Director of human resources jobs in Arlington Heights, IL

About the Company Our client is a prominent Global leader dedicated to delivering exceptional experiences with over 1,000 subsidiaries and affiliated brands. With a commitment to innovation and personalized service, they are seeking a Talent Manager to join their team immediately. The HR Manager/HR Business Partner serves as a trusted advisor to leaders and employees, supporting both the tactical execution of human resources programs and the strategic initiatives that shape organizational culture and workplace effectiveness. This role partners closely with business leaders to develop and sustain a high performing, engaged workforce by driving key HR processes, including talent management, employee engagement, compensation planning, performance management, employee relations, workforce planning, and leadership coaching. The role also focuses on continuous improvement, operational efficiency, and long-term people strategies aligned with business objectives. Position Summary: Act as a strategic HR business partner to leaders, providing guidance on organizational design, workforce planning, and people strategies. Lead talent review and succession planning processes; coach managers on goal setting, performance expectations, and employee development. Partner with leadership and compensation stakeholders to support annual compensation planning, salary reviews, and equity adjustments to ensure internal equity and market competitiveness. Manage complex employee relations matters, ensuring concerns are addressed promptly, consistently, and in alignment with company policies and values. Conduct objective and thorough workplace investigations related to employee concerns, policy violations, misconduct, and performance issues. Coach leaders on effective performance management, behavioral issues, corrective actions, and conflict resolution. Collaborate with leaders to develop proactive strategies that strengthen team culture, engagement, and employee retention. Partner with Legal and HR Centers of Excellence to ensure compliance, consistency, and alignment with organizational programs and regulatory requirements. Promote and model organizational values, ethical behavior, and inclusive workplace practices. Perform additional duties and responsibilities as assigned to support business and HR objectives. Minimum Experience: A minimum of 5-7 years of progressive human resources experience; corporate HR experience preferred. Demonstrated experience executing strategic HR practices, including talent management, employee relations, compensation planning, performance management, engagement, change management, and learning and development. Experience supporting geographically dispersed or global teams preferred. Strong consulting, communication, and influencing skills with the ability to partner effectively at all organizational levels. MMD Services Inc. is an equal opportunity employer. All applicants are considered for all positions without regard to race, religion, color, sex, gender, sexual orientation, pregnancy, age, national origin, ancestry, physical/mental disability, medical condition, military/veteran status, genetic information, marital status, ethnicity, alienage or any other protected classification, in accordance with applicable federal, state, and local laws.

Eden Senior Care, founded in 2016, is a growing Healthcare Management company, focused on managing and operating Skilled Nursing, Rehabilitation and Assisted Living communities in Minnesota, Wisconsin, and Ohio. Our mission with each community is to support their success by providing strong leadership, corporate support, and the resources and tools to realize their goals. Eden promotes and encourages the success of each of its employees and values the individual experience of its guests and their families. Position: Regional Director of Human Resources Job Summary: The Regional Director of Human Resources is responsible for the support and management of their local HR representatives in their regional area. Their day-to-day job is instruction, support, and assistance for all HR functions of their local indirect reports, to ensure seamless HR functionality and best practices for an exemplary Human Resource experience for all employees at their facility. Essential Job Functions: Every effort has been made to make your job description as complete as possible. However, it in no way states or implies that these are the only duties you will be required to perform. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or is a logical assignment to the position. Duties, responsibilities, and activities may change at any time with or without notice. Operational: Comprehend the strategic and day-to-day operations to provide consultation on and develop tracking plans and compliance for onboarding, responding to complaints, garnishments, DOL requirements, employee files, compensation and benefits, and other local HR responsibilities. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Acts as an advisor/coach by providing HR expertise and guidance on HR policies, disciplinary matters, and when appropriate on HR-related matters - coaching, counseling, performance management, career development, resource planning, succession planning, employee relations, and employee engagement and retention. Works directly with facilities to assist/support them in carrying out their responsibilities on personnel matters, day-to-day activities, and other HR-related issues, as well as stepping in to help train or other issues as needed. Assist local HRs in HR-related audits by government agencies or third-party auditing firms as needed. Help guide, reeducate, and perform performance reviews or PIPs as needed with HRs in their region - both for employees there and the local HR themselves. Responsible to be the first option for direction, training, or general questions for all local HRs and otherwise be a resource for best practices at the local HR level. Onboard, train, support, and reeducate local HRs as needed, and report back to upper management any issues at the local HR level. Tasked with assisting with, planning, and/or managing projects along with eh VP and the Corporate HR team to improve the overall HR experience and streamline or improve current processes. May serve as local HR contact or fill in for facilities without HR on a short-term basis as needed. Travel to facilities to assist, audit, or train on all HR practices as needed. Strategic: Manages and resolves complex employee relations issues. When needed, conducts and/or supports effective, thorough, and objective investigations and escalates to Senior Leadership for the business unit to ensure consistency. Works closely with the Human Resources leadership and employees to improve work relationships, create culture, build morale, and retention. Helps draft and communicate new HR practices, and changes in policy, as well as shaping the future of the HR role and responsibilities for the team - specifically to update current practices for better results and compliance, and to address changes in state, federal, and other regulations. Responsible to help create and implement, train employees and track roll out of new HR processes and procedures as defined by the VP of People Operations and other senior leadership when needed. Helps research new requirements and trends and helps steer the course of the HR role to adapt and adjust to these new or changing objectives. Identifies leadership and behavioral training needs for business, evaluates and monitors these training programs, and tracking plans to ensure success and completion. Reports back to VP and RDO's on issues or concerns at the local HR level and makes recommendations for change and/or performance improvement or termination. Helps determine bigger picture issues for the HR role - at both the local level and globally, and with employees as well to help adjust processes at the local level to streamline the employee experience and reduce turnover where possible. Help guide management on moving the HR roles and responsibilities into new processes or practices in order to ensure the HR role is adapting to the needs of the position as they change. Responsible for improving the level of organization and responsiveness of the HRs to all HR initiatives from the HRs in their region. Step in and help with all HR initiatives at the local level or higher as needed. Other duties as assigned. Supervisory/People Management Responsibilities: This position has no direct supervisory responsibilities. Required Education and Experience: Bachelor's degree in human resources or comparable combination of education and human resources-related experience. PHR/SPHR a plus but not required. 3 to 7 years previous human resources experience solving complex human resources matters. Working knowledge of multiple human resource disciplines with a focus on employee relations, staffing, performance management, and succession planning. Including a solid comprehension of federal and state employment laws. High level of computer skills with high proficiency in MS Suite products. Excellent interpersonal skills both verbal and written. Highly detailed and ability to analyze and interpret results to create effective solutions. Able to work in a fast-paced environment and leverage past experience to make solid decisions for the business. Preferred Education and Experience: PHR or SPHR certification 10 years related experience Physical Demands: While performing the duties of this job, the employee is regularly required to talk and hear. This is largely a sedentary role; however, some filing may be required. This would require the ability to lift files, open filing cabinets, and bent or stand as necessary. Must be able to push, pull, move and/or lift a minimum of 25 pounds to a minimum height of 5 feet and be able to push, pull, move and/or carry such weight with a minimum distance of 50 feet. Travel: Travel will be expected for the employee to go onsite at the facilities to follow up with their local counterparts as required or as the need arises. Working Conditions: This job operates in a home office, and possible in a health care setting. This role requires regular walking to various locations around facilities. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets, and fax machines. This role may also come into contact on occasion with guests who may have contagious illnesses. Position Type and Expected Hours of Work: This position is management of multiple healthcare facilities that are open 24 hours a day 365 days a year. While the majority of the work will be performed in a regular office setting, 8 hours a day, 5 days a week - evening and weekend work as well as holiday, and work during inclement weather may be required. Principal Contacts: Local HR, corporate staff. General Requirements: Must be able to execute the terms and conditions set forth in the Eden Senior Care employee handbook including, but not limited to: Works in a safety-conscious manner which ensures that safe work practices are used in order not to pose a risk to self or others in the workplace. Reports any safety violations or hazards to supervisor. Complies with company policies and procedures and local, state, and federal regulations. Adheres to a Drug-Free Workplace Interacts in a tactful, diplomatic, and humanistic manner with patients, families, visitors, and co-workers to provide a safe, efficient, and therapeutically effective caring environment which ensures the self-respect, personal dignity, rights and physical safety of each patient and facility guest. Maintains a dependable attendance record and adheres to standards of cleanliness, grooming, hygiene, and dress code. Takes positive action to ensure equal opportunity in the conduct of all business activities without regard to race, color, religion, sex/gender, age, national origin, disability, citizenship, veteran status or any other legally protected category.

At CDW, we make it happen, together. Trust, connection, and commitment are at the heart of how we work together to deliver for our customers. It s why we re coworkers, not just employees. Coworkers who genuinely believe in supporting our customers and one another. We collectively forge our path forward with a level of commitment that speaks to who we are and where we re headed. We re proud to share our story and Make Amazing Happen at CDW. Job Summary The Sr CWS (HR) Business Partner is an integral part of the Coworker Success (HR) organization as well as an indispensable strategic partner to the business unit it supports. As a Sr Business Partner, you are seen as a trusted advisor and an extension of the leadership team within your business client group. Business Leaders call on you to help think through their most difficult and strategic talent challenges. Simply put, Business Partners are the bridge between talent and strategy. In this role, you will have the chance to leverage your HR expertise across our organization, translating global programs into impactful local and business oriented solutions. Senior leaders seek out your guidance on how to assess, motivate and reward their teams, as well as come to you as a trusted advisor and partner to link talent strategy to our business outcomes. You will also act as a peer leader and a CWS subject matter expert. This role s success depends on the ability to build trusting and collaborative relationships with all areas of CWS and the business units you support. The capability to influence leaders and navigate complexity is critical in this role, along with balancing day-to-day tasks while executing a long-term talent roadmap. In this role, you will serve as a talent advocate, cultural ambassador innovator and leadership consultant. What you'll do Proactively engage and consult with business leaders to provide relevant, credible guidance to build talent solutions to drive business outcomes. Proactively provide support and resources to current and new senior leaders. Connect regularly with new leaders to provide key perspective, guidance, and connections to enable their success. Recommend solutions, participate and support organization change initiatives. Provide strategy recommendations, help execute and drive change adoption. Anticipate coworker risk assessments, recommend collateral and comms plan creation, own delivery & execution, & maintenance/continuation. Collaborate with leaders to assess talent and org synergies. Execute on integration steps. Participate in and act as stakeholder in organizational design conversations with the business, provide recommendations and help execute from a people standpoint. Evaluate needs with functional leaders, provide input and perspective based on expertise to navigate and guide job creation. Knows when and how to pull in the appropriate resources/stakeholders. Identify, create, and facilitate talent management strategies at the function level. Collaborate and advise on succession/workforce planning conversations and tactical execution. Build and care for successful working relationships with Centers of Excellence (COE). Provide base level guidance and introductions to COE stakeholders as relevant to director+. Act as partner and support successful execution of COE requests. Identify strategic support needed for key initiatives within the business (i.e. training on PIPs, compensation modeling, etc.). Support and facilitate packaging of feedback and resolution between the business and COEs. Partner with COEs to enable leaders & coworkers with proper resources & contacts to complete successful programs, such as Performance and Talent Reviews, Engagement Surveys, and other HR-led initiatives/programs. Serve as point of contact/lead liaison for assigned key cyclical initiatives by leadership. Drive engagement where appropriate of key strategic programs as assigned or outlined by leadership. What we expect of you Bachelor s degree and 5 years experience in HR with increasing levels of scope and complexity OR Master s degree and 3 years experience in HR with increasing levels of scope and complexity OR 9 years experience in HR with increasing levels of scope and complexity without a degree Experience working closely alongside, influencing, and supporting senior leaders in an organization Demonstrated ability to effectively coach and guide senior leaders on complex talent strategies and needs Excellent verbal and written communication skills with the ability to communicate effectively and in a constructive, professional manner with stakeholders at all levels Proven track record of strong interpersonal skills and good judgment to manage sensitive and confidential matters Exceptional navigation through conflict resolution and problem-solving skills Demonstrated business acumen, including thorough understanding of business dependencies and cross functional collaboration Project management skills Demonstrated ability to balance competing priorities/projects with the ability to adapt to the changing needs of the business while meeting deadlines and providing high quality work and service level Strong leadership skills with the ability to lead/influence a successful team or project Research and analyze information to make advanced employee relations decisions and recommendations Proficient in Microsoft Office applications Travel to CDW locations as needed Pay range: $ 88,000 - $ 122,400 depending on experience and skill set Annual bonus target of 5% subject to terms and conditions of plan Benefits overview: Salary ranges may be subject to geographic differentials We make technology work so people can do great things. CDW is a leading multi-brand provider of information technology solutions to business, government, education and healthcare customers in the United States, the United Kingdom and Canada. A Fortune 500 company and member of the S&P 500 Index, CDW helps its customers to navigate an increasingly complex IT market and maximize return on their technology investments. Together, we unite. Together, we win. Together, we thrive. CDW is an equal opportunity employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by state and local law. CDW is committed to fostering an equitable, transparent, and respectful hiring process for all applicants. During our application process, CDW s goal is to get to know you as an applicant and understand your experience, strengths, skills, and qualifications. While AI can help you present yourself more clearly and effectively, the essence of your application should be authentically yours. To learn more, please review CDW's AI Applicant Notice .

Human Resources Director (41805) Our client is an organization in the Kenosha area looking for a Human Resources Director. This client is looking for someone with 8+ years of HR experience, strong experience leading multiple operating companies and proven leadership skills. This is a newly created leadership role with high visibility and an opportunity to shape HR strategy. The Human Resources Director will be responsible for, but not limited to, the following: RESPONSIBILITIES Provide hands-on strategic leadership for the human resources department. Develop comprehensive people strategy that supports company growth, retention, and leadership development. Lead and mentor the HR, recruiting, and training teams. Analyze data, prepare reports and make recommendations. Oversee employee relations, performance management, and policy implementation. Partner with accounting for payroll processing. Lead the recruiting functions to build candidate pipelines. Oversee the development and implementation of onboarding, leadership and training programs. Develop and roll out company-wide engagement initiatives. Ad hoc projects as needed. The Human Resources Director will possess the following: EXPERIENCE REQUIRED Bachelor's degree in human resources or closely related field required. 8+ years of human resources experience. SHRM-SCP Experience leading HR across multiple operating companies or business units. Strong understanding of employment law, compliance, and multi-state HR administration. Excellent verbal and written communications skills. Excellent organizational and interpersonal skills.

About us Rural King Farm and Home Store strives to create a positive and rewarding workplace for our associates. We offer opportunities for growth, competitive benefits, a people first environment, and an opportunity to work alongside dedicated associates who share a passion for providing an exceptional experience and service to our rural communities. Whether you are starting an entry-level position or joining with professional experience, Rural King encourages professional growth and provides the necessary resource to help you succeed and grow with us. When you join the Rural King team, you become a contributing member in supporting the needs of and making a difference in the lives of those within the people and communities we serve. How we reward you 401(k) plan that provides a 100% match on the first 3% of your contributions and 50% of the next 2% * Healthcare plans to support your needs * Virtual doctor visits * Access to Centers of Excellence with Barnes Jewish Hospital and Mayo Clinic's Complex Care Program * 15% Associate Discount * Dave Ramsey's SmartDollar Program (no cost to you!) * Associate Assistance Program * RK Cares Associate Hardship Program * 24/7 Chaplaincy Services What You'll do The Purpose of the Human Resources Lead is to assist with various human resources functions and to provide support to both management and associates at their location. This role plays a vital part in ensuring a positive and productive work environment while upholding company policies and legal compliance. The HR Lead will be responsible for overseeing employment-related activities at the location level, which include but are not limited to staffing, timekeeping, record keeping of performance coaching, benefits administration, and training coordination. Promote positive associate relations through effective communication and fostering a supportive work culture. Play a vital role in shaping the perception of our company and our values. Communicate with professionalism, empathy, and enthusiasm to deliver a positive experience to all. Review applications to assess candidate qualifications and suitability for open positions. Conduct initial phone screenings to evaluate candidate skills, experience, and cultural fit. Coordinate and schedule interviews between candidates and store management, ensuring a smooth and positive candidate experience. Coordinate and facilitate new hire onboarding to provide a smooth and positive new hire experience. Plan and take part in community events to enhance hiring efforts and promote employment opportunities. Coordinate and conduct new associate orientations, ensuring a smooth onboarding experience. Prepare and maintain accurate and up-to-date associate records in the Human Capital Management system, including personal information, attendance, leave management, and all other relevant documentation. Assist with benefits administration and enrollment processes. Coordinate and conduct training sessions on assorted topics, including workplace policies, positions specific training, and associate development. Support performance management processes, aiding with goal setting, performance evaluations, and associate development plans. Serve as a point of contact for associates, addressing inquiries promptly and providing guidance. Assist your HR Business Partner to resolve associate conflicts and disciplinary issues, adhering to company policies and legal requirements. Partner with the Store Support Center Human Resources and the Store Manager with policy, procedure, and initiatives. Maintain associate communication by removing outdated communications and posting current information on RK programs, benefits, schedules, location performance, wellness, safety compliance, and other pertinent information. Oversee the location's safety program including maintaining the accident/incident files, communicating daily safety topics, completing the safety audits, and completing accident reviews. Maintain a strong code of ethics and high degree of confidentiality of information about all company, associate, community, legal, and all other matters. Regularly communicate, both written and verbally, with partners from Store Support Center in a professional manner. Use general office equipment such as telephone, copy machine, fax machine, and computer. May be required to work evenings and weekends. Oversee monthly cash reporting as needed. Maintain office and breakroom supplies. Maintain breakroom and training space standards. Participate in cross-training for flexibility in various departments and responsibilities. Provide friendly, proactive, and professional internal and external support to others, assisting with inquiries, concerns, and issues promptly and effectively. Demonstrate behaviors that exemplify Rural King's Values: People First, Integrity, Attitude, Initiative, Teamwork, Accountability, and Continuous Improvement. Perform other duties as assigned. Supervisory Responsibilities None Essential Qualities for Success At least 2 years of human resources experience or equivalent combination of experience and education. Proficiency with Microsoft Office Suite or related software. Working knowledge of Microsoft Office Suite. Excellent verbal and written communication skills to convey ideas, instructions, and information clearly and concisely. Excellent customer service skills. Demonstrated ability to prioritize tasks, meet deadlines, and maintain a high level of attention to detail. Proven track record of consistently producing error-free work and meeting quality standards. Strong interpersonal skills to build rapport, foster relationships, and collaborate effectively. Proficiency in adapting communication style and tone to effectively interact with individuals from diverse backgrounds and at different levels within the organization. Demonstrate a high level of adaptability in response to changing priorities, unexpected challenges, and evolving business needs. Comfortable navigating computer systems and software to assist customers or manage activities. Possession of a growth mindset, characterized by a belief in the ability to develop talents and intelligence through hard work, dedication, and continuous learning. Physical Requirements Ability to maintain a seated or standing position for extended durations. Ability to lift, push, and/or pull a minimum of 30 pounds repetitively and 31-50 pounds intermittently. Able to navigate and access all facilities. Skill to effectively communicate verbally with others, both in-person and via electronic devices. Close vision for computer-related activities. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions. The pay range for this position is $18.25 - $22.50 per hour, with exact compensation determined by factors such as relevant geographic location, education, certifications, experience, job level, shift, and organizational needs. Eligible associates may also receive overtime pay in compliance with applicable laws. To learn more about our benefits, review here We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, national origin or ancestry, sex, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, marital status, or any other characteristic protected by law. We use E-Verify to confirm the employment eligibility of all newly hired associates. To learn more about E-Verify, including your rights and responsibilities, please visit *********************

We are currently recruiting for a Human Resources Business Partner in the Romeoville, IL area (onsite | in-office 5 days). The HR Business Partner will manage multiple priorities and anticipate team member's needs. You will be the first point of contact for manufacturing operations and hourly workforce. This role is both strategic and hands-on, partnering with plant leadership to drive a positive employee experience, strong culture, and effective workforce management. The ideal candidate has solid HR generalist experience, thrives in a fast-paced manufacturing environment, and excels at building trusting relationships with both employees and leaders. 75K - 100K Base + Quarterly Bonus + Annual Profit Sharing + Benefits Package Responsibilities: Collaborate with plant leadership to develop and implement HR strategies that align with operational goals, productivity, and workforce engagement. Provide day-to-day HR support for hourly employees, including coaching, employee relations, attendance management, and performance guidance. Partner with supervisors and managers to resolve employee issues, ensure fair and consistent application of policies, and promote a positive and respectful workplace. Support recruitment strategies in collaboration with Talent Acquisition, including interviews, workforce planning, onboarding, and retention initiatives. Lead and support HR programs such as performance management, talent reviews, and employee engagement activities. Conduct investigations related to policy violations, employee concerns, or workplace issues, ensuring thorough documentation and fair outcomes. Maintain and interpret HR policies, ensuring compliance with federal, state, and local employment laws. Analyze HR data and metrics (turnover, attendance, engagement, etc.) to identify trends and recommend proactive solutions. Support training and development initiatives, including supervisor training and employee skills development. Partner with safety teams to reinforce workplace safety initiatives and ensure compliance with safety procedures. Drive continuous improvement in HR processes to enhance efficiency, communication, and employee satisfaction. Requirements: Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 3-7 years of HR generalist or HRBP experience in a manufacturing, industrial, or plant environment. Willingness to work onsite daily and occasionally flex to evening shifts once or twice a month as needed. Experience supporting hourly/production employees. Strong knowledge of employment laws and compliance requirements. Demonstrated ability to manage employee relations issues with professionalism and confidentiality. Excellent communication, interpersonal, and relationship-building skills. Ability to prioritize and manage multiple tasks in a fast-paced environment. Strong problem-solving, analytical, and decision-making skills. Preferred Qualifications: Experience supporting multi-shift operations. Experience with HRIS/HR reporting tools and metrics analysis. Training or certification in HR (PHR, SHRM-CP, etc.). Experience supporting continuous improvement or safety initiatives. Local candidates only. No sponsorship. Must be in a commutable range to the Romeoville, IL area. 75K - 100K Base + Quarterly Bonus + Annual Profit Sharing + Benefits Package

The Director, Human Resources is responsible for a full range of HR services and programs with a particular focus on employee relations, performance management, learning and development, and will also guide the ongoing development of our HR systems. This position serves as a vital partner to the Chief Human Resources Officer, leading the HR team while providing empathetic and strategic counsel to all levels of the organization. At Cornerstone Research, you will be part of a thriving, 1,000-strong team that spans nine offices, comprises more than 55 nationalities, and leads the industry in its commitment to develop team members across all levels. Inc. Magazine has recognized Cornerstone Research three times as a Best Workplace for its outstanding employee engagement, collaborative culture, and professional growth opportunities. You'll Love It Here If You: Embrace learning and continuous improvement Set and strive for a high bar of excellence Believe that teamwork leads to success: ask us what it means to be #onefirmfirm! Take pride in always doing your best work, even if it's harder or takes longer Are passionate about what you do How You'll Help Our Team Succeed: Develop and implement HR programs and policies to support the firm's vision and values while emphasizing continuous improvement, team-work, high performance and quality. Ensure compliance with all applicable federal, state, and local legislation as well as the firm's procedures and policies. Serve as the project manager for the development, implementation and communication of new processes designed to streamline or create efficiencies from an HR perspective. Manage special projects, from strategic vision to implementation. Work closely with managers to identify, evaluate, and address employee relations, morale, work performance, and organizational productivity concerns. Coach managers in best practices for providing effective performance feedback. Work closely with HR managers to provide guidance on the recruiting process for all corporate and administrative positions by implementing best practices and ensuring compliance. What You'll Need to Be Successful: 15+ years of relevant experience that demonstrates increasing capability and responsibility; professional services experience preferred. Experience managing a team at varying levels, including providing guidance to team managers with direct reports. Strong communication and relationship building skills. Advanced technological skills and experience with an HRMS, Workday preferred. Strong employee relations experience. Ability to excel on a team comprised of specialists and generalists based in varying geographic locations and time zones. The desire to take initiative and actively contribute to the team and the firm. The ability to communicate effectively and professionally. Strong business acumen and the ability to learn the firm's financial and operational functions. The mindset to provide superior service. Ability and desire to balance strategic guidance and vision with remaining a hands-on team member. The ability to commute to our office in Boston, Chicago, Washington, DC or San Francisco, to comply with our hybrid work policy of 2-3 days per week in office. Bachelor's Degree in a related field required. PHR or SHRM-CP required. Cornerstone Research is offering a competitive market base salary for this position. The base salary range represents the low and high end of the salary range for this position in all eligible locations. This range may differ based on your geographic location and cost of living considerations. At Cornerstone Research, we believe compensation is more than just a base salary. We offer a competitive total compensation package that includes an annual performance bonus and comprehensive benefits such as flexible options for healthcare, paid time off, and retirement savings. Relocation assistance is not offered for this position. Boston: $182,800.00 - $247,600.00 Chicago: $179,500.00 - $243,100.00 San Francisco: $183,600.00 - $248,700.00 Washington, DC: $165,400.00 - $224,000.00 We're looking for passionate individuals who share our firm's core values and can bring varied perspectives and experiences to our team. #LI-Hybrid Who We Are: Cornerstone Research provides economic and financial analysis and expert testimony in all phases of commercial litigation and regulatory proceedings. We work with a broad network of testifying experts, including leaders from academia and industry, who are recognized for their depth of knowledge, accomplishments, and research. Our staff consultants contribute expertise in economics, finance, accounting, and marketing, as well as business acumen, familiarity with the litigation process, and a commitment to produce outstanding results. We're looking for passionate individuals who share our firm's core values and can bring varied perspectives and experiences to our team. The firm's uniquely collegial, supportive atmosphere makes Cornerstone Research a great place to work. We invest in our people in a host of ways, from providing meaningful learning and development opportunities to organizing memorable social events. To many, our culture and our people are the most exciting, enriching aspects of a Cornerstone Research career. Equal Employment Opportunity: Cornerstone Research provides Equal Employment Opportunities to all employees and applicants for employment without regard to legally protected categories, such as age, sex, gender, gender identity, race, color, creed/religious belief, medical condition, predisposing genetic characteristics or genetic information or testing, disability, marital status, pregnancy status, military status, veteran status, arrest or conviction record (except where permitted by law), sexual orientation, ethnic background, citizen status, ancestry, national origin, or any other consideration protected by federal, state or local law.

The VP of HR will be a key member of the executive leadership team, responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the company. This includes talent management, organizational and performance management, training and development, and compensation. The CHRO will provide strategic leadership by articulating HR needs and plans to the executive management team, shareholders, and the board of directors. About W.S. Darley & Co: Founded in 1908, W.S. Darley & Co. (Darley) remains a family owned and operated business, supplying the highest quality equipment solutions to its military and first responder customers. With origins in the equipment distribution and Midwest manufacturing, Darley offers a family of leading innovate emergency equipment brands and innovative solutions. Darley prides itself on delivering the highest quality solutions and services from its corporate headquarters in Itasca, IL and its' ISO 9001:2015 certified manufacturing operations in Chippewa Falls, WI and Janesville, IA. Darley also maintains offices is six countries worldwide. Darley Defense, a division of the W.S. Darley company, specializes in using existing contracts to distribute products and services to the Federal Government. Darley Defense specializes in special operational equipment and fire and emergency services. Requirements Strategic HR Leadership: Develop and implement HR strategies aligned with the company's business objectives. Collaborates with executive leadership to define the organization's long-term mission. Recommends new approaches, policies, and procedures to increase the efficiency of departments and services performed (LEAN thinking). Talent Management: Oversee recruitment, onboarding, retention, and succession planning processes to ensure the company attracts and retains top talent. Employee Relations: Foster a positive and inclusive work environment, addressing employee concerns and resolving conflicts. Develop organizational initiatives to boost employee satisfaction and engagement. Performance Management: Implement performance appraisal systems and ensure alignment with organizational goals. Compensation and Benefits: Design and manage competitive compensation and benefits programs. Training and Development: Develop and oversee training programs to enhance employee skills and career development. Labor Relations: Develop and maintain positive relationships with union representatives. Ensure compliance with labor laws and union contracts. Address and resolve labor disputes and grievances. Compliance: Ensure compliance with all federal, state, and local employment laws and regulations across a multi-state organization as related to Human Resource functions. They will create and implement risk management strategies to mitigate potential HR risks. They will work closely with other divisions to unify compliance related concerns. HR Metrics: Utilize HR metrics to provide insights and drive decision-making. Creates, and implements HR financial metrics and analytics to identify trends, propose improvements, and drive data-informed decision-making for Human Resource Department Diversity and Inclusion: Promote diversity and inclusion initiatives to create a more equitable workplace. Education Bachelor's degree in human resource management; master's degree in business or human resource management preferred. SPHR or SHRM- SCP certification Experience Minimum of 10 years of HR experience, with at least 5 years in a leadership role Skills Strong leadership and strategic thinking abilities. Excellent communication and interpersonal skills. Proficiency in HR software and data analysis. In-depth knowledge of labor law and HR best practices. Ability to manage multiple priorities in a fast-paced environment. Ability to strictly adhere to the ISO9001 quality standards Familiarity with Generative Artificial Intelligence is a plus Benefits Offered PTO Paid Holidays Tuition Reimbursement Health & Wellness Reimbursement Medical Dental Vision Life & Disability HSA with Darley contribution FSA 401K/Roth with match and profit sharing Darley paid life insurance This position is important to the overall effective operations of the organization and contributes to the overall achievement of the organization's established quality objectives. This job description should not be construed to imply that these requirements are the exclusive standards of the position. Incumbent will follow any other instructions and perform any other related duties as may be required by the supervisor. AAP/EEO Statement Darley is an equal opportunity organization. We recruit, employ, train, compensate, and promote without regard to race, religion, color, national origin, age, gender, sexual orientation, gender identity, marital status, disability, protected veteran status, or any other basis protected by applicable federal, state, or local law Salary Description 175,000-220,000

Department: Univ Athletics Recreation Adm Salary/Grade: EXS/7 Under the administrative direction of the Senior Associate Director of Recreation, the Associate Director of Business and Human Resources supports the financial, administrative, and human resources operations of the department. This role ensures compliance with university, state, and federal policies while providing efficient oversight of payroll, purchasing, reporting, and HR processes. In addition, this position provides direct supervision and strategic oversight of the Assistant Director of Membership and Customer Experience, ensuring high-quality customer service, membership operations, and front-line staff management. As a member of the Recreation Leadership Team, the Associate Director contributes to departmental strategy, decision-making, and operational planning to advance the mission, vision, and goals of Recreation. * Note: Not all aspects of the job are covered by this job description. * Willingness and ability to work a non-traditional schedule including evenings, weekends and holidays as required. * Specific Responsibilities: * Provide strategic oversight of financial operations, including budgeting, purchasing, expense management, and compliance with institutional and departmental financial policies. * Ensure accuracy and integrity of departmental accounting, reporting, and reconciliation processes. * Oversee contractor and vendor payment structures, internal billing, and financial auditing to maintain operational efficiency. * Process staff expense reports, purchase orders, and invoices on a weekly basis. * Reconcile cash, check, credit card payments and internal journal vouchers on a weekly and monthly basis. * Lead HR functions for the department, including temporary staff hiring, wage management, compliance monitoring, and employee record maintenance. * Ensure adherence to university, state, and federal employment policies, including work-study compliance and ERISA requirements. * Serve as a key advisor to managers on HR processes, workforce planning, and policy interpretation. * Supervise and mentor the Assistant Director of Membership and Customer Experience, providing guidance in customer service initiatives, membership operations, and staff development. * Foster a collaborative and inclusive work environment, supporting professional growth and team success. * Contribute to strategic decision-making and goal setting as an active member of the Recreation Leadership Team. * Oversee financial, HR, and operational reporting for institutional, state, and federal requirements. * Develop reports specific to the operational, financial, and risk related needs of the Department. * Conduct audits and ensure compliance with policies related to payroll, Fusion software, Payment Card Industry (PCI) standards, and IRS reporting. * Responsible for adhering to all Department and University policies and procedures, as well as the rules, regulations, bylaws and interpretations of the Big Ten Conference, CSC and the NCAA. * Responsible for adhering to all Department and University continuing education initiatives and required certifications and trainings. * Serve as the secondary manager for Fusion software, ensuring accurate system data, reporting, and operational efficiency. * Report any concerns regarding staff performance, facility conditions, or member experiences in a timely manner directly to the Associate Director of Recreation Facilities and Operations. Miscellaneous Performs other duties as assigned. Minimum Qualifications (Education, Experience, Certifications, Skills) * Successful completion of a full 4-year course of study in an accredited college or university leading to a Bachelor's Degree in Business, Recreation, Physical Education or a related field or higher degree; OR appropriate combination of education and experience. * Minimum 5 years of progressively responsibly leadership and administrative experience in budget management and human resources practices. * Significant experience in accounting principles and procedures, budget management, financial statements, and financial systems, including financial accounting software. * Demonstrated expertise in financial management, HR administration, and operational leadership. * Supervisory experience with the ability to mentor and develop professional staff. * Strong knowledge of HR practices, compliance requirements, and institutional policies. * Proficiency in business management systems, HRIS, and membership/point-of-sale software (Fusion experience preferred). * Excellent organizational, analytical, and interpersonal communication skills. * Ability to work with independence, discretion, and sound judgment in sensitive or complex situations. * Ability to effectively multi-task and prioritize the needs of diverse professional staff within a dynamic, fast-paced environment. * Proven ability to build and maintain positive, collaborative relationships with colleagues, campus partners, and community members. * Excellent organizational, analytical, and interpersonal communication skills. * Knowledge of rules and regulations of the NCAA, Big Ten Conference and Northwestern University preferred. * Ability to work cooperatively with others and effectively interact with diverse populations. * Ability to establish engaging relationships within and across racialized and other marginalized communities. * Ability to work cooperatively with others and effectively interact and establish engaging relationships with a wide variety of constituents. Preferred Qualifications (Education, Experience, Certifications, Skills) * Knowledge of rules and regulations of the NCAA, CSC, Big Ten Conference and Northwestern University preferred * Master's Degree in Recreation Administration, Sports Management, Business Administration, Higher Education or a related field. * Minimum of 2 years of experience in campus recreation, athletics department, or community recreation operations. Target hiring range for this position will be between $63,079 to $72,000 per year. Offered salary will be determined by the applicant's education, experience, knowledge, skills and abilities, as well as internal equity and alignment with market data. #LI-MB1 Benefits: At Northwestern, we are proud to provide meaningful, competitive, high-quality health care plans, retirement benefits, tuition discounts and more! Visit us at *************************************************** to learn more. Work-Life and Wellness: Northwestern offers comprehensive programs and services to help you and your family navigate life's challenges and opportunities, and adopt and maintain healthy lifestyles. We support flexible work arrangements where possible and programs to help you locate and pay for quality, affordable childcare and senior/adult care. Visit us at ************************************************************* to learn more. Professional Growth & Development: Northwestern supports employee career development in all circumstances whether your workspace is on campus or at home. If you're interested in developing your professional potential or continuing your formal education, we offer a variety of tools and resources. Visit us at *************************************************** to learn more. Northwestern University is an Equal Opportunity Employer and does not discriminate on the basis of protected characteristics, including disability and veteran status. View Northwestern's non-discrimination statement. Job applicants who wish to request an accommodation in the application or hiring process should contact the Office of Civil Rights and Title IX Compliance. View additional information on the accommodations process. #LI-GS1

Join our dynamic Human Resources Team as a Human Resources Business Advisor (HRBA), where you will play a crucial role in executing strategic HR priorities and supporting clients across Global Investment Banking. As the primary relationship manager and the face off to the client, this position offers an exciting opportunity to work within a Center of Excellence/Shared Service construct, providing support to senior HR Business Advisors and business leaders on core HR activities. As a Human Resources Business Advisor in Global Investment Banking, you will help deliver the end-to-end Talent Strategy by starting from business problems, curating the right solutions from product offerings, directly informing segmented product strategy and developing a uniform approach to talent processes. Job Responsibilities: Implement people agenda initiatives for a business area and provide day-to-day advice on human capital matters. Advise business leadership on structuring and organizational changes within Line of Business (LOB) areas. Support the year-end compensation process and assist managers with compensation decisions. Partner with leaders on performance and talent management cycles, including succession planning and promotions. Facilitate feedback processes and employee input initiatives, such as action plans based on Employee Opinion Surveys. Support development and coaching for managers and emerging leaders. Provide front-line support for HR risk and controls initiatives, ensuring appropriate controls for critical processes. Utilize workforce data to understand trends and drive talent outcomes. Lead or participate in HR projects aligned with key HR priorities. Leverage HR products and services to enhance business outcomes and co-create Segment Solutions. Required qualifications, capabilities, and skills: Proven ability to interact with business leaders at all levels and influence employee-related decision-making. Project management abilities, including execution skills and end-to-end process improvement. Ability to utilize critical thinking and analytical skills to identify issues and trends, develop solutions, and address root causes. Strong relationship management skills and ability to navigate across the function and the firm. Exceptional communication skills; written and verbal, able to present and articulate ideas to the business and HR colleagues. Demonstrated ability to thrive in a fast-paced, collaborative, team-based culture and leverage a matrixed organization to problem-solve, design, and execute people priorities. Ability to drive, implement and influence change across multiple stakeholders and within the HR Advisory team. Comfortable partnering with employee relations and HR legal on complex and often time-sensitive employee matters. Proficient and comfortable using technology, including the MS Office Suite. Preferred Qualifications, Capabilities, and Skills: Human Resources Business Advisor experience. Proactively integrates innovative technologies into day-to-day work, including the use of AI tools like large language models (LLMs), and actively shares with fellow colleagues. Strong technical skills with MS Office Suite, including excel and PitchPro.

The Director of Human Resources is a strategic and operational leader responsible for shaping and executing people strategies that align with the company's business priorities. This role is critical in organizational design, talent development, and workforce planning. The Director of Human Resources partners closely with senior leadership to translate business objectives into people strategies, provides actionable insights through data, and influences how the organization attracts, develops, and retains talent. This individual must be adept at navigating a fast-paced, intellectually rigorous environment and serve as a trusted advisor and coach to business leaders. The Director of Human Resources leads the Human Resources Generalist and manages relationships with external consultants as needed. This role requires three days onsite in Northbrook, Illinois. Responsibilities Partner with senior leadership to assess, design, and evolve organizational structures that align with strategic priorities and growth goals. Lead the creation and continuous improvement of scalable frameworks for career pathing, goal setting, and performance management. Guide compensation planning, benefits strategy, and workforce planning efforts to attract, engage, and retain top talent. Leverage data and insights to drive people strategy, coach leaders, and influence decisions with a people-first mindset. Serve as a trusted advisor in executive discussions, proactively identifying organizational trends, risks, and opportunities. Champion initiatives that enhance the employee experience, increase manager effectiveness, and promote organizational health. Address employee relations matters with empathy, discretion, and sound business judgment, ensuring fair and consistent outcomes. Oversee Human Resources compliance, policies, systems, and documentation-ensuring clarity, alignment, and operational excellence. Supervise and develop the Human Resources Generalist to ensure smooth execution of HR programs and processes. Collaborate with external consultants, legal counsel, or vendors for specialized needs such as compensation benchmarking, investigations, and regulatory compliance. Qualifications 6-10 years of progressive experience in Human Resources, including exposure to strategic HR leadership and executive-level collaboration. Demonstrated success in designing and implementing scalable people systems (e.g., performance management, compensation, talent development). Proven ability to navigate complex interpersonal and organizational dynamics in a high-growth or fast-paced environment. Exceptional communication and coaching skills, with the ability to influence senior stakeholders using data and insights. Strategic mindset paired with a hands-on approach; comfortable operating in ambiguity and evolving environments. High integrity, strong emotional intelligence, and sound business judgment. Deep knowledge of employment law, compensation practices, and Human Resources operations. Proficient in HRIS platforms and data/reporting tools; able to generate actionable insights. About SBB Research Group SBB Research Group is a Chicago-based investment management firm that views the market through a systematic, interdisciplinary lens. SBBRG specializes in bespoke investments designed to protect and grow investor capital. To date, the company has designed and executed over $2 billion in bespoke investments. SBBRG Benefits & Compensation Summary At SBBRG, we're committed to cultivating an environment where employees are empowered to amplify their potential and create long-term value for the Firm and its investments. One of the ways we invest in our people and culture is through a comprehensive and competitive benefit offering, including: Health & Wellness Subsidized Medical, Dental, and Vision coverage Ancillary benefits including Life Insurance, Short- and Long-Term Disability, and Flexible Spending Accounts (FSA) Fitness membership reimbursement Daily onsite lunch program “Last mile” transportation coverage for commuters using public transit Paid Parental Leave Financial Security & Recognition 401(k) retirement savings plan Discretionary annual bonuses Long-term Incentive Program Work-life Balance Paid time off (PTO) Paid Sick leave Paid holidays Hybrid/Flexible work policy Learning & Development Tuition and education reimbursement Culture & Community Regular onsite and offsite cultural events to encourage team building and networking Charitable giving programs and volunteer opportunities on behalf of the firm Compensation Range Pay range is $100,000-130,000. Commensurate with experience, qualifications. Final compensation will reflect alignment with the Firm's compensation structure and budget for the role. Equal Opportunity Employer SBBRG is proud to be an Equal Opportunity Employer. We make employment decisions based on merit and business needs, without regard to race, color, ancestry, national origin, gender, sexual orientation, gender identity or expression, age, religion, disability, medical condition, veteran status, marital status, or any other status protected by law. This policy applies to all employment practices including recruitment, hiring, compensation, benefits, promotions, and terminations. We are committed to a workplace where every employee feels respected, included, and valued.

Do you want to join a team where the mission is meaningful, the challenges are complex, and you can directly see the results of your hard work? Lundbeck is a global biopharmaceutical company focusing exclusively on brain health. With more than 70 years of experience in neuroscience, we are committed to improving the lives of people with neurological and psychiatric diseases. Lundbeck employees are inspired and driven by our purpose to advance brain health and transform lives. Join us on our journey of growth! **Summary:** Directs the organization's compensation, benefits and HR operations functions.Responsible for overall design, implementation, communication, administration, and ongoing evaluation of the organization's compensation and benefits programs for the United States. Directs HR operations to ensure data accuracy, analytics and reporting support business decisions. Ensures that compensation and benefit programs support the organization's strategic objectives and meet all legal requirements. **Essential Functions:** + Develops and maintains total rewards philosophy and supporting programs that enable the organization in meeting its business objectives. These programs include base pay, short- and long-term incentive pay, health and welfare benefits, and retirement plans. + Directs team processes including compensation planning, survey participation and market pricing, open enrollment, LTI grant processes, employee surveys, and related processes. Manages approval process with VP Human Resources. + Directs HRIS activities, ensuring dashboards, data analytics, and special projects have sufficient staffing and support from Headquarters, Global Business Services, and the U.S. Analytics Team (ACE). + Collaborates with global total rewards leadership in Copenhagen to ensure alignment of U.S. programs with global strategies; contributes to global total rewards team. + Collaborates with Human Resource Business Partners and Talent Acquisition to ensure that programs address current and future business needs; aligns with Talent Management on major processes and communications campaigns. + Leads communications strategy for total rewards for the U.S.; ensures regular, employee-focused education on total rewards programs are delivered in an appropriate manner at the appropriate time. Develops and leads manager training on compensation topics including pay transparency and compensation decisions. + Evaluates market data, industry trends, and best practices, proactively seeks opportunities to enhance the competitiveness of compensation and benefits programs. + Collaborates with the Incentive Compensation team and Finance to provide a complete analysis and snapshot of total rewards costs and budget requests. + Recommends and presents plan design and annual total rewards budget to senior leadership. Manages the budget approval process with the VP Human Resources. + Directs process documentation and process improvements. Ensures that appropriate processes are moved to and completed by the Global Business Services team. + Contributes to due diligence for potential acquisitions, identifying costs and rewards risks. Leads integration of HR systems, compensation and benefits programs of acquired organizations into Lundbeck systems and programs. + Manages vendors including selection of data vendors, consultants, brokers, and advisors; negotiates contracts, seeking to balance competitiveness and appropriate service levels with cost control. + Ensures total rewards compliance with relevant regulatory standards and statutes. Identifies new compliance issues and manages compliance risk for both state and federal regulations. + Manages and directs the work of 3 team members; provides coaching and performance feedback; makes and communicates compensation decisions. + Other duties as assigned. **Required Education, Experience, and Skills:** + Accredited Bachelor's Degree + 10+ years of experience in benefits and compensation programs (Total Rewards Programs) + 5+ yearsdemonstrated experience in developing and administering complex compensation strategies and ability to balance strategic thinking with detailed focus on execution + 5+ years managing a team of direct reports to include hiring, training, coaching performance and professional development + Demonstrated knowledge of pertinent federal and state regulations, filing and compliance requirements (i.e., ERISA, ACA, HIPAA, COBRA, FMLA, IRS, ADA, Pay Equity and Pay Transparency, Section 125 regulations, 5500, Health Care Reform, Workers Compensation, Medicare, Social Security, DOL, FLSA) + Clear, precise and effective verbal and written communication and presentation skills + Results driven with ability to operate independently and proactively + Proven ability to establish rapport and work across all levels of organization and cultivate relationships to include executive leadership, HR Business Partners, Talent Acquisition, Talent Management, Procurement, Legal and Finance + Strong working knowledge of Microsoft Office Suite + Ability to drive multiple projects simultaneously with regularly adjusting priorities **Preferred Education, Experience, and Skills:** + Accredited Bachelor's Degree in Human Resources or related field with an emphasis in business or finance + Demonstrated experience with overseeing or managing HR operations, systems and tools. + Experience working with and benchmarking Life Sciences/Specialty Pharmaceutical Organizations + Knowledge in financial/business analysis techniques highly desirable + Industry certifications (CCP, CEBS, SPHR, PHR, etc.) + Experience with HRIS systems such as Success Factors, BenefitFocus and/or Ceridian Payroll **Travel:** + Willingness/Ability to travel up to 10% domestically. International travel may be required The range displayed is specifically for those potential hires who will work or reside in the state of Illinois, if selected for this role, and may vary based on various factors such as the candidate's qualifications, skills, competencies, and proficiency for the role. Salary Pay Range: $170,000 - $240,000 and eligibility for a 25% bonus target based on company and individual performance, and eligibility to participate in the company's long-term incentive plan. Benefits for this position include flexible paid time off (PTO), health benefits to include Medical, Dental and Vision and company match 401k. Additional benefits information can be found on our career site (***************************************************************************************************************** . Applications accepted on an ongoing basis. **Why Lundbeck** Lundbeck offers a robust and comprehensive benefits package to help employees live well and protect their health, family, and everyday life. Information regarding our benefit offering can be found on theU.S. career site (***************************************************************************************************************** . _Lundbeck is committed to working with and providing reasonable accommodations to disabled veterans and other individuals with disabilities during our employment application process. If, because of a disability, you need a reasonable accommodation for any part of the application process, please visit theU.S. career site (*********************************************************************** ._ _Lundbeck is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status, and any other characteristic protected by law, rule, or regulation. Lundbeck participates inE-Verify (****************************************************************************************************************************** ._ **About Lundbeck** At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real. **About Lundbeck** At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real.

MALCOLM X COLLEGE CITY COLLEGES OF CHICAGO The mission of Malcolm X College is to provide accessible liberal arts and health-focused education that fosters personal and professional achievement. To fulfill this mission, we focus on the following core values: accountability, community, diversity, empowerment, learning, and respect. The HR Department at Malcolm X College operates with a steadfast commitment to honesty, transparency, and ethics. We believe that fostering an environment built upon these principles is fundamental to our college's success, employee well-being, and the communities we serve. We are currently in search of a full-time Human Resources Director. The ideal candidate will be detailed-oriented, able to manage multiple projects simultaneously, have experience working in a fast-paced high-volume office, and have strong knowledge of full-cycle recruitment. PRIMARY OBJECTIVE Reporting to a college President, and serving as a senior leader in the President's executive team, the Director-Human Resources leads and manages human resources (HR) functions for the college, overseeing the college's daily HR operations while effectively integrating HR expertise into the college's business process. The Director-Human Resources takes a mission-oriented approach with a focus on building organizational and HR capabilities; influencing organizational changes in alignment with the college's strategic goals; and working collaboratively with district's HR staff in administering human resources programs, policies, and procedures in support of the college's mission and vision, as well as the district's long-term strategic goals. The Director-Human Resources is a highly visible position that serves as an advisor to college leadership and managers on matters of HR policy and practices; implements and interprets strategies into actions to deliver sustainable solutions to support a growing and changing environment; ensures the college's HR operations and practices are in alignment with CCC's HR policies and procedures and in compliance with CCC's collective bargaining agreements and all applicable federal, state and local labor laws; supervises campus HR staff and is responsible for managing and providing HR services to employees and managers in coordination with District HR in all functional areas of HR. Performs related duties as required. ESSENTIAL DUTIES * Develops, coordinates and delivers effective HR programs and services to campus employees in the areas of onboarding, learning and organizational development, workforce planning, performance management and professional development, policy and procedure implementation, and labor and employee relations. * Collaborates with District Office leadership team (Compensation, Benefits, Talent Acquisition, Performance Management, Labor Relations, Employee Services and HRIS) and oversees strategic initiatives connected to the college to ensure cohesive delivery of HR services. * Contributes to the development of organizational goals regarding the creation, implementation, measures, and outcomes of college plans which may include Strategic Enrollment Management (SEM), Equity, and Strategic plans. * Provides consultative services to college leadership and managers relating to workforce issues that impact campus operations, working with district HR staff to provide strategic guidance, technical expertise and deliver effective HR solutions. * Develops and implements HR processes and procedures critical to efficient and effective operations. Executes and evaluates processes and procedures in compliance with institutional, organizational, and Higher Learning Commission (HLC) and other accreditation standards. * Works collaboratively with college administrators and senior managers in planning and preparing the college's annual operating budget. Participates in management meetings relating to workforce planning, department re-structuring, and resource allocation. Assists in packaging and submission of final operating budget to Chancellor's office. * Supervises HR Specialist and support staff engaged in implementing HR programs, delivering HR services and processing HR transactions. * Executes recruitment and talent management strategies to attract, develop, engage, and retain a diverse, skilled, and effective workforce. * Administers employee recognition and related initiatives to improve workplace culture, employee satisfaction, and engagement continually. * Provides tactical and strategic guidance to managers and supervisors on best practices for addressing employee relations matters including handling disciplinary actions, terminations, union grievances, progressive discipline, and conflict resolution and various other issues pertaining to employee management, adherence to collective bargaining agreements and Board policies, federal and state employment laws and regulations. * Creates action plans to foster an environment that leverages diversity and incorporates best practices for collaboration and inclusion. Proactively considers workforce trends, employee data, and institutional needs. * Executes HR processes and procedures such as faculty lane advances, reclassifications, new positions, and other personnel changes. * Facilitates and maintains performance management programs, providing coaching and guidance to managers, reviewing completed appraisals, and working with managers on creating and implementing performance improvement plans * Responds to data requests from ICCB, HLC, college leadership, and external organizations. * Leads and manages HR projects. QUALIFICATIONS * A Bachelor's degree from an accredited college or university in Human Resources, Business Administration, or a related field * Master's degree strongly preferred * PHR/SPHR or SHRM-CP/SCP preferred * Five years of work experience as an HR Generalist and/or HR Manager in a fast-paced high-volume work environment. * Demonstrated progressively responsible leadership, supervisory, and management roles in human resources * Experience working in a highly unionized environment is strongly preferred * Experience in developing and implementing HR strategies as well as large-scale, complex HR initiatives * Demonstrated ability to communicate effectively and build strong partnerships with senior leaders * Demonstrated commitment to diversity and providing leadership in meeting the HR objectives of the organization * Knowledge of federal and state employment and labor laws and practices * Ability to prioritize workload, multi-task, and work under pressure in a fast-paced environment * Ability to independently establish direction in one's work without requiring close supervision * Ability to work well in a culturally diverse environment and with all levels of the organization * Ability to handle all situations with diplomacy, tact, and the highest level of confidentiality * Excellent written, verbal, and interpersonal communication skills * Excellent organizational skills * Strong analytical and problem-solving skills * Knowledge of PeopleSoft, Taleo, and other HRMS or ATS, a plus * Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) Salary Range: $104,775 - $115,000 Offered salary will be determined by the applicant's education, knowledge, skills and abilities, as well as other factors such as internal equity. Benefits information is found at ***************************************** We are an equal opportunity and affirmative action employer. Chicago residency is required for all full-time employees within 6 months of hire Thank you for your interest in City Colleges of Chicago Malcolm X College has been recognized as a Promising Places to Work in Community Colleges award winner! The award is given by the National Institute for Staff and Organizational Development (NISOD), a membership organization committed to promoting and celebrating excellence in teaching and leadership at community and technical colleges, and Diverse: Issues in Higher Education, a leading academic publication. MXC was recognized for its best-in-class student and staff recruitment and retention practices, inclusive learning and working environments, and meaningful community service and engagement opportunities. WE OFFER: Excellent health benefits at a low cost; Investment plans 403(b) & 457(b); SURS Retirement Plan; Generous vacation, holidays, personal and sick days; Tuition Reimbursement and Public Service Loan Forgiveness. For a more detailed overview of benefits, please visit our benefits page. Additional Information * Salary Range: Salary Range: $104,775 - $115,000

Cook County Bureau of Human Resources is seeking an experienced HR professional with a strong background in developing policies, programs, and strategic initiatives. This high-level, strategic role will directly support and report to the Chief Human Resources Officer, managing a variety of projects and leading cross-functional project teams. This is an excellent opportunity to make a significant impact by supporting senior leadership at the highest levels, advancing the Bureau's strategic initiatives, including communications policy and legislative input, and representing senior leadership in meetings with elected and administrative officials to discuss policies and procedures related to HR strategy and operations. Cook County offers great benefits and the chance to participate in a strong tradition of public service. Cook County is home to more than five million residents, roughly 45% of Illinois' population. Cook County Government provides a range of vital services and programs that enhance the quality of life for residents across the region. These services range from health care to urban planning. Cook County is committed to empowering its employees to bring our constituents the best that public service has to offer. This position may be eligible for a signing bonus. Attention Applicants: Please note that as part of ongoing job architecture initiatives, the County is reviewing job titles and corresponding grades, which may be subject to change. WHY PURSUE A CAREER WITH COOK COUNTY? In addition to providing employees with a challenging, rewarding environment for career and personal growth, we are proud to also offer some of the best benefits in the public sphere, including: * Top Tier Medical Benefits: Medical Plans, Prescription Drug Benefit, Dental Plans, Vision Plan and 9 Additional voluntary benefit plans * Flexible Teleworking Options * Generous, Flexible Paid Time Off (13 paid designated holidays; Minimum of 15 vacation days annually; and Paid sick leave) * Pension Plan * Financial Support Programs and Resources: Life Insurance, Flexible Spending Accounts - Dependent Day Care, Commuter Benefits, Discounted Parking, PSLF Eligibility, Deferred Compensation and Education Tuition Stipend * Health/Wellness Perks: Flexible Spending Accounts-Health Care, Employee Assistance Program and MyHealth Connections wellness program. SALARY RANGE: $156,870 - $191,730 / YEARLY SNAPSHOT OF COOK COUNTY * Serves 5.28 million residents of Chicago and its inner suburbs * 2nd largest county in America * Larger than 27 states * Cook County employs over 22,000 employees who work in a variety of skilled jobs and trades. * Nearly 80% unionized workforce * 15 unions represented * 63 separate collective bargaining agreements * Highway - Cook County maintains almost 600 miles of roads and highways. * Land - Cook County assesses the value of more than 1.5 million parcels of taxable land and collects and distributes tax funds as a service for local government taxing bodies. * Safety - Cook County provides vital services to local government, from conducting elections in suburban areas to offering 911 services in unincorporated areas and municipalities. LOCATION Located in the Loop District of downtown Chicago, one of the most formidable business districts in the world, the area has an astounding number of cultural foundations, stunning parks such as Millennial Park and Maggie Daley Park, steps away from the Chicago Riverwalk, award-winning restaurants, and plenty of shopping! In addition, Chicago is serviced by multiple bus and train lines for public transportation from the suburbs to the city, taxis are plentiful, public parking garages for motorists, and bicycle share rentals and local bike lanes for bicyclists. Job Summary Supports senior leadership in overseeing human resources (HR) functions and developing policies, programs, and strategic initiatives. Leads projects and special assignments aligned with bureau/department objectives. Develops recommendations for improving work methods and ensuring compliance with policies. Represents senior leadership in meetings with elected and administrative officials to discuss policies and procedures related to HR strategy and operations. Keeps leadership informed of matters requiring their attention. Typical Job Duties * Engages in confidential consultations to develop HR policies, programs, and other executive functions to ensure adherence to county policies. * Reviews the effectiveness of personnel policies and procedures and recommends innovative changes. * Addresses a wide variety of complex issues, problems, and concerns requiring immediate attention intervention, often involving matters that need executive-level review. * Assists with confidential and special work projects to fulfill the goals and objectives of the bureau/department. * Reviews the accuracy and completion of assigned work projects. * Analyzes confidential reports and managerial studies to present recommendations to senior leadership and the board. * Contributes to strategic planning and the delivery of effective human resource services across the county. * Collaborates on opportunities to automate or streamline processes for efficiency. * Assists in formulating goals and objectives, developing timelines, and responding to special needs and concerns. * Assists in meeting various compliance goals and timetables of the Shakman Relief Order and the Employment Plan. Required for all jobs: Performs other duties as assigned. Minimum Qualifications * Graduation from an accredited college or university with a Bachelor's Degree or higher and * Five (5) years of human resources, policy development, organizational strategy or directly related field or * An equivalent combination of education and/or experience. Preferred Qualifications * Graduation from an accredited college or university with a Master's Degree in Human Resources, Business, Public Administration, or Labor Relations or Juris Doctor degree. * Eight (8) years of human resources, policy development, or organizational strategy experience. * Six (6) years of previous management experience. Knowledge, Skills and Abilities * Knowledge of human resources administration and personnel management, particularly within the context of a large municipal governmental setting. * Knowledge of federal, state and county laws, regulations and ordinances governing employment in the public sector and the relationship between employer and employee. * Ability to research, develop, and implement policy and programmatic changes including preparing reports and recommendations. * Skilled in researching industry best practices and streamlining HR processes for enhanced efficiency and effectiveness. * Skilled in strategic decision-making, sound judgment, and discretion in handling confidential matters and the ability to recommend and provide input relative to changes in policy. * Ability to identify errors, irregularities, and compliance risks, taking appropriate action as needed. * Strong communication skills with ability to write clear documentation and strong interpersonal skills to navigate complex employee issues with tact and diplomacy. * Ability to plan, prioritize, and manage multiple projects efficiently. Physical Requirements: Sedentary Work involves exerting up to 10 pounds of force occasionally or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work. EMPLOYMENT TERMS RESIDENCY REQUIREMENT: Pursuant to the Shakman Consent Decree, Supplemental Relief Order and the Cook County Personnel Rules, this position is exempt from the County's career service rules, is at-will and political reasons or factors may be considered when taking any employment action. As an employee in a Shakman Exempt Position, if you do not currently live in Cook County, you will have six (6) months from date of hire to establish actual residency within Cook County. Please contact ****************************************** for inquiries about this position.

JobID: 210676756 JobSchedule: Full time JobShift: Day Base Pay/Salary: Chicago,IL $104,500.00-$166,000.00 Join our dynamic Human Resources Team as an Human Resources Business Advisor (HRBA) where you will play a crucial role in executing strategic HR priorities and supporting clients across the Commercial Banking front office clients. As the primary relationship manager to the client, this position offers an exciting opportunity to work within a Center of Excellence/Shared Service construct, providing support to senior HR Business Advisors and business leaders on core HR activities. As a Human Resources Business Advisor in the Commercial Banking front office, you will help deliver the end-to-end Talent Strategy by starting with business problems, curating the right solutions from product offerings, directly informing segmented product strategy and developing a uniform approach to talent processes. Job Responsibilities: * Implement people agenda initiatives for a business area and provide day-to-day advice on human capital matters. * Advise business leadership on structuring and organizational changes within Line of Business (LOB) areas. * Support the year-end compensation process and assist managers with compensation decisions. * Partner with leaders on performance and talent management cycles, including succession planning and promotions. * Facilitate feedback processes and employee input initiatives, such as action plans based on Employee Opinion Surveys. * Support development and coaching for managers and emerging leaders. * Provide front-line support for HR risk and controls initiatives, ensuring appropriate controls for critical processes. * Utilize workforce data to understand trends and drive talent outcomes. * Lead or participate in HR projects aligned with key HR priorities. * Leverage HR products and services to enhance business outcomes and co-create Segment Solutions. Required Qualifications, Capabilities, and Skills: * Proven ability to interact with business leaders at all levels and influence employee-related decision-making. * Project management abilities, including execution skills and end-to-end process improvement. * Ability to utilize critical thinking and analytical skills to identify issues and trends, develop solutions, and address root causes. * Strong relationship management skills and ability to navigate across the function and the firm. * Exceptional communication skills; written and verbal, able to present and articulate ideas to the business and HR colleagues. * Demonstrated ability to thrive in a fast-paced, collaborative, team-based culture and leverage a matrixed organization to problem-solve, design, and execute people priorities. * Ability to drive, implement and influence change across multiple stakeholders and within the HR Advisory team. * Comfortable partnering with employee relations and HR legal on complex and often time-sensitive employee matters. * Proficient and comfortable using technology, including the MS Office Suite. Preferred Qualifications, Capabilities, and Skills: * Human Resources experience preferred. * Proactively integrates innovative technologies into day-to-day work, including the use of AI tools like large language models (LLMs), and actively shares with fellow colleagues.

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Join our dynamic Human Resources Team as an Human Resources Business Advisor (HRBA) where you will play a crucial role in executing strategic HR priorities and supporting clients across the Commercial Banking front office clients. As the primary relationship manager to the client, this position offers an exciting opportunity to work within a Center of Excellence/Shared Service construct, providing support to senior HR Business Advisors and business leaders on core HR activities. As a Human Resources Business Advisor in the Commercial Banking front office, you will help deliver the end-to-end Talent Strategy by starting with business problems, curating the right solutions from product offerings, directly informing segmented product strategy and developing a uniform approach to talent processes. Job Responsibilities: Implement people agenda initiatives for a business area and provide day-to-day advice on human capital matters. Advise business leadership on structuring and organizational changes within Line of Business (LOB) areas. Support the year-end compensation process and assist managers with compensation decisions. Partner with leaders on performance and talent management cycles, including succession planning and promotions. Facilitate feedback processes and employee input initiatives, such as action plans based on Employee Opinion Surveys. Support development and coaching for managers and emerging leaders. Provide front-line support for HR risk and controls initiatives, ensuring appropriate controls for critical processes. Utilize workforce data to understand trends and drive talent outcomes. Lead or participate in HR projects aligned with key HR priorities. Leverage HR products and services to enhance business outcomes and co-create Segment Solutions. Required Qualifications, Capabilities, and Skills: Proven ability to interact with business leaders at all levels and influence employee-related decision-making. Project management abilities, including execution skills and end-to-end process improvement. Ability to utilize critical thinking and analytical skills to identify issues and trends, develop solutions, and address root causes. Strong relationship management skills and ability to navigate across the function and the firm. Exceptional communication skills; written and verbal, able to present and articulate ideas to the business and HR colleagues. Demonstrated ability to thrive in a fast-paced, collaborative, team-based culture and leverage a matrixed organization to problem-solve, design, and execute people priorities. Ability to drive, implement and influence change across multiple stakeholders and within the HR Advisory team. Comfortable partnering with employee relations and HR legal on complex and often time-sensitive employee matters. Proficient and comfortable using technology, including the MS Office Suite. Preferred Qualifications, Capabilities, and Skills: Human Resources experience preferred. Proactively integrates innovative technologies into day-to-day work, including the use of AI tools like large language models (LLMs), and actively shares with fellow colleagues.

Do you want to join a team where the mission is meaningful, the challenges are complex, and you can directly see the results of your hard work? Lundbeck is a global biopharmaceutical company focusing exclusively on brain health. With more than 70 years of experience in neuroscience, we are committed to improving the lives of people with neurological and psychiatric diseases. Lundbeck employees are inspired and driven by our purpose to advance brain health and transform lives. Join us on our journey of growth! Summary: Directs the organization's compensation, benefits and HR operations functions. Responsible for overall design, implementation, communication, administration, and ongoing evaluation of the organization's compensation and benefits programs for the United States. Directs HR operations to ensure data accuracy, analytics and reporting support business decisions. Ensures that compensation and benefit programs support the organization's strategic objectives and meet all legal requirements. Essential Functions: * Develops and maintains total rewards philosophy and supporting programs that enable the organization in meeting its business objectives. These programs include base pay, short- and long-term incentive pay, health and welfare benefits, and retirement plans. * Directs team processes including compensation planning, survey participation and market pricing, open enrollment, LTI grant processes, employee surveys, and related processes. Manages approval process with VP Human Resources. * Directs HRIS activities, ensuring dashboards, data analytics, and special projects have sufficient staffing and support from Headquarters, Global Business Services, and the U.S. Analytics Team (ACE). * Collaborates with global total rewards leadership in Copenhagen to ensure alignment of U.S. programs with global strategies; contributes to global total rewards team. * Collaborates with Human Resource Business Partners and Talent Acquisition to ensure that programs address current and future business needs; aligns with Talent Management on major processes and communications campaigns. * Leads communications strategy for total rewards for the U.S.; ensures regular, employee-focused education on total rewards programs are delivered in an appropriate manner at the appropriate time. Develops and leads manager training on compensation topics including pay transparency and compensation decisions. * Evaluates market data, industry trends, and best practices, proactively seeks opportunities to enhance the competitiveness of compensation and benefits programs. * Collaborates with the Incentive Compensation team and Finance to provide a complete analysis and snapshot of total rewards costs and budget requests. * Recommends and presents plan design and annual total rewards budget to senior leadership. Manages the budget approval process with the VP Human Resources. * Directs process documentation and process improvements. Ensures that appropriate processes are moved to and completed by the Global Business Services team. * Contributes to due diligence for potential acquisitions, identifying costs and rewards risks. Leads integration of HR systems, compensation and benefits programs of acquired organizations into Lundbeck systems and programs. * Manages vendors including selection of data vendors, consultants, brokers, and advisors; negotiates contracts, seeking to balance competitiveness and appropriate service levels with cost control. * Ensures total rewards compliance with relevant regulatory standards and statutes. Identifies new compliance issues and manages compliance risk for both state and federal regulations. * Manages and directs the work of 3 team members; provides coaching and performance feedback; makes and communicates compensation decisions. * Other duties as assigned. Required Education, Experience, and Skills: * Accredited Bachelor's Degree * 10+ years of experience in benefits and compensation programs (Total Rewards Programs) * 5+ years demonstrated experience in developing and administering complex compensation strategies and ability to balance strategic thinking with detailed focus on execution * 5+ years managing a team of direct reports to include hiring, training, coaching performance and professional development * Demonstrated knowledge of pertinent federal and state regulations, filing and compliance requirements (i.e., ERISA, ACA, HIPAA, COBRA, FMLA, IRS, ADA, Pay Equity and Pay Transparency, Section 125 regulations, 5500, Health Care Reform, Workers Compensation, Medicare, Social Security, DOL, FLSA) * Clear, precise and effective verbal and written communication and presentation skills * Results driven with ability to operate independently and proactively * Proven ability to establish rapport and work across all levels of organization and cultivate relationships to include executive leadership, HR Business Partners, Talent Acquisition, Talent Management, Procurement, Legal and Finance * Strong working knowledge of Microsoft Office Suite * Ability to drive multiple projects simultaneously with regularly adjusting priorities Preferred Education, Experience, and Skills: * Accredited Bachelor's Degree in Human Resources or related field with an emphasis in business or finance * Demonstrated experience with overseeing or managing HR operations, systems and tools. * Experience working with and benchmarking Life Sciences/Specialty Pharmaceutical Organizations * Knowledge in financial/business analysis techniques highly desirable * Industry certifications (CCP, CEBS, SPHR, PHR, etc.) * Experience with HRIS systems such as Success Factors, BenefitFocus and/or Ceridian Payroll Travel: * Willingness/Ability to travel up to 10% domestically. International travel may be required The range displayed is specifically for those potential hires who will work or reside in the state of Illinois, if selected for this role, and may vary based on various factors such as the candidate's qualifications, skills, competencies, and proficiency for the role. Salary Pay Range: $170,000 - $240,000 and eligibility for a 25% bonus target based on company and individual performance, and eligibility to participate in the company's long-term incentive plan. Benefits for this position include flexible paid time off (PTO), health benefits to include Medical, Dental and Vision and company match 401k. Additional benefits information can be found on our career site. Applications accepted on an ongoing basis. Why Lundbeck Lundbeck offers a robust and comprehensive benefits package to help employees live well and protect their health, family, and everyday life. Information regarding our benefit offering can be found on the U.S. career site. Lundbeck is committed to working with and providing reasonable accommodations to disabled veterans and other individuals with disabilities during our employment application process. If, because of a disability, you need a reasonable accommodation for any part of the application process, please visit the U.S. career site. Lundbeck is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status, and any other characteristic protected by law, rule, or regulation. Lundbeck participates in E-Verify. About Lundbeck At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real. About Lundbeck At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real.

JobID: 210669502 JobSchedule: Full time JobShift: Day Base Pay/Salary: Chicago,IL $104,500.00-$166,000.00 Join our dynamic Human Resources Team as a Human Resources Business Advisor (HRBA), where you will play a crucial role in executing strategic HR priorities and supporting clients across Global Investment Banking. As the primary relationship manager and the face off to the client, this position offers an exciting opportunity to work within a Center of Excellence/Shared Service construct, providing support to senior HR Business Advisors and business leaders on core HR activities. As a Human Resources Business Advisor in Global Investment Banking, you will help deliver the end-to-end Talent Strategy by starting from business problems, curating the right solutions from product offerings, directly informing segmented product strategy and developing a uniform approach to talent processes. Job Responsibilities: * Implement people agenda initiatives for a business area and provide day-to-day advice on human capital matters. * Advise business leadership on structuring and organizational changes within Line of Business (LOB) areas. * Support the year-end compensation process and assist managers with compensation decisions. * Partner with leaders on performance and talent management cycles, including succession planning and promotions. * Facilitate feedback processes and employee input initiatives, such as action plans based on Employee Opinion Surveys. * Support development and coaching for managers and emerging leaders. * Provide front-line support for HR risk and controls initiatives, ensuring appropriate controls for critical processes. * Utilize workforce data to understand trends and drive talent outcomes. * Lead or participate in HR projects aligned with key HR priorities. * Leverage HR products and services to enhance business outcomes and co-create Segment Solutions. Required qualifications, capabilities, and skills: * Proven ability to interact with business leaders at all levels and influence employee-related decision-making. * Project management abilities, including execution skills and end-to-end process improvement. * Ability to utilize critical thinking and analytical skills to identify issues and trends, develop solutions, and address root causes. * Strong relationship management skills and ability to navigate across the function and the firm. * Exceptional communication skills; written and verbal, able to present and articulate ideas to the business and HR colleagues. * Demonstrated ability to thrive in a fast-paced, collaborative, team-based culture and leverage a matrixed organization to problem-solve, design, and execute people priorities. * Ability to drive, implement and influence change across multiple stakeholders and within the HR Advisory team. * Comfortable partnering with employee relations and HR legal on complex and often time-sensitive employee matters. * Proficient and comfortable using technology, including the MS Office Suite. Preferred Qualifications, Capabilities, and Skills: * Human Resources Business Advisor experience. * Proactively integrates innovative technologies into day-to-day work, including the use of AI tools like large language models (LLMs), and actively shares with fellow colleagues. * Strong technical skills with MS Office Suite, including excel and PitchPro.