HR Director Jobs in South Carolina
HR Director jobs in South Carolina are actively posted across a range of industries, with demand concentrated in manufacturing, healthcare, financial services, and state government. Columbia, Greenville, and Charleston are the primary hiring metros, where employers such as Prisma Health, Michelin, and BlueCross BlueShield of South Carolina regularly seek senior HR leaders. The specialties drawing the most consistent interest are talent acquisition strategy, labor relations tied to the state's large manufacturing base, and HR compliance in regulated healthcare and financial environments. Find a role that fits below and apply directly.
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The Director of Human Resources & EHS is a key member of the JPS Senior Leadership Team, serving as a true business partner and strategic advisor to the President and senior stakeholders. This role leads Human Resources and Environmental, Health & Safety (EHS) across corporate and plant locations in Anderson, SC and Statesville, NC, and serves as the primary liaison to Steel Partners. The Director is responsible for driving employee safety and wellbeing, organizational culture, talent strategy, training and development, compensation/payroll, environmental and regulatory compliance, and risk mitigation, aligning people and safety strategies with business objectives to support growth and foster a high-performance environment.
Key Responsibilities:
Strategic Leadership & Business Partnership
- Serve as a strategic partner to the President and Senior Leadership Team, contributing to overall business planning, the JPS strategic plan, and decision-making.
- Set strategic direction for HR and EHS, including KPIs, goals, key initiatives, and diversity, equity & inclusion efforts.
- Champion a culture of safety, engagement, and continuous improvement that supports JPS goals and core values.
- Oversee corporate and HR communications across the organization.
Human Resources Oversight
- Lead all HR functions including talent acquisition and staffing, compensation and benefits, payroll, leave administration (FMLA/LOA), employee relations, engagement, organizational development, HRIS (ADP, E-Time), performance management, policies/procedures, and compliance.
- Lead the annual performance management and merit cycle.
- Develop and execute strategies to attract, develop, and retain top talent, including succession planning, turnover reduction, and leadership development.
- Drive enterprise HR initiatives such as Positive Employee Relations Training, JPS Grow Leadership Development, Train-the-Trainer, new video training platform,Superstar, and the 25-Year Club.
- Serve as the escalation point for exempt hiring and employee issues, terminations, exempt performance improvement plans, and sensitive employee relations matters.
- Act as HR process improvement lead, including systems implementation and troubleshooting, and oversee the integrity of all HR policies, procedures, and reporting.
Environmental, Health & Safety Oversight
- Provide leadership and oversight of EHS programs at all corporate and plant locations in partnership with site EHS Supervisors.
- Oversee environmental compliance and EHS standards, including wastewater, air permitting, PFAS, and OSHA and other governing-body regulations.
- Oversee occupational health and safety programs, including hearing conservation, CPR/First Aid/AED/Narcan training, drug screening, and employee wellness.
- Serve as risk mitigation lead for workplace injuries and workers' compensation, including safety-related RCCAs and TPA management.
- Serve as primary point of contact for OSHA, environmental, and state agency communications; manage the EHS audit cycle, safety KPIs, and emergency/pandemic response readiness.
Team Leadership & Performance Management
- Lead, develop, and retain a multi-site HR and EHS team, including HR Managers, HR Business Partners, Recruiter, Training Manager and Superviso EHS Supervisors, and the Payroll & HR Projects Analyst.
- Set clear goals, conduct weekly 1:1s, manage team costs, and drive accountability and team effectiveness through tools such as a rolling action item list.
- Coach and develop HR leaders and plant supervisors to handle frontline employee relations, staffing, and training at the appropriate level.
- Leverage KPIs, goals, costs/risks, and financial outcomes to inform strategy, optimize processes, and meet reporting requirements.
Steel Partners & Partner Collaboration
- Serve as the primary liaison to Steel Partners and member of the Steel Partners HR Leaders Team; act as JPS Steel Grow Leader.
- Act as primary liaison with Steel Legal, EHS, Audit, and Risk Management partners, as well as third-party administrators (e.g., Corvel) and benefit providers.
- Lead and support Steel enterprise programming, including Steel Sports, Kids First Camp (Executive Leader and Coordinator), internship and rotational programs, and wellness initiatives.
- Support cross-functional initiatives such as diversity and inclusion efforts and community engagement activities.
Risk, Compliance & Ethical Governance
- Oversee all internal investigations, EthicsPoint cases, RCCAs, and PIPs; take the lead on escalated compliance or core values issues involving the management and supervisory team.
- Ensure compliance with federal, state, and local employment and safety requirements (e.g., DOL, EEOC, OSHA, unemployment) while maintaining confidentiality and integrity.
- Drive continuous improvement through audit readiness, corrective action planning, and policy refinement.
Requirements
Qualifications & Experience:
- Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree and HR certifications (e.g., SHRM-SCP, SPHR) strongly preferred. EHS credentials (e.g., OSHA 30, CSP) a plus.
- 10+ years of progressive HR leadership experience within a manufacturing, industrial, or operationally complex environment.
- Experience overseeing or closely partnering with an EHS function, including OSHA, environmental permitting, and workers' compensation.
- Demonstrated success as a trusted strategic business partner with strong leadership, communication, and change management capabilities.
- Deep understanding of HR and regulatory frameworks, labor market trends, and workforce planning.
- Proven ability to quickly build relationships, drive productivity, and lead teams across multiple sites.
- Operates with the highest level of candor, integrity, and continuous improvement to best represent the organization.
- Ability to travel up to 30% (primarily drivable regional travel to Statesville, NC).
Core Competencies:
- Strategic Thinking & Execution
- Executive Presence & Influence
- Operational Excellence
- Safety Leadership & Environmental Stewardship
- Relationship Building & Stakeholder Management
- Risk & Compliance Leadership
- Talent Development & Organizational Effectiveness
Qualifications & Experience:
- Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree and HR certifications (e.g., SHRM-SCP, SPHR) strongly preferred. EHS credentials (e.g., OSHA 30, CSP) a plus.
- 10+ years of progressive HR leadership experience within a manufacturing, industrial, or operationally complex environment.
- Experience overseeing or closely partnering with an EHS function, including OSHA, environmental permitting, and workers' compensation.
- Demonstrated success as a trusted strategic business partner with strong leadership, communication, and change management capabilities.
- Deep understanding of HR and regulatory frameworks, labor market trends, and workforce planning.
- Proven ability to quickly build relationships, drive productivity, and lead teams across multiple sites.
- Operates with the highest level of candor, integrity, and continuous improvement to best represent the organization.
- Ability to travel up to 30% (primarily drivable regional travel to Statesville, NC).
Core Competencies:
- Strategic Thinking & Execution
- Executive Presence & Influence
- Operational Excellence
- Safety Leadership & Environmental Stewardship
- Relationship Building & Stakeholder Management
- Risk & Compliance Leadership
- Talent Development & Organizational Effectiveness
Compensation: TBD
The Director of Human Resources & EHS is a key member of the JPS Senior Leadership Team, serving as a true business partner and strategic advisor to the President and senior stakeholders. This role leads Human Resources and Environmental, Health & Safety (EHS) across corporate and plant locations in Anderson, SC and Statesville, NC, and serves as the primary liaison to Steel Partners. The Director is responsible for driving employee safety and wellbeing, organizational culture, talent strategy, training and development, compensation/payroll, environmental and regulatory compliance, and risk mitigation, aligning people and safety strategies with business objectives to support growth and foster a high-performance environment.
Key Responsibilities:
Strategic Leadership & Business Partnership
- Serve as a strategic partner to the President and Senior Leadership Team, contributing to overall business planning, the JPS strategic plan, and decision-making.
- Set strategic direction for HR and EHS, including KPIs, goals, key initiatives, and diversity, equity & inclusion efforts.
- Champion a culture of safety, engagement, and continuous improvement that supports JPS goals and core values.
- Oversee corporate and HR communications across the organization.
Human Resources Oversight
- Lead all HR functions including talent acquisition and staffing, compensation and benefits, payroll, leave administration (FMLA/LOA), employee relations, engagement, organizational development, HRIS (ADP, E-Time), performance management, policies/procedures, and compliance.
- Lead the annual performance management and merit cycle.
- Develop and execute strategies to attract, develop, and retain top talent, including succession planning, turnover reduction, and leadership development.
- Drive enterprise HR initiatives such as Positive Employee Relations Training, JPS Grow Leadership Development, Train-the-Trainer, new video training platform,Superstar, and the 25-Year Club.
- Serve as the escalation point for exempt hiring and employee issues, terminations, exempt performance improvement plans, and sensitive employee relations matters.
- Act as HR process improvement lead, including systems implementation and troubleshooting, and oversee the integrity of all HR policies, procedures, and reporting.
Environmental, Health & Safety Oversight
- Provide leadership and oversight of EHS programs at all corporate and plant locations in partnership with site EHS Supervisors.
- Oversee environmental compliance and EHS standards, including wastewater, air permitting, PFAS, and OSHA and other governing-body regulations.
- Oversee occupational health and safety programs, including hearing conservation, CPR/First Aid/AED/Narcan training, drug screening, and employee wellness.
- Serve as risk mitigation lead for workplace injuries and workers' compensation, including safety-related RCCAs and TPA management.
- Serve as primary point of contact for OSHA, environmental, and state agency communications; manage the EHS audit cycle, safety KPIs, and emergency/pandemic response readiness.
Team Leadership & Performance Management
- Lead, develop, and retain a multi-site HR and EHS team, including HR Managers, HR Business Partners, Recruiter, Training Manager and Superviso EHS Supervisors, and the Payroll & HR Projects Analyst.
- Set clear goals, conduct weekly 1:1s, manage team costs, and drive accountability and team effectiveness through tools such as a rolling action item list.
- Coach and develop HR leaders and plant supervisors to handle frontline employee relations, staffing, and training at the appropriate level.
- Leverage KPIs, goals, costs/risks, and financial outcomes to inform strategy, optimize processes, and meet reporting requirements.
Steel Partners & Partner Collaboration
- Serve as the primary liaison to Steel Partners and member of the Steel Partners HR Leaders Team; act as JPS Steel Grow Leader.
- Act as primary liaison with Steel Legal, EHS, Audit, and Risk Management partners, as well as third-party administrators (e.g., Corvel) and benefit providers.
- Lead and support Steel enterprise programming, including Steel Sports, Kids First Camp (Executive Leader and Coordinator), internship and rotational programs, and wellness initiatives.
- Support cross-functional initiatives such as diversity and inclusion efforts and community engagement activities.
Risk, Compliance & Ethical Governance
- Oversee all internal investigations, EthicsPoint cases, RCCAs, and PIPs; take the lead on escalated compliance or core values issues involving the management and supervisory team.
- Ensure compliance with federal, state, and local employment and safety requirements (e.g., DOL, EEOC, OSHA, unemployment) while maintaining confidentiality and integrity.
- Drive continuous improvement through audit readiness, corrective action planning, and policy refinement.
Requirements
Qualifications & Experience:
- Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree and HR certifications (e.g., SHRM-SCP, SPHR) strongly preferred. EHS credentials (e.g., OSHA 30, CSP) a plus.
- 10+ years of progressive HR leadership experience within a manufacturing, industrial, or operationally complex environment.
- Experience overseeing or closely partnering with an EHS function, including OSHA, environmental permitting, and workers' compensation.
- Demonstrated success as a trusted strategic business partner with strong leadership, communication, and change management capabilities.
- Deep understanding of HR and regulatory frameworks, labor market trends, and workforce planning.
- Proven ability to quickly build relationships, drive productivity, and lead teams across multiple sites.
- Operates with the highest level of candor, integrity, and continuous improvement to best represent the organization.
- Ability to travel up to 30% (primarily drivable regional travel to Statesville, NC).
Core Competencies:
- Strategic Thinking & Execution
- Executive Presence & Influence
- Operational Excellence
- Safety Leadership & Environmental Stewardship
- Relationship Building & Stakeholder Management
- Risk & Compliance Leadership
- Talent Development & Organizational Effectiveness
Qualifications & Experience:
- Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree and HR certifications (e.g., SHRM-SCP, SPHR) strongly preferred. EHS credentials (e.g., OSHA 30, CSP) a plus.
- 10+ years of progressive HR leadership experience within a manufacturing, industrial, or operationally complex environment.
- Experience overseeing or closely partnering with an EHS function, including OSHA, environmental permitting, and workers' compensation.
- Demonstrated success as a trusted strategic business partner with strong leadership, communication, and change management capabilities.
- Deep understanding of HR and regulatory frameworks, labor market trends, and workforce planning.
- Proven ability to quickly build relationships, drive productivity, and lead teams across multiple sites.
- Operates with the highest level of candor, integrity, and continuous improvement to best represent the organization.
- Ability to travel up to 30% (primarily drivable regional travel to Statesville, NC).
Core Competencies:
- Strategic Thinking & Execution
- Executive Presence & Influence
- Operational Excellence
- Safety Leadership & Environmental Stewardship
- Relationship Building & Stakeholder Management
- Risk & Compliance Leadership
- Talent Development & Organizational Effectiveness
Compensation: TBD
See All 10 HR Director Jobs in South Carolina
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Find HR Director JobsHR Director Jobs by City in South Carolina
Where South Carolina roles are concentrated, by current openings.
HR Director Job Market in South Carolina
A snapshot from current South Carolina openings, updated as new roles post.
Who's Hiring
What South Carolina Employers Look For
The qualifications that appear most often in HR director jobs across South Carolina.
- Bachelor's degree in human resources, business administration, or a related field required
- SHRM-SCP or SPHR certification strongly preferred by South Carolina employers
- Seven or more years of progressive HR experience with at least three in a leadership role
- Deep knowledge of South Carolina employment law, at-will doctrine, and state wage regulations
- Demonstrated experience supporting manufacturing, healthcare, or financial services workforces
- Strong employee relations background including investigations, performance management, and compliance
HR Director Jobs in South Carolina: Frequently Asked Questions
How do you become a hr director in South Carolina?
Most South Carolina employers expect a bachelor's degree in human resources or business, with a master's degree competitive at larger organizations. There is no state-issued license required to work as an hr director in South Carolina, but earning the SHRM Senior Certified Professional credential or the Senior Professional in Human Resources designation significantly strengthens candidacy. Building experience in manufacturing, healthcare, or state government sectors aligns well with where South Carolina hiring is concentrated.
How much do HR directors make in South Carolina?
HR directors in South Carolina earn a median of about $124,290 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $70,840 for the lowest 10% to over $209,380 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire hr directors in South Carolina?
South Carolina hr director roles are posted by Presbyterian Communities of South Carolina, McCall Farms, and Bausch + Lomb and others right now, based on current listings on Migrate Mate as of October 2026. South Carolina's large manufacturing base, anchored by automotive and tire production in the Upstate, and its growing healthcare sector in the Midlands and Lowcountry mean that industrial and hospital employers are among the most consistent sources of hr director openings.
Which South Carolina cities have the most hr director jobs?
Greenville, West Columbia, and Berkeley County lead South Carolina for hr director openings. Columbia concentrates hiring through state government agencies, Prisma Health, and financial services firms headquartered in the capital, while Greenville draws demand from the Upstate's dense manufacturing corridor and its growing corporate services sector, and Charleston's expanding healthcare, hospitality, and logistics industries drive openings in the Lowcountry.
Are there remote hr director jobs in South Carolina?
Yes, though they represent a smaller share than in purely desk-based fields, since hr directors typically handle on-site employee relations, investigations, and leadership presence. About 0% of hr director openings tied to South Carolina are remote or hybrid as of October 2026, with hybrid arrangements more common than fully remote. Strategic and policy-focused hr director roles at multisite employers are the most likely to offer schedule flexibility.
How can I get hired as a hr director in South Carolina with little or no experience?
The most realistic path is moving up through HR generalist or HR manager roles at South Carolina employers before stepping into a director position. Large healthcare systems such as MUSC Health and Prisma Health, along with manufacturers in the Upstate, regularly hire HR coordinators and HR business partners as entry and mid-level roles that lead to director tracks. Earning the SHRM-CP credential early and gaining experience with HRIS platforms used in South Carolina's manufacturing and healthcare sectors gives candidates a clear competitive edge.
Where can I find and apply to hr director jobs in South Carolina?
You can find and apply to hr director jobs in South Carolina on Migrate Mate, which lists current South Carolina openings. Search the listings for roles that match your experience and specialization, then apply directly to the ones that fit.
See All 10 HR Director Jobs in South Carolina
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