor's degree required. • Minimum 2 years HR experience required; 5+ years preferred. • Experience in manufacturing or construction strongly preferred. • Relevant military leadership experience may be considered. • Comfortable working directly with field, shop, and leadership teams. • Strong communication and follow-through abilities. • Desire to learn, improve, and adapt - recognizing that not everything is black and white. Culture & Work Style Expectations We work as a team here. Humility, ownership, problem-solving, accountability, and a willingness to learn matter. We avoid drama and excuses. We try to get better every day and support each other in that effort.

Create, Modernize, Reformulate and Implement the training methodology and programs utilized across the entire park at all levels of the organization. This individual will lead the strategy and implementation of Leadership training and development for all employees across all Carowinds properties and Divisions. This position is a member of the Human Resources Leadership Team and reports directly to the Director of Human Resources. Benefits: 3 weeks paid vacation (6 sick days, 8 paid holidays) Several medical coverage options to fit your needs best 401K match FREE entry to ALL our parks and water parks! Perks: Complimentary tickets for friends and family Discounts on food and park merchandise Full-time and part-time employee events and gatherings Responsibilities: Creates content and strategy that supports the development of employees at all levels of their career. Train instructors and supervisors in techniques and skills for formal and informal training of employees. Manage training for leadership, peers and committees across company at all levels. Analyzes training needs ongoing to develop new training programs or modify and improve existing programs. Evaluates instructor performance and the effectiveness of training programs, providing recommendations for improvement. Plans, develops, and provides training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops. Creates and tracks training metrics for both technical and Leadership training in compliance with state and federal law, as well as Six Flags policy and procedures, Prepares annual training budget for organization. Partner with divisional leadership and conducts surveys to identify training needs based on feedback from various sources, changes to processes, and other factors including guest service goals. Develops and organizes training manuals, materials, multimedia visual aids, and other educational materials. Partners and supports Divisions with ongoing department specific training across the park. This position actively participates with peers in developing training strategy for all Six Flags parks. Supervisory responsibility for seasonal/part time team. Supports the Human Resources division in various areas when the need arises. Manage the operation of the employee store, ensuring uniform distribution, inventory and employee purchase needs. Qualifications: Requires 6 to 8 years of current and progressively responsible experience, preferably in a training and organizational development or human resources, preferably in a service and multi-unit industry. Requires 6 to 8 years of communication, facilitation, and presentation skills. Bachelor's degree in Organizational Development, Human Resources, Communication, Education or related field. Related training certifications, active professional memberships, and in-depth experience with the design and delivery of learning programs for technical and soft skills is required. Organizational development expertise, well rounded knowledge of learning applications and various training tools. Proven ability to build strong business partnerships and consultative abilities. Ability to succeed as a member of a cohesive, synergistic Human Resources Team Strong problem solving, critical thinking and analytical skills. Effective project management and privatization skills with ability to meet deadlines, while working in a fast-paced culture. Proficiency in Microsoft Office, LMS and HRIS systems.

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.

This role requires a hybrid schedule and will be based in our South Charlotte, NC Headquarters (Tuesday through Thursday) and work fully remotely on Mondays and Fridays each week. At Sage Home Loans, our HR Director plays a pivotal role in shaping a people experience that reflects our values-being great teammates, embracing growth, and thinking like owners. This leader serves as a strategic partner to senior leadership, helping our teams thrive in a fast-moving, high-accountability environment where every second counts and clients always come first. We're looking for someone who can balance heart and rigor, blending empathetic leadership with sharp business instincts, data-driven decision-making, and a deep understanding of what top-tier performance looks like. If you're energized by building strong, inclusive teams and elevating both culture and outcomes, you'll feel right at home here. What You'll Do Deliver strategic HR programs, solutions, and support across assigned business units-elevating both team-wide and individual performance. Partner closely with senior leadership to understand business needs, articulate clear direction, and ensure transparency across teams. Model strategic, data-backed thinking that keeps the organization focused on the right inputs to drive results. Maintain a consistently high performance bar for how we operate and what we deliver as an HR function. Understand the financial dynamics of the business and apply sound, fiscally responsible decision-making within HR teams. Provide a consultative, forward-thinking approach to diagnosing challenges and crafting creative, people-aligned solutions that enable scalable growth. Serve as a trusted partner on performance management, employee relations, benefits, leadership coaching, compensation, learning and development, and organizational development. Maintain HR policies and practices based on real-time feedback and organizational needs. Offer day-to-day guidance to leaders on coaching, career development, performance expectations, and corrective action. Collaborate seamlessly with Central Services, Talent Management, Leadership Development, Learning & Development, and Recruiting to deliver Sage-wide people strategies and programs. Lead core talent processes including performance reviews, talent calibrations, succession planning, and leadership development. Lead, develop, and empower a team of HR Business Partners, building a highly accountable group that consistently enhances the employee experience. Introduce external insights and best-in-class thinking to drive innovation, bold ideas, and operational excellence across the HR function. Support a performance-heavy, metrics-driven environment typical of financial services and mortgage operations, ensuring that people programs fuel speed, clarity, and sustainable success. Champion a digital-forward, tech-enabled approach to HR operations that makes life easier for employees and leaders. What We're Looking For Excellent communication, relationship-building, and collaborative skills-especially in fast-moving, remote or hybrid environments. 8+ years of Human Resources experience, including at least 2 years leading an HRBP team supporting exempt and non-exempt employees. Background in financial services-ideally mortgage-or other high-performance, metrics-driven, sales-oriented environments. Experience partnering with senior executives as a trusted advisor and thought partner. A strong foundation across HR disciplines including performance management, employee relations, compensation, and learning & development. Ability to operate with speed, clarity, and sound judgment in a changing, highly regulated environment. Comfort navigating ambiguity and shifting priorities while keeping people, planning, and business outcomes aligned. Strong analytical skills with the ability to interpret data, identify trends, and recommend thoughtful, scalable solutions. A team-oriented mindset with a bias toward action, accountability, and continuous improvement. Experience in tech-enabled or digital-forward organizations-comfortable leveraging tools, systems, and automation to elevate HR impact. High integrity, sound decision-making, and deep commitment to doing right by employees and clients alike. Compensation This range reflects total cash compensation, which may include base salary only or base salary plus target bonus, depending on the role. Where eligible, equity may also be offered separately and not included above. Actual compensation varies based on location, experience, and qualifications. Total Cash Compensation Range: $140k - $180k per year. The following benefits are provided by Red Ventures, subject to eligibility requirements. Health Insurance Coverage (medical, dental, and vision) Life Insurance Short and Long-Term Disability Insurance Flexible Spending Accounts Paid Time Off Holiday Pay 401(k) with match Employee Assistance Program Paid Parental Bonding Benefit Program Flexible Paid Time Off (PTO): We believe time to rest and recharge is essential. That's why we offer a generous and flexible PTO policy. Full-time employees accrue 20 days of PTO for a full calendar year annually, with an increase to 25 days after five years of service. Who We Are: Sage Home Loans Corporation is a digital mortgage lender solution redefining the mortgage origination experience. By building new technology solutions we're creating simple and clean customer experiences to simplify the mortgage application process. Our team has developed a fully digital online application that enables the user to complete their application and start looking for the right mortgage that matches their needs 24/7. We then marry the digital journey with exceptional human interaction from our expert Loan Officers to create the best possible borrower experience. Founded in 2000, Red Ventures (RV) is home to a diverse portfolio of industry-leading brands and businesses, strategic partnerships and proprietary technology, including Sage Home Loans, Bankrate, Lonely Planet, The Points Guy, BestColleges and more. Together, RV helps millions of people worldwide make life's most important decisions, accelerates digital adaptation, and innovates the online consumer experience by improving every step of the consumer journey from first discovery of information, throughout the decision-making process, to transactions. Headquartered south of Charlotte, NC, Red Ventures employs thousands of people across the US and Puerto Rico, with international offices in the UK and Brazil. For more information, visit *********************** and follow @RedVentures on social platforms. At Red Ventures, we believe diverse, inclusive teams are better. To help you better understand our core values and beliefs, we encourage you to watch this brief YouTube video: Our Belief Statements. This will give you insight into the principles that guide our work and our commitment to fostering an inclusive environment. We offer competitive salaries and a comprehensive benefits program for full-time employees, including medical, dental and vision coverage, paid time off, life insurance, disability coverage, employee assistance program, 401(k) plan and a paid parental leave program. Red Ventures is an equal opportunity employer that does not discriminate against any employee or applicant because of race, creed, color, religion, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or any other basis protected by law. Employment at Red Ventures is based solely on a person's merit and qualifications. We are committed to providing equal employment opportunities to qualified individuals with disabilities. This includes providing reasonable accommodation where appropriate. Should you require a reasonable accommodation to apply or participate in the job application or interview process, please contact accommodation@redventures.com. If you are based in California, we encourage you to read this important information for California residents linked here.

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

Carolina Neurosurgery & Spine Associates (CNSA) is seeking a dynamic and strategic Director of Human Resources to lead our HR department through an exciting period of growth, integration, and change. This individual will play a key leadership role in advancing CNSA's people strategy, fostering a culture of engagement, and aligning HR operations with the organization's continued clinical and operational excellence. About the Role The HR Director will oversee all aspects of Human Resources - including employee relations, talent acquisition, physician recruitment and onboarding, benefits administration, compliance, and organizational development - while helping guide the practice through ongoing integration into a managed services organization (MSO) model. This is an opportunity for a vibrant, hands-on leader who thrives in a fast-paced healthcare environment and can balance strategic vision with operational execution. Key Responsibilities Lead HR strategy and daily operations across all CNSA clinic locations. Partner with the executive team to align people initiatives with practice and MSO goals. Drive recruitment and onboarding processes for both staff and physicians, ensuring a seamless and professional candidate experience. Champion organizational change management initiatives and foster a positive, adaptive culture through growth and integration. Strengthen leadership development, employee engagement, and retention strategies. Oversee benefits administration, compliance, and HR policies across multi-state operations. Collaborate with PracticeCore and external partners to streamline HR functions within the MSO model. Provide guidance to department leaders on employee relations, workforce planning, and performance management. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 7+ years of progressive HR leadership experience, preferably within healthcare or multi-site practices. Strong background in change management, employee relations, and organizational development. Proven experience in physician recruitment and onboarding. Familiarity with Managed Services Organizations (MSOs) or similar integrated healthcare structures. Excellent interpersonal, communication, and leadership skills with a “people-first” mindset. PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred. This posting is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities of this position. CNSA retains the discretion to add to or change the job responsibilities of any position at any time with or without notice. Full Time Why Join CNSA CNSA is one of the nation's premier neurosurgery and spine practices, known for clinical innovation and patient-centered excellence. As we continue to modernize and expand through our partnership with PracticeCore, the HR Director will have a unique opportunity to shape the future of our people operations - building a foundation for engagement, growth, and performance. Company Culture Expectations: Reflects CNSA Core Values in all job responsibilities and interactions Compassion: Treats others with compassion and empathy Teamwork: Collaborates with all team members Communication: Communicates effectively and with positivity Integrity: Acts with integrity and accountability Innovation: Remains open-minded to new ideas and continual improvement Community: Treats every patient and team member as a part of the CNSA community Participates in department or system wide improvement plans Performs high quality work that is neat, accurate, complete, and on time Offers assistance to all patients by promptly responding to requests and needs Asks questions to gain full understanding of assignments Adapts to changing assignments and responsibilities Apply Today!

JOB PURPOSE The Director of Human Resources supports the agency mission of providing hope and healing to those impacted by domestic violence, sexual assault, and human trafficking by the development and implementation of HR strategies, policies, and practices across all functional areas, including recruitment, compensation and benefits, compliance, employee relations, talent management, training and development, and workforce planning. This role also serves as the training liaison for Safe Alliance, creating and delivering programs that support organizational growth and effectiveness. Key Activities HR Operations Develop and execute HR strategy aligned with organizational goals, agency policies and legal requirements Oversee recruitment, interviewing, hiring, and onboarding processes. Manage compensation and benefits programs, payroll administration, and HRIS systems. Ensure compliance with federal, state, and local employment laws and regulations. • Advise executive leadership on HR matters and provide coaching and mentorship. Handle employee relations, disciplinary actions, and investigations. Conduct employee exit interviews. Monitor HR trends, best practices, and regulatory changes. Maintain accurate HR records and prepare reports for decision-making. Training & Development Assess organizational training needs and design programs to address them. Create and deliver onboarding, orientation, and skills training. Develop training materials and maintain participation records. Evaluate program effectiveness and adjust as needed. Manage training budgets and ensure milestones are met. Administration Working with designated Ascend staff, coordinate the development of the agency budget and assist with forecasting the agency's financial status. Supervise assigned staff. Assist in selecting, recruiting, training and supervising, evaluating and recognizing qualified staff, volunteers and interns. Work to develop teams utilizing strong onboarding, communication, training/ team building, evaluation through staff feedback and succession planning. Provide reports/support for Board of Director meetings and other board activities. Ensure that employee time is entered into timekeeper system accurately; approve timesheets according to established deadlines; and office staffed appropriately. Adhere to agency procedures concerning Critical Incident Reports and Client Satisfaction surveys and participate in the Quality Assurance process. Stewardship Support agency mission by staffing at least a total of four events and outreach activities annually. Support agency mission by participating personally and ensure staff involvement in agency and community meetings and committees as requested by CLO. Support agency mission by participating personally in Strategy Team, Leadership Team, and ensure staff involvement in agency and community meetings and committees. Promote and maintain professional relationships with agency staff, volunteers, and community partners. Professional Development Maintain professional licensing/certification as applicable, staying informed about traumas, victimization, and other priority issues for the agency for the purpose of communications, marketing, grant writing, and fundraising/development activities. Other Contribute to agency effectiveness by performing other agency duties as assigned. CORE COMPETENCIES Employee must demonstrate the following competencies at all times. It is expected that all Chief and Director level staff will also demonstrate the position competencies of their direct reports. Agency Competencies 1.Cultural Competence - cultivates opportunities through diverse people; respects and relates well to people from varied backgrounds, understands diverse worldviews, and is sensitive to group differences; sees diversity as an opportunity, challenges bias and intolerance; understands oppressions that many clients face in the community; ability to apply self awareness and self-regulation to manage the influence of personal biases and values 2. Communication/Collaboration - uses effective oral and written communication to clearly convey and receive information and ideas in an engaging manner; demonstrates good listening skills, and invites response and feedback in order to build constructive working relationships with clients, volunteers, other work units and community organizations to meet mutual goals and objectives 3. Continual Learning/Professional Development - participates in continuing education, training and professional conferences focused on best practices to acquire and/or maintain the technical/professional expertise required to do the job effectively, resulting in the most positive client solutions 4. Quality Work Standards - motivated to achieve; sets high standards and well-defined, realistic goals for one's self; displays a high level of effort and commitment towards completing assignments in a timely manner with care and thoroughness, checking work for completeness and accuracy 5. Resiliency - maintains effective performance in stressful environments or when confronted with difficult situations; evaluates conditions to ensure one's own safety and the safety of others; identify and rely upon self-care strategies at home and/or work in order to handle stress in a manner that is acceptable to others and the organization Position Competencies 1. Action Oriented/Planning and Organizing 2. Guiding and Developing Staff 3. Initiative 4. Innovation 5. Visionary Leadership POSITION REQUIREMENTS Light work: Exerting up to 20 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, twist, carry, push, pull or otherwise move objects, including the human body. • The worker is required to have the ability for close vision, distance vision, color vision, depth perception, and ability to adjust focus to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; expansive reading; visual inspection involving small defects, small parts and/or operation of machines (including inspection), to determine accuracy and thoroughness of work assignment. • Position requires ability to reach, stand, crouch, walk, finger, grasp, sit, twist, talk, hear, and perform repeated motions. • Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. • Work hours are typically Monday-Friday between 8:30am to 5:00pm. • Employee must have access to transportation that allows them to meet all job requirements in a timely fashion. MINIMUM REQUIREMENTS Education Bachelor's degree in Human Resources, Business or related field (Master's preferred) Experience Six years' experience in HR, payroll, employee relations, and HRIS systems. Certifications Professional HR certification optional Knowledge and Skills Strong communication skills, strong analytical and problem-solving abilities, proficiency in Microsoft Office and vitural meeting platforms, ability to work independently, strong presentation/facilitation skills

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.

Requirements ESSENTIAL DUTIES & RESPONSIBILITIES : · Develop a clear vision for the workforce of the organization and consistent engagement of others. · Help employees realize their full potential to best serve AMOREM's patients, families and the organization, creating an environment where they can do their best work. · Anticipate problems before they arise and create solutions before they need to be implemented. · Protect the organization and its resources and ensure every move the organization makes is thoughtful and reduces risk, while remaining focused on the mission. · Develop and deliver premier training and support to leaders. · Encourage and motivate others when times are tough. · Be the ultimate champion of AMOREM's values and hold others accountable to those values, thereby creating the best culture and impact. · Develop the most effective, innovative and sustainable talent acquisition process and program. · Create a sustainable and desirable total compensation program. · Ensure that the organization meets the needs of all staff, holding staff accountable through annual evaluations and consistent leadership practices and communication. · Oversee employee engagement and leadership development so leaders feel comfortable coaching performance to affect overall organizational performance. · Manage legal compliance and risk and ensure employee safety. · Meet the goals outlined in the People Pillar on AMOREM's annual operational plan. · Exercise extreme confidentiality in all matters. · Adhere to safety policy and practices. · Cooperate with all government agencies and outside auditors. · Perform other duties assigned. Knowledge, Skills & Abilities: · Excellent verbal and written communication skills · Excellent interpersonal and conflict resolution skills · Excellent organizational skills and attention to detail · Knowledge and strong skills in developing instructional curriculums and educating adult learners · Strong analytical and problem-solving skills · Strong supervisory and leadership skills · Thorough knowledge of employment-related laws and regulations · Knowledge of and experience with varied human resource information systems · Proficient with Microsoft Office Suite or related software Minimum Qualifications: Education: · BS degree in Human Resources, Business, Management or related field from an accredited college/university Experience: ·At least five years of progressive leadership experience in human resources, and experience in healthcare leadership is strongly preferred · Experience in hospice preferred Licensures & Certifications: (if applicable): · SHRM-SCP or SPHR Certification is preferred Physical Demands: · Visual acuity to read written documentation and computer tasks · Speech and hearing skills necessary for telephone interaction and face to face contact · Ability to sit extended periods of time and perform administrative tasks · Ability to stand, bend and lift an average of 30 pounds · Manual dexterity with the ability to manipulate office equipment and keyboard for extended periods of time · Ability to walk, squat, kneel, climb and balance

General Definition of Work The Associate Superintendent of Human Resources, under minimal supervision, performs senior level work with considerable decision-making discretion overseeing personnel administration. The work involves assisting in developing and/or coordinating programs and policies in human resources such as recruitment, staffing, operation services, benefits, and employee relations. Employee is also responsible for assuming the duties of the Chief of Human Resources (CHRO) when absent; interpreting existing and new personnel legislation; policies, and procedures; addressing employee complaints or concerns; and acting as a liaison to outside organizations and agencies involved in school personnel matters. Employee performs advanced and supervisory work to carry out Board of Education policies and procedures related to a wide variety of programs and activities under the direction of the Chief of Human Resources. Qualifications To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Salary/Status PG 14 /Full-time, 12 months Reports To Chief of Human Resources (CHRO) Place of Work The normal place of work is on the premises used by Charlotte-Mecklenburg Schools. Charlotte- Mecklenburg Schools reserves the right to require you to work at such other place(s) as it may reasonably require from time to time. Essential Functions * Adhere to all state, federal, and local laws, policies, and procedures * Lead, manage, supervise, and evaluate assigned staff/programs in human resources * Investigate, analyze, and formulate methods for handling special projects/reports * Manage and monitor departmental budget * Oversee and facilitate programs and processes to recruit, hire, and retain highly qualified teachers, administrators, and all other staff throughout the district * Counsel principals and other administrators, both in an advisory capacity and by providing pragmatic assistance on a variety of employee issues * Manage and direct process used to classify and establish salary, licensure/credentials, benefits, and assignments for staff * Maintain employee position control through allotments to include verification/tracking * Attend regular and called meetings of the Board of Education as needed/required * Ensure that all Human Resources systems are fair, equitable, and adhere to state, federal, and local laws, and school board policies * Prepare and recommend personnel policies and procedures that are compliant with laws and regulations governing school system employees * Oversee and manage a comprehensive employee evaluation system with necessary coaching and support to implement with fidelity * Oversee and manage processes to ensure accurate management of personnel records and reporting through multiple platforms * Complete local, state, or federal surveys and reports accurately and promptly * Facilitate staff meetings and attend other related meetings as needed/required * Participate in professional development workshops and leadership training * Create an inclusive environment with positive communication/public relations * Perform related work as assigned or required Knowledge, Skills, Abilities * Comprehensive in-depth knowledge and understanding of the principles, practices, and procedures of public school system policies and human resources programs * Comprehensive knowledge of federal, state, and local regulatory requirements applicable to school system human resources programs * Thorough knowledge of county and school board policies, procedures, and standards regarding funding, position control, and allotments * Ability to maintain professional and emotional control under stress * Ability to reflect appropriate response to situations, while maintaining a professional and personal demeanor * Ability to learn and use specialized tools, equipment or software related to business needs * Ability to develop and monitor a budget * Ability to direct and evaluate the work of others * Ability to implement local, state, and federal rules, guidelines, and procedures into daily business operations * Ability to communicate effectively * Ability to reason, make judgments, and maintain effective working relationships * Ability to employ positive communication skills in all settings/mediums * Ability to problem-solve utilizing sound judgment * Ability to maintain confidentiality regarding school system business * Ability to develop related charts, graphs, reports, and records pertaining to school planning and strategy * Ability to take initiative, work independently, and exercise sound judgement * Ability to conceptualize, initiate, monitor, and evaluate new and/or current programs * Demonstrated ability to perform detailed work, planning, risk assessments, and associated risk mitigation actions * Demonstrated ability to work effectively in a deadline-driven, rapidly changing team environment Education and Experience * Bachelor's degree required * Master's degree in human resources or related area preferred * NC Certification (Principal or Superintendent) preferred * Minimum of five (5) years' experience as building or district administrator preferred * Equivalent combination of experience and education Special Requirements * Possess and maintain a valid Driver's License or ability to provide own transportation * Travel to school district buildings and professional meetings

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You'll find an environment that inspires and empowers you to thrive both personally and professionally. There's no one like you and that's why there's nowhere like RSM. As a Human Resources Outsourcing (HRO) Associate at RSM, you will play a critical role in delivering comprehensive HR consulting and outsourced HR services to small and mid-sized businesses across diverse industries. You will act as a key HR partner to multiple clients, ensuring compliance, operational efficiency, and effective HR service delivery. This role requires strong HR generalist expertise, the ability to navigate multi-state employment environments, and adaptability to shifting priorities and business needs. Hybrid Position: Remote work is available most days, with occasional in-office collaboration required. Responsibilities: * Serve as a primary HR point of contact for assigned clients, managing day-to-day HR operations such as onboarding, offboarding, benefits administration, payroll coordination, and employee relations. * Advise clients on HR policies, multi-state compliance requirements, and employment regulations, ensuring adherence to legal and best practice standards. * Assist in the development and optimization of HR workflows, employee lifecycle processes, and operational efficiencies tailored to client needs. * Leverage experience with HRIS and payroll systems (e.g., Paychex, ADP, Rippling) to support client HR operations, data integrity, and system implementation. * Guide clients on best practices for performance management, coaching, disciplinary actions, and conflict resolution. * Support HR assessments, prepare HR compliance reports (EEO-1, OSHA), and ensure documentation and policies align with federal and state regulations. * Assist in building repeatable, scalable HR processes that enhance service delivery across multiple client organizations. * Effectively communicate HR updates, present findings to clients, and collaborate with vendors and leadership to drive HR initiatives. * Contribute to proposal development and support business development activities by demonstrating HR subject matter expertise. Basic Qualifications: * Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field. * 2+ of HR Generalist or HR Consulting experience with exposure to multiple HR functions. * Experience with HRIS and payroll systems (Rippling, ADP, Paylocity, UKG, Paychex, etc.). * Multi-state HR experience, including knowledge of state-specific employment regulations. * Strong ability to multi-task, manage competing deadlines, and support multiple clients. * Exposure to HR assessments, compliance filings (EEO-1, OSHA), and HR reporting. * Knowledge of employee benefits administration, onboarding, and offboarding. * Strong written and verbal communication skills for client interactions and stakeholder management. * Proficiency in Microsoft Word, PowerPoint, and Excel. * Ability to adapt to a fast-paced, evolving work environment. Preferred Qualifications: * SHRM and/or HRCI certification * Experience in HR outsourcing or HR consulting firms * Benefits certifications or insurance licenses are a plus At RSM, we offer a competitive benefits and compensation package for all our people. We offer flexibility in your schedule, empowering you to balance life's demands, while also maintaining your ability to serve clients. Learn more about our total rewards at ************************************************** All applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender; sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at ************ or send us an email at *****************. RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate. RSM will consider for employment qualified applicants with arrest or conviction records. For those living in California or applying to a position in California, please click here for additional information. At RSM, an employee's pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range. Compensation Range: $62,800 - $103,400

At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. We do this by driving Responsible Growth and delivering for our clients, teammates, communities and shareholders every day. Being a Great Place to Work is core to how we drive Responsible Growth. This includes our commitment to being an inclusive workplace, attracting and developing exceptional talent, supporting our teammates' physical, emotional, and financial wellness, recognizing and rewarding performance, and how we make an impact in the communities we serve. Bank of America is committed to an in-office culture with specific requirements for office-based attendance and which allows for an appropriate level of flexibility for our teammates and businesses based on role-specific considerations. At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us! Job Description: This job is responsible for providing input into the development of Human Resources (HR) strategies that impact large, complex business units within a major Line of Business (LOB). Key responsibilities include developing and executing tactical plans at the business unit level to achieve strategic objectives and organizational effectiveness. Job expectations may include driving a wide range of HR activities and supporting functions across the bank such as talent acquisition, compensation, employee relations, regulatory compliance, performance management, and employee engagement and development. The HR Consultant will support Merrill Wealth Management. The individual in this role will partner with the HR Generalists to support, lead and serve as a resource on key initiatives. The HR Consultant must be a demonstrated self-starter with an excellent track record of success in his/her current environment. The HR Consultant must also be a strong, decisive, results-oriented professional who can develop and manage relationships across the business with a wide variety of partners based on trust, teamwork and knowledge. Merrill Wealth Management is a leading provider of comprehensive wealth management and investment products and services for individuals, companies, and institutions. Merrill Wealth Management is one of the largest businesses of its kind in the world specializing in goals-based wealth management, including planning for retirement, education, legacy, and other life goals through investment advice and guidance. Responsibilities: Supports the strategic delivery of Enterprise and line of business specific Human Resources (HR) priorities in addition to ensuring organizational effectiveness across talent acquisition, performance management, talent development and learning, succession planning, compensation, etc. Applies lenses of operational excellence, organizational health, and opportunity and inclusion across all HR people processes Partners with business leaders to ensure that programs and practices are in alignment with Enterprise culture and conduct principles, serving as a trusted advisor to leadership Supports critical workforce activities, including but not limited to headcount reporting and analytics, financials/expenses, promotions, opportunity and inclusion, performance, talent management, and key cross-HR initiatives Collaborates with compensation, talent acquisition, and business partners in partnership with HR Managers to provide appropriate guidance on employee compensation, both at an individual level as well as in aggregate, while maintaining a focus on expense management Leverages systems and reporting tools (i.e., Workday and Tableau) to inform effective and strategic decision making for HR Managers Support projects & initiatives Required Qualifications: Reporting and data analytics experience Strong analytical skills - demonstrated experience gathering, organizing, analyzing and presenting large amounts of data Outstanding communication (verbal & written) and presentation skills assimilating data into a results-based story Strong attention to detail and quality control Project management experience Complex problem resolution skills Intellectual curiosity; always questioning how to take work to the next level Able to anticipate the needs of HR generalists Excellent interpersonal skills and integrity A strong team-player work ethic with the ability to engage with all levels of the organization Ability to handle confidential and proprietary information with discretion and balance risk and reward with a strong focus on compliance Proficient in Microsoft Office suite of products, with emphasis on strong Excel (familiar with lookup's, pivots, conditional formulas) and PowerPoint skills Desired Qualifications: 3+ years of HR experience in a variety of HR disciplines preferred Proficiency with HR systems i.e. Workday, Tableau Skills: Adaptability Attention to Detail Data Visualization Prioritization Reporting Collaboration Data Collection and Entry Data and Trend Analysis Policies, Procedures, and Guidelines Management Relationship Building Analytical Thinking Continuous Improvement Data Mining Executive Presence Written Communications Shift: 1st shift (United States of America) Hours Per Week: 40 Pay Transparency details US - NJ - Pennington - 1500 American Blvd - Hopewell Bldg 5 (NJ2150) Pay and benefits information Pay range$85,000.00 - $110,000.00 annualized salary, offers to be determined based on experience, education and skill set.Discretionary incentive eligible This role is eligible to participate in the annual discretionary plan. Employees are eligible for an annual discretionary award based on their overall individual performance results and behaviors, the performance and contributions of their line of business and/or group; and the overall success of the Company.BenefitsThis role is currently benefits eligible. We provide industry-leading benefits, access to paid time off, resources and support to our employees so they can make a genuine impact and contribute to the sustainable growth of our business and the communities we serve.

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 *************