Top 18 Human resources manager Jobs in Ocean Isle Beach, Nc

Human Resources Director (Salary commensurate with experience)
City of North Myrtle Beach —North Myrtle Beach, SC
- $125,000 - $155,000 a year
- Full-time
- Office
- Master's degree
- Bachelor's degree
- AD&D insurance
- Paid holidays
5d
HR Manager
Butler & College, LLC —Ocean Isle Beach, NC
- $55,000 - $85,000 a year
- Full-time
- Management
- Mid-level
- 3 years
- Paid holidays
- Health insurance
Quick Apply
5d
Human Resources Manager
Christian Recovery Centers, Inc —Ocean Isle Beach, NC
- Full-time
- Background check
- Pass drug screening
- Mid-level
Human Resources Generalist
The Coastal Companies LLC —Ocean Isle Beach, NC
- Full-time
- Microsoft Excel
- Bachelor of Science
- Office
- Paid jury duty
- Paid holidays
Quick Apply
10d
Human Resources Manager I
Cintas —Longs, SC
- Full-time
- Microsoft Excel
- Microsoft Outlook
- Mid-level
- Profit sharing
- AD&D insurance
Human Resources Generalist
La Vida Hospitality —North Myrtle Beach, SC
- $75,000 - $85,000 a year
- Mid-level
- Bachelor's degree
- Travel
- Health insurance
- Paid time off
Quick Apply
5d

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Human Resources Director (Salary commensurate with experience)

City of North Myrtle Beach -
North Myrtle Beach, SC

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Job Details

Full-time
$125,000 - $155,000 a year
5 days ago

Benefits

401(a)
AD&D insurance
Paid holidays
Disability insurance
Health insurance
Dental insurance
Flexible spending account
Tuition reimbursement
Employee assistance program
Vision insurance
Life insurance
Retirement plan

Qualifications

Managing human resources teams
Workplace dispute resolution
Change management
Bachelor's degree
Data-driven problem-solving
Strategic thinking in HR leadership
Senior leadership

Full Job Description

General Statement of Job

To be considered for the Human Resources Director role, you must submit your application through the website below:
https://www.srnsearch.com/apply

To learn more about the Human Resources Director position, please review the brochure at the link below:
https://www.srnsearch.com/brochures

The Director of Human Resources leads the City of North Myrtle Beach (CNMB) human resources functions and partners with executive leadership to advance workforce strategy, leadership effectiveness, and organizational performance. This role develops and executes HR strategies across departments, promotes alignment of HR policies, practices, and organizational goals, and supports compliance with applicable federal and state laws, including FOIA, and recognized best practices in municipal government. Advises the City Manager and executive leadership on workforce trends, organizational risk, leadership accountability, and talent strategy to support the City’s mission, strategic objectives, and long-term sustainability.

The City seeks a collaborative and forward-thinking HR leader who can help strengthen leadership accountability, advance workforce strategy, and support high-performing organizational culture. The successful candidate will bring both strategic insights and practical experience to help the City continue developing strong leadership practices and effective workforce systems.

Minimum Training and Experience

Education:

Bachelor’s degree in human resources, public administration, business administration, or closely related field

Experience:

Ten (10) years of progressively responsible experience in human resources, including significant experience in an executive or senior leadership role providing strategic guidance to organizational leadership and overseeing enterprise-wide HR programs.

Certifications:

Senior-level HR Professional Certification (SHRM-SCP, SPHR, and/or IPMA-SCP)

Preferred:

Master’s degree in human resources, public administration, business administration, or a related field.
Demonstrated experience advising executive leadership on workforce strategy, organizational effectiveness, and employment risk.
Demonstrated interpersonal, communication, and conflict resolution skills necessary to effectively navigate complex employee relations matters and support organizational change.
Experience in a public-sector or similarly regulated environment.
Experience overseeing or partnering with vendors providing occupational health, workers’ compensation support, wellness initiatives, or employer-sponsored health center services; familiarity with wellness incentive programs and occupational health requirements.

Note:

The City retains the right to determine equivalencies.
Any certifications not possessed at hire must be obtained prior to completion of the probationary period as a condition of continued employment.

Physical Requirements

This position is primarily sedentary and is performed in an office environment. The employee must be able to perform essential job functions with or without reasonable accommodation. Essential functions include sitting for extended periods, operating standard office equipment, communicating verbally and in writing, and occasionally lifting or carrying light objects typically associated with office work.

Other Information

ESSENTIAL JOB FUNCTIONS

Serves as a trusted executive advisor to the City Manager on workforce-related matters, including organizational design, leadership accountability, performance management, compensation philosophy, labor and employment risk, succession planning, and culture. Proactively identifies emerging workforce risks and opportunities and presents data-informed options and recommendations to support executive decision-making.
Provides advanced leadership for the Human Resources Department; assesses team strengths, aligns responsibilities to support strategic priorities, evaluates performance, and promotes professional development.
Establishes partnerships and collaboration across departments to support cross-functional alignment on HR risk, retention, compliance, and employee development.
Ensures the governance and integrity of Citywide human resources systems, standards, and frameworks, including personnel policy administration, classification and compensation structures, performance management systems, and leadership competency models. Promotes consistent Citywide application of policies, standards, and leadership expectations across all departments.
Exercises delegated authority for the interpretation and application of personnel policies, employment practices, and human resources standards; approves routine and elevated human resources actions within established policy, budget, and legal parameters; and escalates executive-level or high-risk matters to the City Manager with analysis, options, and recommended courses of action.
Leads enterprise-level employee relations strategy by establishing expectations, frameworks, and escalation thresholds that enable leaders to manage performance and conduct effectively while mitigating organizational and legal risk. Oversees complex and high-risk employee relations matters, including those involving senior leadership or issues with significant organizational, legal, or reputational impact.
Provides executive oversight of recruitment, selection, and talent management strategies to ensure the City attracts, selects, and retains a high-performing and diverse workforce. Establishes Citywide hiring standards, assessment practices, and workforce planning initiatives aligned with long-term organizational needs.
Oversees the design, administration, and evaluation of comprehensive employee benefits programs, including health, dental, vision, retirement, wellness, supplemental plans, and the City’s Employee Health Center. Provides strategic oversight of vendor partnerships supporting occupational health, workers’ compensation coordination, wellness initiatives, and advanced primary care services; evaluates vendor performance and outcomes to ensure alignment with City needs.
Provides leadership for workforce analytics, HRIS governance, and data-driven decision-making, ensuring executive leadership has access to reliable workforce insights and organizational risk indicators. Establishes standards for data integrity, reporting, and analysis to inform executive leadership on workforce trends, costs, risks, and opportunities.
Oversees the City’s compliance with applicable state and federal laws (FLSA, FMLA, ADA, Title VII, etc.), OSHA, and other regulatory requirements. Maintains current knowledge of employment law, regulatory developments, and best practices; provides executive oversight of compliance strategy, training, audit readiness, and continuous improvement.
Prepares and administers the Human Resources Department budget, evaluates financial impacts of workforce initiatives, and ensures responsible stewardship of resources.
Builds and leads a high-performing Human Resources Department by setting clear expectations, delegating operational responsibilities, developing leadership capacity, and fostering a culture of accountability, professionalism, and continuous improvement.
Represents the City and the Human Resources Department in public meetings, including City Council meetings as appropriate, and in interactions with external agencies, legal counsel, auditors, and professional organizations.
Supports emergency operations by learning and executing assigned emergency procedures and duties, which may include assignment to the Emergency Operations Center (EOC) during emergencies.

Performs other related duties as required to support the effective operation of the City.

Health & Wellness
Employee Health Center (EHC)
The City of North Myrtle Beach (CNMB) provides an EHC for full-time employees and eligible dependents on the city’s health insurance plan. The EHC provides sick visits, primary care, onsite Rx, and annual physicals with no copays.
Wellness Benefit
The CNMB maintains a Wellness Incentive Plan (WIP) for full-time employees and spouses on the city’s health insurance plan. The WIP is designed to help reduce health risk among employees and promote a healthy workplace.
Participating in the WIP provides the benefits of:

Saving money on insurance premiums
Earning up to $505 in HRA funds
Being proactive about your health
Helping to keep City health insurance premiums low

Health Insurance (In-network)

$1,000 individual deductible
$3,000 family deductible
Annual maximum out of pocket $3,000 per individual/ $7,500 per family including deductibles, copays and coinsurance
Primary care $35 copay/ Specialty $45 copay

Health insurance deductions below Per Pay Period

Plans

Wellness Participant

Wellness Non-Participant

Employee

$0.00

$42.00

Employee/Child

$68.00

$102.00

Employee/Spouse

$123.00

$204.00

Family

$169.00

$277.00

Dental Insurance

Preventative services covered at 100% in-network
Major services covered at 50% in-network
Annual maximum of $1,750

Prescription Benefits

$10 Generic/$35 Formulary/$45 Non-Formulary
Mail order and specialty pharmacy available

Vision Care

$225 material allowance (in-network) every benefit period towards prescription or nonprescription eyewear with a one-time $25 copay
In-network vision exams covered 100% with a $10 copay

Aquatic & Fitness Center
The CNMB offers full-time employees a discounted membership at the Aquatic & Fitness Center. Membership can be paid through payroll deduction.
Other Benefits

Tuition Reimbursement
Flexible Spending Account
Supplemental Insurance
Long Term Disability
Short Term Disability
Employee Assistance Program

Holidays and Leave
Paid Holidays

New Year’s Day
Dr. Martin Luther King Jr. Day
Fourth of July
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Four floating holidays (two personal)

Vacation Leave

Years of Service

Regular FT

0 to 5

80 hours each year

5 to 10

120 hours each year

10 or More

160 hours each year

Sick Time

80 hours annually on January 1st
Unused sick time is paid out at 50% in February of the following year

Holiday Bonus

Full-time employees, employed before August 15th of each year, are eligible for a Holiday Bonus

Employee Tenure

Longevity awards at every five years of service (5 percent bonus)

Retirement
Retirement health insurance is available if eligibility requirements are met.
General Retirement
General Employees* are enrolled in a 401(a) account upon hire. The account is funded by contributions made by the employee and the City.

City contributes 8% of employee’s salary & employee contributes a mandatory 2%
Vesting: 5 years of service

Supplemental Retirement

457 Plan

Designed for full-time employees to save and invest money with tax benefits. Contributions are made to an account based on the amount the employee chooses to allocate. Key features of the plan include:

Flexible withdrawal upon separation from employment
Withdrawals after age 59 1/2 or due to a qualified unforeseeable emergency
For general employees*, the City will match contributions up to 6% of salary after 2 years of full-time employment.

Roth IRA

Available for employees to complement other retirement plans by allowing for tax-free earnings and, if needed, flexible withdrawals.
General Employees are all City of NMB employees that are not eligible for PEBA.

Life Insurance
Basic Term Life/AD&D

Policy of $10,000 paid for by the City

Voluntary Term Life

Coverage up to $200,000 not to exceed 5 times annual base salary
Can also be purchased for spouse and/or children

General Employee*—Additional Term Life

Mandatory coverage
Employee benefit—1x annual salary
Coverage can be purchased for spouse or children $10,000/$5,000

Disclaimer: The City reserves the right to modify or eliminate, determine eligibility changes and/or revise employee benefits plans, premiums, and/or benefits at any time with or without notice. Nothing described herein creates a contract. Programs are subject to annual appropriations, policies and benefits, and plan descriptions.

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human resources manager jobs in ocean isle beach, nc

Human Resources Director (Salary commensurate with experience)

HR Manager

Human Resources Manager

Human Resources Generalist

Human Resources Manager I

Human Resources Generalist

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