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Darla Moore School of Business

  • Riegel & Emory Human Resources Research Center

The Riegel & Emory Human Resources (HR) Center partners with the center’s advisory board to develop outstanding HR talent and build thought leadership in the HR field. Board members benefit from this partnership in three key ways. First, advisory board members are provided with extensive opportunities to engage with and hire some of the best talent entering the HR field today. Second, board meetings and programming activities are designed to encourage a substantive exchange with other HR executives and faculty, allowing both for knowledge sharing and the development of strong personal ties. Third, board members have access to faculty thought leadership and the latest research in the HR field. This partnership with the advisory board has helped build one of the best HR programs in the country and improve talent and leadership in the HR profession.

The Riegel & Emory Human Resource Center is devoted to supporting research and education in the area of Human Resources. The center was founded in 1982 with the support of an endowment provided by the Riegel & Emory Corporation. This endowment, combined with the support provided by members of the Riegel & Emory HR Advisory Board, has funded numerous research projects in the HR area. Research topics funded by the center include work values, teams in the multinational corporation, HR outsourcing, workplace dispute resolution, HR and the M&A process, and organizational restructuring. Guided by the advisory board, the center also works to promote education in the HR field. Funding from members of the advisory board has been used to fund student fellowships and a wide array of instructional initiatives.

The purpose of the advisory board is to advise the Darla Moore School of Business concerning its human resources educational and research programs and to support those programs in pursuit of program goals. In carrying out their mission, the members of the advisory board will provide some or all of these kinds of support on a continuing basis:

  • Hire graduates of the school’s human resources programs
  • Hire interns
  • Provide financial support for research activities, scholarships or administrative uses
  • Provide advice on research programs
  • Attend advisory board meetings
  • Assist in recruiting potential students
  • Collaborate in research projects of mutual interest
  • Engage in creative thinking about the future of human resources so as to help align the curriculum with anticipated professional competencies

Members should be committed to continually working to upgrade the membership of the board by providing a network of professionals who, along with their organizations, will have an interest in partnering with the university. Overall, the outcome should be focused on creating world-class human resource educational and research programs at the University of South Carolina.

  • AbbVie, Inc.
  • The Boeing Company
  • Bridgestone Americas, Inc.
  • Chevron
  • Eastman Chemical Company
  • Eaton Corporation
  • Frito-Lay North America
  • Lennox International 
  • Prudential
  • Sonoco Products
  • Synchrony Financial
  • TIAA
  • Trane Technologies
  • UPS
  • Zeus
  • Honeywell
  • Lear Corporation
  • Marathon Petroleum
  • PRA Group, Inc.
  • Vallen Distribution, Inc.



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