Director of human resources jobs in Illinois

Job Title: HR Manager Pay: $90,000 - $100,000 Benefits: is eligible for medical, dental, vision, 401(k), and parental leave Required Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field Minimum 7 years of progressive HR leadership experience, with at least 3 years managing a team Previous experience in a healthcare setting is required Strong proficiency in ADP TotalSource, Athena (practice management), and Indeed Experience in building HR functions from the ground up, ideally in a startup or high-growth environment Excellent interpersonal and communication skills with the ability to manage pushback and build strong relationships across all levels Highly organized with exceptional attention to detail and ability to manage multiple priorities Key Responsibilities: Serve as a strategic partner to leadership in developing and implementing HR policies and practices aligned with business goals. Lead all aspects of the employee lifecycle including recruiting, onboarding, performance reviews, corrective actions, and offboarding. Manage payroll and benefits processes using ADP TotalSource, including 401(k), pay, timecards, and employee records. Oversee HR compliance, including HIPAA, FMLA, COBRA, and other employment laws and regulations across seven states. Partner with clinical managers and staff to manage scheduling, write-ups, and employee development. Handle complex employee relations issues with professionalism, discretion, and consistency. Maintain and enhance company culture by modeling and promoting Core's values and code of conduct. Support training initiatives, talent development programs, and workforce planning efforts. Track and report on HR metrics including turnover, retention, and engagement. Why choose Addison Group? Pay: We negotiate high salaries using US Bureau of Labor Statistics Benefits & Bonuses: You are eligible for medical, dental, vision insurance benefits, 401K, and monetary bonuses Permanent Employment: Many of Addison's Administrative job openings lead to potential permanent employment Connections: You connect directly with hiring managers from renowned organizations Options: You are presented multiple employment options near your home Professional Development: You are provided hiring process advice, resume revision, and employment term negotiation Addison Group is an Equal Opportunity Employer. Addison Group provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Addison Group complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. Reasonable accommodation is available for qualified individuals with disabilities upon request.

Our client, who is a global biotechnology company, is currently seeking a hybrid Sr. Employee Relations Specialist in Kankakee IL. Onsite/Remote: Hybrid Pay Rate: $40.00-$50.00/hour, depending on experience Duration: 9 Months Job Description: We are seeking a highly experienced Senior Employee Relations Specialist to manage moderately complex employee relations (ER) cases. This role involves conducting investigations, advising leadership, and ensuring compliance with employment laws and company policies. The ideal candidate will have a strong background in employee relations, labor relations, conflict resolution, and will thrive in a fast-paced, collaborative environment. Strong preference will be given to candidates with union experience. Employee & Labor Relations * Conduct confidential investigations into misconduct, including harassment, discrimination, and policy violations. * Manage Compliance Hotline/Speak Up cases through resolution and document outcomes. * Facilitate terminations, including drafting letters, conducting meetings, and maintaining documentation. * Provide guidance to managers on employee relations best practices and fair treatment. * Influence and coach leaders through sensitive employee situations. * Partner with legal counsel and HR Business Partners to mitigate risk and ensure compliance. * Interpret and apply company policies and collective bargaining agreements. * Support unionized environments by resolving grievances and participating in arbitrations. * Build positive relationships with employees, union representatives, and Works Councils. Medical Accommodations * Manage the medical accommodation process in collaboration with internal and external stakeholders. * Facilitate interactive discussions with HR and medical experts. * Advocate for employees while balancing business needs and CSL values.. Corrective Action & Performance Management * Educate leaders on corrective action processes and SMART objectives. * Advise on performance issues and support development of performance improvement plans. * Promote a culture of high performance and engagement. Training & Program Development * Collaborate with the Learning department to develop and deliver ER-related training. * Participate in the creation and implementation of ER programs and initiatives. * Lead or contribute to special HR/ER projects, ensuring timely and effective delivery. Qualifications: * Bachelor's degree in human resources, Organizational Psychology, Business, or related field. * 5-7 years of experience in employee relations, with a strong focus on investigations. * In-depth knowledge of employment laws and HR compliance requirements. * Experience using HRIS and case management systems. * High level of discretion and ability to handle confidential information. * Ability to build relationships and influence stakeholders. * able to work onsite 3 days/week. Preferred: * Experience in unionized environments and labor relations. * SHRM certification (SHRM-CP or SHRM-SCP). * Bilingual in English and Spanish. * Experience supporting multiple locations and working in a global, matrixed organization. * Experience supporting unionized environments and large non-exempt populations (strongly preferred). All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, and Los Angeles County Fair Chance Ordinance. For unincorporated Los Angeles county, to the extent our customers require a background check for certain positions, the Company faces a significant risk to its business operations and business reputation unless a review of criminal history is conducted for those specific job positions.

Job Title: Human Resources Generalist Direct Hire - $65,000 - $75,000 Onsite - Bolingbrook, IL (some travel required) Must Haves: Bachelor's degree in HR, Business Admin, or equivalent experience 3-5 years of HR generalist or coordinator experience Proficiency in HRIS Systems Knowledge of employment regulations (EEO, FMLA, ACA, I-9, wage & hour laws) Strong communication, organizational, and multitasking skills Bilingual (Spanish/English) Preferred: Experience in manufacturing/distribution environments Paycom experience Experience working with multiple sites Job Description: The HR Generalist will manage core HR functions across U.S. locations, including recruiting, onboarding, benefits, payroll support, compliance, and safety training. This role is key to ensuring consistent and compliant HR practices during a period of rapid company growth. Essential Role Functions HRIS Management: Maintain and manage the HRIS (Paycom) to ensure employee records are accurate and current. Process personnel transactions such as new hires, terminations, promotions, transfers, and compensation updates. Generate reports and assist in HR data audits. Recruiting & Onboarding: Post job openings, schedule interviews, coordinate candidate communication, and support new hire onboarding. Complete new hire process, I-9 verification, and system setup; organize and facilitate new hire orientations. Employee Records Administration: Maintain organized and confidential employee files in compliance with company standards and legal requirements. Benefits Administration: Support employee benefits processes, including enrollments, qualifying life events, and COBRA notifications. Payroll & Timekeeping Support: Audit timecards for accuracy, monitor attendance issues, and prepare payroll data for review and processing. Compliance & Reporting: Maintain compliance documentation such as OSHA logs, and policy acknowledgments. Assist with HR audits, documentation requests, and compliance consistency across states. Safety, Training & Development Coordination: Schedule HR and compliance training sessions, manage attendance tracking, and maintain training records. Assist in managing and tracking workplace incidents and accident reports across all locations. Support investigations by gathering witness statements, photos, and documentation. Maintain OSHA 300 and 300A logs in coordination with HR Managers. Assign and monitor completion of Alchemy safety training for employees, ensuring timely follow-through and documentation. Support HR Managers and Operations in promoting workplace safety and compliance with regulatory standards. General HR Administrative Support: Collaborate with HR Managers across IL, TX, CA, and NJ on department initiatives and documentation consistency. Other HR Duties as Assigned: Provide additional HR support as needed to assist with departmental projects, process improvements, or emerging HR priorities.

Israel - Emek Ha'ela ROLE DESCRIPTION In alignment with our HR strategy defined in 2025, the Manager HR Business Partner plays a pivotal role in driving the strategic HR agenda. This position is designed to synchronize HR initiatives with broader organizational goals, ensuring that our people's strategies are effectively integrated into business operations globally. The HRBP will engage as an important member of the HR Operations & Engineering team, focusing on enhancing functional efficiency and scalability. The primary aim is to strengthen the local employee experience, simplify processes for employees, and support local managers. This role is crucial in fostering a positive work environment and employee engagement across the organization. PRIMARY RESPONSIBILITIES * Strategic Relationship Building: Establish and nurture strong partnerships across all organizational levels to ensure HR Employee lifecycle and HR Initiatives are seamlessly implemented. Actively engage with stakeholders to facilitate the alignment of HR initiatives with the company's goals. * Employee Engagement and Experience Enhancement: Spearhead local initiatives aimed at boosting employee engagement and satisfaction. Foster a positive organizational culture by acting as the primary point of contact for employees, providing timely feedback, and guiding them through critical milestones like onboarding, promotions, and career development. * Entire employee Lifecycle Management: Lead the implementation of comprehensive HR programs and processes that support the employee lifecycle. This includes managing onboarding, and off boarding processes, performance management, career progression, to ensure a seamless employee experience. * Employee Relations, Social Dialogue: Manage employee relations with a focus on dispute resolution, compliance with labor laws, legal coordination, and structuring work arrangements. With the support of Employment labor lawyer and external counsel when needed. * Execution/Delivery Excellence and Continuous Improvement: Deliver exceptional HR support that meet the dynamic needs of employees and managers. Identify and implement improvements in HR processes to enhance service delivery, ensure regulatory compliance, and maintain local pay equity. * Collaboration and Stakeholder Engagement: Work closely with HR Centres of Expertise, HR Ops team, and HRBP Leads to support managers and employees in career and development conversations, ensuring alignment with the company's performance management framework and learning opportunities. * Innovation and Cultural Initiatives: Implement region-specific HR programs driven by our HR Centres of Expertise, focusing on performance management, leadership development, and fostering the new SES culture . Actively participate in key business execution initiatives and communicate these programs to relevant stakeholders effectively. QUALIFICATIONS & EXPERIENCE * Educational Credentials: A foundational requirement is a Bachelor's degree in fields such as Human Resources, Business Administration, or other relevant disciplines. Advanced qualifications like a Master's degree or professional HR certifications are considered beneficial. * Professional Background: * Possess at least 5-8 years of extensive experience in HR roles, highlighting partnerships within HR, preferably in technical areas. * Demonstrated success in spearheading intricate HR initiatives and projects across global or multi-regional platforms. * Expertise in handling employee relations, with a pronounced focus on navigating IL Unions, negotiation of Collective Bargaining Agreement. * Leadership / Influence Capabilities: * Proven aptitude for influencing and collaborating with senior leaders, spanning diverse functions and geographical locations. * Strong business acumen in Technology areas * Strategic and Analytical Skills: * Ability to conceptualize and implement HR plans linked to business objectives. * Excellent analytical capabilities, adopting a data-driven approach to resolve issues and make decisions. * Communication and Interpersonal Skills: * Strong ability to convey ideas succinctly and clearly, both verbally and in writing. * Strong interpersonal skills, adept at building trust and maintaining effective relationships at various organizational levels. * Cultural Sensitivity and Adaptability: * Experience in multicultural settings, with a keen awareness of cultural nuances and adaptability in HR practices. OTHER KEY REQUIREMENTS * Technological Proficiency: * Skilled in using HRIS systems, (eg Success Factor / SAP) and other technological tools that enhance HR operations and data handling. * Fluent in English. SES and its Affiliated Companies are committed to providing fair and equal employment opportunities to all. We are an Equal Opportunity employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, pregnancy, sex, sexual orientation, gender identity, national origin, age, genetic information, protected veteran status, disability, or any other basis protected by local, state, or federal law. For more information on SES, click here.

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.

Reporting to the VP of Employee Experience and Digital Capabilities, you will oversee the operation and support of HR digital products, including HCM, LXP, knowledge base, scheduling, timekeeping, case management, employee sentiment, and reporting. You will lead the HR digital team, ensuring compliance with technical standards, and partner with the Director of Employee Lifecycle Delivery to deliver an intuitive and seamless digital experience for employees across multiple products. You will manage regular system releases to ensure these upgrades are implemented seamlessly. You will partner with IT on effective data security and system integrations and oversee vendor relationships. **What You'll Do:** + Lead daily operations and support of HR digital products. + Drive optimization through the identification of opportunities across all HR digital products. + Partner with the Director of Employee Lifecycle Delivery in implementing digital solutions to enhance employee experience across multiple HR-related disciplines. + Provide key input and support of a formal governance and prioritization process to optimize investments in the suite of HR digital products. + Ensure smooth release management through structured testing and cutover processes. + Oversee technical support for all HR digital products, escalating issues to vendors and IT partners. + Analyze support data and trends to recommend enhancements and solutions. + Manage vendor relationships and contracts including negotiating service agreements. + Stay current on HR digital product landscape and assess new features and technologies. + Develop and adhere to KPIs for HR digital product performance. + Partner and support HR shared services in effective & efficient execution of processes. + Perform due diligence and supports integration for acquisitions and divestitures. **What You Bring:** + Bachelor's degree + Deep knowledge of IT operations, systems, and development. + Working knowledge of HR digital products, with specific emphasis on HCMs. + Experience relating technical concepts to leadership and business concepts to technical resources. + Knowledge of HR disciplines; compensation, organizational diagnosis, employee relations, and performance management. + Experience with Scaled Agile Framework (SAFe). + Understanding of enterprise software licensing agreements. + Strong project management and analytical skills. + Experience leading, driving change, and executing cross-functionally. + Advanced MS Excel skills and competency in Microsoft Word, PowerPoint, and Outlook. Number of days in office: 3 \#LI-Director \#LI-Hybrid \#LI-CL1 **Compensation:** Pay Range:$133,000-$197,000 _The annual salary listed above is the expected offering for this position. An employee's actual annual salary will be based on but not limited to: location, relevant experience/level and skillset, while balancing internal Conagra employees' equity. Conagra Brands will comply with applicable law regarding minimum salaries for exempt employees._ **Our Benefits:** We care about your total well-being and will support you with the following, subject to your location and role: + Health: Comprehensive healthcare plans, wellness incentive program, mental wellbeing support and fitness reimbursement + Wealth: Great pay, bonus incentive opportunity, matching 401(k) and stock purchase plan + Growth: Career development opportunities, employee resource groups, on-demand learning and tuition reimbursement + Balance: Paid-time off, parental leave, flexible work-schedules (subject to your location and role) and volunteer opportunities **Our Company:** At Conagra Brands, we have a rich heritage of making great food. We aspire to have the most impactful, energized and inclusive culture in food. As a member of our 18,000+ person team across 40+ locations, you are empowered to reach your potential, make an impact and own your career. We're in the business of building champions - within our people and our iconic brands like Birds Eye , Slim Jim and Reddi-Wip . Our focus on innovation extends beyond making great food, it also reflects our commitment to embracing new solutions that positively impact our team, the communities we serve and the health of our planet. Foodies Welcome. Conagra Brands is an equal opportunity employer and considers qualified applicants for employment without regard to sex, race, color, religion, ethnic or national origin, gender, sexual orientation, gender identity or expression, age, pregnancy, leave status, disability, veteran status, genetic information and/or any other characteristic or status protected by national, federal, state or local law. Reasonable accommodation may be made upon request.

Administration/Director Date Available: 09/01/2025 POSITION: Director of Human Resources QUALIFICATIONS: Valid Illinois Professional Educator License (PEL) with a General Administrative Endorsement (formerly Type 75). Master's degree in Educational Administration, Human Resources, or a related field. Minimum of five (5) years of successful teaching and/or administrative experience, preferably in a public school setting. Demonstrated knowledge of school law, employee relations, personnel policies, and collective bargaining. Title IX Coordinator experience. Strong leadership, organizational, and communication skills. Experience in recruiting, evaluating, and retaining high-quality staff. Prior Human Resources experience highly recommended. Must possess a high degree of attention to detail and be proficient in independently performing detailed special assignments with a high degree of accuracy. Experience with school board relations and reporting. DUTIES/RESPONSIBILITIES: Develop, implement, and monitor policies and procedures related to sexual harassment, discrimination, and workplace harassment. Adhere to and enforce board policy, school guidelines, administrative directives, and district standard. Oversee interviewing of all employee groups by developing and directing, in cooperation with the administrative staff, procedures and criteria for the selection and employment of the most qualified available candidates (Including efficient pre-employment procedures: pre-screening and interview process, checking of credentials, references, background checks, and verification of certification and licensure status). Maintain employee records, discipline, and documents in a confidential manner. Enforce guidelines to maintain proper discipline and conduct. Submit all requested forms and reports that pertain to personnel according to federal and state requirements to meet required deadlines. Remain abreast of governmental statutes, rules and regulations pertaining to personnel administration and ensure compliance. Assist with compliance of the requirements of PERA and evaluation processes. Monitor timelines for observations, evaluations, and professional development plans. Organize and conduct New Staff Training for all employees. Facilitate exit interviews, compile data for analysis and submit reports to the Superintendent. Plan, develop, and administer staff record-keeping programs and procedures concerning certification, seniority, tenure, and attendance. Develop and update employee handbook. Assign and supervise the work of the staff in the Human Resources Department. Establish partnerships with universities and colleges to recruit and promote educational needs. Develop, manage, and implement the strategic direction of all public relations, marketing, and communication related activities. Assist with responding to emergencies both during and after normal working hours to facilitate and coordinate effective communication and decision-making. Assist with organizing local events, attend community meetings, and create programs for community outreach. Develop, maintain, monitor, and oversee human resource systems and processes. Oversee employee evaluation processes in partnership with building and district administrators. Manage employee records, certification, licensure, and contract administration. Investigate and resolve personnel issues, including grievances and disciplinary matters. Develop and implement policies and procedures that foster equity, diversity, and inclusion. Advise the Superintendent and Board of Education on personnel matters and recommend policy updates. Attend board meetings and prepare reports for the Board as directed by the Superintendent. Perform other related duties as assigned by the Superintendent. DEADLINE: Until filled EFFECTIVE: Immediately SALARY RANGE: $140,000 APPLICATION: Complete Application on our District Website through AppliTrack. Send letter of interest, talents, resume, and (3) professional references to: April Brown, Human Resources Administrative Assistant at ****************. School District 149 considers applicants for all positions without regard to race, color, religion creed, gender, National origin, age, disability, marital status, veteran status or any other legally protected status.

Ann & Robert H. Lurie Children's Hospital of Chicago provides superior pediatric care in a setting that offers the latest benefits and innovations in medical technology, research and family-friendly design. As the largest pediatric provider in the region with a 140-year legacy of excellence, kids and their families are at the center of all we do. Ann & Robert H. Lurie Children's Hospital of Chicago is ranked in all 10 specialties by the U.S. News & World Report. Location Olympia Center Job Description General Summary: The Director, Human Resources Consulting focuses on deeply understanding then aligning key business and people strategies, practices and processes to ensure we have a productive environment that delivers top diverse talent to drive results for Lurie Children's Medical Group. Ensuring a service oriented and coordinated approach to physician, faculty and clinician matters, the Director sets the standards of excellence for people policies and practices and maintains the integrity of these practices. Serves as a business and thought leader in identifying and developing people strategies, and partners with physician leadership to build capabilities across their teams. The Director is provides leadership to align people strategies, processes, and practices to support the execution of physician and clinician strategic objectives and initiatives. The Director works in partnership with Human Resources colleagues and other key departments to ensure people processes are administered as efficiently, consistently, and effectively as possible. Essential Job Functions: Participates as a member of the leadership team for the physician group, advising on human resource policy and strategy. Develops valued relationships with key stakeholders across HR, service lines, and the organization, using a consultative approach that balances the requests of the organization with needs, workload, and strategic objectives of the physician groups. Builds rapport and establishes a high level of credibility with physicians. Coaches physicians at various levels throughout the organization. Represent the physician, faculty and clinician perspective across org-wide HR forums to ensure appropriate consideration of physician-specific issues/concerns. Partners with key stakeholders in the areas of talent management and total rewards to implement best practices in compensation programs, succession planning, work force development, performance management, wellness and engagement. Provide leadership with relevant metrics and data analytics. Facilitates interactions between physicians and other Human Resources functions as new services and/or policies are being designed and/or implemented. Assist and coach leaders on physician related matters, difficult conversations, and other performance issues. Proactively partner with internal legal team on complaints and concerns that could result in legal ramifications; assess the severity, involve appropriate individuals, and facilitate appropriate action based on policy and practice. Conduct investigations in collaboration with legal, compliance and leaders related to concerns about or raised by physician's, clinical competency (with Peer Review input and information), and other violations. The authority to hire, separate, promote, demote, write and administer performance evaluations. Other job functions as assigned. Knowledge, Skills and Abilities: Bachelor's degree in business, human resources or related field required. Master's degree and/or Human Resources Certification strongly preferred. Thorough knowledge of human resources as usually acquired through at least 8 years of professional experience with at least 5 years of people leadership experience. Previous experience collaborating with physicians to problem solve and drive decisions required. Academic medical center experience preferred. Ability to work collaboratively with a wide range of staff, including physicians, leaders, staff and external contacts. Comfortable with influencing areas and roles that do not report to this function. Breadth and depth of knowledge in all talent and human resource practices, including legislative and regulatory environment, coaching and navigation of complex issues. Managerial skills in support of strategic and operational planning, budget development/maintenance, and people leadership. Excellent interpersonal and critical thinking skills in order to develop trust and collaboration. Previous success in influencing without direct authority. Courage and conviction to challenge the status quo. Ability to navigate a complex matrixed environment. Excellent verbal and written communication skills with the ability to establish and sustain relationships and rapport with internal and external stakeholders. Demonstrated effective and positive management style for people and organizational culture. Strong business judgment and strategic orientation, particularly in linking HR with business strategies & goals. Excellent writing and presentation skills. Education Pay Range $141,440.00-$233,376.00 Salary At Lurie Children's, we are committed to competitive and fair compensation aligned with market rates and internal equity, reflecting individual contributions, experience, and expertise. The pay range for this job indicates minimum and maximum targets for the position. Ranges are regularly reviewed to stay aligned with market conditions. In addition to base salary, Lurie Children's offer a comprehensive rewards package that may include differentials for some hourly employees, leadership incentives for select roles, health and retirement benefits, and wellbeing programs. For more details on other compensation, consult your recruiter or click the following link to learn more about our benefits. Benefit Statement For full time and part time employees who work 20 or more hours per week we offer a generous benefits package that includes: Medical, dental and vision insurance Employer paid group term life and disability Employer contribution toward Health Savings Account Flexible Spending Accounts Paid Time Off (PTO), Paid Holidays and Paid Parental Leave 403(b) with a 5% employer match Various voluntary benefits: Supplemental Life, AD&D and Disability Critical Illness, Accident and Hospital Indemnity coverage Tuition assistance Student loan servicing and support Adoption benefits Backup Childcare and Eldercare Employee Assistance Program, and other specialized behavioral health services and resources for employees and family members Discount on services at Lurie Children's facilities Discount purchasing program There's a Place for You with Us At Lurie Children's, we embrace and celebrate building a team with a variety of backgrounds, skills, and viewpoints - recognizing that different life experiences strengthen our workplace and the care we provide to the Chicago community and beyond. We treat everyone fairly, appreciate differences, and make meaningful connections that foster belonging. This is a place where you can be your best, so we can give our best to the patients and families who trust us with their care. Lurie Children's and its affiliates are equal employment opportunity employers. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin, ancestry, age, disability, marital status, pregnancy, protected veteran status, order of protection status, protected genetic information, or any other characteristic protected by law. Support email: ***********************************

Job DescriptionAbout the Company Chicago-based provider of urgent and primary care centers for individuals in the Midwest, focused on an affordable approach to delivering urgent and primary care services. Our primary focus is to provide a quality, convenient, and affordable healthcare option, with a specific focus on a more personal approach to care. Job Summary The successful Vice President of Human Resources will support the CEO and COO. As the Vice President of Human Resources, you play a crucial role in helping senior leadership develop HR strategies and ensure that all HR operations are in order and efficient. The Vice President of Human Resources is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. As a member of the senior leadership team the Vice President has significant impact on shaping the Company's goals of scaling by leveraging data and insights to meet the needs of a rapidly evolving organization. The Vice President will work with the executive team and department leaders to ensure that we have efficient and valuable HR policies and procedures in growing organization. This role will be responsible for providing strategic leadership along with operational management. The position will also be responsible for continually build/maintain compliant practices with global HR process standards. The Vice President will partner with management and investor leadership to operate and navigate a fast-paced, highly entrepreneurial, private equity backed environment. The successful candidate will be responsible for the following: Collaborates with executive leadership to define the long-term mission and goals of the organization; identifies ways to support this mission through policy creation and talent management Lead the integration and diligence process from an HR, benefits, and payroll perspective to ensure a smooth transition for acquisition Works to design and deliver innovative and adaptive talent acquisition strategies, in partnership with business leaders and HR Team Identifies key performance indicators for the organizations human resource and talent management functions; assesses the organizations success and market competitiveness based on these metrics Research, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs Provides guidance and leadership to the human resource management team; assists with resolution of human resources, compensation, and benefits questions, concerns, and issues Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management Establish and maintain audits of business process performance across regions and identify performance gaps Drafts and implements the organization's staffing budget, and the budget for the human resource department Calculates and provides staff with annual fringe benefit allowance, reviews enrollment forms for accuracy and coordinates enrollment with third-party administrator Ensure compliance with COBRA guidelines by preparing letters and other paperwork as directed; receives and records COBRA insurance premium payments Coordinates health, life and disability insurance enrollments and communicates with service providers concerning routine administration of programs Processes personnel action forms and ensures proper approvals; disseminates approved forms Maintains the employee handbook with updated resolutions and other pertinent information, as needed Conducts orientation programs for new employees Performs other duties as assigned Education and Experience Bachelor's degree required, preferably in HR, Business Administration, or related field At least 6 years of strategic HR management experience required; multi-site, multi-state Deep knowledge of human resources processes typically in managerial capacity as well as expertise in the use and support of the related ERP modules, methods, and activation Excellent interpersonal and conflict resolution skills; Strong supervisor and leadership skills Thorough knowledge of employment-related laws and regulations Ability to use metrics and analytics Healthcare background preferred Personal Attributes Proactive thought leader consistently delivering results of the highest quality Progressive ability to engage and manage stakeholders across the business, particularly HR function and broad internal and external partners Ability to investigate and analyze organizational needs; Agile and innovative Strategic thinker with demonstrated experience in developing creative solutions to complex problems This role has an expected salary range of $170,000 - $225,000. Benefits: Midwest Express Clinic is proud to offer our employees a competitive selection of employer sponsored medical, dental, vision, and short term disability plans that meet the diverse needs of our employees and their families. Employees can also opt into a wide range of voluntary benefit plans including, but not limited to pre-tax spending accounts (FSA, HSA, Dependent Care, and Commuter), life insurance, critical illness, and even pet insurance. We offer a company-sponsored 401K plan, with employer match, to help them plan for a financially secure future. We also believe in the importance of work-life balance, with all full-time employees eligible for Wellness or Paid Time Off benefits. Midwest Express Clinic is an equal opportunity employer committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local law. Powered by JazzHR 7VI8NQGb9T

When you're the best, we're the best. We instill an environment where employees feel engaged, satisfied and able to contribute their unique skills and talents while living and working as their authentic selves. We provide extensive opportunities for personal and professional development, building both employee competence and organizational capability to fuel exceptional performance through an inclusive environment both now and in the future. Summary: In this strategic leadership role, you will drive organizational transformation, optimizing the effectiveness of our company's structure, processes, and culture. You will apply your deep understanding of organizational design principles, change management methodologies, to successfully lead complex change initiatives. Responsibilities: Organizational Design: * Partner with HRBP to develop and implement organizational design strategies that align with the company's business objectives and drive operational efficiency. * Collaborate with cross-functional teams to design and implement new organizational structures, roles, and responsibilities while driving change initiatives to help with alignment * Ensure alignment between organizational design and talent management strategies. Organizational Effectiveness: * Identify gaps and opportunities for improving organizational effectiveness and performance. * Conduct organizational assessments to identify areas of improvement and develop action plans. * Partner with talent management and L&D on performance management processes and learning programs to drive a high-performance culture while enhancing leadership capabilities and promoting employee engagement. * Continuously monitor and evaluate organizational effectiveness metrics to measure progress and identify opportunities for improvement. Change Management: * Leverage change management and project management strategies to design and deliver change plans and project plans to ensure successful and sustainable organizational behavior change. * Utilize a variety of tools during different phases of change achieve the most significant gain in organizational capability. * Leverage analytics and insights to drive sustainable change and enable organizational transformation in support of the organization's strategies and priorities. * Lead and manage change initiatives across the organization, ensuring successful adoption and sustained implementation. * Identify and mitigate risks and barriers to change, and develop strategies to overcome resistance. * Collaborate with stakeholders to build a change-ready culture and provide coaching and support to leaders and employees. * Monitor and evaluate the effectiveness of change initiatives and make recommendations for improvement. * Provide coaching and support to leaders and employees to navigate and embrace change. Stakeholder Engagement: * Provide guidance and consultation on organizational change initiatives and their impact on employees. Qualifications: * Relevant degree preferred in Organizational Development, Human Resources, Business Administration, or a related field. Master's degree preferred. * 7 or more years of experience in organizational design, organizational effectiveness, and change management required. * Experience in a leadership role required. * Strong knowledge of organizational design principles, change management methodologies, and best practices. * Proven ability to lead and manage complex change initiatives in a dynamic and fast-paced environment. * Proficient in Microsoft products: Excel, Vizio, PPT, etc. * Able to design metrics and interpret the data. * Excellent interpersonal, communication, and influencing skills. * Strong analytical and problem-solving abilities. * Ability to build and maintain effective relationships with stakeholders at all levels of the organization. * Ability to communicate and present findings, recommendations in clear and concise manner * Ability to adjust plans based on recommendations, etc in a fast paced, fluid organization * Demonstrated ability to think strategically and translate strategies into actionable plans. * Certification in change management (e.g., Prosci) is a plus. * Willingness to travel. #LI-JS1 #IDS Estimated Hiring Range: At Vizient, we consider skills, experience, and organizational needs in our compensation approach. Geographic factors may adjust the range estimate and hires typically fall below the top range. Compensation decisions are tailored to individual circumstances. The current salary range for this role is $102,400.00 to $179,000.00. This position is also incentive eligible. Vizient has a comprehensive benefits plan! Please view our benefits here: ****************************************** Equal Opportunity Employer: Females/Minorities/Veterans/Individuals with Disabilities The Company is committed to equal employment opportunity to all employees and applicants without regard to race, religion, color, gender identity, ethnicity, age, national origin, sexual orientation, disability status, veteran status or any other category protected by applicable law.

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

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

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.

Are you ready for what's next? Come explore opportunities within Brunswick, a global marine leader committed to challenging conventions and innovating next-generation technologies that transform experiences on the water and beyond. Brunswick believes “Next Never Rests™,” and we offer a variety of exciting careers and growth opportunities within united teams defining the future of marine recreation. Innovation is the heart of Brunswick. See how your contributions will help transform vision into reality: Position Overview: The HR Director, Business Units, is a key leadership role within Navico Group, responsible for partnering directly with the Presidents of the three global Business Units, each of whom hold full P&L accountability for their business units. This role provides both strategic partnership and tactical HR leadership across a diverse global workforce, aligning HR priorities to business goals and ensuring consistent, values-driven practices across all regions. In addition to serving as a trusted advisor to Business Unit leaders, this role collaborates closely with our functional global HR Strategic Directors, Brunswick COEs and local HR to ensure enterprise alignment, information sharing, and comprehensive workforce planning. With accountability for reporting into mid-month operational reviews, the HR Director ensures Business Unit workforce data and insights are captured, analysed, and positioned in the context of broader organizational costs and talent needs. This role contributes to shaping the overall Navico Group HR strategy and ensures its effective HR execution across the Business Units. The roles serves as a key member of Navico Group HR Leadership Team and also sits in the Brunswick Executive HR Committee (EHRC) meetings. At Brunswick, we have passion for our work and a distinct ability to deliver. Essential Functions: Strategic HR Partnership Partner closely with Business Unit Presidents and their leadership teams to align HR strategies with business objectives and P&L priorities. Provide independent counsel and strategic foresight on organizational design, workforce planning, and leadership effectiveness. Anticipate business needs and translate them into actionable people strategies, demonstrating strategic agility and a global mindset. Collaboration Across HR Community Work closely with Brunswick Enterprise COEs (Compensation & Benefits, Talent Acquisition, Talent Management, etc.) to ensure effective delivery of global HR programs within Business Units. Partner with peer-group of functional Global HR Strategic Directors (e.g., Sales, Service, PD&E) to maintain rounded knowledge of functional priorities and ensure alignment across Business Unit delivery. Build strong relationships with peer HR leaders to ensure seamless information flow, alignment of practices, and consistent support to shared functions funded by Business Unit budgets. Talent & Organizational Development Lead Business Unit talent processes including succession planning, leadership development, and capability building, aligned with enterprise frameworks. Identify critical skills gaps and implement strategies to build a strong, diverse global pipeline. Coach leaders to grow their leadership impact and effectiveness, fostering high-performing teams across geographies. Employee Relations & Engagement Champion Navico Group's values, fostering a culture of accountability and high performance. Guide people leaders on employee relations issues, conflict resolution, and performance management with a solution-focused approach. Execute core talent processes including performance reviews, succession planning, and development planning across sites, in alignment with global talent frameworks. Drive employee engagement strategies, leveraging survey data and insights to inform action plans. Workforce Planning & Reporting Lead and coordinate workforce planning for Business Units, ensuring accuracy, alignment, and insight across global operations. Prepare and deliver workforce planning data and reporting for mid-month operational reviews, connecting workforce metrics to Business Unit costs and broader P&L accountability. Collaborate with HR peers and functional partners to ensure workforce planning reflects both local realities and global priorities. HR Leadership & Governance Play an active role in the Executive HR Committee (EHRC), shaping enterprise-wide HR strategy. Sit on the Navico Group HR Leadership Team, driving alignment, governance, and collaboration across the HR function. Ensure transparency, clarity, and timeliness in the flow of information across Business Units, global HR partners, and the wider enterprise. Data, Insights & Execution Leverage HR analytics to inform decision-making, track effectiveness, and provide actionable insights to Business Unit leaders. Ensure smooth execution of HR processes including performance management, compensation planning, and organizational effectiveness. Drive continuous improvement in HR operations, demonstrating independence, proactive leadership, and change agility. Diversity of thought and experiences is fundamental when imagining the unimaginable. Certain skillsets/experiences are necessary; however, others can be developed along the way. Required Qualifications: Bachelor's degree in Human Resources, Business, or related field. 10+ years of progressive HR experience, including senior-level leadership roles. Proven ability to partner with executive leaders in a global, matrixed organization. Strong HR generalist expertise including talent management, organizational design, employee relations, and workforce planning. Experience working across multiple geographies with an understanding of diverse labor practices. Proficiency in HR systems, workforce analytics, and data-driven decision-making. Fluent in English (written and spoken). Ability to work in a fast-paced, dynamic environment. Preferred Qualifications: Master's degree in HR, Business, or related field. Professional HR certification (CIPD, SHRM, etc.). Experience in manufacturing, technology, or multinational corporate environments. Working Conditions: Hybrid working schedule in office environment Willingness to travel up to 20% of the time The anticipated pay range for this position is between US$115,700 to US$185,900 annually. The actual base pay offered will vary depending on multiple factors including job- related knowledge/skills, relevant experience, business needs, and geographic location. In addition to base pay, this position is eligible for an annual discretionary bonus. At Brunswick, it is not typical for an individual to be hired at or near the top end of the salary range for their role. Compensation decisions are dependent upon the specifics of the candidate's qualifications and the business context. This position is eligible to participate in Brunswick's comprehensive and high-quality benefits offerings, including medical, dental, vision, paid vacation, 401k (up to 4% match), Health Savings Account (with company contribution), well-being program, product purchase discounts and much more. Details about our benefits can be found here. Why Brunswick: Whatever tomorrow brings, we'll be at the leading edge. As the clear leader in the marine industry, we're committed to our values and supporting our exceptional people. We offer valuable benefits including a competitive 401(k) plan with company match, health benefits, paid time off, a robust Wellness Program, and much more. In addition, we're proud of being recognized for making a splash with numerous awards! About Navico Group: Navico Group is a stand-alone division of Brunswick, the world's largest recreational marine business. Navico Group is the global leader in technology, systems and solutions for a variety of industries, from Marine & RV to Specialty Vehicles and beyond. Our broad portfolio consists of the industry's leading brands in Power Systems, Digital Systems, Fishing Systems, and Performance Components including Ancor, Attwood, B&G, BEP, Blue Sea Systems, C-MAP, CZone, Garelick, Lenco, Lowrance, Marinco, MotorGuide, Mastervolt, ProMariner, RELiON, Simrad and Whale. Our team is committed and driven, every day, to be the most trusted supply partner to the marine and mobile industries...and beyond. Next is Now! We value growth and development, recognizing that people come with a wealth of experience and talent beyond just the technical requirements of a job. If your experience is close to what you see listed here, please still consider applying. Brunswick is an Equal Opportunity Employer and considers all qualified applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status or any other characteristic protected by federal, state, or local law. Diversity of experience and skills combined with passion is key to innovation and inspiration and we encourage individuals from all backgrounds to apply. If you require accommodation during the application or interview process, please contact ****************************** for support. For more information about EEO laws, - click here Brunswick and Workday Privacy Policies Brunswick does not accept applications, inquiries or solicitations from unapproved staffing agencies or vendors. For help, please contact our support team at: ****************************** or ************. All job offers will come to you via the candidate portal you create when applying through a posted position through https:///************************** If you are ever unsure about what is being required of you during the application process or its source, please contact HR Shared Services at ************ or ******************************. #Brunswick Corporation

The Vice President of Human Resources is a key leader in delivering the organizational people strategy. This role is accountable for leading the HR team to execute critical priorities: standardizing onboarding, improving retention, ensuring compliance, and fostering a values-driven culture. The VP of HR will partner closely with the COO to stabilize workforce planning and serve as a culture ambassador, reinforcing leadership's vision across the organization. We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to ********************.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: **************************************************** Skills and Requirements Strategic HR Execution - Implement the CEO and COO's HR strategy, with focus on retention, operational efficiency, and culture - Translate leadership's vision into actionable HR programs and policies - Monitor and report on HR metrics (turnover, onboarding, compliance) to inform leadership decisions HR Team Leadership - Lead and develop the existing HR team, ensuring alignment with organizational goals - Clarify roles and workflows to improve service delivery and accountability - Model collaborative leadership, fostering trust between HR and the broader organization Onboarding & Recruitment Retention & Workforce Stability Performance & Talent Management Employee Relations & Culture

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.

People Make the Difference! Is an HR role focused on coaching and mentoring in your future? Are you gifted with the ability to influence others in measurable ways? Bring all your HR expertise and people skills to our client as their new Director of Human Resources. Highlights · Ability to have an immediate impact on our culture. · Collaborative role with our leadership team. · Join our multi-state service provider in a near southwest Chicago suburb. How You Will Contribute: · Develop and implement effective HR policies and procedures. · Design and help champion the performance management and training and development process. · Guide managers in excellent employee relations outcomes. · Direct all HR functions and lead the HR team. · Trend setter - stay current on best practices and bring them to the table. Requirements About YOU! 7+ years of progressive human resource management experience including leading and developing an HR team. Bachelor's degree in human resources, business administration or related field; master's preferred. SHRM certification preferred. Progressive knowledge of HR best practices including compliance standards. Emotionally intelligent, trustworthy, and dependable. Benefits● Company Paid Short Term and Long-Term Disability ● Company Paid Life/Accidental Death Insurance ● Six (6) Paid Company Observed Holidays ● Three (3) Sick days per year ● Vacation Program, Starting with 1 week first year ● 401K, non-company matching yet ● Exciting social scene and lively ● Executive Bonus Program

University of Illinois Foundation The University of Illinois Foundation (Foundation), located in Champaign, IL, is seeking a Vice President for Human Resources. Established in 1935, the Foundation is the official fundraising and private gift-receiving entity for the University of Illinois System and its three universities: University of Illinois Urbana-Champaign, University of Illinois Chicago, and University of Illinois Springfield. The Foundation's Investment Office oversees and manages a $3.06 billion endowment and leads efforts that focus on performance and the long-term, strategic management of the endowment, as well as the Foundation's investment policies. The funds generated from the endowment are distributed annually to each university to support world-class faculty, staff, and students today, tomorrow, and into the future. In May 2022 the Foundation broke ground on an innovative new Philanthropy Center to serve as its headquarters on the campus of the University of Illinois Urbana -Champaign. The Center was completed in February 2024 and-true to its design concept and intent-celebrates the rich history of donor generosity, brings Foundation staff together in a single location, and serves as a learning hub for the advancement community.to serve as its headquarters Reporting to the Foundation's CEO, the Vice President of Human Resources (VP HR) provides strategic leadership to develop and execute the HR strategy aligned with the organization's business objectives. This role champions organizational culture, talent management, and compliance, ensuring that the Foundation remains a great place to work while driving performance and engagement. Responsibilities include, but are not limited to, designing and implementing HR strategies that support business goals and foster a high-performance culture; leading talent acquisition, retention, and succession planning for critical roles; overseeing performance management systems and leadership development programs; evaluating and managing a competitive compensation structure and benefits programs; and mentoring and developing HR team members to achieve professional growth and organizational impact. For additional information please visit ************************** . The successful candidate will have a bachelor's degree in human resources, business administration, or related field (master's preferred), along with 10+ years of progressive HR leadership experience, including at least five years in a senior role. This exceptional communicator will possess the proven ability to influence executive leadership and drive strategic initiatives, as well as a strong knowledge of employment law, compliance, and HR best practices. Compensation will be commensurate with experience and include a base salary and a competitive benefits package. To make a nomination, provide a referral, or for additional information, including the full position profile, please use the contact information below. While applications and nominations will be accepted until a successful candidate has been appointed, interested individuals are encouraged to submit their materials as soon as possible for full consideration as review of submitted materials will begin immediately. The preferred start date is in January 2026. To apply, please submit a resume and/or vita, and cover letter, to: ******************************* Ken Carrick, Partner ************ Janny DeLoache, Associate Partner ************ The University of Illinois Foundation is an affirmative action/equal opportunity employer.

Who We Are: GEODIS specializes in unlocking business value in a complex world, ensuring seamless movement of goods worldwide. As a global third-party logistics provider (3PL), we power A Better Way to Deliver for the world's top brands and manufacturers. Fuel your career with GEODIS and discover endless growth opportunities. Your role on the team: (job description) Supervises HR staff members, including both hourly and salaried associates. Leads the training and development programs for all associates. Procures technology and outsourcing opportunities for HR services. Recruits, selects, and evaluates HR staff throughout the organization. Provides monthly updates for corporate staff regarding new hires, policies, employment matters, and other announcements. Prepares and delivers reports on employment law activity to executive staff. Prepares and delivers weekly executive HR reports. Approves expenses and department purchases. Provides direction and advice to all levels of the organization for employee relations matters. Manages relationships with employment law firms across the organization. Responds to all government inquiries and charges that are employment related. Manages employment-related lawsuits and litigation. Negotiates union contracts in organized work locations. Responds to union grievances. Makes succession planning decisions and provides input to plans for other business units. Trains and develops HR staff for readiness in future positions. Writes, interprets, and communicates corporate policies owned by the HR department. Develops associate handbook and employee work rules for all business units. Works with the M&A team for employment-related matters during acquisitions. Provides HR support to start-up operations both domestically and internationally. Answers requests for information about employment matters during the RFP process. Approves requests and supervises investigations concerning acceptable use of information technology resources. What you need: (requirements) Minimum 10 years minimum experience in HR with a minimum of 5 years in staff management. Significant labor relations and employment law experience required. Multi-state and multi-site experience is required. Bonus if you have: (Preferred requirements) PHR or SPHR preferred. Ability to read, analyze, and interpret common scientific and technical journals, financial reports, and legal documents. Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community. Ability to write speeches and articles for publication that conform to prescribed style and format. Ability to effectively present information to top management, public groups, and/or boards of directors. Ability to apply advanced mathematical concepts such as exponents, logarithms, quadratic equations, and permutations. Ability to apply mathematical operations to such tasks as frequency distribution, determination of test reliability and validity, analysis of variance, correlation techniques, sampling theory, and factor analysis. Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables. What you gain from joining our team: (benefits) Access wages early with the Rain financial wellness app. Free telemedical access to doctors and therapists through FirstStop Health available first day of employment! Health, dental, and vision insurance after 30 days of employment 401k match Paid maternity and paternity leave Access to career development, employee resource groups, and mentorship programs Employee discounts Access to employee perks like fitness class discounts and free access to a relaxation and meditation app Free financial wellness programs Daycare discount program Opportunities to volunteer and give back to your community + more! Join our Team! Visit our website at workat GEODIS.com and chat with our virtual recruiter, Sophie, to fast-track your way to an interview. OR Text DELIVER to 88300 to Apply1