Director of human resources jobs in Iowa City, IA - 882 jobs

UJAMAA Construction + UJAMAA SE 20-25 hrs/week | Remote-friendly | Chicago/Midwest preferred This is not a junior recruiter role. This is a contract, part-time role intentionally designed for fractional leadership. This is not HR generalist work. And this is not agency churn. This role is for someone already recruiting in construction / AEC who wants flexibility, autonomy, and real ownership-without stepping away from meaningful work. Why this role exists UJAMAA is a growing general contractor in the Mid-west and South-East region. Like many firms at our stage, we've relied too heavily on external recruiters. We're bringing recruiting in-house to build a sustainable talent pipeline across UJAMAA and UJAMAA SE, with a focus on both experienced hires and early-career talent. You'll own recruiting. Period. What you'll do Build and maintain pipelines for: Project Managers Superintendents Project / Field Engineers Admin roles Develop college and early-career recruiting Source, screen, and qualify candidates directly Partner with executives to close candidates quickly Build referral and alumni pipelines Control when (and if) agencies are used Track recruiting metrics: cost-per-hire, pipeline depth, agency reduction This is a pipeline-building role, not reactive posting. What this is NOT You will not handle: HR policy Employee relations Benefits, payroll, or compliance Culture programs This role is recruiting only. Who this is for You're a fit if you: Recruit in construction / AEC Know how to hire PMs and Supers without agencies Build pipelines, not just fill reqs Can push hiring managers to make decisions Want flexibility without losing influence Structure & comp Part-time: 20-25 hrs/week Remote-friendly 12-month contract (renewable) $80-$95/hr + performance bonus tied to: Reduced recruiter spend Successful internal hires Pipeline health How success is measured External recruiter usage Cost-per-hire reduced 50-70% Active candidate bench for priority roles Early-career pipeline that converts and sticks If you're tired of agency churn or bloated HR roles-and want recruiting treated like a business function-this role is worth a conversation. Interested? Send a brief note or resume explaining how you've built recruiting pipelines in construction and why this role fits where you are now.

A leading technology platform located in Chicago is looking for a Head of Employee Relations to spearhead their ER function. This role requires extensive experience in employee relations and proven leadership skills. The ideal candidate will excel in guiding complex ER issues, developing strategic partnerships, and utilizing data-driven insights to enhance organizational practices. This hybrid position offers a competitive salary range of $222,000 to $261,000 along with comprehensive benefits. #J-18808-Ljbffr

We're recruiting a Human Resources Director for one of our hotel clients in Chicago, IL. This role oversees all core HR functions, with a strong focus on building a positive workplace culture, driving employee engagement, and ensuring full compliance with labor laws and regulations. The HR Director will lead key strategic initiatives that support organizational goals and contribute to the overall success of the company. Responsibilities: Develop and implement HR initiatives that support overall business objectives. Oversee recruitment and staffing to attract and retain talent. Manage performance and development programs to support employee growth. Maintain competitive compensation and benefits structures. Ensure compliance with relevant laws and regulations. Support positive employee relations and address workplace concerns. Foster engagement, motivation, and a strong organizational culture. Provide insights and reports to support management decision-making. Qualifications: Bachelor's degree in HR, Business Administration, or related field, or equivalent experience. 5+ years in HR, including 3+ years in a managerial role, with experience in policies, employee relations, recruitment, and talent management; hospitality experience is a plus. Strong leadership, team management, and communication skills, with the ability to engage employees at all levels. Knowledge of labor laws, HR best practices, and proficiency with HR systems (Paycom preferred) and Microsoft Office. Strategic problem-solving skills and ability to handle sensitive information with discretion. If you are keen to discuss the details further, please apply today or send your cv to Nas at COREcruitment dot com Due to the volume of application, we may not be able to provide feedback to all applicants. If you haven't heard from us within 2 weeks, please consider your application unsuccessful. Nevertheless, feel free to reach out!

LHH Recruitment Solutions has partnered with a growing organization, and they are seeking a motivated Human Resources Director - Manufacturing to join their team. We are seeking an experienced HR Director who can drive excellence across all facets of Human Resources in a food manufacturing environment. Why You'll Love This Opportunity: Strategic Leadership: Take charge of the entire HR function, influencing recruitment, talent development, compensation, benefits, employee relations, and workplace safety. Hands-On Impact: Be the trusted advisor and coach for HR staff and leadership, guiding organizational processes and fostering a culture of continuous improvement. Growth Opportunity: Join a forward-thinking company where your expertise will shape HR policies, drive compliance, and support business objectives. Key Responsibilities: Lead and mentor the HR team, providing daily direction and support. Design and implement effective recruitment, onboarding, and talent management strategies. Analyze compensation trends to ensure competitive pay and attract top talent. Oversee employee relations, investigations, and resolution of workplace issues. Manage workers' compensation claims and ensure timely closure. Communicate policy updates and regulatory changes to all employees. Ensure compliance with federal and state labor laws and regulations. Partner with temporary staffing agencies to optimize workforce planning. Oversee payroll processes and HR-related expenses. Collaborate with senior leadership to address organizational challenges and drive performance. Manage FMLA and leave of absence programs. Maintain employee records and ensure legal compliance. Lead annual HR audits and support social compliance initiatives. Champion a safe, inclusive, and engaging workplace. Qualifications and Skills: Bachelor's Degree in Human Resources, Business Administration, or related field. Minimum 5 years of experience as an HR Director or in a senior HR leadership role within a manufacturing environment. Food Manufacturing industry experience is highly preferred. Strong proficiency in Microsoft Office Suite. Bilingual English/Spanish highly preferred. Proven ability to handle confidential information with discretion. Exceptional communication and interpersonal skills. Demonstrated credibility and influence at all levels of the organization. Compensation Range: $120,000-$170,000 + 15% Bonus Benefits Offered: 2 weeks of vacation, paid sick leave where applicable by state law, Medical Insurance, Dental Insurance Vision Insurance, 401K, and Life Insurance. If you are a passionate Human Resources Director looking for a new and rewarding career, please apply today! You don't want to miss out on this opportunity! LHH is a leader in permanent recruitment-and in the placement of top talent. Our areas of specialty include office administration, customer service, human resources, engineering, and supply chain and logistics. Please feel to check us out and apply for other opportunities if this role isn't a perfect match. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please visit **************************************

Division: Liebovich Bros., Inc._ part of the Reliance, Inc. Family of Companies Be the catalyst for change. Build the culture. Shape the future. We are a leading metals service center manufacturing company embarking on an exciting cultural transformation-and we're looking for an experienced Regional HR Manager to help lead the way. This is a unique opportunity for a people-focused HR professional who thrives on building strong relationships, driving positive change, and aligning people strategies with business goals. Physical Requirements: Stand or Sit(Stationary position), Walk(Move, Traverse), Use hand/fingers to handle or feel (Operate, Activate, Use, Prepare, Inspect, Place, Detect, Position), Talk/hear(Communicate, Detect, Converse with, Discern, Convey, Express oneself, Exchange information), See (Detect, Determine, Perceive, Identify, Recognize, Judge, Observe, Inspect, Estimate, Assess), Reaching, Repetitive Motion, Pushing or Pulling Function in the Job: Sedentary Work- Exerting up to 10 pounds of force occasionally, and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met. Job Function: As our HR Manager, you'll: Partner with senior leaders to guide the company through a cultural shift that strengthens accountability, teamwork, and employee experience and engagement. Lead core HR functions including talent acquisition, performance management, talent management, employee relations, and compliance. Serve as a coach and trusted advisor to leaders and employees, fostering an environment where people feel valued, heard, and motivated to perform. Champion training and development initiatives that prepare our workforce for the future and support career growth. Use HR data and insights to influence decision-making and shape workforce strategies. Why You'll Love It Here Impact - You'll play a key role in shaping the culture of a company that values both operational excellence and people. Partnership - Work side-by-side with leaders who are committed to change and growth. Growth - Opportunities to expand your expertise, lead initiatives, and leave a lasting mark. Purpose - Contribute to the success of an essential industry while building a workplace where people thrive. Required Skills: What We're Looking For 5+ years of HR management experience; manufacturing/industrial background preferred. Strong knowledge of employment laws and HR best practices. Skilled communicator with proven ability to build trust and influence at all levels. Experience supporting cultural or organizational change initiatives. Ready to Make a Difference? If you're passionate about people, energized by cultural transformation, and eager to drive impact in a dynamic manufacturing environment, we'd love to meet you. Apply today and help us build a stronger workplace for tomorrow. Compensation Range: The anticipated compensation for this position is USD $100,000.00/Yr. - USD $125,000.00/Yr. depending on experience, qualifications, and location.

As the Human Resources Generalist, you will lead Plastipak's Employee Engagement program at our Champaign, IL, location. You will be responsible for the employment lifecycle, from hire to retire, including transfers and promotions. You collaborate with managers and colleagues to shape experiences in the workplace, ensuring Associates feel valued, pride in their purpose, part of the community, and supported at every phase of their employment with the company. You Will: Partner with Manufacturing Site Leadership to formulate the Site engagement strategy & roadmap. Lead planning and execution of employee recognition and rewards programs & Associate engagement activities Shape & monitor new Associate onboarding & assimilation, assuring new Associates are set-up for success to thrive Serve as a coach to leaders, providing tools & training to support healthy communication & relationships with Associates Collect data via multiple measures, then analyze data to assess program efficacy & measure progress for continuous improvement Be a visible presence, maintaining a finger-on-the-pulse of Associate engagement Assist internal associates with career growth and changes Be a resource for Associates, pointing them in the right direction for information to support their professional & personal needs You Have: Bachelor's degree, with preference for Human Resources, Business Administration, or Communications Willing to be on-site and walk the manufacturing floor full-time Minimum of 2 years of human resource work experience in a manufacturing company Competencies for success: High energy, approachable, authentic, relatable Ability to function as a coach, cheerleader, champion, and communicator Proficiency with formulating measures, collecting data from multiple sources, and gleaning meaningful insights Proficient with HR systems (Workday a plus) and advanced functionality with Excel Strong analytical abilities to accurately assess employees' needs, evaluate feedback, and translate into actionable recommendations to constantly improve Plastipak's work environment. A passion for making a positive impact on people & the business You Earn: $55,000 - $70,000, based on qualifications and experience As a Plastipak Associate, you receive a benefits package offering the following: Wellness Programs Health Insurance Coverage, including Medical, Dental & Vision EAP, Employee Assistance Program Life Insurance Accidental Death & Dismemberment Insurance Disability Insurance: Short-Term & Long-Term Accidental Insurance Critical Illness Insurance Hospital Indemnity Insurance 401(k) Plan, with Company Matching Contribution & Profit Sharing feature Paid Time Off - 80 hours within 1st year & subsequent increases Paid Company Holidays Dependent Care Flexible Spending Account Caregiving via Pet Insurance Tuition Assistance Program Sons and Daughters Scholarship Program Travel Assistance Employee Discount Programs Some benefits are subject to eligibility requirements Plastipak is an Equal Opportunity Employer In order to process your job application, Plastipak collects and stores the personal information that you submit via this website. Please refer to Plastipak's Privacy Policy to understand how Plastipak uses and protects the information that you provide.

Job Title: Human Resources Integration Lead Comp: $80/hr + Benefits: For eligible employees, we offer medical, dental, vision, and 401K. Job Description The HR Integration & HCM Operating Model Lead is responsible for leading the Human Resources workstream across healthcare mergers, acquisitions, and ERP integration initiatives. This role plays a critical leadership function throughout the full transaction lifecycle-supporting HR due diligence, Day 1 readiness, and post-merger stabilization-while ensuring workforce continuity, compliance, and alignment with strategic objectives. In addition to M&A integration responsibilities, this role owns the Human Capital Management (HCM) operating model workstream within an ERP implementation, with direct oversight of payroll, compensation (including premium pay structures), and learning functions. The successful candidate brings deep healthcare system experience, executive presence, and the ability to operate effectively in fast-paced, high-stakes environments. Key Responsibilities M&A HR Integration Leadership Align HR integration strategy with transaction rationale, synergy targets, and overall integration goals. Lead HR due diligence activities, including assessment of workforce risks, compliance requirements, benefits, policies, and labor considerations. Evaluate talent, organizational design, workforce redundancies, and capability gaps across merging entities. Drive compensation and benefits harmonization to ensure equity, compliance, and retention across hospitals and health systems. Execute Day 1 readiness and post-merger stabilization plans to minimize workforce disruption. HCM Operating Model & ERP Leadership Own the design and execution of the HCM operating model within an ERP implementation. Provide oversight and strategic direction for payroll, compensation (including premium pay), and learning functions. Partner with functional leaders to ensure system design aligns with healthcare operational realities and regulatory requirements. Support system deployment, change management, and post-implementation optimization. Experience with Workday or similar HCM platforms strongly preferred. Stakeholder & Team Leadership Serve as a senior, client-facing leader interfacing with executives, boards, and cross-functional stakeholders. Provide clear, confident guidance in complex decision-making environments. Supervise, coach, and mentor team members across multiple HR workstreams. Communicate progress, risks, and outcomes to senior leadership with executive-level clarity. Ideal Background & Qualifications Director or Senior Director-level experience in HR M&A, HR consulting, HR operations, or closely related roles. Mandatory experience within healthcare systems or hospital environments. Strong analytical, critical thinking, and problem-solving capabilities. Proven ability to operate in complex, high-pressure, and highly visible client environments. Experience leading large-scale HR transformations or integrations preferred.

Job Title: People Partner Coordinator Zip Code: 61761 Duration: 6 months What you"ll bring ⦁ 2+ years in HR shared services, People Operations, or high-volume employee/customer support. ⦁ Systems fluency with HRIS and ticketing (ServiceNow, Workday, iCIMS or comparable tools). ⦁ Clear, empathetic communication-you simplify complexity, document well, and tailor your message to the audience. ⦁ Sound judgment and discretion with sensitive information; strong attention to detail and follow-through. ⦁ Bias for action in a fast-moving, ambiguous environment; you prioritize, adapt, and finish strong. ⦁ Bonus: experience in benefits or payroll support; knowledge base authoring; contact center/chat workflows; shift flexibility during peak cycles.

Are you an HR professional looking to add value to a growing team? Looking to join an organization that is customer focused with a proven quality reputation for their industry? About the company: Located near Schaumburg, we are a proud employee-owned print and document processing organization that offers high-speed printing and services to our customers. We offer digital solutions and real person support. We believe in comradery, positive attitudes and have a passion for providing the best service to our customers. Your Role: The HR Generalist is a critical resource in developing and administering various key human resource programs and policies in accordance with company needs and governing regulatory agency requirements. This role will also have a heavy hand in the recruiting processes. Supportive Responsibilities: Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. Conducts or acquires background checks and employee eligibility verifications. Implements new hire orientation and employee recognition programs. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Handles employment-related inquiries from applicants, employees, and supervisors, referring to complex and/or sensitive matters to the appropriate staff. Attends and participates in employee disciplinary meetings, terminations, and investigations. Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. About you: Minimum Required: Bachelor's degree in human resources or related field. Preferred: SHRM certified professional or similar credentials. Minimum Required: 5 years progressive HR career development with minimum Minimum Required: 2+ years of professional full-cycle recruiting experience Proven Microsoft Office proficiency Demonstrates good oral and written communication tools. Proficient organization and planning capabilities. Exceptional people skills and an approachable and engaging demeanor. High integrity and ethical standards. Environment: First 3 months on-site (5 days/week) - Hybrid 3 days/week after first 3 months

PHUSION PROJECTS: Established in 2005, Phusion Projects is a global alcoholic beverage company with presence in over 40 countries, employing 250+ worldwide. Phusion Projects houses a portfolio of brands, including but not limited to, Four Loko, Four Loko PREGAME, Mamitas, Basic Vodka, Basico Tequila, and Earthquake. CULTURE: Innovation and disruption are in the DNA at Phusion. We understand drinkers as category agnostic and we pursue flavor, brand, and functional benefits above all else. We're always looking to push boundaries within our current product portfolio and partnerships, and that mindset flows through our company culture. SUMMARY: The Human Resources/Recruiting Coordinator will assist with various elements of the HR, recruiting and onboarding cycle. This individual will also be responsible for various office management tasks within the corporate headquarters. The ideal fit for this role will have exceptional time management skills and be able to communicate effectively across the organization. They will report to the Human Resources Manager. COMPENSATION: The base pay range for this role is $50,000 - $60,000 per year. The range listed is dependent on job-related, non-discriminatory factors such as experience, education, and skills. This position is also eligible for bonus awards. You may be eligible for the following competitive benefits: medical, dental, vision, life, accident & disability, parental leave, employee assistance program, commuter & transit, paid holidays, paid time off, and 401(k). RESPONSIBILITIES: Assist with recruiting cycle for open positions, including management of job postings, application review, scheduling, and performing introductory interviews. Support new hires throughout the onboarding experience and maintain high levels of communication, efficiency and organization within the process. Work closely with IT to manage device inventory and set up technology for new hires. Communicate and coordinate first day plans with new hires and internal hiring teams. Maintain employee HRIS and ATS system updates. Process documentation for new hires and terminations. Resolve HR inquiries (i.e. payroll questions, benefit issues, HR policy questions). Drafts necessary documents and forms to support policies and procedures. Maintain up-to-date information on applicable laws and regulations. QUALIFICATIONS: Bachelor's Degree in Industrial/Labor Relations, Human Resources Management, psychology, or another related field preferred. 1-2 years of Recruiting or HR coordination experience. Excellent verbal and written communication skills, and the ability to effectively present to various levels of the organization. Knowledge of HRIS and Recruiting systems such as Paycor, Paylocity, LinkedIn, Indeed and Glassdoor. Strong multi-tasking skills and ability to manage multiple projects. Intermediate skills in Microsoft Office applications, especially Word, Excel, PowerPoint, etc. COMPETENCIES: Diversity - Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences; Educates others on the value of diversity; Promotes a harassment-free environment; Builds a diverse workforce. Ethics - Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values. Adaptability - Adapts to changes in the work environment; Manages competing demands; Changes approach or method to best fit the situation; Able to deal with frequent change, delays, or unexpected events. Customer Service - Manages difficult or emotional customer situations; Responds promptly to customer needs; Solicits customer feedback to improve service; Responds to requests for service and assistance; Meets commitments. Motivation - Sets and achieves challenging goals; Demonstrates persistence and overcomes obstacles; Measures self against standard of excellence; Takes calculated risks to accomplish goals. Oral Communication - Speaks clearly and persuasively in positive or negative situations; Listens and gets clarification; Responds well to questions; Demonstrates group presentation skills; Participates in meetings. Professionalism - Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments. PHYSICAL DEMANDS/WORK ENVIRONMENT: Frequently required to stand Frequently required to walk Frequently required to sit Frequently required to hold computer or tablet Continually required to utilize hand and finger dexterity Continually required to talk or hear Phusion Projects is an equal opportunity employer. Phusion recruits, employs, trains, compensates and promotes regardless of race, religion, color, national origin, gender identity, sexual orientation, physical ability, age, veteran status and other protected status, as required by applicable law. The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities or physical requirements. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Nidec Mobility America Corporation(NMOA) is looking for an energetic and focused Human Resources Administrator within our ‘Hybrid' work environment. NMOA (St. Charles, IL), headquarters our family of Companies with facilities in the USA, Canada, Germany and Mexico (with our Sales Team based in Detroit Metro). A little about Nidec Mobility.. We are the North America headquarters for Nidec Mobility America (locations in Illinois, Michigan, Ohio, Canada, Mexico) and a leading Automotive Electronics Designer and manufacturer of sophisticated electronic sensing and control technology / components. We control the most discrete functions within an automobile, including: power system components, complex user interfaces, seat and power window switches, and instrument panel controls, electronic sensing/radar). Objective Under general direction, support developing a culture to ensure the individual's positive energy (along with HR team members) continually drives consistent standards of respect for humanity, supporting the Company's mission to improve lives and contribute to a better society. Purpose of the Position Our HR Administrator is responsible to develop business relationships with team members of assigned departments, while supporting group leaders, supervisors and managers to ensure the smooth, efficient, and compliant day-to-day operation of all human resources administrative functions, thereby supporting a safe, productive, and stable workforce Essential Duties and Responsibilities Provide Human Resources support activities (administering) : Utilize the Company's HRIS System (Workday) to administer employee database activities. Utilize the Company's Recruiting System (LinkedIn) for recruiting purposes. Headcount reporting (1) North America Weekly Report, 2) North America Monthly Report & Japan Monthly Report), as directed Weekly Presidents Report compilation Weekly Rally Point (Emergency Evacuation) postings Maintain Document Control System - HR Fileserver; SharePoint (Intranet) Employment Verifications (ADP ‘The Work Number') Temporary to Regular Employee Conversion administration (Background Checks, Drug Tests) Special Employee Events Coordination (Employee Events, Christmas Luncheons) Employee Wellness (Vitality) Program administration New Hire Program Administration/Facilitation Onboarding / Offboarding Background Check / Drug Test Administration Organization Announcements for New Hires 1st day Facility Tour Introduction to HR Dept., Sr. Leaders and New Hires' Home Dept. Administer New Hire Orientation Program, according to Initial Training Record (POQ-18-FO) , including Intro to Nidec Mobility On-boarding Orientation, Quality Management System and Basic Safety Training. Serve as a key informational source and point of reference to new hires during their full orientation period Training Program Support/Development Smock, Safety Shoe administrative distribution Regular / Temporary Employee Requisition Maintenance Support the recruiting process via LinkedIn), pre-screening applicants (‘Knock-out Questions' / Behavior-based interviewing), and coordinating drug testing and background investigations, verifying I-9 documentation. Collaborate with hiring manager on the selection of candidates and making job in a timely and cost efficient manner. Utilize temporary agencies, posts internal jobs and coordinates the internal interview process. Act as Human Resources liaison with supervisors/managers during the termination process to exit the employee properly; Ensures necessary paperwork is completed and issued at termination; Conducts exit interviews (as applicable) to determine reasons leading to separation. Collaborate in appropriate resolution of employee relations issues and is present during disciplinary meetings, scribing notes as applicable with Human Resources Manager. Coordinate internal and external training requirements for employees. Process necessary paperwork for approval of supervisor and maintains training database in HRIS. (As needed, during absence of HR's Training Specialist). In collaboration with Nidec America's Benefits Department, support/supply employees with information regarding Nidec Mobility Benefit Programs, (i.e., paid time off, holidays, medical/dental coverage, life insurance, retirement/savings, credit union, etc.). Serve as liaison, supporting assigned plant-level payroll activity via ADP Vantage system, paycheck distribution, and other forms completion / record-keeping, report creation processes (ex., Requisitions, employee status change forms; salary approvals, ADP database reports) . Actively participates in HR Team weekly meetings. Co-actively maintain the Employment Requisition Log. Administer employee-related communications per the guidance of the Human Resources Supervisor. Conduct research, and compiles, audits and provides written reports as directed Administer, conform with and abide by all regulations, policies, work procedures, safety rules and instructions. Scan/Faxes/Files documents (ex., personnel/training files and other documents). Support / Implement Nidec Mobility's ISO9001/IATF16949 Quality System, ISO14001 Environmental Policy, ISO45001 Occupational Health & Safety Program as they pertain to work activities. Perform other related duties as required and assigned. NOTE: This position Is Not open to Recruiting agencies

About the Program The Aon Apprenticeship Program is a highly selective career development opportunity designed for individuals who want to launch a career within an Insurance Brokerage firm through real work, structured development, and high expectations. This is a professional role supported by coaching and development, with clear performance expectations and progression milestones. How this opportunity is different This "Earn and Learn" program offers an alternative pathway to gain valuable on-the-job experience while advancing your education and career development at Aon, with dedicated time during the standard workweek for classes to ensure a balance between academic achievement and professional growth. Fully paid tuition and books toward a two-year Business Marketing & Management associate degree at Harold Washington College Integrated schedule of 40 hours per week combining work at Aon's Chicago office (in-person) and classes on campus at Harold Washington College Potential for pay increases every six months for the duration of the two-year program Program begins August 3rd, 2026 What the day will look like As a Human Resources Apprentice at Aon, you'll rotate across key HR functions that support our talent strategy. It focuses on recruiting and onboarding talent, developing skills and careers, reviewing compensation and benefits, ensuring legal compliance, and fostering a positive, productive workplace culture. You'll gain hands-on experience in: Talent Acquisition & Recruitment Marketing Employee Development Compensation & Benefits Employee Relations Compliance Strategic Partnerships Roles within Human Resources: Depending on business need, you would be hired into one of these roles: Early Careers Recruitment Coordinator Recruitment Marketing & Employer Branding Specialist Project Coordinator People Organization Analyst People Matters Specialist Skills and experience that will lead to success Supportingcampus and early-career eventssuch as career fairs, information sessions, and virtual webinars. Drafting shortcontent piecesfor campaigns, recruiter emails, and team newsletters. Ensuring adherence to labor laws, regulations, and company policies. Helping draft or updateprogram materials(guides, FAQs, slide decks, newsletters). Training, career growth, and performance management. Supportingpeople-related projects and initiatives, such as engagement, recognition, onboarding, or change management. Assisting withdata gathering and organization(e.g., survey results, participation lists, program metrics) to support analysis. Updatingproject trackers and documentationto ensure stakeholders have accurate, up-to-date information. Keeping work and documentationorganized and currentin shared HR and marketing tools. Collaborating with HR, marketing, and business stakeholders, always approaching work with acandidate- and colleague-focused mindset. Working within establishedbrand guidelines, HR policies, and processeswhile still being creative. Required Qualifications & Expectations High school diploma or equivalent GED, or on track to graduate by July 1, 2026 Minimum age of 18 years by June 15, 2026 Meet enrollment requirements for Harold Washington College's AAS Business Marketing & Management program and maintain passing grades (C or higher) Authorized to work in the U.S. (Aon does not offer sponsorship) Ability to work consistently in a professional, team-based environment Commitment to an on-site schedule for the full 2-year program (remote work not available) Open to feedback and a genuine interest to learn new tools, processes, and HR concepts. Preferred Qualifications Strong interest in working with data to answer questions and solve problems in HR (e.g., hiring, engagement, program outcomes). Enthusiasm for working with people-focused projects and programs. Experience with spreadsheets, especially Microsoft Excel (sorting/filtering data, using basic formulas, creating simple charts). Prior work or leadership experience demonstrating responsibility and work ethic. Interest in building a long-term career in a professional services environment. Preferred for recruitment marketing apprentice: Adobe Suite (InDesign, Premiere Pro, Photoshop, Illustrator) and editing simplevideos. What do we offer? Compensation & Benefits Full-time salary of $46,200 per year ($22.21 per hour) Tuition assistance to continue your education post program Paid time off, including 12 paid holidays and 15 vacation days per calendar year Medical, dental and vision benefits 401(k) savings plan with an employer contribution Comprehensive employee assistance program that includes free counseling sessions Detailed benefits information provided at time of offer Selection Process Admission is competitive. Candidates are evaluated on professionalism, readiness, learning agility, and potential. To ensure a consistent and fair evaluation, all candidates progress through the same structured process. Completion of each step is required to remain under consideration. 1. Application Submission Apply through our careers site. The application must be fully completed (all required fields and questions), and an attached resume is required. Incomplete applications or missing resumes will not be reviewed. 2. Online Skills Assessment & Video Interview Applicants who meet initial requirements will complete an online skills assessment to evaluate proficiency in workplace tools (Microsoft Excel, Outlook, PowerPoint). Those meeting the minimum score will proceed to a structured, one-way video interview, assessed on professionalism, communication, learning agility, and readiness. 3. Recruiter Screening Candidates who pass the assessment and video interview will complete a virtual screening with an Aon recruiter, featuring behavioral-based interview questions. 4. Program Readiness Successful candidates are referred to the partner college to confirm eligibility. This includes submitting transcripts or completing placement exams to enroll in courses aligned with the apprenticeship program. 5. On-Site Interviews Finalists will interview on-site with the hiring team. Interviews include behavioral and situational questions to assess accountability, and ability to succeed in a professional, team-based environment. Attendance on-site is required (remote interviews are not available for this stage). 6. Offer Stage After on-site interviews, selected candidates receive contingent offers. Upon acceptance, candidates must complete a background check and any additional pre-employment steps communicated by the recruiter. For more information, visit our LinkedIn Life Page: Aon US Apprenticeship Program or register for one of our information sessions here. How we support our colleagues In addition to our comprehensive benefits package, we encourage an inclusive workforce. Plus, our agile environment allows you to manage your wellbeing and work/life balance, ensuring you can be your best self at Aon. Furthermore, all colleagues enjoy two "Global Wellbeing Days" each year, encouraging you to take time to focus on yourself. We offer a variety of working style solutions for our colleagues as well. Our continuous learning culture inspires and equips you to learn, share and grow, helping you achieve your fullest potential. As a result, at Aon, you are more connected, more relevant, and more valued. Aon values an innovative and inclusive workplace where all colleagues feel empowered to be their authentic selves. Aon is proud to be an equal opportunity workplace. Aon provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, veteran, marital, domestic partner status, or other legally protected status. People with criminal histories are encouraged to apply. We are committed to providing equal employment opportunities and fostering an inclusive workplace. If you require accommodations during the application or interview process, please let us know. You can request accommodations by emailing us at or your recruiter. We will work with you to meet your needs and ensure a fair and equitable experience. Aon is not accepting unsolicited resumes from search firms for this position. If you are a search firm, you will not be compensated in any way for your submission of a candidate, even if Aon hires that candidate. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. Aon offers a comprehensive package of benefits for full-time and regular part-time colleagues, including, but not limited to: a 401(k) savings plan with employer contributions; an employee stock purchase plan; consideration for long-term incentive awards at Aon's discretion; medical, dental and vision insurance, various types of leaves of absence, paid time off, including 12 paid holidays throughout the calendar year, 15 days of paid vacation per year, paid sick leave as provided under state and local paid sick leave laws, short-term disability and optional long-term disability, health savings account, health care and dependent care reimbursement accounts, employee and dependent life insurance and supplemental life and AD&D insurance; optional personal insurance policies, adoption assistance, tuition assistance, commuter benefits, and an employee assistance program that includes free counseling sessions. Eligibility for benefits is governed by the applicable plan documents and policies. #AonApprenticeUS #ApprenticeChicago #LI-SM2 2026-97745

Job Title: VP of HR Department: Human Resources Reports to: CEO The Vice President of Human Resources (VP of HR) is a strategic and hands-on executive responsible for leading all international human resources functions for a dynamic logistics and transportation organization. This role will develop and implement HR strategies that support operational excellence, workforce scalability, and long-term business growth. The VP of HR will oversee talent acquisition, employee relations, compliance, compensation and benefits, training, and culture initiatives across all company locations. This position requires a forward-thinking leader who can balance strategic vision with the ability to execute in a fast-paced, people-driven environment. Key Duties and Responsibilities Responsibilities include but are not limited to: · Partner with executive leadership to design and execute HR strategies that align with company goals, operational performance, and growth objectives. · Advise leadership on organizational structure, workforce planning, and succession development. · Oversee recruiting strategies to attract high-performing talent across operations, logistics, and corporate teams. · Drive retention efforts through engagement programs, feedback loops, and recognition initiatives. · Oversee payroll, HRIS, and policy administration to ensure accuracy, consistency, and compliance. · Design and administer competitive compensation, incentive, and benefits programs to attract and retain key talent. · Manage HR functions and employee relations within a unionized warehouse operations environment, ensuring compliance with collective bargaining agreements and fostering positive labor-management relationships. · Establish HR metrics and reporting to drive data-informed decisions. · Develop employer branding initiatives and ensure consistency in the hiring experience. · Build and maintain a culture of accountability, respect, and continuous improvement. · Ensure compliance with all federal, state, and local employment laws (DOT, OSHA, FMLA, ADA, etc.). · Partner with internal departments to create safety, compliance, and performance training aligned with transportation standards. · Provide guidance on employee relations issues, investigations, and conflict resolution. Skills and Requirements · Bachelor's degree in Human Resources, Business Administration, or related field. · Exceptional understanding of employment laws, labor laws, regulations, and best practices in HR management across multiple jurisdictions. · Proven ability to build trusted relationships and influence at all levels of the organization. · Experience to manage an international HR team. · Experience with HRIS systems, preferably ADP. · SHRM-SCP or SPHR certification preferred. · Experience within logistics, transportation, distribution, or manufacturing preferred. Benefits · Health insurance (MED, DEN, VIS) · Voluntary insurance (STD, LTD, LIFE) · 401(k) retirement plan and match · Company-paid life insurance · Unlimited PTO structure and holidays The above information on this description has been designed to indicate the general nature and level of work performed by associates within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of associates assigned to this job. Additional background The JD might be fairly straightforward in terms of “lead HR, benefits, and payroll”, but here's what's a little unique: · A small union in the warehouse in Bolingbrook (approx. 15 employees), · Two international back offices in: o Kaunas, Lithuania - approx. 70 employees, incl. 2 tenured in HR. Stable environment. o Bogota, Colombia - approx. 30 employees, incl. 2 in HR. A measured growth in headcount is expected. · Most importantly, looking for a leader who: o Is passionate about people and willing to leave his/her mark on company culture, organizational transformation, and development of high-performance teams. o Willing to become the right hand to the experienced but young and newly appointed CEO and can help her to lead a young executive team (we have multiple leaders in their late 20s / early 30s). In total, international team of 8, incl. 4 direct reports. Looking to pay $150,000-$250,000, based on experience.

Company Details Rated Best Places to Work 2020, 2022 and 2024 by Business Insurance, Continental Western Group is a regional property casualty insurance company offering commercial products and services through independent agents in the Midwest. CWG provides unique value through the service provided by our experienced group of employees and independent agents. Since 1886 - Strong, Local and Trusted. As a Berkley company, we enjoy operational flexibility that allows us to deliver quality coverage solutions. W. R. Berkley Corporation, and all member insurance companies, are rated A+ (Superior) by A.M. Best Company, and carry Standard & Poor's Financial Rating of A+ (Strong). The Company is an equal employment opportunity employer. Responsibilities The Vice President of Human Resources (VP HR) serves as a strategic partner to senior leadership, driving business outcomes through innovative people strategies. This role leads the design and execution of enterprise-wide HR initiatives that align talent management, workforce planning, and organizational development with evolving business priorities. The VP HR champions a culture of engagement, inclusivity, and adaptability while leveraging technology and data-driven insights to optimize workforce performance. Strategic Talent Leadership • Develop and execute forward-looking talent strategies, including workforce planning, succession management, and leadership development, to meet current and future business needs. • Drive retention initiatives that address evolving employee expectations, hybrid work models, and competitive labor markets. AI & Digital Transformation • Integrate AI and advanced analytics into HR processes for recruiting, performance management, and predictive workforce planning. • Promote digital HR solutions that enhance employee experience and operational efficiency. Change Management & Organizational Agility • Lead change management strategies to support business transformation, ensuring leaders and employees are equipped to adapt to new technologies and processes. • Serve as a trusted advisor to senior executives on organizational design and cultural evolution. Employee Experience & Engagement • Champion a culture of inclusion, engagement, and continuous learning. • Oversee programs for onboarding, performance management, recognition, and career development. Business Partnership • Collaborate with senior leaders to align HR initiatives with business goals, providing insights on talent risks and opportunities. • Contribute to annual business planning and budgeting processes with a focus on human capital priorities. • Manage HR-related budgets in collaboration with President and CFO, including compensation and benefit analysis. Governance & Compliance • Ensure adherence to employment laws and ethical standards. • Manage employee relations, investigations, and disciplinary actions with fairness and transparency. Qualifications • Proven experience in senior HR leadership roles with a track record of driving strategic initiatives. • Expertise in talent management, organizational development, and change leadership. • Familiarity with HR technology platforms, AI applications, and data analytics. • Strong business acumen and ability to influence at the executive level. • Excellent communication and presentation skills. Education Requirement • Bachelor's degree. • 10 years of experience in a leadership role and a minimum of seven years progressive HR experience. • One of the following preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP Not ready to apply? Connect with us for general consideration.

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.

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.

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: $200,000 - $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 ourcareer 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.

Our award-winning client is seeking a Plant Human Resources Manager to join their team. This role will be the Senior site Human Resources / Support Personnel leader. This role will forecast, plan, lead, direct, develop, and coordinate the strategy, policies, activities, and staff of the local HR/ SP department, ensuring legal compliance and implementation of the organization's mission and talent strategy. This is a strategic role, requiring sustainable execution of both short-term objectives, along with long-term strategic initiatives. Responsibilities: Collaborates with senior plant leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention. Identifies, plans, leads, develops, coordinates, and implements programs, processes, training, and leads activities to support the team's human capital strategy. Responsible for the processes of human capital programs including, but not limited to, total rewards, disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, building employee engagement, and training and development. Forecasts and identifies staffing and recruiting needs for the site; develops and executes best practices for hiring and talent development. Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) and talent management systems. Monitors and ensures the site's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to plant leadership; fosters a lifelong learning mindset. Facilitates professional development programs, training, and events for plant leadership teams. Performs other duties as required. Required Qualifications: 5+ years of Plant Human Resources Manager experience in the manufacturing industry Automotive industry experience is highly desirable. Ability to be the site HR manager for the plant. Strong people management skills. Ability to design and lead strategic HR/SP activities. Ability to influence and persuade to achieve desired outcomes. Ability to identify future human capital challenges, and conduct activities for early intervention. Excellent communication and interpersonal skills. Strong decision-making skills. Proficient with computer systems (Microsoft Word, Excel, and PowerPoint). Results-oriented and flexible with change. Team collaborator: works cooperatively with others to solve problems. Self-motivated; takes initiative and works with a minimum of supervision.

Are you a dynamic, people-driven HR leader passionate about elevating others and shaping the future of a mission-centered organization? We are searching for an exceptional Director of Human Resources whose energy, expertise, and vision will illuminate our path forward and inspire excellence across our workforce. In this pivotal role, you will ignite a thriving culture-one that celebrates diversity, nurtures talent, and empowers every individual to grow and succeed. Your leadership will guide the development of outstanding HR practices, ensure organizational integrity and compliance, and help align our people, our purpose, and our strategic direction with clarity and strength. Qualifications High School Diploma Bachelor's degree in human resources or business with H.R concentration preferred. Progressive management experience required with 5-8 years of Human Resource experience at the management level. SHRM (Society of Human Resources) certification preferred. Experience in Healthcare field preferred. Strong understanding of the interviewing process, benefits administration, payroll, and other HR functions. Excellent communication, leadership, and planning skills.