Position will require four days onsite at our Raleigh HQ.

The HR Manager (HRM) is a strategic HR Business Partner who supports corporate functions and leaders with achieving its goals and objectives by being a Team Member advocate, change leader, and champion for building engaged teams.  The HRM will provide support in multiple functional areas of Human Resources, such as talent management, staffing, organizational design, total rewards, training, and diversity equity and inclusion.  The HRM will perform duties involving confidential employee communications, identifying and investigating potential issues and complaints, and advising on core processes.  
 

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. HR  

• Serves as an HR advocate by taking a proactive approach to supporting and promoting the Advance Cultural Beliefs, Values, and Code of Ethics.  

• Serves as dedicated HR Business Partner and first point of contact for assigned functions; supporting both leadership and Team Member needs. Influence and provide feedback to functional business partners on how to achieve both business and organizational improvements.  

• Develops, supports and implements HR programs, solutions and core processes in support of multiple functional areas of HR; including, but not limited to performance management, talent management, organizational health, rewards and recognition. 

• Assess functional needs and partners with the OD/Training Department to develop and implement consistent strategies relating to management level development.  Support performance management process to ensure continuous improvement and the implementation of best practices. Assess training needs and make recommendations to the OD/Training Department.  

• Partner with executive leadership to develop and maintain an organizational design structure that provides appropriate levels of management as well as desired development opportunities. 

• Lead change management initiatives by creating awareness, understanding, buy-in and ownership for change.  

• Provides leadership guidance and coaching.  Partner with functional leaders to address organizational challenges by leading/coaching others through change, ensuring consistent employment practices, and developing proactive measures to foster an engaged workforce. 

• Identify, investigate and assist in resolving employee relations issues; including conducting investigative interviews when necessary, maintaining thorough documentation, and implementing appropriate corrective action.  

• Partners with leadership and Talent Acquisition (TA) to develop proactive recruiting and talent strategies to address openings.   

• Partners with Diversity, Equity & Inclusion (DEI) to develop proactive strategies to increase diverse representation and develop talent pipelines. 

• Proactively monitor and analyze turnover to develop proactive plans to improve. 

• Completes special projects and additional duties as assigned. 

 
QUALIFICATIONS  

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skill, and or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.  

• Professional demeanor with excellent verbal and written communication, decision making, planning and interpersonal skills.  

• Knowledge of state and federal employment laws (i.e., EEO, FMLA, Wage & Hour), recruiting, interviewing and/or counseling/coaching skills, and strong training/presentation skills.  

• Ability to effectively present information, respond to questions, and communicate with all levels of Team Members including executive leadership.  

• Attention to detail with the ability to multitask and work in fast-paced environment. 

• High level of business and financial acumen required. 

• Demonstrated ability to lead and champion change.  

• Proficiency in Microsoft Office including Outlook, Excel, and PowerPoint. 

EDUCATION/EXPERIENCE  

• Bachelor’s degree (B. A.) in Business, Human resources, or related field; and  

• 5-7 years of strategic HR Business Partner experience and/or training; or  

• Equivalent combination of education and experience. 

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