63 Staffing Agencies jobs in Pinehurst

American Woodmark is one of the nation's largest cabinet manufacturers. By partnering with major home centers, builders, and dealers, we spark the imagination of homeowners and designers and bring their vision to life. Across our service and distribution centers, our corporate office and manufacturing facilities, you'll always find the same commitment to customer satisfaction, integrity, teamwork, and excellence.

We are on a journey to encourage an inclusive Woodmark and are taking meaningful actions to promote diverse representation across every part of the business. Together, every team member contributes to making American Woodmark a place where people can express who they are through what they do.

POSITION PURPOSE:

Lead the Plant Level Team (PLT) in the overall coordination and optimization of the human resources and the training/development functions in meeting or exceeding established plant goals. In addition to the traditional HR generalist responsibilities, this role must be an active leader in the development of the PLT, the salaried workforce and the hourly workforce.

IDEAL CANDIDATE PROFILE:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and ability required.

Experience

• 8-10 years human resource management experience; manufacturing preferred.
• Minimum of 6 years of supervision experience; multiple departments.
• Must have experience in developing individuals and teams in a high-performance environment.
• Track record of successful project management.

Skills

• Bi-lingual in Spanish is a plus.
• Excellent personal computer skills in a network environment; Microsoft Office products experience preferred - Outlook-Word-Excel-Access-PowerPoint.
• Management style must be consistent with CITE principles.
• Strong planning/organization & time management skills.
• Demonstrated problem solving skills.

Education

• Undergraduate degree in human resources or related discipline; PHR/SPHR certification or advanced degree is a plus.

ESSENTIAL FUNCTIONS:

• Ensure that the AWC culture exists and flourishes in assigned location. Should there be issues regarding the cultural imperatives, the HR Manager must be willing and able to intercede and correct the issue.
• Assist the plant manager in developing the PLT. This includes: teambuilding activities, organizational development, succession planning, development of individual development and performance improvement plans.
• Maintain a strong HR presence on the plant floor.
• Proactive coordination of all recruiting activities; salary and hourly.
• Provide counseling and resource assistance in the areas of policy, benefits, salary administration, training/development, performance issues.
• Assist the plant manager and the PLT with leadership skills development for both PLT and floor level team.
• Monitor and coordinate all local/state governmental and regulatory compliance activities.
• Through active participation in all employment actions at location works to ensure that all employment laws are followed and minimize the risk of litigation. Should litigation issues arise, represents the company in all employment related claims including EEOC, DOL, NLRB, OSHA, and WC.
• Maintain a high degree of transactional quality with accurate and complete employee files and other HR related information for salary and hourly employees. This includes the timely, accurate and complete submission of personnel action forms (PAF), personnel requisitions and any required reports.
• Plan and coordinate department's activities to support SQDC targets in order to meet or exceed client or customers’ expectations.
• Actively participate on assigned teams and/or projects. Proactively seek to implement improvement ideas and best practices.
• Champion training efforts and works with training coordinator to ensure that training is up to date and conducted in prescribed methods.
• Responsible for the coordination and completion of the goal setting and performance appraisal policy for salaried and hourly personnel.
• Participates in local wage and benefits surveys to ensure competitiveness and notifies corporate HR of any deficiencies.
• Provides communication on departmental expectations, motivates team members, and identifies opportunities for improvement. In plants where an HR supervisor position is staffed, the HR manager is responsible for developing the HR supervisor in preparation for promotion to an HR manager position.
• Provide team leadership consistent with company vision, mission, and CITE principles.
• Ensures company and location policies are followed and provides guidance and counseling, as necessary.
• Establish individual goals for team members in alignment with overall organization goals and perform periodic performance reviews to determine progress.
• Support and represent company as a union-free environment.
• Provide a safe and productive work environment, including housekeeping.
• Participate in the identification and implementation of continuous improvement initiatives.
• Represent the company in community relations activities.
• Perform other tasks as directed by direct supervisor.

Supervisory Responsibilities:

• Will supervise hourly and salaried employees in the assigned department and/or departments. Is responsible for the overall direction, coordination, and evaluation of direct reports. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

SCOPE & EXPECTATIONS:

Communication Skills:

• Ability to read, analyze, and interpret common business and technical journals and financial reports.
• Ability to listen and communicate effectively with customers/clients in an effort to respond to common inquiries or complaints from customers/clients, regulatory agencies, or members of the business community and public.
• Ability to develop presentations to be delivered to production team, plant level team, or public groups.

Mathematical Skills:

• Ability to apply basic mathematical concepts like addition, subtraction, multiplication or division to basic manufacturing performance recording or financial performance recording.
• Ability to read and use a tape measure.

Reasoning Ability:

• Ability to define problems, collect data, establish facts, and draw valid conclusions.
• Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.

Physical Demands:

• While performing the duties of this job, the employee is regularly required to stand and walk and talk or hear. The employee frequently is required to use hands to finger, handle, or feel and reach with hands and arms. The employee is occasionally required to lift up to 20 pounds.

Working Environment:

• Typical indoor manufacturing environment. The noise level is usually moderate to high and hearing protection may be required on the production floor. Safety glasses are required on the production floor. Some out-of-town travel is required. Occasional weekend work required.
• Reports to: Director, Manufacturing Operations
• Recruitment process may consist of any combination of phone, video and in-person interviews.
• Offers may be contingent upon successful completion of Background Check, Drug Screen, Physical Examination and/or potential Motor Vehicle Check.

BENEFITS PACKAGE INCLUDES:

• Competitive Compensation
• Health Care Benefits
• Paid Holidays
• Paid Vacation Days
• Paid Sick Days
• 401(k) Match
• Tuition Assistance
• Relocation Assistance when available

AN EQUAL OPPORTUNITY EMPLOYER

The American Woodmark Corporation does not discriminate on the basis of race, color, national origin, ancestry, age, religion, military and veteran status, sex, gender, gender identity, gender expression, sexual orientation, genetic information, marital status, medical condition, pregnancy, or any other legally-protected characteristic; and it will comply with all applicable state discrimination laws. No person shall be denied employment solely because of any disability which is unrelated to the ability to engage in the essential functions involved in the position for which application has been made either with or without reasonable accommodations.

• Administer and explain HR policies, procedures, and programs to employees and management.
• Oversee the recruitment process, including sourcing, interviewing, and onboarding new hires.
• Manage employee relations, addressing concerns, conducting investigations, and mediating disputes.
• Administer employee benefits programs, including health insurance, retirement plans, and leave policies.
• Support the performance management process, including goal setting and performance reviews.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Develop and implement HR initiatives to support organizational goals.
• Maintain employee records and HRIS systems accurately.
• Coordinate training and development programs for employees.
• Serve as a point of contact for employee inquiries and provide guidance on HR matters.

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 3-5 years of experience in a Human Resources Generalist role.
• Comprehensive knowledge of HR principles, best practices, and employment law.
• Experience with HRIS systems and payroll administration.
• Strong interpersonal, communication, and conflict-resolution skills.
• Ability to maintain confidentiality and handle sensitive information with discretion.
• Proficiency in Microsoft Office Suite.
• Experience in talent acquisition and employee engagement initiatives.
• PHR or SHRM-CP certification is a plus.

• Act as a primary HR contact for assigned business units, providing expert guidance and support.
• Develop and implement HR policies and procedures that support business objectives and ensure legal compliance.
• Manage and resolve complex employee relations issues, including grievances and disciplinary actions.
• Partner with leadership to develop and execute talent acquisition, retention, and development strategies.
• Facilitate performance management processes, including goal setting, feedback, and performance reviews.
• Administer compensation and benefits programs, ensuring competitiveness and fairness.
• Lead change management initiatives and support organizational development efforts.
• Conduct HR training sessions on topics such as leadership, performance management, and compliance.
• Maintain accurate employee records and HRIS data.
• Promote a positive and inclusive work environment aligned with company culture and values.

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 5+ years of progressive HR experience, with a strong background as an HR Business Partner.
• In-depth knowledge of employment law, HR best practices, and employee relations.
• Proven ability to build strong relationships and influence stakeholders at all levels.
• Excellent communication, negotiation, and conflict resolution skills.
• Experience with HRIS and talent management systems.
• Demonstrated success in managing complex HR projects and initiatives.
• SHRM-CP or SHRM-SCP certification is a plus.
• Ability to work independently and manage multiple priorities effectively.

• Develop and implement HR strategies encompassing talent acquisition, employee relations, compensation and benefits, performance management, and HR policies.
• Oversee the recruitment process, ensuring the attraction and retention of top talent.
• Lead employee relations efforts, including conflict resolution, disciplinary actions, and policy enforcement.
• Administer compensation and benefits programs, ensuring competitiveness and compliance.
• Develop and implement performance management systems to foster employee growth and accountability.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Develop and deliver HR training programs to managers and employees.
• Champion diversity, equity, and inclusion initiatives throughout the organization.
• Manage HR budgets and resource allocation effectively.
• Advise senior leadership on HR-related matters and provide strategic guidance.
• Continuously evaluate and improve HR processes and systems to enhance efficiency and effectiveness.

• Master's degree in Human Resources Management, Business Administration, or a related field.
• Minimum of 8 years of progressive experience in Human Resources, with at least 3 years in a leadership role.
• Extensive knowledge of all HR functional areas, including talent management, compensation & benefits, employee relations, and compliance.
• Proven experience in developing and implementing HR strategies that support business goals.
• Strong understanding of employment law and HR best practices.
• Excellent leadership, communication, negotiation, and interpersonal skills.
• Experience with HRIS systems and HR technology solutions.
• Demonstrated ability to build and maintain strong relationships with stakeholders at all levels.
• Strategic thinking and problem-solving capabilities.
• Must be authorized to work in the US and comfortable working in a fully remote capacity.

• Partnering with business leaders to understand their strategic goals and translate them into actionable HR plans.
• Managing complex employee relations issues, conducting thorough investigations, and providing timely and effective resolutions.
• Developing and executing performance management programs to drive employee development and accountability.
• Collaborating with the talent acquisition team to ensure the attraction and retention of top talent.
• Designing and implementing comprehensive compensation and benefits strategies that are competitive and aligned with market trends.
• Facilitating organizational design and change management initiatives to support business transformations.
• Promoting a culture of diversity, equity, and inclusion throughout the organization.
• Providing coaching and development support to managers and employees.
• Analyzing HR metrics and providing insights to inform decision-making.
• Staying current with employment law and best practices in human resources.

• Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or HR certification (e.g., SHRM-SCP, SPHR) preferred.
• Minimum of 7 years of progressive HR experience, with at least 3 years in a business partner role.
• Proven experience in employee relations, performance management, and talent development.
• Strong understanding of compensation and benefits principles.
• Excellent communication, interpersonal, and negotiation skills.
• Demonstrated ability to build strong relationships and influence stakeholders at all levels.
• Proficiency in HRIS systems and data analysis.
• Ability to manage multiple priorities and work effectively in a fast-paced environment.

• Serve as a trusted advisor to senior management on all HR-related matters, including talent acquisition, performance management, compensation, and employee development.
• Develop and implement HR strategies that align with business objectives and support organizational growth.
• Partner with leaders to identify talent needs, develop recruitment strategies, and ensure a robust pipeline of qualified candidates.
• Oversee employee relations issues, conduct investigations, and provide guidance on disciplinary actions and dispute resolution.
• Champion diversity, equity, and inclusion initiatives throughout the organization.
• Develop and deliver training programs on various HR topics, such as leadership development, performance feedback, and compliance.
• Manage and administer employee benefits programs, ensuring compliance and employee understanding.
• Analyze HR data and metrics to identify trends, measure effectiveness, and recommend improvements.
• Ensure compliance with all federal, state, and local employment laws and regulations.
• Facilitate organizational change initiatives and support managers in leading their teams through transitions.
• Contribute to the development and implementation of HR policies and procedures.
• Foster a positive and engaging work environment for all employees.

• Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree or HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred.
• Minimum of 7 years of progressive experience in Human Resources, with at least 3 years in an HR Business Partner role.
• Proven experience supporting multiple business units or departments.
• Deep understanding of employment law, compensation and benefits, talent management, and employee relations.
• Exceptional communication, interpersonal, and influencing skills.
• Strong analytical and problem-solving abilities.
• Ability to work independently and manage a demanding workload in a remote setting.
• Experience with HRIS systems and other HR technologies.
• Demonstrated ability to build strong relationships and credibility with leaders at all levels.
• Experience in change management and organizational development is highly desirable.
• A proactive and strategic mindset is crucial for success in this role.

• Partner with senior management to understand business objectives and translate them into HR strategies.
• Provide expert guidance and support on complex employee relations issues, including investigations, disciplinary actions, and conflict resolution.
• Develop and implement talent acquisition strategies to attract and retain top talent.
• Oversee performance management processes, including goal setting, feedback, and development planning.
• Administer compensation and benefits programs, ensuring competitiveness and compliance.
• Drive employee engagement initiatives and promote a culture of continuous improvement and innovation.
• Ensure compliance with all federal, state, and local employment laws and regulations.
• Facilitate change management processes and support organizational development efforts.
• Collaborate with HR specialists (e.g., compensation, benefits, L&D) to deliver integrated HR solutions.
• Maintain accurate employee data and generate HR reports for management analysis.
• Act as a trusted advisor to employees and managers, providing counsel and support on a wide range of HR matters.

• Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or HR certification (e.g., SHRM-SCP, SPHR) preferred.
• Minimum of 7 years of progressive experience in Human Resources, with a strong emphasis on HR business partnering.
• Proven experience in employee relations, talent management, and performance management.
• Excellent understanding of employment law and HR best practices.
• Strong business acumen and the ability to influence stakeholders at all levels.
• Exceptional communication, interpersonal, and negotiation skills.
• Proficiency in HRIS systems and Microsoft Office Suite.
• Ability to manage multiple priorities in a fast-paced environment.
• Demonstrated ability to build strong relationships and drive positive change.