Top 22 Human resources learning & development occupations Jobs in North Charleston, Sc

Vice President, Talent and Organizational Development
Beemok Hospitality Holdings LLC —Charleston, SC
- Full-time
- Organizational skills
- Senior level
- Leadership
Quick Apply
Leadership Development Coach
Palmetto Goodwill —Charleston, SC
- Classroom
- Microsoft Outlook
- Public speaking
Continuous Skills Development Trainer
Walmart —Ridgeville, SC
- $26.15 - $29.65 an hour
- Full-time
- High school
- Mid-level
- Paid jury duty
- Disability insurance
Training Program Specialist - BEVR
Charleston County —North Charleston, SC
- $40,227 - $52,665 a year
- Weekends as needed
- Writing skills
- Public speaking
- Mid-level
- Disability insurance
- Health insurance
Learning and Development Manager
Beemok Hospitality Holdings LLC —Charleston, SC
- Full-time
- Ability to walk for extended periods
- Mid-level
- 3 years
Quick Apply
Specialist, Training II
Vickers & Nolan Enterprises —Charleston, SC
- $95,000 - $102,000 a year
- Full-time
- 7 years
- Research
- Office
- Paid holidays
- Disability insurance
Maintenance Training Coordinator
Mercedes-Benz Group AG —Charleston, SC
- Computer literacy
- Mid-level
- High school diploma or GED
- 401(k) matching
Training Specialist
NEIGHBORHOOD ASSISTANCE CORP. OF AMERICA —Charleston, SC
- $55,000 - $75,000 a year
- Weekends as needed
- Background check
- Spanish
- Microsoft Excel
- Health insurance
- Dental insurance
Quick Apply
Technical Training Specialist (On-site)
Belimed —Ladson, SC
- $70,000 - $80,000 a year
- Online Application
- Classroom
- Mid-level
- 3 years
- Paid parental leave
- Health insurance
Specialist, Training III
Vickers & Nolan Enterprises —Charleston, SC
- $100,000 - $113,000 a year
- Full-time
- Research
- Office
- Ability to lift 50 pounds
- Paid holidays
- Disability insurance
Training Specialist
Raycap Inc —North Charleston, SC
- Full-time
- Mid-level
- Bachelor's degree
- Continuous improvement
- Paid holidays
- 401(k)
Quick Apply
9d
TRAINER PRODUCTION 3 / OUTFITTING
HII —Goose Creek, SC
- Email
- Classroom
- 5 years
- Mid-level
- Relocation assistance
- Health insurance
Trainer- Delta Line - 3rd Shift
Cummins Inc. —Ladson, SC
- Mid-level
- High school diploma or GED
- Mentoring
- Relocation assistance
TRAINER PRODUCTION 4 / OUTFITTING
HII —Goose Creek, SC
- Email
- 5 years
- High school diploma or GED
- Senior level
- Relocation assistance
- Health insurance
Global Operations Manager
ALVEST EQUIPMENT SERVICES USA —North Charleston, SC
- Background check
- Military
- Driver's License
Trainer
Chick-fil-A —Goose Creek, SC
- $16 - $18 an hour
- Part-time
- Spanish
- No education required
- Ability to walk for extended periods
Quick Apply
Forklift Trainer
Gildan Activewear Inc —Charleston, SC
- Microsoft Outlook
- English
- Mid-level
Operations Trainer
Thorne —Summerville, SC
- Full-time
- Classroom
- Mid-level
- 3 years
- Paid holidays
- Disability insurance

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Vice President, Talent and Organizational Development

Beemok Hospitality Holdings LLC -
Charleston, SC

Quick Apply

Job Details

Full-time

Qualifications

Faculty mentoring
Employee onboarding
Knowledge management
Strategic management
Organization design
Learning technology
Coaching
Performance management strategy
Leadership training instructional design
Leadership development
Collaborative curriculum development
Instructional leadership in education
Hospitality industry experience
Organizational skills
System architecture design
Leadership training (staff training program)
Management reporting
Leadership development programs
Operational excellence initiatives
Senior level
Onboarding process management
Leadership
Standards-based curriculum development
Strategic thinking in HR leadership
Strategic workforce planning

Full Job Description

PURPOSE

BHC is helping to shape the future of Charleston through the quality of its people. That is a specific bar, and it depends on the organization's ability to build that quality deliberately.

The Vice President of Organizational Capability & People Development is responsible for strengthening the organization's ability to deliver extraordinary experiences today while building the leaders, systems, and capabilities BHC will rely on tomorrow.

This role partners with executive and operational leaders to identify what the business needs, then designs the systems that build it. Learning is one tool. Leadership development, coaching, onboarding, management development, internal faculty, certification, knowledge transfer, and organizational design are equally important. Together, they build an organization that grows stronger every year.

We build leaders before they lead, not promote them and hope. That philosophy extends beyond leadership. At BHC, capability is built intentionally throughout a colleague's career, creating an organization that becomes stronger with every generation of leaders it develops.

Success is measured not by training delivered, but by stronger leaders, more capable teams, improved business performance, and an organization that is, in practice, the best place to become.

CORE ACCOUNTABILITIES

Build the Learning Infrastructure

Design and establish the organization's learning infrastructure, including curriculum strategy, governance, learning technology, certification pathways, measurement systems, and operational learning standards, as one integrated system rather than a collection of independent programs.
Build in the sequence that earns organizational trust rather than the sequence that feels most urgent: foundational systems first, leadership development once that foundation holds, and whole person development once leadership is real. Hold that discipline even when there is pressure to move faster.
Own the operational floor, including safety, compliance, required certifications, and foundational operating standards, so the higher work of building skill, leadership, and long term capability can stand on solid ground.
Ensure capability becomes part of how BHC operates, not something delivered alongside the business.

Build Capability Across the Career Lifecycle

Create integrated systems that intentionally develop colleagues throughout their careers, including new colleague onboarding, operational capability, leadership development, management development, service excellence, coaching, internal faculty, functional learning pathways, certification and mastery, whole person development, and knowledge management.
Each system should reinforce the others, creating a continuous path of development rather than isolated learning experiences.

Build and Sustain the Faculty

Build and sustain a faculty of respected operators and leaders who teach, coach, and mentor within these systems, turning their expertise into institutional knowledge that continues long after any individual leader moves on.

Protect the Standard

Protect the integrity of the capability system by resisting shortcuts that compromise long term quality. Maintain the discipline when speed threatens what's been built, whether through rushed onboarding, abbreviated coaching, superficial leadership development, or curriculum that values convenience over excellence.
Ensure advancement reflects demonstrated capability rather than completed coursework.

Build Organizational Consistency

Partner closely with the Talent function so the capabilities BHC hires for are intentionally developed after people arrive.
Partner with People & Culture leadership to ensure recruitment, onboarding, development, performance, succession, promotion, and rewards reinforce one another throughout the colleague lifecycle.

Lead the Portfolio Learning Network

Develop, certify, and coach the network of property based learning leaders across the portfolio.
Earn influence through the quality of the systems, coaching, and support provided rather than formal reporting relationships.
Spend meaningful time in the operation, understanding where capability is taking hold, where it is breaking down, and what the business needs next.

Build the Function

Scale the Organizational Capability function thoughtfully as BHC grows.

Measure Organizational Capability

Develop meaningful measures that demonstrate whether the organization is growing stronger. Report against indicators that matter to the business, including first 90 day turnover, onboarding consistency, leadership readiness, internal promotion rates, bench strength, operational readiness, and learning effectiveness.
Provide insight that helps leaders strengthen the organization before problems emerge rather than reporting on them after the fact.

DECISION RIGHTS

Owns

Organizational capability strategy
Learning infrastructure
Curriculum philosophy
Faculty model
Certification standards
Leadership development architecture
Capability measurement
Organizational learning standards

Influences

Promotion readiness
Succession planning
Performance development
Talent strategy
Organizational effectiveness
Workforce capability planning
Recognition and career progression

QUALIFICATIONS

We are less interested in the path someone followed than in what they have built.

The successful candidate will have demonstrated the ability to strengthen organizational capability in ways that measurably improved leadership quality, operational effectiveness, and business performance.

Experience may come from organizational development, leadership development, enterprise learning, executive coaching, operational excellence, talent development, or change leadership.

The successful candidate will also bring:

The operating credibility to earn the trust of senior operational leaders.
Experience building capability systems, not simply administering existing programs.
A deep understanding of the realities facing property or business unit leaders.
Executive presence and influence that build commitment without relying on formal authority.
The ability to translate operational excellence into practical, teachable systems.
Experience within luxury hospitality, including Forbes Five Star or comparable service environments, strongly preferred.

SUCCESS IN YEAR ONE

A consistent onboarding experience is established across every property.
The organization's learning infrastructure is operational, trusted, and clearly connected to business priorities.
A certified network of property-based learning leaders operates from one shared philosophy and playbook.
A credible leadership development system is designed and supported by executive leadership.
Capability measures are informing leadership decisions.
Property leaders view Organizational Capability as a strategic partner that strengthens operations, develops leaders, and builds the organization's long term strength.
BHC is measurably stronger because of the systems this role has built.

_______________________________________________________________________________

BHC is an equal employment opportunity employer. Employment decisions are based on merit and business needs, and are not based on race, color, sex (including pregnancy, childbirth, and related medical conditions), citizenship status, national origin, ancestry, gender identity or expression, sexual orientation, age, religion, creed, physical or mental disability, marital status, veteran status, uniformed service, political affiliation, genetic information, or any other factor or characteristic protected by applicable law. BHC participates in E-Verify.

Quick Apply

Refine Your Search

human resources learning & development occupations jobs in north charleston, sc

Vice President, Talent and Organizational Development

Leadership Development Coach

Continuous Skills Development Trainer

Training Program Specialist - BEVR

Learning and Development Manager

Specialist, Training II

Maintenance Training Coordinator

Training Specialist

Technical Training Specialist (On-site)

Specialist, Training III

Training Specialist

TRAINER PRODUCTION 3 / OUTFITTING

Trainer- Delta Line - 3rd Shift

TRAINER PRODUCTION 4 / OUTFITTING

Global Operations Manager

Trainer

Forklift Trainer

Operations Trainer

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