Top 15 Hris manager Jobs in South Carolina

Manager, Talent Management & Culture
RedSail Technologies, LLC —Spartanburg, SC
- $90,000 - $110,000 a year
- Hybrid work
- 5 years
- Office
- Bachelor's degree
- Health insurance
- Dental insurance
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Human Resources Manager
Palmetto Corp —Conway, SC
- Background check
- 5 years
- Pass drug screening
- Dental insurance
Human Resources Manager
BENTELER Automotive —Blythewood, SC
- Full-time
- 5 years
- English
- Bachelor's degree
10d
HR Manager
Central States Manufacturing, Inc —Graniteville, SC
- 5 years
- Computer literacy
- Office
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Business office and HR manager
Kauhale Pettigru —Greenville, SC
- Email
- Mid-level
- Office
- 3 years
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6d
Office Manager / Recruiting Lead
acuCyber —Charleston, SC
- Full-time
- Hybrid work
- Customer service
- Mid-level
- Office
11d
Human Resources Manager
Spartanburg Housing —Spartanburg, SC
- $63,000 - $68,000 a year
- Full-time
- Management
- Mid-level
- Office
- Disability insurance
- Health insurance
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Human Resources Manager
Landmark Construction Company, Inc. —Charleston, SC
- Spanish
- Construction site
- English
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Human Resources Manager
jayce-llc —Orangeburg, SC
- $62,000 - $78,000 a year
- Full-time
- 5 years
- Mid-level
- Office
- Paid holidays
- Disability insurance
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Workday Adaptive Planning Manager
Baker Tilly Advisory Group, LP —Columbia, SC
- Full-time
- Mid-level
- Finance
- SQL
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Human Resources Manager
The Marwin Company —West Columbia, SC
- $14 - $25 an hour
- Full-time
- Spanish
- 5 years
- Residential
- Disability insurance
- Health insurance

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Manager, Talent Management & Culture
RedSail Technologies, LLC —Spartanburg, SC
Strong program design skills with the ability to build and improve frameworks, tools, and resources that enable consistent, high-quality people practices at…
$90,000 - $110,000 a year
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Manager, Talent Management & Culture

RedSail Technologies, LLC -
Spartanburg, SC

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Job Details

$90,000 - $110,000 a year

Benefits

Health insurance
Dental insurance
Paid time off
401(k) 5% Match
Vision insurance
401(k) matching

Qualifications

Optimizing workflow processes
Performance reviews
Labor law compliance
Program design
Web-based survey tools
Data analysis reporting
Employee engagement program (employee development activity)
HR analytics
Process design
HR systems (technically supported)
Digital survey tools
Meeting facilitation
Survey research
Employment law in talent management
Productivity software
Process improvement planning
Employee engagement
Project stakeholder communication
Employee surveys (needs assessment method)
Strategic thinking in HR leadership
Stakeholder management

Full Job Description

Manager, Talent Management & Culture

Job Summary

The Manager, Talent Management & Culture owns the strategy and execution of the organization's talent management and culture programs, serving as the primary driver of the processes and initiatives that define how RedSail assesses performance, develops talent, and builds a high-performance culture. This role partners closely with the Sr. Director, Talent and Org Development to shape the direction of these programs, and is accountable for designing, running, and continuously improving them.

On the talent management side, this role owns the end-to-end performance review cycle — from framework design through calibration facilitation — as well as succession planning coordination and career development practices. On the culture side, this role owns the annual employee engagement survey and the programs and partnerships that activate RedSail's culture and drive organizational health. This is a high-visibility role that requires strong program ownership, stakeholder influence, and a genuine passion for building workplaces where people and performance thrive.

Key Duties

Talent Management

Own and run the enterprise performance management process end-to-end, including goal-setting periods, mid-year check-ins, the annual review cycle, and calibration sessions — managing communications, timelines, system setup, and manager support throughout.
Design and continuously improve the performance management framework, tools, and resources in partnership with the Sr. Director, ensuring the process is fair, clear, and drives meaningful development conversations.
Develop and deliver manager training and guidance on performance conversations, goal-setting, and calibration to build consistent, high-quality practice across the organization.
Lead succession planning coordination, including scheduling and facilitating talent review discussions, maintaining succession data, and partnering with the Sr. Director and HRBPs to track and act on development plans for key talent.
Build and maintain career development frameworks and competency models that support employees and managers in having clear, actionable career conversations.
Analyze talent management data — including performance trends, calibration outcomes, and succession readiness — and synthesize insights for the Sr. Director and HR leadership.
Partner with HRBPs to ensure talent management practices are applied consistently and equitably across business functions.

Culture & Employee Engagement

Own the annual employee engagement survey end-to-end — including survey design and vendor management, communications, administration, results analysis, and reporting to leadership.
Partner with the Sr. Director and business leaders to translate survey results into clear, actionable insights and meaningful team-level and enterprise-wide action plans.
Track and monitor engagement action plan progress across the organization, following up with leaders and HRBPs to ensure commitments are executed.
Design and lead culture programs and initiatives that activate RedSail's values, strengthen organizational identity, and reinforce the behaviors that define a high-performance environment.
Monitor organizational health indicators — including engagement trends, attrition signals, and pulse data — and proactively surface insights and recommendations to the Sr. Director.
Partner with HR colleagues and business leaders to embed culture practices into key talent moments, including performance conversations, onboarding, and leadership development.

Collaboration & Shared Work

Serve as a subject matter expert and trusted advisor to leaders and HRBPs on performance management, talent practices, and culture.
Contribute to the overall talent and org development strategy in partnership with the Sr. Director, bringing data-driven recommendations and program insights.
Identify and implement process improvements and technology solutions — including AI-enabled tools — that increase program effectiveness and efficiency.
Partner with the broader HR team on cross-functional initiatives and process improvements.
Performs other duties as assigned.

Education/Training

Bachelor's degree in Human Resources, Organizational Development, Business, or a related field, or equivalent work experience required.
Five or more years of progressive HR experience with demonstrated ownership of performance management processes, employee engagement programs, or talent management initiatives, including experience facilitating calibration or talent review sessions.

Required Work Experience/Skills

Demonstrated experience owning and running complex, cyclical HR processes — particularly performance management cycles and/or employee engagement surveys — with strong attention to detail and the ability to manage multiple workstreams simultaneously.
Strong program design skills with the ability to build and improve frameworks, tools, and resources that enable consistent, high-quality people practices at scale.
Excellent facilitation and communication skills, including experience leading calibration sessions, talent reviews, or manager training.
Strong consultative and stakeholder management skills, with the ability to build credibility and influence leaders and HRBPs across the organization.
Ability to analyze talent and engagement data, identify meaningful patterns, and communicate insights and recommendations clearly to HR and business leadership.
Passion for culture and employee experience, with a track record of designing and executing programs that drive engagement and organizational health.
Ability to work independently, manage competing priorities, and deliver high-quality work in a fast-paced environment.
Strong proficiency with HRIS platforms, talent management or survey tools, and Microsoft Office applications.
Knowledge of employment laws and HR best practices as they apply to performance management and workforce practices.

Discretionary Judgment

Uses independent judgment and discretion based upon the employee's experience in the position and knowledge of the products, equipment, and services.
Uses good judgment and possesses ethical work values.

Physical Demands, Working Conditions, and General Employment Guidelines

Moderate levels of stress may be experienced in the performance of the job.
Position is performed in a general office environment, home office, or approved remote workspace where physical work includes, but is not limited to, sitting, standing, reaching, kneeling, bending, and lifting to 25 lbs.

Equipment

Daily use of the Microsoft Teams (phone), computer, printer, and other routine office equipment.
Must have high speed internet access and suitable home office setup in order to work a hybrid schedule.

Safety to Self and Others

Little responsibility for safety of others. The job is performed in an office setting where there are no hazardous materials or equipment.

Working Conditions/Hazards

Position is performed in an open office environment or approved remote work location.

Compensation & Total Rewards

The anticipated base salary range for this position is $90,000-$110,000 annually. This position is also eligible for an annual target bonus of 4%. Actual compensation will be determined based on factors including relevant experience, skills, qualifications, and geographic location.
Benefits include paid time off, medical, dental, and vision insurance, a 401(k) with a 5% company match, a fitness bonus, professional development opportunities, and programs that support overall well-being.

Work Location

Hybrid at a RedSail Office
- Spartanburg, SC
- Irving, TX
- Shreveport, LA
- Oak Brook, IL
- Cranberry Township, PA
- Long Island, NY

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.

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hris manager jobs in south carolina

Manager, Talent Management & Culture

Human Resources Manager

Human Resources Manager

HR Manager

Business office and HR manager

Office Manager / Recruiting Lead

Human Resources Manager

Human Resources Manager

Human Resources Manager

Workday Adaptive Planning Manager

Human Resources Manager

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Manager, Talent Management & Culture

Job Summary

Key Duties

Talent Management

Culture & Employee Engagement

Collaboration & Shared Work

Education/Training

Required Work Experience/Skills

Discretionary Judgment

Physical Demands, Working Conditions, and General Employment Guidelines

Equipment

Safety to Self and Others

Working Conditions/Hazards

Compensation & Total Rewards

Work Location

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