Director of Human Resources

Director of Human Resources

Location: Columbia, Greenville or Florence, SC 

Status: Exempt


The Director of Human Resources will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource department, ensuring legal compliance and implementation of the organizations mission and talent strategy.


  • Develops and maintains all personnel policies, ensuring legal compliance with all federal state, and local regulations.
  • Create and administers staff performance management processes, includes performance appraisal and coaching processes.
  • Serves as advisor on all employee relations issues and employee counseling.
  • Maintains all personnel files; ensuring confidentiality is maintained.
  • Oversees the Employee Engagement survey process up to and including the development of an action plan based on the results; collaborates with Engagement Team to continuously improve the employee experience.
  • Provides leadership with supervisors on investigations related to reports of employee misconduct or unethical behavior.
  • Displays passion and optimism for the work, provides vision and inspiration to peers and subordinates, and exemplifies HHFB core values.
  • Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.
  • Ensures that all supervisors are trained in best practices for hiring exceptional candidates. –
  • Provides recruitment and assistance with selection for all open positions within the agency.
  • Develops and monitors procedure for tracking all candidate information ensuring compliance with all EEOC requirements.
  • Provides and orientation regarding all RRFB policies and benefits
  • Ensures a strong organizational onboarding process.
  • Aligns the development of people with the business needs of the organization.
  • Creates and provides training to all supervisors on performance management processes and best practices.
  • Creates and provides training regarding and monitors compliance of HHFB’s diversity initiatives.
  • Creates and provides training to supervisors and managers on all of HHFB’s employment policies and how they can adherence to all policies.
  • Creates and provides training programs for supervisors on supervision regulatory requirements such as FMLA, EEO, Harassment.
  • Creates leadership training for supervisors and managers with the goal of helping them move forward in the organization.
  • Develops and implements a comprehensive compensation and benefit plans that are competitive and cost effective for the organization.
  • Works with HHFB’s benefits broker to find benefit plans that meet organizational needs and ensures that all benefit plans are in regulatory compliance (ACA, ERISA, USERRA…).
  • Oversees the accurate processing of bi-weekly payroll (via HRIS), tax and garnishment reporting.
  • Ensures organizational compliance with all FLSA regulations regarding wages and classifications.
  • Oversees and administers employee safety activities such as Disaster Planning and Safety Team and ensures that the organization’s safety team is functioning and is meeting the needs of the organization.
  • Manages organizations Worker’s Compensation insurance program to ensure compliance with all requirements.
  • Ensures that all employees received required safety training and that HHFB meets all OSHA requirements.
  • Works with Leadership Team in the organizations strategic planning process.
  • Develops organizational HR strategies by identifying and researching human resources issues, contributing information, analysis, and recommendations to organization strategic thinking and direction, and establishing human resources objectives in line with organizational objectives.
  • Works with Leadership Team on succession planning and business continuity strategies.
  • Develops and maintains all personnel policies, ensuring legal compliance with all federal state, and local regulations.
  • Ensures compliance in all Human Resource operations with all applicable local, state, and federal laws and regulations.
  • Using various modalities, keeps abreast of all changes and compliance requirements in the fields of employment and safety.
  • Supports the CEO in administering policies and procedures relating to all phases of human resource activity.
  • Consults with legal counsel as appropriate, and/or as directed by the CEO on personnel matters
  • Supervises, trains, develops, and motivates the Human Resource Generalist.
  • Other duties as assigned.


  • Bachelor’s degree in Human Resources, Business Administration, or related study; Master’s degree preferred.
  • PHR/SHPR and/or SHRM-CP/SHRM-SCP certification.
  • Seven or more years of progressively responsible experience in human resources management.
  • Supervisory experience preferred.
  • Extensive knowledge of HR and personnel management practices, laws, government regulations and policies.
  • Extensive knowledge of health and wellness plans, including Section 125 cafeteria plans (flexible spending accounts) and 401(k) retirement plans, including maintenance, recordkeeping, and reporting requirements.
  • High level of Integrity, enthusiasm, perspective, flexibility, and a strong work ethic.
  • Ability to be a part of an innovative, entrepreneurial organization with the ability to prioritize, move quickly, and maintain strong follow-through in a dynamic environment.
  • Excellent interpersonal skills with a demonstrated ability to work well with people at all levels, and a strong commitment to teamwork.
  • Able to speak publicly and facilitate group meetings.
  • Superior writing and oral communication skills; ability to understand and translate information for Intended audiences.
  • Valid driver’s license.


  • Demonstrates a commitment to the HHFB mission and to fighting to end hunger in South Carolina.
  • Displays a desire to work with culturally diverse populations using a compassionate, collaborative, and respectful approach.
  • Supports a culture of continuous improvement by identifying and communicating process and safety improvements.
  • Follows all safety policies and procedures, including reporting all unsafe acts and behaviors, safety hazards, incidents, or accidents immediately.
  • Acknowledges that HHFB team members are considered emergency responders and may be called in to perform regular or emergent duties in instances of a federal, state or locally declared emergency.


The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the tasks outlined in this job description.

This position operates primarily in an office setting within the branch. The position requires sitting at a desk and in meetings for long periods of time and involves extensive computer work with frequent interruptions. Vision abilities required include close vision and the ability to adjust focus. This position requires monitoring warehouse operations in a warehouse environment internally and externally consisting of hot and cold temperatures. With forklift traffic in the facility and product stacked and stored throughout, this position requires someone who is mobile and who can hear and watch for traffic and normal hazards of a warehouse environment. Frequent day travel is required. Occasionally, this role is required to respond to organizational needs outside of normal working hours. The position is highly deadline driven.

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Harvest Hope Food Bank is an equal opportunity employer and embraces a philosophy that recognizes and values diversity. Our goal is to attract, develop, retain and promote a talented diverse workforce in a culture where all employees will contribute to their fullest potential. This description provides information regarding the essential functions of the designated job and the general nature and level of work associated with the position. It should not be interpreted to describe all the duties whose performance may be required of such employees or be used to limit the nature and extent of assignments the individual may be given. This position description does not constitute an employment agreement or contract.