HRAcademia

𝗝𝗼𝗯 𝗧𝗶𝘁𝗹𝗲: Assistant Human Resources Manager

𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Potomac, MD 20854

𝗣𝗮𝘆: $64,400 - $100,000 a year

𝗙𝘂𝗹𝗹 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻

Surrounded by 43 acres of manicured grounds, lush gardens, and rolling Maryland countryside, Bolger Center, a conference hotel, offers the most exclusive accommodations in Potomac, Maryland. Located in close proximity to Bethesda and Rockville, it is central to all three DC airports. This 431-room historic hotel features the beautiful Stained-Glass Ballroom, offering spectacular ambiance for retreats, milestones, and meetings. Enjoy all the amenities of a country-style resort, plentiful recreation facilities, and extensive indoor and outdoor dining venues. Bolger Center is perfect for the new "bizcation" experience; travel for work and stay for leisure! Rejuvenate while enjoying our local seasonal cuisine created for the most discerning palate.

The Assistant HR Manager is responsible for providing support to managers and employees regarding HR policies and practices, researching and/or investigating concerns, and making recommendations that promote positive employee relations. The main area of responsibility is to serve as a resource to management and employees in solving day-to-day workplace matters.

𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗗𝗮𝘁𝗮

COMPENSATION: The Salaried rate for this position is $64,400.00 to $100,000.00. If both numbers are the same, that is the amount that Aramark expects to offer. This is Aramark?s good faith and reasonable estimate of the compensation for this position as of the time of posting.

BENEFITS: Aramark offers comprehensive benefit programs and services for eligible employees including medical, dental, vision, and work/life resources. Additional benefits may include retirement savings plans like 401(k) and paid days off such as parental leave and disability coverage. Benefits vary by location and are subject to any legal requirements or limitations, employee eligibility status, and where the employee lives and/or works. For more information about Aramark benefits, click here Aramark Careers - Benefits & Compensation

There is no predetermined application window for this position, the position will close once a qualified candidate is selected. Qualified applicants with arrest or conviction records will be considered for employment in accordance with all applicable laws, including, but not limited to all applicable Fair Chance Ordinances and Acts. For jobs in San Francisco, this includes the San Francisco Fair Chance Ordinance.

𝗝𝗼𝗯 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀

• Resolve general employee relations issues; provide direction and recommendations to all levels of leadership, ensure fairness and consistency of policy and practice.
• Provide consultation to managers on policies and compliance regarding employment-related matters.
• Investigate and resolve employee complaints, issues, and concerns regarding employment practices originating from the employee hotline and other sources.
• Conduct interviews and prepare relevant documentation using investigation guidelines.
• Recommend appropriate resolution of complaints, develop action plans and follow up to ensure completion.
• Interact with internal (COs, Field HR) and external resources (vendors) to acquire needed information to lead work to completion.
• Coordinate all leave of absence cases to include general administration, comprehensive case management, and compliance with all related policies and employment laws.
• Review dashboard metrics daily to optimize efficiency and ensure work is completed in accordance with service level agreements (SLAs)
• Assist with HR projects and initiatives as the need arises; audit SharePoint site to ensure information is current and accessible.

At Aramark, developing new skills and doing what it takes to get the job done make a positive impact for our employees and for our customers. In order to meet our commitments, job duties may change or new ones may be assigned without formal notice.

𝗤𝘂𝗮𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀

• 2 + years of experience in employee relations or related experience
• Bachelor?s degree in HR or a equivalent experience required
• Strong written and verbal communication skills; able to communicate with tact and diplomacy
• Ability to influence others on policies, practices, and procedure
• Effective at capturing and synthesizing information from multiple parties
• Solid understanding of employment laws
• Ability to handle sensitive and highly personal information daily and maintain confidentiality in a mature and insightful manner
• Proficient in Microsoft Office and experience with case management technology preferred
• Bilingual preferred

𝗔𝗯𝗼𝘂𝘁 𝗔𝗿𝗮𝗺𝗮𝗿𝗸

Our Mission

Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet.

At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, s*x, gender, pregnancy, disability, s*xual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law.

𝗔𝗯𝗼𝘂𝘁 𝗔𝗿𝗮𝗺𝗮𝗿𝗸

The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at http://www.aramarkcareers.com or connect with us on Facebook, Instagram and Twitter.

𝗔𝗽𝗽𝗹𝘆 𝗛𝗲𝗿𝗲: https://careers.aramark.com/search/?category=Corporate+++Field+Support&sub_category=Human+Resources

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Great organizations are built by leaders who amplify talent rather than control it. Managers who empower employees, encourage independent thinking, and create opportunities for growth become talent multipliers that drive innovation, engagement, and long term success. The future of leadership is not about being the smartest person in the room. It is about helping others reach their full potential.

Turning Managers into Talent Multipliers Instead of Bottlenecks Organizations invest heavily in attracting skilled professionals, developing leadership pipelines, and creating high performance cultures. Yet many businesses struggle to unlock the full potential of their workforce.

𝗝𝗼𝗯 𝗧𝗶𝘁𝗹𝗲: HR Generalist - Recruiter

𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Orangeburg, SC

𝗙𝘂𝗹𝗹 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻

Flex is the diversified manufacturing partner of choice that helps market-leading brands design, build and deliver innovative products that improve the world.

A career at Flex offers the opportunity to make a difference and invest in your growth in a respectful, inclusive, and collaborative environment. If you are excited about a role but don't meet every bullet point, we encourage you to apply and join us to create the extraordinary.

𝗝𝗼𝗯 𝗦𝘂𝗺𝗺𝗮𝗿𝘆

The “Human Resources Generalist - Recruiter” will be based in Orangeburg, SC, reporting to our HR Business Partner. Responsible for assisting with implementing HR programs and providing hold up to business client with respect to all people issues in order to hold up the growth and profitability of the business.

𝗪𝗵𝗮𝘁 𝗮 𝘁𝘆𝗽𝗶𝗰𝗮𝗹 𝗱𝗮𝘆 𝗹𝗼𝗼𝗸𝘀 𝗹𝗶𝗸𝗲:

• Contributes with managers on HR strategies and actions such as identify current and future talent needs, recruiting methodologies to find diverse talent, and talent development.
• Manage full life cycle recruiting of direct labor roles for the site
• Advise site management regarding talent matters to drive outcomes that hold up our business goals, i.e., employee engagement, workforce planning, data trends and potential actions, employee policies and program matters.
• Assess management capabilities and business development opportunities.
• Provide feedback and mentor managers.
• Participates as an agile member on site and corporate projects, teams, and process improvement.
• Hold up Flex Culture and our Ways of Working and Business Expertise.
• Provide managers with guidance change management regarding culture.
• Serves as a consultant to hiring managers current trends in human resources management, labor laws, HR policies, etc.to reach appropriate outcomes.
• Manage the employee life cycle activities with managers and employees, including on boarding, new employee orientation, annual reflection, merit, separation process and exits, etc.
• Develops local recruitment programs and budgets.
• Develops and maintains network of contacts and coordinates and participation in job fairs, schools and organizations regarding the organization and opportunities.
• Counsel management on policy interpretation and legal awareness.
• Advises and investigates violations of our policies and local labor laws.
• Help reach appropriate resolution of employee relations issues.
• Crafts programs to improve employee satisfaction and retention of critical skill employees, while minimizing company exposure to liability.
• Prepares the research, maintenance and communication of records required by law or local governing bodies, or other department in the organization.
• Partner with Total Rewards in compensation and benefit programs.
• Administer local benefit programs, ensuring compliance with government regulations and reporting.
• Hold up HR Centers of Excellence on global initiatives at the local level.
• Communicate and educate employees and is the head on programs benefiting the site.
• help craft the programs by participating in program design activities and postmortem reviews.
• Participate and/or manage employee Sustainability initiatives and events and help local sustainability events.

𝗪𝗵𝗮𝘁 𝘄𝗲'𝗿𝗲 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝘁𝗼 𝗮𝗱𝗱 𝘁𝗼 𝗼𝘂𝗿 𝘁𝗲𝗮𝗺:

• Typically requires a bachelor’s degree or its equivalent in education and experience in a Human Resource related function.
• Typically requires 6-12 months of Human Resources or related experience; prefer some exposure to recruiting/talent acquisition tasks
• Demonstrates ability to protect and maintain data privacy.
• Good communication skills and excellent relational skills.
• Demonstrates a general knowledge of functional concepts and a rudimentary comprehension of Flex policies and procedures.
• Use of the following tools may be required: Office Skills: telephones, data entry, HR related and office software to include, word processing, spread sheets, and presentation packages.
• Must be able to communicate to all levels of the organization from production associates through executives.
• Responds to customer complaints, employee issues and regulatory agency inquiries.

SS26
CA47
EA42
MS11

𝗪𝗵𝗮𝘁 𝘆𝗼𝘂'𝗹𝗹 𝗿𝗲𝗰𝗲𝗶𝘃𝗲 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗴𝗿𝗲𝗮𝘁 𝘄𝗼𝗿𝗸 𝘆𝗼𝘂 𝗽𝗿𝗼𝘃𝗶𝗱𝗲:

• Full range of medical, dental, and vision plans
• Life Insurance
• Short-term and Long-term Disability
• Matching 401(k) Contributions
• Vacation and Paid Sick Time
• Tuition Reimbursement

𝗝𝗼𝗯 𝗖𝗮𝘁𝗲𝗴𝗼𝗿𝘆

Human Resources
Is Sponsorship Available?
No
Flex is an Equal Opportunity Employer and employment selection decisions are based on merit, qualifications, and abilities. We do not discriminate based on: age, race, religion, color, s*x, national origin, marital status, s*xual orientation, gender identity, veteran status, disability, pregnancy status, or any other status protected by law. We're happy to provide reasonable accommodations to those with a disability for assistance in the application process. Please email [email protected] and we'll discuss your specific situation and next steps (NOTE: this email does not accept or consider resumes or applications. This is only for disability assistance. To be considered for a position at Flex, you must complete the application process first).

𝗔𝗽𝗽𝗹𝘆 𝗛𝗲𝗿𝗲: https://flextronics.wd1.myworkdayjobs.com/en-US/Careers

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Many workplace challenges are not caused by poor performance or conflict itself but by leaders avoiding the conversations needed to address them.

When managers hesitate to discuss performance concerns, behavioral issues, or team conflicts, small problems can quickly become major organizational risks. HR plays a crucial role in providing the training, support, and accountability managers need to handle difficult conversations with confidence and professionalism. Discover how HR can help build a culture of open communication, stronger leadership, and better workplace outcomes.

What HR Should Do When Managers Avoid Difficult Conversations Difficult conversations are an unavoidable part of leadership. Whether addressing poor performance, workplace misconduct, interpersonal conflicts, attendance concerns, or resistance to change, managers are expected to engage in discussions that help employees understand expectations and improve outc

𝗝𝗼𝗯 𝗧𝗶𝘁𝗹𝗲: Human Resources Administrator

𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Winston-Salem, NC 27101

𝗙𝘂𝗹𝗹 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻

Perform a variety of administrative and clerical tasks including support to the HR and Recruiting team, assisting employees, and assisting in daily office needs.

𝗗𝘂𝘁𝗶𝗲𝘀 𝗮𝗻𝗱 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀:

• Answer and direct phone calls
• Enter new hires and rehires into company systems and ensure all associated processes are completed
• Coordinate and place orders for various supplies for the Annex
• Provide general support to visitors
• Provide information by answering questions and requests
• Receive, sort, and distribute the mail
• Greet and assist visitors to the office
• Provide polite and professional communication
• Conduct data entry

Education, Experience, Skills and Abilities Required for Consideration as a Candidate:

(𝗜𝗳 𝗮 𝗱𝗲𝗴𝗿𝗲𝗲 𝗶𝘀 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝗱 𝗶𝘁 𝗺𝘂𝘀𝘁 𝗯𝗲 𝗳𝗿𝗼𝗺 𝗮𝗻 𝗮𝗰𝗰𝗿𝗲𝗱𝗶𝘁𝗲𝗱 𝗶𝗻𝘀𝘁𝗶𝘁𝘂𝘁𝗶𝗼𝗻)

• Excellent time management skills and ability to multitask and prioritize work
• Attention to detail and problem-solving skills
• Excellent written and verbal communication skills
• Proficient in MS Office
• Proficiency in Microsoft Office
• Professionalism
• Inventory Control
• Attention to Detail
• Accuracy
• Multitask
• Organization
• High School diploma or equivalent, minimum

𝗔𝗽𝗽𝗹𝘆 𝗛𝗲𝗿𝗲: https://www.salemcorp.com/career-opportunities

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A new study suggests many employers may be misunderstanding why employees are staying with their current jobs. While companies may view lower turnover as a sign of strong employee satisfaction and loyalty, economic uncertainty could be the real reason many workers are choosing to remain where they are.

The findings come from the annual Benefits and Employee Attitude Tracker study conducted by LIMRA. The research surveyed 4,052 U.S. employees in January 2026 and examined how financial pressures are influencing workplace decisions.

Rising healthcare costs are creating new challenges for employees, with more than three quarters reporting higher medical premiums in 2026. Some workers experienced increases of more than 10%.

As a result, many employees are adjusting their benefits choices. Half of workers said they made changes to their benefit plans, including reducing spending on other benefits or lowering retirement savings contributions.

Younger workers appear to be feeling the impact most. LIMRA found that many Gen Z employees took action after premium increases, with this group showing the highest likelihood of cutting back on benefits spending.

Kimberly Landry, research director at LIMRA, warned that reducing retirement contributions because of rising healthcare costs could create major long term financial consequences. Even small reductions in savings rates can significantly affect retirement outcomes over a career.

Despite these cutbacks, the study shows that many employees still rely heavily on workplace benefits for financial security. Many households would struggle to cover expenses within months if they lost a primary income source, and fewer than half of employees said they could handle an unexpected medical bill of $2,000.

These findings highlight the importance of benefits such as disability coverage, life insurance and supplemental health plans.

The research also revealed a major gap between employers and employees. Many employers believe their benefits programs are performing better than workers actually feel they are.

When companies overestimate employee satisfaction, they may miss opportunities to improve their benefits offerings and risk losing talent when workers become more confident about exploring new opportunities.

While overall benefits satisfaction has improved compared with last year, researchers suggest this may partly be connected to a cooling job market. Many employees may be holding onto their current roles because of economic uncertainty rather than because they are fully satisfied.

Many HR leaders invest significant time creating company wide crisis plans, but those strategies can quickly fail when unexpected disruptions occur.

According to Katherine Loranger, Chief People Officer at Safeguard Global, the biggest challenge is that many crisis plans focus too heavily on processes instead of the people affected.

“The first test during any disruption is not the plan itself. It is whether an organization can quickly identify, support and stabilize its employees,” Loranger explains.

She says organizations may have crisis procedures in place, but real success depends on putting employees first during situations such as political unrest, natural disasters, conflicts or emergency relocations.

After decades in HR, Loranger believes the organizations that recover best are those that stay flexible when events do not follow expectations.

Companies that struggle often focus immediately on business operations and productivity instead of employee safety and well being. Strong crisis response requires knowing where employees are, understanding their needs and making practical decisions even when existing policies do not cover the situation.

Support can include helping employees leave dangerous areas, providing financial assistance during emergencies or offering emotional support during difficult periods.

Another important lesson from recent crises is the value of decentralization. Organizations that rely too heavily on one location, team or group of experts create unnecessary vulnerabilities.

Resilient companies build distributed teams, cross train employees and create backup capabilities across regions. This approach allows work to continue while giving employees more flexibility when disruptions affect their personal lives.

Visibility also plays a major role. During a crisis, companies often discover gaps in their understanding of their workforce. Strong local knowledge and clear workforce data help leaders respond faster and manage challenges such as regional regulations and employee needs.

Loranger emphasizes that strong leadership is essential during uncertain times. Leaders often must make important decisions without having all the information available, which requires confidence, communication and the ability to adapt.

Organizations should develop leaders who can handle uncertainty, solve problems quickly and guide employees through change. During difficult moments, employees look to leadership for stability and direction.

There is no perfect crisis playbook, but the most resilient organizations are those that can adjust, support their people and keep moving forward when unexpected challenges arise.

U.S. employers and frontline workers agree that workforce preparation programs are falling short, but they have different views on what skills need the most attention.

“Employers are focused on AI readiness, adaptability and operational performance, while employees are focused on career growth, leadership and advancement,” said Dan Rosensweig, CEO of Chegg. “Both perspectives are valid, but many training programs were not built to close this divide.”

Chegg surveyed employers and employees across 10 frontline heavy industries, including retail, manufacturing and finance, finding a growing gap between what companies need and what workers believe they need.

Employers said the biggest workforce shortages are in AI and automation skills at 36%, followed by digital and IT capabilities at 24%. Employees had a different perspective, identifying leadership and people management skills at 25% as the biggest weakness, followed by communication and teamwork skills at 24%.

The results show that employees view workforce challenges as more than a technology issue. Many believe better management, stronger workplace culture and clearer career pathways are also critical.

Skills shortages are already affecting business performance. Nearly one third of employers report spending more than eight hours each week addressing workforce capability gaps. In manufacturing, that number rises to 46%.

Companies say skills shortages are contributing to more mistakes and rework at 34%, higher stress and burnout at 33%, increased workloads at 31%, and more overtime or longer shifts at 29%.

The impact is also being felt by employees, with many workers considering leaving their jobs because of stress linked to understaffing and skills shortages.

The research also highlights a gap in AI adoption. While businesses are rapidly investing in artificial intelligence, many employees are not using AI in their daily roles. More than half of employees said AI is not currently part of their work, limiting their ability to develop practical experience.

Rosensweig said organizations need to move beyond generic training programs and focus on practical learning that improves current performance while preparing employees for future workplace demands.

𝗝𝗼𝗯 𝗧𝗶𝘁𝗹𝗲: Assistant Director of Human Resources

𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: New Bern, NC 28560

𝗣𝗮𝘆: $72,899 - $118,641 a year - Full-time

𝗙𝘂𝗹𝗹 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻

JOB Performs complex professional and administrative work involving a variety of specialized assignments in the administration of the human resources management program.; does related work as required. Work is performed under the regular supervision of the Director of Human Resources. Supervision is exercised over department personnel in the absence of the Director of Human Resources. EXAMPLE OF DUTIES 𝗔𝘀𝘀𝗶𝘀𝘁𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝗽𝗼𝗹𝗶𝗰𝗶𝗲𝘀 𝗮𝗻𝗱 𝗽𝗿𝗼𝗰𝗲𝗱𝘂𝗿𝗲𝘀 𝗲𝗻𝘀𝘂𝗿𝗶𝗻𝗴 𝗮𝗱𝗵𝗲𝗿𝗲𝗻𝗰𝗲 𝘁𝗼 𝗳𝗲𝗱𝗲𝗿𝗮𝗹 𝗮𝗻𝗱 𝘀𝘁𝗮𝘁𝗲 𝗿𝗲𝗴𝘂𝗹𝗮𝘁𝗶𝗼𝗻𝘀; 𝗽𝗿𝗼𝘃𝗶𝗱𝗶𝗻𝗴 𝗽𝗼𝗹𝗶𝗰𝘆 𝗶𝗻𝘁𝗲𝗿𝗽𝗿𝗲𝘁𝗮𝘁𝗶𝗼𝗻; 𝗦𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 𝗮𝗻𝗱 𝗿𝗲𝘀𝘂𝗺𝗲𝘀 𝗮𝘀 𝗻𝗲𝗰𝗲𝘀𝘀𝗮𝗿𝘆; 𝗺𝗮𝗶𝗻𝘁𝗮𝗶𝗻𝗶𝗻𝗴 𝗿𝗲𝗰𝗼𝗿𝗱𝘀 𝗮𝗻𝗱 𝗳𝗶𝗹𝗲𝘀; 𝗽𝗿𝗲𝗽𝗮𝗿𝗶𝗻𝗴 𝗿𝗲𝗽𝗼𝗿𝘁𝘀.(The following tasks are intended only as illustrations of the various types of work performed. The omission of specific duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.)

• Assists Director of Human Resources with the administration of the human resources management program to include planning, organizing and directing the day-to-day operations of the department.
• Supports the Director of Human Resources in developing, implementing and assessing department goals, and long-term organizational strategies.
• Assists in department budget preparation and monitors expenditures in assigned area.
• Assists with researching, analyzing, developing and implementing human resources programs, policies, and procedures on a wide range of human resources related issues.
• Provides assistance to city staff in the interpretation and administration of Human Resources policies and procedures.
• Conducts special studies; manages projects; analyzes complex situations and presents recommendations for resolution; prepares presentations and reports.
• Works with the Director of Human Resources in advising department heads and managers using sound human resources strategies, practices and techniques to solve complex and sensitive employee and organizational issues.
• Provides policy interpretation and guidance to hiring managers on methods of recruitment, screening, interviewing and selection.
• Assists, as necessary, in the preparation and maintenance of human resources information system (HRIS) to include benefits entries and changing/updating employee data.
• Provides HRIS technical support, training, and guidance to Human Resources staff; serves as resource for problem solving.
• Assists departments with the development and coordination of assessment centers and other complex candidate screening processes.
• Supervises recruitment by developing recruitment advertisements for position vacancies; researches and recommends recruitment sources as needed.
• Screens applications and resumes as necessary and distributes to appropriate hiring manager.
• Conducts background and reference checks on applicants; coordinates pre-employment screenings.
• Assists with benefit management and administration.
• Compiles information and prepares a variety of monthly and annual reports for City, state, and federal agencies.
• Assists in the preparation and administration of the Classification Pay Plan by conducting job audits, preparing class specifications; conducts and participates in classification and compensation studies.
• Reviews completed work assignments of Human Resources staff as needed.
• Trains and serves as a mentor for Human Resources staff, as requested by the Director of Human Resources.
• Makes presentations as requested; Represents the department as various community events and career fairs.
• Serves as Acting Director of Human Resources when required.
• Performs related tasks as required.

SUPPLEMENTAL INFORMATION Education and Experience
Any combination of education and experience equivalent to graduation from an accredited college or university with major course work in human resources management or related field and considerable experience in human resources; considerable progressively responsible experience in human resources (preferably in local government). Supervisory experience is preferred.

𝗦𝗽𝗲𝗰𝗶𝗮𝗹 𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀
Possession of an appropriate driver’s license valid in the State of North Carolina.

𝘊𝘙𝘐𝘔𝘐𝘕𝘈𝘓 𝘉𝘈𝘊𝘒𝘎𝘙𝘖𝘜𝘕𝘋 𝘊𝘏𝘌𝘊𝘒𝘚 𝘈𝘙𝘌 𝘙𝘌𝘘𝘜𝘐𝘙𝘌𝘋 𝘖𝘕 𝘍𝘐𝘕𝘈𝘓 𝘐𝘕𝘛𝘌𝘙𝘕𝘈𝘓 𝘈𝘕𝘋 𝘌𝘟𝘛𝘌𝘙𝘕𝘈𝘓 𝘊𝘈𝘕𝘋𝘐𝘋𝘈𝘛𝘌(𝘚)
𝘈𝘗𝘗𝘓𝘠𝘐𝘕𝘎 𝘍𝘖𝘙 𝘛𝘏𝘐𝘚 𝘗𝘖𝘚𝘐𝘛𝘐𝘖𝘕 𝘞𝘐𝘛𝘏 𝘛𝘏𝘌 𝘊𝘐𝘛𝘠𝘖𝘍 𝘕𝘌𝘞 𝘉𝘌𝘙𝘕.
𝘛𝘏𝘌 𝘊𝘐𝘛𝘠 𝘖𝘍 𝘕𝘌𝘞 𝘉𝘌𝘙𝘕 𝘐𝘚 𝘈𝘕 𝘌𝘘𝘜𝘈𝘓 𝘖𝘗𝘗𝘖𝘙𝘛𝘜𝘕𝘐𝘛𝘠 𝘌𝘔𝘗𝘓𝘖𝘠𝘌𝘙.

𝗔𝗽𝗽𝗹𝘆 𝗛𝗲𝗿𝗲: https://www.indeed.com/cmp/City-of-New-Bern?campaignid=mobvjcmp&from=mobviewjob&tk=1jr5okm79i0hn801&fromjk=3ee149abafe28bc2

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A new market analysis from Norwest Venture Partners highlights that HR’s governance and compliance infrastructure may be the most overlooked part of the modern CHRO technology stack.

The report found that HR tech investment remained strong in Q1 2026, with $2.8 billion invested across 97 deals. Major transactions included ADP’s acquisition of WorkForce Software and Workday’s purchase of Sana. As artificial intelligence becomes more embedded into HR processes, the need for stronger oversight, accountability and compliance systems is becoming increasingly important.

AI tools are now influencing areas such as recruiting, performance management and workforce planning, but organizations are navigating a complex regulatory environment. State level requirements around algorithmic transparency, bias reviews and automated employment decisions continue to expand, while federal guidance remains less defined.

Experts warn that employers cannot rely solely on AI vendors to manage compliance risks. If an AI system creates a biased or unclear employment decision, the organization using the tool may still be responsible. This makes governance, vendor oversight and regular audits critical parts of responsible AI adoption.

The report emphasizes that compliance focused HR technology, including employee relations management, compliance training and background screening, is becoming essential as AI driven workflows grow. Many organizations adopted AI solutions before establishing strong governance practices, creating new risks around data usage and decision making.

For HR leaders, the priority is shifting toward building systems that provide visibility, accountability and faster responses to regulatory challenges. As AI continues to reshape the workplace, governance may become one of the most important investments in the future of HR technology.