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Human Resource Jobs in Myrtle Beach, SC (NOW HIRING)

Palmetto Corp

Human Resources Manager

Conway, SC · On-site

Position Description Position Summary The Human Resources (HR) Manager is responsible for overseeing and managing all aspects of the company's human resources functions, including recruitment ...

Cintas

Human Resources Manager I

Longs, SC · On-site

Minimum 1 year Human Resources experience * High School Diploma/GED; Bachelor's degree in Human Resources or a related field preferred * Proficiency with Microsoft Office (Word, Excel, PowerPoint ...

Cintas

Human Resources Manager I

Longs, SC · On-site

Minimum 1 year Human Resources experience * High School Diploma/GED; Bachelor's degree in Human Resources or a related field preferred * Proficiency with Microsoft Office (Word, Excel, PowerPoint ...

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All JobsHuman Resource JobsHuman Resource Jobs in Myrtle Beach, SC

Human Resource information

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$16

$28

$51

How much do human resource jobs pay per hour?

As of Aug 28, 2026, the average hourly pay for human resource in Myrtle Beach, SC is $28.49, according to ZipRecruiter salary data. Most workers in this role earn between $22.26 and $30.29 per hour, depending on experience, location, and employer.

What is a human resource?

Human Resources (HR) refers to the department within an organization responsible for managing employee relations, recruitment, training, benefits, and compliance with labor laws. HR professionals play a vital role in ensuring a positive workplace environment, helping with conflict resolution, and supporting organizational goals through effective talent management. They are also involved in developing company policies, handling payroll, and facilitating employee development programs. The HR department acts as a bridge between management and employees, ensuring smooth communication and workplace satisfaction.

What are the key skills and qualifications needed to thrive as a human resource professional?

To thrive as a Human Resource professional, you need a solid understanding of employment law, talent management, and organizational policies, often supported by a degree in HR or business administration. Familiarity with HR information systems (HRIS), payroll software, and certifications like SHRM-CP or PHR is commonly required. Exceptional interpersonal skills, discretion, and problem-solving abilities help build trust and resolve workplace issues effectively. These competencies are crucial for fostering a productive work environment, ensuring compliance, and supporting organizational goals.

How do human resource professionals typically balance employee advocacy with organizational goals?

Human Resource professionals often navigate the balance between supporting employees' needs and advancing the organization's objectives. This involves clear communication, ensuring policies are fair and transparent, and acting as a bridge between staff and management. HR teams regularly mediate conflicts, gather feedback through surveys or meetings, and advocate for employee well-being while aligning their recommendations with company strategy. Building trust with both sides is essential to fostering a positive work environment and achieving business success.

What is the difference between Human Resource vs Recruiter?

AspectHuman ResourceRecruiter
CredentialsHR certifications, degrees in HR or related fieldsRecruitment certifications, HR knowledge often preferred
Work EnvironmentHR departments, corporate offices, various industriesRecruitment agencies, corporate HR teams, staffing firms
Employer & Industry UsageUsed across all industries for employee managementPrimarily in staffing, recruitment agencies, corporate hiring teams
Common Search & ComparisonYesYes

While Human Resources encompasses a broad range of employee management functions, recruiters focus specifically on sourcing and hiring candidates. HR professionals handle employee relations, benefits, and compliance, whereas recruiters concentrate on talent acquisition. Both roles are essential in the hiring process but serve different purposes within organizations.

How to break into human resource with no experience?

Breaking into human resources with no experience involves gaining relevant knowledge through online courses or certifications such as SHRM-CP, developing strong communication and organizational skills, and seeking entry-level positions or internships to build practical experience and industry understanding.

Is human resource a high burnout job?

Human resources professionals often experience high burnout due to managing employee relations, resolving conflicts, and handling organizational changes under tight deadlines. The job can involve long hours, emotional labor, and high stress, especially in organizations with complex HR needs or during periods of organizational change.

Is human resource a high paying career?

Human resource professionals' salaries vary based on experience, education, and location, but generally, HR roles offer moderate to high compensation compared to many entry-level positions. Senior HR managers and HR directors tend to earn higher salaries, especially with certifications like SHRM or HRCI. Overall, HR can be a financially rewarding career path with opportunities for advancement and increased earnings.

What are some high paying human resource jobs?

High-paying human resource jobs include HR directors, HR managers, and compensation and benefits managers, often requiring extensive experience and advanced certifications. These roles typically involve strategic planning, leadership, and expertise in employment law and organizational development, with salaries varying by industry and location.

What are the most commonly searched types of Human Resource jobs in Myrtle Beach, SC?

The most popular types of Human Resource jobs in Myrtle Beach, SC are:

What are popular job titles related to Human Resource jobs in Myrtle Beach, SC?

For Human Resource jobs in Myrtle Beach, SC, the most frequently searched job titles are:

What job categories do people searching Human Resource jobs in Myrtle Beach, SC look for?

The top searched job categories for Human Resource jobs in Myrtle Beach, SC are:

What cities near Myrtle Beach, SC are hiring for Human Resource jobs?

Cities near Myrtle Beach, SC with the most Human Resource job openings:

Human Resource jobs near you
Infographic showing various Human Resource job openings in Myrtle Beach, SC as of August 2026, with employment types broken down into 72% Full Time, and 28% Contract. Highlights an 100% In-person job distribution, with an average salary of $59,266 per year, or $28.5 per hour.

Human Resources Generalist

Conway, SC

Conway Medical Center
Health Care and Social Assistance • 1 - 5K employees

7.0

Company rating: 7.0 out of 10

Based on 44 frontline employees who took The Breakroom Quiz

509th of 1,064 rated hospitals

People enjoy working here

Recommended by parents

Respectful managers

Learn more about Conway Medical Centerexternal

Full-time

Re-posted 16 days ago

Job description

Job Summary: 
The Human Resources Generalist (HRG) provides support in functional areas of Human Resources (HR), including but not limited to recruitment and employment, personnel records, employee and/or labor relations, job evaluation, direct and indirect compensation programs, communication, organizational development, training, affirmative action plan (AAP)/Equal Employment Opportunity (EEO), and special projects. The HRG assists in the development and implementation of HR policies and procedures and their dissemination; prepares reports in conformance with legislated requirements or organizational needs; consistently applies and interprets organization policy; acts as a liaison with other departments and organizations; provides work instruction to other HR staff and provide input in the review and evaluation of personnel as appropriate. The HRG also serves as a resource on compliance with various regulatory agencies, and on other special projects. 

Duties/Responsibilities: 

  • The employee shall comply with all safety and health standards, and all rules, regulations, and orders which are applicable to the individual's own position, actions, and conduct. 
  • Performs wide array of Human Resource Information System (HRIS) reporting. 
  • Provides employee and labor relations support. 
  • Provides employee counseling. 
  • Administers employee recognition programs as requested. 
  • Administers, interprets, and proposes policies and procedures. 
  • Provides support and expertise relating to employee selection and placement. 
  • Participates in recruitment and retention initiatives and processes. 
  • Provides expertise and support for Affirmative Action Plan (AAP) and Equal Employment Opportunity (EEO) responsibilities. 
  • Advises employees on career planning and development. 
  • Provides support to benefits programs and initiatives. 
  • Maintains a strong working knowledge of state and federal employment law. 
  • Serves as an employee advocate. 
  • Provides support for compliance with requirements of regulatory surveys (i.e., DNV, DHEC, Leapfrog). 
  • Performs record keeping. 
  • Participates in performance improvement related to schedules and staffing strategies. 
  • Participates in developing and modifying the schedule of pay and benefits. 
  • Prepares for and participates in employment hearings. 
  • Leads and participates in employee retention initiatives. 
  • Maintains the integrity of CMC's Compensation structure. 
  • Annually analyzes all positions in organization in accordance with budget preparation timeline and makes recommendations for appropriate adjustments to pay ranges and salaries. 
  • Participates in national, regional, and local salary survey reviews on a regular basis to determine competitive compensation levels. 
  • Performs audits periodically to ensure jobs match compensation. 
  • Communicates salary and merit programs to employees and managers. 
  • Performs other duties as assigned. 

Qualifications: 

Education and Experience: 

  • Bachelor’s degree in human resources, Business Administration, Industrial Psychology, or related field required. 
  • At least three years of professional-level Human Resources experience or an equivalent combination of additional training and experience is required. 
  • SHRM-CP or SHRM-SCP preferred. 

Skills: 

  • Ability to work effectively and collaboratively with nursing colleagues, physicians, department heads, and member of executive leadership required. 
  • Demonstrated proficiency with Microsoft Outlook, Word, Excel, Explorer, and PowerPoint required. Sample Excel work will be required.  
  • Exemplary core customer skills strongly required. 
  • Strong verbal and written communication skills required. 
  • Ability to consistently exercise independent judgment required. 

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