Position Title: Director of Human Resources

The Director of Human Resources leads J.M. Cope's people function, including recruiting, benefits, employee relations, compliance, and employee development. This role partners with leadership to attract and retain the talent our business needs, serves as a trusted resource and counselor to employees at every level, and ensures our HR programs are compliant, effective, and aligned with overall business objectives.

Qualifications & Experience

• Bachelor's degree required; degree in Human Resources, Psychology, or a closely related field preferred.
• Minimum of five years of progressive human resources experience, including at least two years in a supervisory or HR leadership role.
• Working knowledge of employee benefits administration (medical, dental, life, disability, 401(k), and leave programs), including open enrollment, broker and carrier relationships, and employee education.
• Demonstrated full-cycle recruiting experience, including workforce planning, sourcing, interviewing, selection, and offer negotiation for both office and field positions.
• Experience counseling employees and coaching managers on performance, conduct, workplace conflict, and personal concerns, with sound judgment and strict confidentiality.
• Working knowledge of federal employment law (FLSA, FMLA, ADA, Title VII, COBRA, and the Fair Credit Reporting Act) and of South Carolina and North Carolina wage-and-hour, workers' compensation, unemployment, and E-Verify obligations.
• Strong written and verbal communication skills, and the ability to listen effectively and receive feedback from the employee perspective without passing judgment.
• Ability to prioritize tasks, delegate when appropriate, and adapt to the changing needs of the organization and its employees.
• Self-confident, motivated team player with strong interpersonal, problem-solving, decision-making, and negotiating skills.
• Committed work ethic and alignment with company values.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Behavior Requirements

It's important to understand not just what we do, but how we do it. The behaviors below are core to how we operate every day, on every site, and in every role. These expectations apply to all employees, regardless of title or experience, and are foundational to our culture.

TEAM FIRST as we are "All in" together

INTEGRITY that is Built on Trust, Driven by Honesty

HUMILITY to Listen, Learn, and Lead

PROACTIVE by running towards & solving the problem

EXCELLENCE by raising the bar, with every project

Technical Knowledge & Skills

• Comfortable with technology and capable of working with confidential information.
• Computer literate and capable of using MS Word, Excel, Outlook, and internet/email.
• Experience with, or the ability to quickly learn, HRIS, payroll, and applicant tracking systems.

Key Responsibilities

Strategy & Leadership

• Collaborates with leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources and employment law, and communicates needed changes to leadership.
• Maintains the company directory and org chart.

Talent Acquisition

• Leads full-cycle recruiting: identifies staffing needs with leadership, writes and posts openings, sources candidates through job boards, schools, trade programs, and referrals, screens and interviews, and manages offers.
• Administers pre-employment screening, including background checks, motor vehicle record reviews, drug and alcohol testing, and reference and credential verification, as required by the position and by client and project requirements (for example, schools and other secured facilities). Ensures compliance with the Fair Credit Reporting Act and applicable state and local law, including written disclosure and authorization, pre-adverse and adverse action notices, and consistent, job-related application of screening criteria; keeps screening results segregated from personnel files with access restricted to HR.

Onboarding & Off-boarding

• Establishes and manages the onboarding and orientation process for all new hires. This includes offer letters and new-hire paperwork, Form I-9/E-Verify completion, payroll and benefit enrollment, equipment and system access, project and site safety orientation in coordination with the Safety department, and structured 30/60/90-day check-ins.
• Manages the off-boarding process for all separations, voluntary and involuntary: prepares separation documentation; ensures final pay and accrued PTO are handled in accordance with policy and applicable law; issues COBRA and benefit termination notices and provides 401(k) distribution information; retrieves company property and credentials; coordinates with Accounting and IT support to end payroll, system, and site access; responds to unemployment claims; and uses a consistent checklist to maintain a complete, defensible record.
• Conducts or oversees exit interviews and tracks turnover trends.

Benefits & Leave

• Manages employee benefits programs, including annual open enrollment, broker and carrier relationships, plan renewals, COBRA and ACA compliance, and employee benefit questions and claim issues.
• Approves and schedules PTO and sick leave based on employee need and company requirements.

Employee Relations

• Serves as a confidential resource for employees, counseling on workplace concerns, performance, and conflict; coaches managers through corrective action and difficult conversations; conducts workplace investigations.
• Defines and maintains a documented escalation path for complaints and investigations involving the President, other executives, or sensitive medical information, including routing matters involving the President to the CEO and outside employment counsel as appropriate.
• Responds to employee questions and complaints promptly and professionally.

Compliance & Records

• Monitors and ensures the organization's compliance with federal, South Carolina, North Carolina, and local employment laws, including wage-and-hour, workers' compensation, unemployment, I-9/E-Verify, and required postings; reviews and updates policies, practices, and the employee handbook to maintain compliance.
• Administers or oversees compensation, leave, disciplinary matters, performance and talent management, and recognition and morale programs; partners with the Safety department on occupational health, safety, and workers' compensation matters.
• Maintains personnel files, department records, and reports securely and confidentially, with medical information kept separate from personnel files.

Training & Development

• Facilitates professional development, training, and certification activities for staff.
• Performs other HR-related duties as assigned in support of overall company goals.

Physical Requirements:

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift 15 pounds at times.
• Must be able to visit job sites.
• This position involves handling confidential and emotionally sensitive employee matters, including investigations, terminations, and workplace conflict. The ability to maintain discretion and composure in stressful situations is essential.

Relationships:

• Reports to the President, with a dotted-line reporting relationship to the CEO.
• Works closely with leadership.
• Interacts with staff and leadership and is a representative of the company.

As a member of the J.M. Cope Team, you can expect:

• Pre-tax Insurance Program (Medical, Dental, Life, Short/Long-term Disability)
• 401(k) Plan
• Holiday Pay
• Paid Vacation
• Family and Medical Leave
• Sick/Personal Leave
• Military Leave
• Bereavement Leave
• Jury Duty Leave
• Worker Comp
• Education and Training Reimbursement
• Competitive Salary

Disclaimer:
This job description is intended to provide a general overview of the position. It is not exhaustive and may be subject to change. The employee may be required to perform other duties as needed to meet the ongoing needs of J.M. Cope, Inc.