Human resources manager jobs in Rocky Mount, NC - 109 jobs

At ProMach, we're looking for people who want to shine. You'll have opportunities to take your career in the direction you want. You can be creative. Strategic. Persuasive. Influential. Pro Mach is headquartered near Cincinnati, OH with facilities worldwide. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Do we have your attention? Keep reading. We are looking for a Human Resources Manager to provide the full scope of employee life-cycle duties for our Ossid facility located in Rocky Mount, NC. The person in this position must be able to apply a strong aptitude in HR to drive and implement the successful completion of HR initiatives at both the division level, and as developed by the Corporate function. Does this work interest you? Staffing & Retention Excels at developing and applying creative staffing approaches to find new employees in an efficient and cost-effective manner. Acts a business partner with division leadership to anticipate, define, and execute staffing strategy. Guides the hiring manager in developing the position profile, sourcing/selection process, compensation, and job offer strategy. Provides consultation to division leaders regarding building bench-strength through talent-development and other strategies, applying sound business analysis of benefits and risks. Develops and supports retention plans and methods to counteract clearly identified risks. Employee Development & Relations Actively monitors the organizational capabilities from a business and employee development perspective. Leads the implementation of employee development strategies and supports corporate-wide strategies. Provides specific attention to division's high potential talent and poor performers. Consults with internal resources, as required, and leads inquiries regarding complex employee relations issues with a developed comfort and expertise in legal, risk, compliance, and security. Helps organize company meetings and events at the facilities, including team-building activities to enhance and improve employee morale and productivity. Benefits & Compensation Administration Manages day-to-day benefit administration needs for the employee population. Supports Corporate HR in the oversight of benefit plans and programs. Works with Corporate HR to administer annual compensation, bonus, and commission plans. Ensures job descriptions and compensation programs are updated and maintained. Performance Management & Organization Effectiveness Promotes company's performance management philosophy and methodology to achieve 100% application by all supervisors for all employees. Coaches business leaders and supervisors to influence and align behaviors to optimize employee performance and goal achievement. Leads efforts in improving performance of under-performers. Facilitates organization planning and design with division management. Leads division-level succession planning activities including key position identification and nominating successor candidates. Handles all aspects of successor candidate development including job skill identification and gap analysis and development plan creation and oversight. Manages and implements division-level change, such as policy standards, acquisition integration, process improvements, and application of technology and automation. Compliance & Training Ensures compliance with federal, state and local laws, regulations and orders through application of advanced knowledge and training. Partners with management to ensure that safety policies and training programs are current, practiced and enforced. Analyzes and assesses training and development needs with knowledge of organizational development theory and practices. Delivers highly effective and engaging training through well-developed delivery style. Safety Creates an environment where safety is highly valued and safe behaviors are consistently applied. Works with Plant Management to implement all aspects of the company safety program. Ensures compliance with all OSHA and other Federal, State and Local safety rules and regulations. Assists in the oversight of the safety & training observation program for facilities. Assists Corporate Safety with implementation of company-wide safety programs. Works with Managers and Supervisors to identify root causes of work related injuries and illnesses and implement methods to eliminate causes. What's in it for you? There's no monopoly on good ideas or limits to how far you can advance with our team. We offer an open, communicative environment that fosters individual initiative. We pride ourselves in being a company where people choose to build a career and find professional happiness. In addition to growth opportunities, as a ProMach employee, you receive more than just a paycheck. Total compensation includes your salary, comprehensive medical/dental and well-being programs, as well as life insurance, a generous paid time off program, and a retirement savings plan with a company match. And because we understand the importance of feeling protected, there is no waiting period for benefits - you are eligible on your first day of employment! If this sounds like you, we want to connect! 5+ years of experience in an HR leadership role. Bachelor's degree in human resources or a related field of study. Must deliver results and possess excellent leadership skills. Strong knowledge of federal, state, and local employment laws and regulations. Experience in design, development, and implementation of training programs. Must possess a strong knowledge of Microsoft office suite, including, but not limited to Excel, Powerpoint and Word. Must possess professional written and verbal communication and interpersonal skills. Ability to motivate, inspire confidence, produce quality work within tight timeframes, and simultaneously manage several projects. Ability to participate in and facilitate group meetings with all levels of the organization. Ability to accurately diagnose organizational needs, possesses the political awareness to gain support through the development of a clear strategy and goals, and the ability to produce results. Ability to creatively recruit and maintain an employee population in a challenging geographic location. Pro Mach, Inc. was named to the Inc. 5,000 list of fastest-growing private companies in the U.S. seven times. We continue to introduce innovative products, enter new markets, expand our global presence, and actively acquire new capabilities. We have the rewards, opportunities, and market strengths of a large organization combined with the entrepreneurial culture of a small, fast-paced company. You will enjoy the benefits of working with a growing company that competes globally, with the personal touch and feel of a smaller company where you can make an impact every day. Curious about life at ProMach? Follow us on LinkedIn, Twitter, and Instagram! ProMach is an Equal Opportunity Employer. Pro Mach uses E-Verify to verify the employment eligibility of all new hires to work in the United States. Pro Mach is a drug-free workplace. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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

Manages Human Resource activities for Critical Infrastructure Commercial group to include the administration and coordination of staffing, compensation, benefits, training, etc. This position ensures that management practices comply with corporate policies and state and federal employment law. This position Includes managing a staff of human resources professionals in line with the following duties: * Develops, recommends and administers Human Resources policies and procedures to support business unit, and company philosophy, culture and strategic goals. Advises and counsels all levels of management and employees regarding interpretation and application of policies, and procedures. * Manages Human Resources practices to ensure compliance with applicable laws and policy in coordination with the Division Human Resources and Corporate Human Resources departments. Oversees the administration of the performance management and base compensation programs and procedures for the unit as outlined by corporate procedure. Identifies current compensation trends in the marketplace. * Manages the recruitment and hiring practices to ensure compliance with applicable laws and policy. Forecasts and analyzes workforce planning data and, executes staffing strategy in conjunction with Intel and corporate objectives. * Ensures proper administration and dissemination of information related to onboarding new hires to include all required new hire paperwork, employee benefits enrollment including healthcare, 401k, retirement planning, etc. Ensures accurate processing of all documents necessary for implementation of the various benefits programs and maintenance of records as required for compliance with ERISA, COBRA, E-Verify and other applicable regulations. * Ensures that managers and employees are provided with guidance and training on employee relations issues. Advises management on employment law and company policies and procedures. Coordinates employee training sessions and guidance meetings. * Manages the investigation of employee complaints and disputes; recommends and implements disciplinary action. Works with Corporate legal counsel as appropriate. * Manages the training and certification program in compliance with program and corporate requirements. * Selects and hires Human Resources personnel. Trains and evaluates employees to enhance their performance, development and work product. Addresses performance issues and makes recommendations for personnel actions. Motivates and rewards employees including providing salary increases, bonuses and promotions within allocated budgets and company guidelines. Qualifications: * Bachelor's degree in Human Resources or related field plus five years of relevant experience * Demonstrated experience in providing leadership and guidance to a diverse, geographically dispersed client base. * Demonstrated experience in assessing and resolving a variety of employee relations issues. * Proficiency with Microsoft office professional software and ability to easily adapt to new systems * Excellent communication skills, working knowledge of integrated software applications and organizational skills are required. * Experience working in a manufacturing environment. * Strong knowledge of employment laws and regulations. * Demonstrated experience in recruiting, hiring, and developing employees. * HR Certification preferred. Note: The duties and responsibilities as described above are not intended to be all inclusive. As necessary, the Sr Manager Human Resources may assign additional duties and responsibilities provided the work is in the recognized jurisdiction of the position and can safely be accomplished. Compensation Details: $95,000-$110,000 The compensation range or hourly rate listed for this position is provided as a good-faith estimate of what the company intends to offer for this role at the time this posting was issued. Actual compensation may vary based on factors such as job responsibilities, education, experience, skills, internal equity, market data, applicable collective bargaining agreements, and relevant laws. Benefits Overview: Our health and welfare benefits are designed to support you and your priorities. Offerings include: * Health, dental, and vision insurance * Paid time off and holidays * Retirement benefits (including 401(k) matching) * Educational reimbursement * Parental leave * Employee stock purchase plan * Tax-saving options * Disability and life insurance * Pet insurance Note: Benefits may vary based on employment type, location, and applicable agreements. Positions governed by a Collective Bargaining Agreement (CBA), the McNamara-O'Hara Service Contract Act (SCA), or other employment contracts may include different provisions/benefits. Original Posting: 01/27/2026 - Until Filled Amentum anticipates this job requisition will remain open for at least three days, with a closing date no earlier than three days after the original posting. This timeline may change based on business needs. Amentum is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, sex, sexual orientation, pregnancy (including pregnancy, childbirth, breastfeeding, or medical conditions related to pregnancy, childbirth, or breastfeeding), age, ancestry, United States military or veteran status, color, religion, creed, marital or domestic partner status, medical condition, genetic information, national origin, citizenship status, low-income status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law. Learn more about your rights under Federal laws and supplemental language at Labor Laws Posters.

Job Description HR & Payroll Compliance Manager Reports To: CEO (dotted line to CFO) Salary: $90,000 - $110,000 The HR & Payroll Compliance Manager owns the integrity, accuracy, and compliance of payroll, billing, and HR-related labor practices across the organization. This role ensures payroll is processed accurately and on time, billing aligns precisely with payroll and contract requirements, and all HR, ADA, and FMLA activities are documented, compliant, and audit- ready-particularly within a government contracting environment. This is a control, audit, and risk-management seat, not transactional HR or payroll processing alone. Key Responsibilities: Payroll Processing & Compliance (ADP Workforce Now) Process weekly payroll in ADP Workforce Now with 100% accuracy and timeliness. Audit payroll prior to submission to validate: Time entry accuracy Pay rate accuracy PTO, SCA, and Health & Welfare application Labor allocation by project and delivery order Review PTO balances and accruals to ensure policy and regulatory compliance. Resolve payroll discrepancies prior to payroll finalization. Ensure payroll aligns with approved placements, work orders, budgets, and contract terms. Maintain complete payroll documentation and audit-ready support files. Serve as the escalation point for payroll issues, corrections, and retroactive adjustments. Billing & Invoice Review Review weekly invoices for accuracy prior to submission. Reconcile payroll data to invoice line items and job costing allocations. Identify, investigate, and correct discrepancies between payroll and billing data. Support the CFO in ensuring revenue recognition aligns with payroll and allowable labor costs. Ensure billing reflects compliant labor classifications, rates, and fringe benefits. Audit & Compliance Oversight Perform recurring audits of payroll records, billing entries, timekeeping data, and labor allocations. Validate employee classifications, rates, and fringe benefits in compliance with: Service Contract Act (SCA) Governmental contract requirements Federal and state labor regulations Maintain payroll, billing, and HR documentation in an audit-ready state. Implement and manage internal control checklists to prevent payroll, billing, or compliance errors. Support internal and external audits related to payroll, labor cost allowability, and HR compliance. Job Costing & Financial Reporting Maintain accurate job costing data for internal and external contract employees. Prepare weekly job costing summaries for RTI leadership and internal management. Partner with Accounting to ensure consistency of payroll and job costing data across systems. Monitor labor cost trends and flag risks related to overruns or misallocations. Cross-Functional Collaboration Partner closely with the CFO, Accounting Team, Operations, and Onsite Managers to ensure smooth payroll and billing cycles. Communicate proactively regarding: Payroll changes Labor allocation issues Compliance risks Data integrity concerns Provide recommendations to strengthen payroll efficiency, controls, and scalability. HR Compliance: ADA, FMLA & Leave Administration Partner with HR and Payroll to ensure ADA and FMLA authorizations are properly documented, approved, and maintained. Ensure ADA accommodations and FMLA leave are accurately reflected in payroll, billing, and financial records. Maintain compliant, confidential, and audit-ready documentation related to leave and accommodations. Monitor federal and state compliance as it intersects with payroll, billing, and government contract requirements. Identify risks related to leave management, labor allocation, or documentation gaps and escalate appropriately. Support audits related to HR compliance, payroll, and labor allowability. Internal HR Manager Responsibilities Employee Relations & Policy Enforcement Serve as the primary point of contact for internal employee relations matters. Address performance issues, policy violations, and workplace concerns with consistency and documentation. Ensure fair, legally defensible application of company policies. HR Compliance & Risk Management Maintain compliance with federal, state, and local employment laws. Oversee personnel files, HR documentation, and required postings. Partner with leadership on investigations, corrective action, and risk mitigation. Performance Management & Accountability Support managers with performance reviews, feedback, and corrective action. Ensure role expectations align with EOS seat responsibilities and KPIs. Track and document disciplinary actions and performance outcomes. Benefits & Leave Oversight Oversee internal benefits administration, enrollment, and employee education. Coordinate ADA, FMLA, workers' compensation, and leave processes (execution may be delegated; ownership remains).

The HR Manager serves as the primary HR partner for the Wilson Warbirds, aligning HR policies and procedures with organizational goals. This role collaborates with executive leadership, people managers, and staff to deliver comprehensive HR support across talent acquisition, onboarding, employee relations, benefits administration, HRIS management, learning and development, culture and engagement, and compliance. Core duties for this role include, but are not limited to: Support leadership through strategic collaboration on workforce planning, employee engagement, talent development, and employee relations. Manage payroll operations. Lead full-cycle recruiting (front office, seasonal, and baseball operations). Administer the end-to-end hiring process including job descriptions, manage applicant tracking system, postings, interview coordination, background checks, offer letters, and pre-employment requirements. Own new hire onboarding and transitions (promotions, transfers). Coordinate orientation, new hire paperwork, I-9, IT/access setup, and cross-functional readiness to ensure an exceptional employee experience. Serve as point of contact for employee relations issues; investigate and resolve employee issues on a timely basis; coordinate investigations with supervisors as needed; carry out any employee relations initiatives. Facilitate onboarding and continuous learning initiatives. Manage learning platforms and partner with stakeholders to align training programs with business needs. Lead the facilitation of the Internship Program including the planning and executing of events and building supplemental learning. Lead the Wilson Warbirds employee benefits program including annual planning and open enrollment, eligibility and life-event administration, vendor/broker coordination, employee education, and compliance. Administer leave programs (FMLA/STD/LTD/ASA interactive process) in coordination with third-party administrators. Maintain accurate documentation and timely communication with employees and leaders. Serve as HRIS lead for the Wilson Warbirds including owning data integrity, security role requests, business process routing, audits, and worker/position data changes. Drive the coordination and execution of culture and employee recognition initiatives. Ensure compliance with federal, state, and local employment regulations and with league policies and reporting. Maintain required postings and records along with coordinating audits. Conduct exit interviews to gather actionable insights that enhance employee engagement and organizational effectiveness. Respond to inquiries regarding verifications of employment, unemployment claims, and information requests in a timely, service-minded manner. Oversee audits for form I-9, background checks, and onboarding. Maintain systems to reflect accurate users. Support employee communication channels (i.e. newsletters) to ensure employees receive important information in a timely manner. Support the maintenance of accurate, up-to-date human resource information system and paper records of transactions needed throughout the employee life cycle. This includes supporting seasonal roster set-up and end-of-season activities. The ideal candidate will have a Bachelor's degree from four-year college or university; and three to five years related experience and/or training; or equivalent combination of education and experience. HR Generalist or Business Partner experience in sports/entertainment is a plus. Certification in SHRM is desirable but not required. Bilingual is a plus. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel and talk or hear. The employee is frequently required to reach with hands and arms. The employee is occasionally required to stand; walk; sit and stoop, kneel, crouch, or crawl. The employee must occasionally lift and /or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision and ability to adjust focus. Work Hours Business hours are Monday - Friday 9 am - 5pm, however, additional hours may be required on weekends, evenings and some holidays. Our Pitch You come here to make a difference. We are a purpose-led organization, focused on building an inclusive and engaging culture that fosters excellence, collaboration and ingenuity. We strive to be a model employer and cultivator of talent, empowering our teams to drive innovation through the inclusion of diverse thoughts, ideas and perspectives. We operate at the highest standard of excellence, investing in the development of our staff across all levels and embracing differences through a culture of respect and understanding. For more information about our Crew, other benefits and insight into our Club culture please visit our Careers Page.

The HR Manager serves as the primary HR partner for the Wilson Warbirds, aligning HR policies and procedures with organizational goals. This role collaborates with executive leadership, people managers, and staff to deliver comprehensive HR support across talent acquisition, onboarding, employee relations, benefits administration, HRIS management, learning and development, culture and engagement, and compliance. Core duties for this role include, but are not limited to: Support leadership through strategic collaboration on workforce planning, employee engagement, talent development, and employee relations. Manage payroll operations. Lead full-cycle recruiting (front office, seasonal, and baseball operations). Administer the end-to-end hiring process including job descriptions, manage applicant tracking system, postings, interview coordination, background checks, offer letters, and pre-employment requirements. Own new hire onboarding and transitions (promotions, transfers). Coordinate orientation, new hire paperwork, I-9, IT/access setup, and cross-functional readiness to ensure an exceptional employee experience. Serve as point of contact for employee relations issues; investigate and resolve employee issues on a timely basis; coordinate investigations with supervisors as needed; carry out any employee relations initiatives. Facilitate onboarding and continuous learning initiatives. Manage learning platforms and partner with stakeholders to align training programs with business needs. Lead the facilitation of the Internship Program including the planning and executing of events and building supplemental learning. Lead the Wilson Warbirds employee benefits program including annual planning and open enrollment, eligibility and life-event administration, vendor/broker coordination, employee education, and compliance. Administer leave programs (FMLA/STD/LTD/ASA interactive process) in coordination with third-party administrators. Maintain accurate documentation and timely communication with employees and leaders. Serve as HRIS lead for the Wilson Warbirds including owning data integrity, security role requests, business process routing, audits, and worker/position data changes. Drive the coordination and execution of culture and employee recognition initiatives. Ensure compliance with federal, state, and local employment regulations and with league policies and reporting. Maintain required postings and records along with coordinating audits. Conduct exit interviews to gather actionable insights that enhance employee engagement and organizational effectiveness. Respond to inquiries regarding verifications of employment, unemployment claims, and information requests in a timely, service-minded manner. Oversee audits for form I-9, background checks, and onboarding. Maintain systems to reflect accurate users. Support employee communication channels (i.e. newsletters) to ensure employees receive important information in a timely manner. Support the maintenance of accurate, up-to-date human resource information system and paper records of transactions needed throughout the employee life cycle. This includes supporting seasonal roster set-up and end-of-season activities. The ideal candidate will have a Bachelor's degree from four-year college or university; and three to five years related experience and/or training; or equivalent combination of education and experience. HR Generalist or Business Partner experience in sports/entertainment is a plus. Certification in SHRM is desirable but not required. Bilingual is a plus. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel and talk or hear. The employee is frequently required to reach with hands and arms. The employee is occasionally required to stand; walk; sit and stoop, kneel, crouch, or crawl. The employee must occasionally lift and /or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision and ability to adjust focus. Work Hours Business hours are Monday - Friday 9 am - 5pm, however, additional hours may be required on weekends, evenings and some holidays. Our Pitch You come here to make a difference. We are a purpose-led organization, focused on building an inclusive and engaging culture that fosters excellence, collaboration and ingenuity. We strive to be a model employer and cultivator of talent, empowering our teams to drive innovation through the inclusion of diverse thoughts, ideas and perspectives. We operate at the highest standard of excellence, investing in the development of our staff across all levels and embracing differences through a culture of respect and understanding. For more information about our Crew, other benefits and insight into our Club culture please visit our Careers Page.

Job Title: Human Resources Manager The Human Resources Manager leads the Human Resources department by managing key areas of daily HR operations, including recruitment, onboarding, employee relations, performance management, compensation and benefits administration, health and safety, claims management, training and compliance to applicable legislation. The Human Resources Manager provides guidance and interpretation on employment law, and oversees the creation of company policies, programs and procedures. Responsibilities Advise managers on employee relations, the interpretation of company policies and procedures and compliance with applicable Employment Standards and Human Rights legislation. Identify, evaluate, and resolve employee relations issues alongside management and supervisors. Manage the full cycle recruitment process, including job postings, screening candidates, interviewing, making hiring recommendations, preparing offers and onboarding new hires. Champion employee development and succession planning and deliver company-wide programs related to employee growth and development. Mentor and coach direct reports and assist management with mentoring and coaching employees on their teams. Claims Management, including STD, LTD, Workers Compensation and the Early and Safe Return to Work Program. Prepare reports and recommend procedures to reduce absenteeism, turnover, and work-related injuries. Maintain employee morale by planning and organizing employee engagement activities. Conduct investigations and make recommendations to resolve employee issues while maintaining confidentiality. Conduct employee disciplinary meetings and terminations in line with company policies and represent organization during hearings. Other duties as assigned Academic/Educational Requirements Degree or diploma in Human Resources, Business Administration or equivalent expertise gained through professional experience, training, or certifications. HR designation or certification is preferred. Required Skills/Experience Excellent verbal and written communication skills; able to communicate with people at all levels of the organization. Five to seven years' experience in a previous human resources role. Experience in manufacturing is preferred. Ability to develop strong relationships with managers, supervisors and employees. Knowledge of relevant legislation including the Human Rights Code and the Occupational Health and Safety Act. Excellent decision-making skills with the ability to form and defend independent judgement and the ability to influence others. Ability to manage changes in priorities, work on diverse tasks, and adapt to evolving organizational needs. Proficient in computer applications such as Microsoft Word, Excel, PowerPoint, and Outlook. Experience with human resources information systems (such as ORACLE). Participate in continuous learning to maintain current knowledge of employment legislation and industry best practices. Prior experience in a manufacturing environment would be considered an asset. What Linamar Has to Offer Competitive Compensation Employee Benefits package includes but not limited to Medical, Dental & Vision etc. Opportunities for career advancement. Community based outreach supporting both local and global initiatives and charities. Discounts for local vendors and events, including auto supplier discounts. About Us Linamar Corporation is a Canadian-founded global manufacturer, renowned for its advanced engineering and innovative product development across diverse industries and markets. Our journey started in 1966 under the visionary leadership of our founder, and today, we remain committed to cultivating a culture of innovation and collaboration. With access to state-of-the-art tools and resources, you'll have the opportunity to make a meaningful impact alongside a team of driven and passionate professionals. Join us and be part of a company where innovation, collaboration, and growth are at the heart of everything we do. Linamar Corporation is an equal opportunity employer and encourages diversity in the workplace without regard to any basis protected by applicable federal, state, or local law. Linamar Corporation encourages applications from all qualified individuals and will reasonably accommodate applicants throughout all stages of the recruitment and selection process upon request. #LI-MG1

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

A confidential healthcare organization is seeking a strategic Human Resources Manager to lead organizational culture, talent strategy, and workforce engagement. This executive role will partner with senior leadership to shape workplace initiatives, drive HR operations, and support a high -performing team. Key Responsibilities Provide strategic human resources and talent guidance to executive leadership. Build and sustain a culture of engagement and operational excellence. Lead the facility HR team in delivering strategic and operational support. Analyze business challenges and deploy targeted HR interventions. Collaborate with regional HR leaders and Centers of Excellence to enhance enterprise -wide HR programs. Oversee deployment of talent development and engagement programs. Support organizational performance, quality, and compliance initiatives. Lead local employee and community engagement efforts. Required Qualifications Active VantageClear MediClear HIPAA certificate or equivalent HIPAA compliance credential required. Bachelor's degree preferred. Minimum 2 years of HR leadership experience Strong strategic leadership and organizational development skills. Proven ability to build partnerships, influence stakeholders, and drive results. Preferred Qualifications PHR or SPHR certification. Experience leading HR functions in healthcare. Strong working knowledge of compliance, workforce engagement, and talent strategy. Benefits Competitive executive compensation package. Comprehensive health, dental, vision, life, and disability coverage. 401(k) with match and retirement readiness programs. Paid time off and paid family leave. Employee assistance and wellness programs. Professional development opportunities.

Pay Grade: Manager 6 First-line manager of personnel, supplies, equipment, and facilities of department. Responsibilities and Duties (*Essential Functions) To perform this job successfully, an individual must be able to perform the essential job functions satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary job functions herein described. * Coordinate all of the instructional and academic activities within the assigned department(s) and subject area(s) * Responsible for keeping the Division Dean informed of the operation of the supervisory unit * Provide leadership and supervision of a managerial team that may consist of associate department heads and program directors with a combined full time faculty count of twenty or more in the respective curriculum area, and/or provides oversight over substantive, multiple disciplines * Represent the department regarding strategic planning issues and assists in the achievement of division goals. * Develop, maintain, and supervise long-range Institutional Effectiveness assessment plans that may include planning, developing, and reporting the program mission, goals, and program/student learning outcomes. * Ensures programs and courses are effectively measuring program and student learning outcomes. Manage curriculum enrollment growth and ensure ongoing development of department program(s). Supervise curriculum/course development and ensures currency of the curriculum. Manage, evaluate, and coordinate departmental course offerings. Lead the development of full-time and adjunct faculty teaching schedules. Participate in articulation initiatives Coordinate and participate in open houses and other student recruitment events. Maintain catalog, website, and brochure accuracy. Supervise program reviews Plan and conduct faculty and student orientation and monthly department meetings. Participate in or create faculty training and/or development. Review and recommend changes in curricula and prepare proposals for new curricula, based on the recommendations of the Associate Department Head, Program Directors, and faculty. Manage advising processes Process degree audits, course substitutions, transcript evaluations, and other like duties. Participate in resolution of faculty and student issues. Develop and implement strategies to promote student persistence and completion of programs. Ensure currency of course syllabi Supervise textbook selection, revision, and periodic reviews. Ensure book orders are placed in a timely manner. Complete an annual applied benchmark project on an individual or group basis Qualifications Knowledge, Skills & Abilities: Innovative, creative, motivated and work well with others Exhibits strong leadership skills Exhibits good interpersonal skills Ability to maintain records accurately and be able to meet deadlines consistently Able to maintain good organizational skills Ability to perform normal duties with minimum supervision Excellent written and verbal communication skills Possesses strong administrative skills Ability to multi-task Requirements: Master's degree in Humanities or related field Two years' post-secondary teaching experience in the discipline to include: History, Humanities, Philosophy, Political Science, or Religion Two years' supervision and/or leadership experience including oversight and mentoring of faculty members Preferences: Five years supervisory experience Experience in a community college Essential Personnel: TBD #IDHP As an equal employment opportunity employer, Wake Tech values our workforce. Wake Tech is committed to reaching students in every part of Wake County and rallying around them to go as far as their dreams, talents and resilience will take them. As an institution of higher education, we are committed to valuing the unique experiences of the Wake Tech community. We strive to be self-reflective of the kind of student body we represent and the culture we are building, and we care deeply about supporting each employee's professional growth.

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

The Human Resources Manager is a strategic Human Resources professional who understands operations and its many requirements. Using your strong communication and relationship skills, you can effectively assess talent, create employee development plans and spearhead their implementation. You understand the financials, can go from a meeting with the leadership team planning future strategy to hosting a pizza lunch-and-learn with employees. You must stay current with local, state and federal laws, rules, regulations and statutes governing equal employment opportunity practices. Job Description: * Ensure both internal and external pipeline of management candidates to meet the demands of projected growth * Maintaining legal and company standards as it relates to hiring and employment practices including but not limited to: hiring, development, coaching for improvement, terminations, and documentation * Coaches and advises the leadership team on performance management issues such as hiring, associate performance, career and personal development, resolving associate concerns, and termination (i.e. leadership development) * Investigates associate complaints and disputes (i.e. employee relations) * Solves routine problems in HR; takes initiative to modify procedures and processes as appropriate * Partners in the facilitation of People Planning to evaluate internal candidates and identify high potential associates * Conducts field visits, interviews, and exit interviews to understand opportunities for improved retention * Conducts/facilitates local training and development sessions as needed * Follows up consistently with new hires to ensure adequate and proper training. * Analyzes local labor market and identifies special market dynamics to develop sourcing and hiring tactics, ensures all hiring decision makers abide to the Company hiring objectives. Currently the company is 150 people and will be quickly expanding to 300. * Maintenance of the work structure by updating job requirements and descriptions for all positions Qualifications A bachelor's degree in Human Resources or related field, masters degree a plus. Over five years of experience in human resources with increasing supervisory responsibilities. Thorough knowledge of laws affecting human resources administration. Demonstrated management and organizational skills. Positive Employee Relations experience Additional Information All your information will be kept confidential according to EEO guidelines.

Why Choose Us? Novolex is a leading manufacturer of food, beverage, and specialty packaging that supports multiple industries including foodservice, restaurant delivery and carryout, food processing, grocery and retail, and industrial sectors. Novolex manufacturing and sourcing expertise spans a diverse range of substrates including resin, paper, molded fiber, aluminum and more. We provide customers a broad array of stock and customized solutions with 120 product categories, 250 brands and over 39,000 SKUs. Our Sustainability Commitment The Novolex sustainability vision is built upon three pillars: our products, our operations and our people. Each is critically important to our growth and future as a business. These pillars form the foundation of our company-wide commitment to sustainability, helping us achieve our ambitious goals through our wide-ranging initiatives. Located 96 miles southeast of Raleigh Durham airport, Kinston is a city in Lenoir County, North Carolina, with a population of 21,677 as of the 2010 census. It has been the county seat of Lenoir County since its formation in 1791. Kinston is located in the coastal plains region of eastern North Carolina. In 2009, Kinston won the All-America City Award. The plant was built in 1993 with an addition in 1995, manufactures paper cups and cartons, and has approximately 250+ employees. Job Description Job Summary: The Human Resource Manager is responsible for serving as the strategic "people" partner in a fast paced, high volume manufacturing facility. The Human Resource Manager is responsible for all HR functional areas within the facility to include Talent Acquisition, Employee/Labor Relations, Training & Development, Compensation, Payroll, Benefits, Communications, Change Management, Workforce Planning and Employee Engagement. The Human Resource Manager will report directly to the Manufacturing Plant Manager or HR Director. Essential Job Functions: * Oversee the Talent Acquisition effort at the plant level including the plant hiring process for both hourly and salaried positions, onboarding and orientation of new hires at the plant and executing effective talent acquisition strategies for the short and long-term success of the plant. * Oversee the Talent Management effort at the plant level through the development and implementation of new leader assimilations (including coaching and mentoring) of new plant leadership talent, the execution of learning and development programs designed to prepare plant based employees for additional responsibilities and career opportunities as future leaders, the implementation of plant succession plans designed to ensure the right talent is available for the future staffing needs of the plant, and by providing day to day employee performance guidance to line management; * Provide coaching and feedback to direct reports to support their growth and development and position them for career advancement within the company; * Build a high performing, values led culture inside the plant by developing and executing programs that improve plant employee engagement levels, and by applying change management expertise to influence the creation of a diverse and inclusive plant work environment/culture. * Administer best in class HR programs, processes and solutions at the plant level: * Ensure full compliance with all applicable laws, regulations and company policies/procedures; * Analyze people based data trends and metrics, and identify opportunities to create trends that would improve manufacturing productivity, product quality, employee safety and/or employee retention; * Collaborate with plant management team to develop and implement people programs, processes and tools that support manufacturing productivity, product quality, employee safety and employee retention; * Partner closely with the COE's (Centers of Excellence) and build strong working relationships to facilitate information exchange and collaborative problem solving. * Complete investigations in a timely fashion; * Ensure the plant payroll is fully compliant with all company policies and procedures and that employees receive accurate and timely paychecks. #LI-TM1 #INDSalaried Company Benefits What You'll Get From Us Benefits With safety as our top priority and a commitment to employee well-being an important focus, we offer comprehensive and competitive benefits that include medical, dental and vision insurance as well as a variety of other well-being resources focused on mental, physical and financial health. Specific benefits and well-being programs may vary depending on where you work. Community Engagement At Novolex, giving back to the local communities that support us is important. Our Focused Giving Program prioritizes support for organizations whose missions promote sustainability initiatives or address food and hunger needs. We also encourage facility level support of activities in the communities where our employees live and work. Training and Development We offer constant opportunities for advancement. From skills development to advanced education programs, training and development programs and courses are available through MyLearning. Programs include company and industry training curricula, support for formal education through the Tuition Reimbursement Program (Non-Union), and a Learning Management System that supports and enhances employee skills at all levels of the organization. Novolex is committed to providing equal employment opportunity in all employment practices, including but not limited to selection, hiring, promotion, transfer, and compensation to all qualified applicants and employees without regard to age, race, color, national origin, sex, pregnancy, sexual orientation, gender identity, religion, handicap or disability, genetics, citizenship status, service member or veteran status, or any other category protected by federal, state, or local law. Any individual who, because of his or her disability, needs an accommodation in connection with an aspect of the Company's application process should contact my **********************. Responsibilities Job Summary: The Human Resource Manager is responsible for serving as the strategic "people" partner in a fast paced, high volume manufacturing facility. The Human Resource Manager is responsible for all HR functional areas within the facility to include Talent Acquisition, Employee/Labor Relations, Training & Development, Compensation, Payroll, Benefits, Communications, Change Management, Workforce Planning and Employee Engagement. The Human Resource Manager will report directly to the Manufacturing Plant Manager or HR Director. Essential Job Functions: ·Oversee the Talent Acquisition effort at the plant level including the plant hiring process for both hourly and salaried positions, onboarding and orientation of new hires at the plant and executing effective talent acquisition strategies for the short and long-term success of the plant. ·Oversee the Talent Management effort at the plant level through the development and implementation of new leader assimilations (including coaching and mentoring) of new plant leadership talent, the execution of learning and development programs designed to prepare plant based employees for additional responsibilities and career opportunities as future leaders, the implementation of plant succession plans designed to ensure the right talent is available for the future staffing needs of the plant, and by providing day to day employee performance guidance to line management; ·Provide coaching and feedback to direct reports to support their growth and development and position them for career advancement within the company; ·Build a high performing, values led culture inside the plant by developing and executing programs that improve plant employee engagement levels, and by applying change management expertise to influence the creation of a diverse and inclusive plant work environment/culture. ·Administer best in class HR programs, processes and solutions at the plant level: ·Ensure full compliance with all applicable laws, regulations and company policies/procedures; ·Analyze people based data trends and metrics, and identify opportunities to create trends that would improve manufacturing productivity, product quality, employee safety and/or employee retention; ·Collaborate with plant management team to develop and implement people programs, processes and tools that support manufacturing productivity, product quality, employee safety and employee retention; ·Partner closely with the COE's (Centers of Excellence) and build strong working relationships to facilitate information exchange and collaborative problem solving. ·Complete investigations in a timely fashion; ·Ensure the plant payroll is fully compliant with all company policies and procedures and that employees receive accurate and timely paychecks. #LI-TM1 #INDSalaried

Airbus is committed to providing reasonable accommodations as an Equal Opportunity Employer to applicants with disabilities. If you require assistance or an accommodation to complete your application, please contact us at ******************** Notice: Know Your Rights: Workplace Discrimination is Illegal Notice: Pay Transparency Nondiscrimination (English) Aviso: Transparencia en el Pago No Discriminación (Spanish) : Airbus Aerosystems Kinston is looking for an Senior Director of Human Resources, EHS and Facilities to join our team in Kinston, NC The Senior Director of Human Resources, EHS and Facilities, Kinston establishes, directs, and leads the Human Resource function at an operational facility, with 900+ shop floor and office-based employees. The successful candidate will be an integral member of the Site Management Team, guiding, supporting and coaching leaders at all levels of the organization. This role is responsible for the successful alignment of HR & Workplace Function deliverables at the site, ensuring that site, region, and enterprise-level objectives and goals are met. This requires constant coordination with Site, Program & Functional leadership interfaces, both within the U.S and with the Airbus Founding Countries. Meet the Team: Working in our Human Resources department, it's our mission to help support Airbus' greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience. Your Working Environment: The Airbus Aerosystems Kinston facility sits at the forefront of aerospace manufacturing, specializing in the production of large, advanced composite aerostructures. Our team builds critical components for the state-of-the-art Airbus A350 XWB, including the composite center fuselage and wing spar. How We Care for You: Financial Rewards: Competitive pay, incentive compensation which may include profit sharing schemes, retirement savings plan and the ability to participate in an Employee Stock Ownership Plan (“ESOP”) Work/Life Balance: Paid time off including personal time, holidays and a paid parental leave program. Health & Welfare: Comprehensive insurance coverage including medical, prescription, dental, vision, life, disability, Employee Assistance Plan (“EAP”) and other supplemental benefit coverages. Individual Development: Upskilling and development opportunities through our global Leadership University, including unlimited access to 10,000+ e-learning courses focusing on ways to develop your employability, certifications, career path; as well as the opportunity to participate in accelerated development programmes; and both national and international mobility. Your Challenges: Site and Regional Leadership Responsibilities: 50% Accountable for the site-level HR & WP function and its successful delivery towards site objectives including: HR Strategy development and deployment, Employee Relations, Health and Safety, Training & Organizational Development as well as delivering of all other HR & WP initiatives via strong collaboration and partnership with all Centers of Expertise (COEs) as well as our Employee Services teams. Develop and deploy a cultural improvement program, to further enhance the employee experience at the Site. Act and interface as a senior member and contributor to the U.S Commercial HR Leadership Team, aligning site-level requirements with regional and enterprise-level HR & WP strategies. Advise/Support site-level top-management on all people and workplace related matters as a member of the site senior leadership team. Champion a health and safety-first culture within the team and site Lead site ramp-up staffing, onboarding and training initiatives - delivering on time and within budget. Coordinate finance, program, and site leadership to ensure budgets and headcount models are appropriately defined and delivered. Report KPI status of defined initiatives at regular intervals to site, Program regional, and EU-level leadership . Management of Site HR & WP Organization: 35% Lead a team of 4 direct reports, along with their teams, to deliver on defined objectives. Curate and maintain a collaborative, open, and performance-driven culture within the HR & WP organization. Mentor, advise, and support reporting managers in the delivery of their team's objectives and goals. Foster change leadership within the organization, supporting the teams to act as Brand Ambassadors for HR & WP across the site, acting upon opportunities to improve the employee experience wherever possible. Maintain positive employee relations, respond to employee concerns and facilitate investigations as needed. Provide guidance to employees in the deployment of consistent, accurate, and efficient HR & WP consulting practices at the Site. Ensure teams are resourced properly and actively eliminate blockers to the delivery of HR & WP objectives as escalated by the teams. Project Accountability: 10% Responsible for the production ramp-up related HR deliverables. Regularly review and deliver on site-level HR and Culture projects to support site objectives. Actively participate and/or mentor direct reports in the delivery of regional and enterprise-level projects as defined. Other duties as assigned: 5% Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. Mentor others in the Airbus way of leading and working. Supports other initiatives as assigned. Your Boarding Pass: Bachelor's degree in a relevant field or equivalent work experience Advanced degree (MS, MBA, or JD- preferred) 15+ years of Operational HR experience. Past experience leading teams and complex strategic initiatives at a site or regional level. Labor or Industrial relations experience within manufacturing Past success in a manufacturing environment. Experience in a complex, international organization (preferred) Ability to travel up to 15% Domestic and International Citizenship Authorized to work in the US Required Knowledge, Skills, Demonstrated Capabilities Advanced knowledge of U.S. Employment and Labor law. Advanced knowledge of relevant compliance topics. Strong organizational and project management skills with ability to multitask and prioritize workload. Skilled in supporting managers to achieve their operational goals. Demonstrated ability to manage difficult situations, including crisis-level situations. Demonstrated ability to create an inclusive and performance driven team environment. Demonstrated ability to exhibit a high level of confidentiality. Demonstrated stakeholder management skills, including negotiation and matrix management coordination. Required Technical Systems Proficiency Google Workspace productivity tools, MS office, etc. HRIS experience Workday and Dayforce preferred Level of Decision Making: Final decision point for site-level HR escalations - regularly deciding employment related matters with legal implications for the company under U.S. employment law. The site-level staffing plan has direct implications for the site's ability to successfully deliver aircraft parts to our internal customers, which is a primary driver of company revenue, currently in the billions of dollars. Compliance-related decisions have a high degree of exposure to government imposed fines and sanctions, particularly related to the EASA, FAA, OSHA, DOL, and NLRA. Decisions must be taken with a high-degree of coordination with regional and enterprise level stakeholders, requiring advanced stakeholder-management and negotiation skills. Job Dimensions Responsible for an operational budget TBC. Directly Responsible for a team of 4 employees. Responsible to deliver on recruitment targets of ~400 hires in the next 4 years. Involved, negotiation type communication on a regular basis with internal and external parties Physical Requirements Onsite 100% Vision: Daily able to see and read computer screen and other electronic equipment with screens, able to read documents, reports and engineering drawings. Hearing: Daily able to hear to participate in conversations in person and via teleconference or phone and to hear sounds on production floor including safety warnings or alarms. Speaking: Daily able to speak in conversations and meetings, deliver information and participate in communications. Equipment Operation (personal computer, telephone, copies, fax machine, and related office equipment and using electronic identification card to enter building floors and internal doors): Daily able to operate most office and personal electronic equipment and some tools including production tools such as hydraulic lifts. Carrying: Several times a week able to carry documents, tools, drawings, electronic equipment up to 30lbs/14kgs. Lifting: Several times a week able to lift documents, tools, drawings, electronic equipment up to 30lbs/14kgs. Pushing / Pulling: Several times a week able to push and pull small office furniture and some equipment and tools. Sitting: Daily able to sit for long periods of time in meetings, working on computer. Squatting / Kneeling: Several times a month able to squat or kneel to retrieve or replace items stored on low shelving. Standing: Daily able to stand for discussions in offices or on production floor. Travel: Rarely able to travel independently and at short notice. Walking (include routine walking such as to a shared printer to retrieve documents): Daily able to walk through office and production areas including uneven surfaces. Appropriate hearing/eye protection may also be required when visiting the shop floor Take your career to a new level and apply online now! A full job description will be provided to candidates who progress to the interview stage or any candidate upon request. This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company's success, reputation and sustainable growth. Company: Airbus Aerosystems Kinston, Inc Employment Type: US - Direct Hire Experience Level: Professional Remote Type: On-site Job Family: Leadership ------ Job Posting End Date: 02.20.2026 ------ Airbus provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Airbus complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits and training. Airbus expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. As a matter of policy, Airbus does not sponsor visas for US positions unless specified. Only applicants with current work authorization will be considered. Airbus does not offer tenured or guaranteed employment. Employment with Airbus is at will, meaning either the company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice. Airbus reserves the right to revise or change job duties and responsibilities as the need arises. This position description does not constitute a written or implied contract of employment. By submitting your CV or application you are consenting to Airbus using and storing information about you for monitoring purposes relating to your application or future employment. This information will only be used by Airbus. Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief. Airbus is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Airbus to do so should be reported to ****************.

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

Airbus is committed to providing reasonable accommodations as an Equal Opportunity Employer to applicants with disabilities. If you require assistance or an accommodation to complete your application, please contact us at ******************** * Notice: Know Your Rights: Workplace Discrimination is Illegal * Notice: Pay Transparency Nondiscrimination (English) * Aviso: Transparencia en el Pago No Discriminación (Spanish) : Airbus Aerosystems Kinston is looking for an Senior Director of Human Resources, EHS and Facilities to join our team in Kinston, NC The Senior Director of Human Resources, EHS and Facilities, Kinston establishes, directs, and leads the Human Resource function at an operational facility, with 900+ shop floor and office-based employees. The successful candidate will be an integral member of the Site Management Team, guiding, supporting and coaching leaders at all levels of the organization. This role is responsible for the successful alignment of HR & Workplace Function deliverables at the site, ensuring that site, region, and enterprise-level objectives and goals are met. This requires constant coordination with Site, Program & Functional leadership interfaces, both within the U.S and with the Airbus Founding Countries. Meet the Team: Working in our Human Resources department, it's our mission to help support Airbus' greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience. Your Working Environment: The Airbus Aerosystems Kinston facility sits at the forefront of aerospace manufacturing, specializing in the production of large, advanced composite aerostructures. Our team builds critical components for the state-of-the-art Airbus A350 XWB, including the composite center fuselage and wing spar. How We Care for You: * Financial Rewards: Competitive pay, incentive compensation which may include profit sharing schemes, retirement savings plan and the ability to participate in an Employee Stock Ownership Plan ("ESOP") * Work/Life Balance: Paid time off including personal time, holidays and a paid parental leave program. * Health & Welfare: Comprehensive insurance coverage including medical, prescription, dental, vision, life, disability, Employee Assistance Plan ("EAP") and other supplemental benefit coverages. * Individual Development: Upskilling and development opportunities through our global Leadership University, including unlimited access to 10,000+ e-learning courses focusing on ways to develop your employability, certifications, career path; as well as the opportunity to participate in accelerated development programmes; and both national and international mobility. Your Challenges: Site and Regional Leadership Responsibilities: 50% * Accountable for the site-level HR & WP function and its successful delivery towards site objectives including: HR Strategy development and deployment, Employee Relations, Health and Safety, Training & Organizational Development as well as delivering of all other HR & WP initiatives via strong collaboration and partnership with all Centers of Expertise (COEs) as well as our Employee Services teams. * Develop and deploy a cultural improvement program, to further enhance the employee experience at the Site. * Act and interface as a senior member and contributor to the U.S Commercial HR Leadership Team, aligning site-level requirements with regional and enterprise-level HR & WP strategies. * Advise/Support site-level top-management on all people and workplace related matters as a member of the site senior leadership team. * Champion a health and safety-first culture within the team and site * Lead site ramp-up staffing, onboarding and training initiatives - delivering on time and within budget. * Coordinate finance, program, and site leadership to ensure budgets and headcount models are appropriately defined and delivered. * Report KPI status of defined initiatives at regular intervals to site, Program regional, and EU-level leadership . Management of Site HR & WP Organization: 35% * Lead a team of 4 direct reports, along with their teams, to deliver on defined objectives. * Curate and maintain a collaborative, open, and performance-driven culture within the HR & WP organization. * Mentor, advise, and support reporting managers in the delivery of their team's objectives and goals. * Foster change leadership within the organization, supporting the teams to act as Brand Ambassadors for HR & WP across the site, acting upon opportunities to improve the employee experience wherever possible. * Maintain positive employee relations, respond to employee concerns and facilitate investigations as needed. * Provide guidance to employees in the deployment of consistent, accurate, and efficient HR & WP consulting practices at the Site. * Ensure teams are resourced properly and actively eliminate blockers to the delivery of HR & WP objectives as escalated by the teams. Project Accountability: 10% * Responsible for the production ramp-up related HR deliverables. * Regularly review and deliver on site-level HR and Culture projects to support site objectives. * Actively participate and/or mentor direct reports in the delivery of regional and enterprise-level projects as defined. Other duties as assigned: 5% * Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. * Mentor others in the Airbus way of leading and working. * Supports other initiatives as assigned. Your Boarding Pass: * Bachelor's degree in a relevant field or equivalent work experience * Advanced degree (MS, MBA, or JD- preferred) * 15+ years of Operational HR experience. * Past experience leading teams and complex strategic initiatives at a site or regional level. * Labor or Industrial relations experience within manufacturing * Past success in a manufacturing environment. * Experience in a complex, international organization (preferred) * Ability to travel up to 15% Domestic and International Citizenship * Authorized to work in the US Required Knowledge, Skills, Demonstrated Capabilities * Advanced knowledge of U.S. Employment and Labor law. * Advanced knowledge of relevant compliance topics. * Strong organizational and project management skills with ability to multitask and prioritize workload. * Skilled in supporting managers to achieve their operational goals. * Demonstrated ability to manage difficult situations, including crisis-level situations. * Demonstrated ability to create an inclusive and performance driven team environment. * Demonstrated ability to exhibit a high level of confidentiality. * Demonstrated stakeholder management skills, including negotiation and matrix management coordination. Required Technical Systems Proficiency * Google Workspace productivity tools, MS office, etc. * HRIS experience * Workday and Dayforce preferred Level of Decision Making: * Final decision point for site-level HR escalations - regularly deciding employment related matters with legal implications for the company under U.S. employment law. * The site-level staffing plan has direct implications for the site's ability to successfully deliver aircraft parts to our internal customers, which is a primary driver of company revenue, currently in the billions of dollars. * Compliance-related decisions have a high degree of exposure to government imposed fines and sanctions, particularly related to the EASA, FAA, OSHA, DOL, and NLRA. * Decisions must be taken with a high-degree of coordination with regional and enterprise level stakeholders, requiring advanced stakeholder-management and negotiation skills. Job Dimensions * Responsible for an operational budget TBC. * Directly Responsible for a team of 4 employees. * Responsible to deliver on recruitment targets of ~400 hires in the next 4 years. * Involved, negotiation type communication on a regular basis with internal and external parties Physical Requirements * Onsite 100% * Vision: Daily able to see and read computer screen and other electronic equipment with screens, able to read documents, reports and engineering drawings. * Hearing: Daily able to hear to participate in conversations in person and via teleconference or phone and to hear sounds on production floor including safety warnings or alarms. * Speaking: Daily able to speak in conversations and meetings, deliver information and participate in communications. * Equipment Operation (personal computer, telephone, copies, fax machine, and related office equipment and using electronic identification card to enter building floors and internal doors): Daily able to operate most office and personal electronic equipment and some tools including production tools such as hydraulic lifts. * Carrying: Several times a week able to carry documents, tools, drawings, electronic equipment up to 30lbs/14kgs. * Lifting: Several times a week able to lift documents, tools, drawings, electronic equipment up to 30lbs/14kgs. * Pushing / Pulling: Several times a week able to push and pull small office furniture and some equipment and tools. * Sitting: Daily able to sit for long periods of time in meetings, working on computer. * Squatting / Kneeling: Several times a month able to squat or kneel to retrieve or replace items stored on low shelving. * Standing: Daily able to stand for discussions in offices or on production floor. * Travel: Rarely able to travel independently and at short notice. * Walking (include routine walking such as to a shared printer to retrieve documents): Daily able to walk through office and production areas including uneven surfaces. * Appropriate hearing/eye protection may also be required when visiting the shop floor Take your career to a new level and apply online now! A full job description will be provided to candidates who progress to the interview stage or any candidate upon request. This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company's success, reputation and sustainable growth. Company: Airbus Aerosystems Kinston, Inc Employment Type: US - Direct Hire Experience Level: Professional Remote Type: On-site Job Family: Leadership * ----- Job Posting End Date: 02.20.2026 * ----- Airbus provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Airbus complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits and training. Airbus expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. As a matter of policy, Airbus does not sponsor visas for US positions unless specified. Only applicants with current work authorization will be considered. Airbus does not offer tenured or guaranteed employment. Employment with Airbus is at will, meaning either the company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice. Airbus reserves the right to revise or change job duties and responsibilities as the need arises. This position description does not constitute a written or implied contract of employment. By submitting your CV or application you are consenting to Airbus using and storing information about you for monitoring purposes relating to your application or future employment. This information will only be used by Airbus. Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief. Airbus is, and always has been, committed to equal opportunities for all. As such, we will never ask for any type of monetary exchange in the frame of a recruitment process. Any impersonation of Airbus to do so should be reported to ****************.

* Estimated start date April 1, 2026* Responsible for supporting employees and ensuring adherence to all personnel policies, recruitment, classification, compensation, benefits administration, mediation, records maintenance, reports and staff development, Title IX compliance and ADA compliance. * Ensures that s are on file for all positions and updates and maintains changes to all job descriptions. * Coordinates with appropriate administrator in filling vacancies by posting vacancy notices, advertising for vacant positions; assuring compliance with EEO requirements; accumulates applications and pre-screens for minimum requirements; responds to applicant inquiries and corresponds to unsuccessful applicants. * Maintains vacancy notices on NCC website and NCCCS website. * Maintains files on all applicants to NCC, purge inactive or outdated applications when due. * Prepares annual salary statements for employees. Prepares offer letters for newly hired full-time and permanent part-time employees or existing employees for internal position changes. * Serve as the campus infection disease contact for students and employees. * Conducts new employee orientation and sets up new employees in Colleague. * Verifies employment eligibility through the E-verify System. * Manages all employee personnel files, ensuring that all required documents are included and takes appropriate measures to obtain missing information. * Maintains and secures all confidential records for NCC related to employment legal issues, grievances, reprimands, etc. * Serves as mediator in employee relations. * Serve as the Unemployment Administrator by responding to initial claims requests and monitors the progress of all unemployment claims. Attends unemployment hearings as needed. * Serves as Workers Compensation Administrator by submitting initial claims paperwork and monitors progress of worker's compensation claims. Attends hearings as needed. * Organizes and coordinates open enrollment for state and independent vendor benefits. Meets with benefits representatives to insure the best options for employees. Answers questions and assists employees with benefit related issues. Communicates changes/updates related to retirement, health and other benefits to employees. * Serves as the State Retirement - ORBIT Superuser. Responsible for maintaining access to and within ORBIT. Responsible for providing updates if and when needed to State Retirement in order to maintain the integrity of the ORBIT system. * Gathers data, prepares and submits required reports to the NCCCS Office and other regulatory offices as required such as monthly and quarterly Employment Security Commission Reports, annual IPEDS report, annual NCCCS Staff Information Report, monthly NC New Hires Report, annual OSHA Recordkeeping, Shared Leave Report, etc. * Reviews and maintains the Employee Procedures Manual annually and recommends changes on an annual basis. * Manages, tracks and issues Shared Leave needed by employees of NCC and serves as the NCC Shared Leave Administrator. * Manages, tracks, and maintains all Family Medical Leave under the Family Medical Leave Act (FMLA). Serves as the NCC FMLA Administrator. * Serve on the NCC Workload committee. * Serve on NCC Professional Development Committee. * Coordinates Employee Assistance Program and ADA programs for employees. * Updates the organizational chart. * Processes paperwork for terminations and retirees. * Ensures that performance evaluations are completed annually for each full-time employee. * Serve as ADA Coordinator for employees. Responsible for coordinating activities necessary to ensure compliance with the Americans with Disabilities Act of 1990 (ADA) and the Federal Rehabilitation Act for 1973. * Serve as Title IX Coordinator for employees. Responsible for coordinating NCC's effort to comply with and carry out its responsibilities under Title IX, which prohibits sex discrimination in all operations of NCC, as well as retaliation for the purpose of interfering with any right or privilege secured by Title IX. * Resolves complex, sensitive and controversial issues involving all aspects of college personnel, administration, and consults with the appropriate administrator in resolution of problems. * Supervise Human Resources Assistant. * Serve on the President's Administrative Council (PAC). * Participate in professional development activities provided by NCC. * Participate in College events and activities. * Maintain regular on-site attendance during normal hours of college operations consistent with expectations and College policies and procedures. * Initiate and answer telephone calls and video conference calls. * Perform other duties as assigned which contribute to the efficient and effective operation of NCC. * Serve on various committees as assigned. * Participates in and supports ongoing assessment, planning and evaluation to improve student learning. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Employees may request reasonable accommodation(s) if necessary to perform the essential functions of the job. * Maintain stationary position, sitting or standing, for extended periods of time. * Operate a computer and other office productivity machinery. * Ability to maintain files in file cabinets. * Occasionally lift, move, transport, install, or remove items weighing up to 15 pounds. * The ability to communicate information so that others understand. * The ability to observe details. A Bachelor's degree in Business, Accounting, Human Resources Management or a related field from a regionally accredited institution with 5 years' relevant experience.

Preferred Qualifications Demonstrated possession of the competencies necessary to perform the work. Directly related experience required to perform the assigned duties. Work Schedule Monday-Friday, 8:30 am - 5:00 pm; hybrid schedule eligible

The Greer Group is hiring a Human Resources Coordinator for our client located in Wake Forest, NC. This is a Direct hire opportunity, with great benefits, as well as room for growth! Pay: $53, 000-$58, 000/year Hours: Monday-Friday, 8: 00am-5: 00 pm (In office, no remote). Job Duties: Process bi-weekly payroll, verifying hours, calculating overtime, retro pay, bonuses, and benefit deductions. Resolve payroll discrepancies promptly and maintain accurate payroll records. Update HRIS (e.G., ADP Workforce Now) with payroll-related notes, incentives, allowances, and other adjustments, inclusive of all employee rate changes. Generate and upload bi-weekly payroll reports, ensuring data accuracy and compliance. Manage year-end payroll processes, including W2 preparation and distribution. Ensure compliance within payroll for 401k including employee contributions auto enrollments, and biweekly TPA & Record Keeper file balancing. Focus on process improvements to streamline payroll operations, reduce errors, and enhance efficiency. Ensure timely movement of I-9s to the terminated folder post-employment. Support company-wide HR initiatives, including compliance training and policy updates. Oversee recruitment efforts for exempt and non-exempt roles, including job posting, candidate screening, and interview coordination. Ensure timely completion of new hire paperwork (offer letters, background checks, OIG checks, i9 verification, etc.). Ensure all new hires are hired into Employment Navigator and complete all necessary onboarding steps. Manage the new hire process in ADP and ensure all documents are stored in the employee's file. Respond to general HR inquiries from employees via inbox, phone, and text messages in a timely and professional manner. Run monthly sales and payroll reports as needed to support business operations. Analyze trends in HR inquiries and proactively address recurring questions. Stay up to date with HR software, including ADP, Employee Navigator, Google Suite, Microsoft Teams, and Monday.Com Benefits: 401k/w match. Dental insurance Employee Assistant program Health insurance HSA Life insurance PTO Vision insurance