Human resources business partner jobs in Dubuque, IA - 907 jobs

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

HR & Safety Manager (42020) Our client is an organization in the Milwaukee area looking for an HR & Safety Manager. Our client is looking for someone with related experience, manufacturing industry experience and strong leadership skills. This position offers ownership of HR & Safety strategies, direct impact on company culture and fun events throughout the year! The HR & Safety Manager will be responsible for, but not limited to, the following: RESPONSIBILITIES The HR & Safety Manager is a hands-on leader responsible for overseeing all Human Resources and Workplace Safety functions across the organization. Lead all HR functions including employee relations, talent acquisition, compensation, benefits, payroll oversight, and learning & development Serve as a trusted advisor to leadership and managers on HR policies, employee development, performance management, and organizational effectiveness Manage the full employee lifecycle: recruiting, onboarding, performance reviews, discipline, investigations, terminations, and offboarding Oversee annual performance review processes and develop salary and compensation recommendations Design and implement learning and development programs to support employee growth and leadership development Conduct compensation and benefits analysis to ensure market competitiveness and internal equity Lead talent acquisition efforts for exempt and management-level roles Provide hands-on oversight of payroll processing to ensure accuracy, timeliness, and compliance. Lead OSHA compliance, reporting, training, and workplace safety programs Develop, implement, and continuously improve safety policies and procedures Conduct safety audits, investigations, and corrective action plans The HR & Safety Manager will possess the following: EXPERIENCE REQUIRED Bachelor's degree required. 3+ years of HR management OR 7+ years of progressive HR experience. 2+ years of safety/OSHA experience. Experience in manufacturing industry. Payroll processing experience preferred. Strong leadership skills and ability to “hit the ground running.” Excellent written and verbal communication skills. Equal Opportunity Employer

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.

Human Resources Manager - Manufacturing Enjoy managing the day-to-day HR functions across a manufacturing facility? A self-starter, ready to grow with a successful manufacturer? Energized by training, employee development, safety and recruiting processes? Have a strong grasp of HR policies, benefits administration and technology tools? Experience with industrial manufacturing, retail products, logistics, trucking, etc? Our client is a privately-held (PE backed) manufacturer based in the Green Bay metro area. Reporting to the VP-Operations, the HR Manager is a new role - and an integral member of the senior leadership team. The HR leader will own the full scope of Human Resources responsibilities while partnering with the organization on strategic initiatives. They will be self-driven to maintain and enhance the organization's human resources by planning, implementing, and evaluating human resources policies, programs, and practices. Primary Scope includes: Benefits administration Safety/OSHA programs Employee recruiting & workforce development Culture & employee communications (incl. Spanish, preferred) Employee training & professional development KPI reporting, analysis & continuous improvement Manufacturing, Shipping/Trucking, Logistics & Administrative Policies Location: Onsite. Not hybrid or remote. 3-shift operation, some flexibility in the daily & weekly schedules are needed

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.

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 **************************************

Shorehaven is a faith-based organization that has been a trusted provider of senior care services for over 80 years. The organization offers a wide range of services including skilled and memory care, assisted and independent living, rehabilitation, and in-home care. With a deep commitment to quality and compassionate care, Shorehaven continues to be a cornerstone resource for individuals and families. Their long-standing reputation is built on integrity and support for both residents and staff. JOB SUMMARY The Director of Human Resources provides strategic and operational leadership for all human resources functions within our nonprofit Life Plan Community, Shorehaven. This role supports a mission-driven culture focused on resident-centered care, staff engagement, and regulatory compliance across the full continuum of services, including Independent Living, Assisted Living, Memory Care, and Skilled Nursing. The Director of Human Resources serves as a key member of the leadership team, partnering with executives, department directors, and the Board (as appropriate) to ensure the organization attracts, develops, and retains a high-quality workforce aligned with the organization's mission and values. QUALIFICATIONS Required: Bachelor's degree in Human Resources, Business Administration, or related field Minimum of 5-7 years of progressive human resources leadership experience Experience in senior living, healthcare, long-term care, or another highly regulated environment Strong working knowledge of employment law and HR best practices Demonstrated ability to balance strategic leadership with hands-on operational support Preferred: Master's degree and/or HR certification (SHRM-CP/SCP, PHR, SPHR) Experience in a nonprofit organization or CCRC environment Experience supporting multi-department or campus-based operations Skills & Competencies Mission-driven leadership mindset Strong interpersonal, communication, and conflict-resolution skills High level of discretion and professionalism Ability to partner effectively with leaders at all levels Organized, adaptable, and solutions-oriented ESSENTIAL JOB FUNCTIONS Strategic & Mission-Based Leadership Align human resources strategy with the organization's mission, values, and strategic plan Serve as a trusted advisor to the CEO and leadership team on workforce planning, organizational development, and culture Support leadership development, succession planning, and long-term workforce sustainability Talent Acquisition, Engagement & Retention Oversee recruitment, hiring, onboarding, and retention strategies across all levels of care Develop creative staffing and retention strategies in response to senior living and healthcare workforce challenges Promote employee engagement, recognition, and a culture of accountability and respect Ensure equitable, inclusive, and mission-aligned employment practices Employee Relations & Performance Management Provide guidance and support to leaders on coaching, performance management, corrective action, and disciplinary processes Lead or oversee employee relations investigations and conflict resolution Ensure consistent application of policies and procedures across the organization Compliance, Risk & Survey Readiness Ensure compliance with all applicable employment laws and regulations (FLSA, FMLA, ADA, EEOC, OSHA, state labor laws, etc.) Oversee HR policies, employee handbook, and procedures Partner with clinical and operational leaders to support regulatory compliance and survey readiness, particularly in Skilled Nursing Manage workers' compensation, unemployment claims, and risk mitigation related to employment practices Compensation, Benefits & HR Operations Oversee compensation philosophy, wage structures, and benefit programs consistent with nonprofit values and market competitiveness Administer payroll, benefits, HRIS, and leave management systems Analyze HR metrics and workforce data to inform leadership decisions Support annual budgeting related to staffing, benefits, and labor costs Training, Development & Culture Building Oversee new employee orientation, mandatory training, and ongoing education programs Support leadership and supervisory training initiatives Foster a learning environment that supports professional growth, regulatory compliance, and quality outcomes Interested in applying for this position? Please visit our careers page to complete the application. Shorehavenliving.org/careers We are an equal opportunity employer.

Convergent Science is an innovative computational fluid dynamics (CFD) company. Our flagship product, CONVERGE, is a state-of-the-art CFD software suite used by industry and research organizations around the world to simulate turbulent reacting flows in complex geometries. Convergent Science is headquartered in Madison, Wisconsin, USA, with additional offices in the USA, Europe, and India. Convergent Science is seeking a motivated HR Generalist/Office Manager to join our team. This is an exciting opportunity for someone eager to grow their skills. This position is 100% onsite at our headquarters in Madison, WI. Responsibilities: Maintaining accurate and confidential employee records, HR documentation, and coordinating and administering employee benefits Recruitment and onboarding, including sourcing applicants, screening resumes and onboarding new hires Assisting in developing HR policies, procedures, and manager training Addressing employee concerns, mediating conflicts, and managing disciplinary actions Managing employment law compliance (ADA, FSLA, DOL) and FMLA/leave administration Coordinating travel for employees Overseeing and maintaining all aspects of two office building locations, including managing relationships with vendors (janitorial, HVAC, electrical, property manager, etc.) Requirements: Bachelor's degree in human resources or related field 3-5 years of HR experience Highly organized, detail-oriented, and able to manage multiple priorities efficiently and effectively Excellent written and verbal communication skills Outgoing, creative, and highly self-motivated Payroll processing experience (desirable) Knowledge of immigration processes (desirable) Experience with Accounts Payable/Accounts Receivable (desirable) Benefits: Paid holidays and paid time off Paid time off for company-approved volunteer activities 401k with employer match Health, vision, and dental insurance Short and long-term disability insurance and life insurance Application Instructions Interested applicants should send their resume and salary requirements to *******************. Convergent Science, Inc., is an Equal Opportunity Employer. We are committed to building a diverse team and to creating an inclusive environment for all employees. We believe that diversity and inclusion make our company stronger and our software better. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

OpenGov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the OpenGov Public Service Platform to operate efficiently, adapt to change, and strengthen the public trust. Category-leading products include enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data. These solutions come together in the OpenGov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync. Learn about OpenGov's mission to power more effective and accountable government and the vision of high-performance government for every community at OpenGov.com. Job Summary: The Sr. Talent Management Manager is a senior-level functional expert responsible for owning and leading large, complex segments of the enterprise talent portfolio without direct people management responsibilities. This role operates with significant autonomy and accountability, translating enterprise talent strategy into scalable, sustainable programs that drive performance, engagement, and leadership capability. This leader partners closely with HRBPs, HR COEs, People Operations, and business leaders to ensure programs are effectively planned, launched, adopted, and measured. They bring strong program management discipline, outstanding communication capabilities, and a mindset of continuous improvement grounded in analytics, feedback, and business partnership. Responsibilities: Enterprise Talent Program Ownership Own end-to-end accountability for major enterprise talent programs or program portfolios (e.g., performance management, leadership development, succession planning, career development, engagement, etc.). Translate enterprise talent strategy into multi-year roadmaps, annual operating plans, and execution priorities for assigned programs. Make independent decisions within program scope, including design tradeoffs, sequencing, resourcing needs, and change approach. Identify systemic gaps or risks in talent processes and proactively recommend solutions to the Director and People leadership. Partner closely with HR Tech to ensure all systems, workflows, forms, templates, timelines, and program logic are properly configured and tested before launch. Advanced Program Execution & Operational Leadership Lead complex, cross-functional execution across multiple workstreams, stakeholders, and timelines. Establish program governance, operating cadence, escalation paths, and success metrics. Partner closely with HR Tech and People Operations to ensure systems, workflows, and data structures support scalable delivery. Lead or support UAT (User Acceptance Testing) for all talent system configurations; validate accuracy, troubleshoot issues, and ensure readiness for company-wide rollout. Resolve complex execution issues, balancing business needs, employee experience, and operational constraints. Strategic Partnership & Influence Act as a senior partner to HRBPs and business leaders on talent programs, providing guidance on application, interpretation, and decision-making. Influence senior leaders through data, insights, and program outcomes rather than positional authority. Partner with Compensation, Learning, and other COEs to ensure talent programs are integrated and aligned. Represent Talent Management in cross-functional forums, planning cycles, and enterprise initiatives as needed. Change Management, Enablement & Communications Own change-management strategy for assigned talent programs, including stakeholder alignment, risk mitigation, and adoption planning. Design enterprise communication strategies and manager enablement materials to drive clarity and sustained adoption. Ensure leaders and managers are equipped to execute talent processes effectively and consistently. Drive accountability for participation, quality, and outcomes in partnership with HRBPs and business leaders. Performance, Development & Engagement Lead execution and continuous improvement of performance management and talent review processes within assigned scope. Design and deliver leadership and career development programs aligned to organizational priorities. Own execution of employee engagement programs or segments, including insight synthesis and action-planning frameworks. Ensure programs produce measurable improvements in manager effectiveness, engagement, and talent outcomes. Data, Insights & Continuous Improvement Define KPIs and success measures for assigned programs; own dashboards and reporting. Analyze trends across performance, engagement, succession, and development data to inform recommendations. Use insights to evolve programs and influence broader talent strategy discussions. Present findings and recommendations to People leadership and senior stakeholders. Requirements and Preferred Experience: 10+ years of experience in talent management, organizational development, or related HR disciplines. Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field. Proven experience owning and scaling enterprise talent programs with significant organizational impact. Demonstrated ability to influence senior leaders and drive outcomes in a highly matrixed environment. Strong program leadership, analytical, and change-management capabilities. Preferred Qualifications: Certification in talent management or organizational development (e.g., SHRM-SCP, CPTD, or similar). Experience working in SaaS or technology-driven organizations. Deep Familiarity with talent management systems and HRIS systems Knowledge of Radford leveling and compensation frameworks. Compensation: Chicago, IL: $152,900 - $220,000 On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance. The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate's geographical location. Why OpenGov? A Mission That Matters. At OpenGov, public service is personal. We are passionate about our mission to power more effective and accountable government. Government that operates efficiently, adapts to change, and strengthens public trust. Some people say this is boring. We think it's the core of our democracy. Opportunity to Innovate The next great wave of innovation is unfolding with AI, and it will impact everything-from the way we work to the way governments interact with their residents. Join a trusted team with the passion, technology, and expertise to drive innovation and bring AI to local government. We've touched 2,000 communities so far, and we're just getting started. A Team of Passionate, Driven People This isn't your typical 9-to-5 job; we operate in a fast-paced, results-driven environment where impact matters more than simply clocking in and out. Our global team of 800+ employees is united in our commitment to challenge the status quo. OpenGov is headquartered in San Francisco and has offices in Atlanta, Boston, Buenos Aires, Chicago, Dubuque, Plano, and Pune. A Place to Make Your Mark We pride ourselves on our performance-based culture, where every employee is encouraged to jump in head-first and take action to help us improve. If you have a great idea, we want to hear it. Excellent performance is recognized and rewarded, and we love to promote from within. Compensation Range: $152.9K - $230K Apply for this Job

The Human Resources Business Partner (HRBP) plays a crucial role as a strategic advisor to the leadership team, ensuring that HR initiatives align with business goals. This position supports multiple retail locations by providing expert guidance on HR policies, employee relations, talent management, and compliance. The HRBP fosters a collaborative work environment, championing company culture and contributing to employee development in a fast-paced retail environment. Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. 3-5 years of HR experience, preferably in a retail or customer service-oriented environment. Strong knowledge of HR policies, procedures, and employment law. Excellent interpersonal, communication, and problem-solving skills. Ability to build relationships with associates at all levels of the organization. Experience with HRIS systems and proficient in Microsoft Office Suite. Required Knowledge, Skills, and Abilities To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Act as a strategic partner to leadership, aligning HR initiatives with business objectives to drive success across retail operations. Conduct weekly meetings with retail store management to provide HR guidance on associate relations, performance management, and compliance. Address associate relations concerns by resolving conflicts and providing counsel on disciplinary actions, terminations, and performance issues. Ensure compliance with federal, state, and local employment laws, including ADA, FMLA, and EEO regulations. Provide day-to-day coaching on associate performance, career development, and disciplinary processes. Foster a positive work environment by building strong relationships, improving morale, and increasing productivity. Communicate and enforce HR policies and procedures, recommending improvements and updates as needed. Champion Theisen's company culture by promoting an inclusive and collaborative work environment aligned with the company's core values. Maintain accurate associate records and oversee HR administrative functions. Monitor HR metrics and use data to influence decision-making and drive continuous improvement. Performs other related duties as assigned. Physical Demands Frequent physical demands include sitting, standing, walking, dexterity, and light grasping. Occasional physical demands include lifting up to 25 lbs., bending, stooping, reaching, kneeling, squatting, climbing stairs and firmly grasping. The associate is required to accept incoming calls and must be able to hear and speak. Specific vision abilities required by this job include vision adequate for the incumbent to perform the responsibilities and functions of the job efficiently. The associate must have the manual dexterity to manually operate and use a computer and other basic office equipment. Ability to travel to various store locations as needed. Work Environment and Working Conditions This position will be performed inside a climate-controlled office facility. The noise level is low to medium and typical of an office environment. Potential hazards include electrical hazards. Atmospheric conditions are typical of an office environment and may include exposure to odors and dust. Benefits Part-Time and Full-Time Eligible: Competitive match on 401K PTO Holidays Birthday-off with pay Associate discount and many other benefits Full-Time Also Eligible: Health insurance Dental insurance Vision insurance Flexible spending accounts Short-term and long-term disability Company Culture and Values At Theisen's, our company culture is built on a foundation of respect, collaboration, and service to our communities. We believe in putting Customer First, working together as One Connected Team, and always finding ways to Give Back. These three pillars guide how we approach our work and interact with each other every day. We are committed to fostering an inclusive and supportive environment where every associate is valued and encouraged to grow. At Theisen's, we strive to make a positive impact on our customers, our communities, and each other, creating a workplace where hard work, dedication, and innovation are celebrated. Theisen's is proud to be an Equal Opportunity Employer. We do not discriminate against any associate or applicant for employment based on race, color, sex (including pregnancy), age, national origin, religion, sexual orientation, gender identity, disability, status as a veteran, or any other federal, state, or local protected class.

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.

About Kerry Kerry is the world's leading taste and nutrition company for the food, beverage and pharmaceutical industries. Every day we partner with customers to create healthier, tastier and more sustainable products that are consumed by billions of people across the world. Our vision is to be our customers' most valued partner, creating a world of sustainable nutrition. A career with Kerry offers you an opportunity to shape the future of food while providing you opportunities to explore and grow in a truly global environment. About the role An integral member of the North America Executive Leadership team responsible for leading profitable and sustainable growth, the VR HR has specific accountability for shaping and executing plans to ensure the Region has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The incumbent is responsible for building and leading a high-performing HR function that partners with leaders across the business for delivery of the above. As a member of the Global HRLT, the NA HR VP ensures North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities and actively leverages Global COEs and GBS for delivery of North America priorities. Key responsibilities Key Responsibilities & Deliverables * As an active member of the regional team, contribute to the ongoing development of the North America business growth plans, and delivery of articulated business priorities. * Bring expertise and insight into leadership, talent, organizational and reward priorities, and serve as a trusted business partner to the Regional CEO NA and executive leadership team within a large growth-focused organization that is mid-way through a significant transformation. * Achieve significant progress in addressing key talent pipeline management priorities; with a particular focus on ELT development, ELT succession and succession to prioritized leadership roles across the Region. * Accelerate development of key commercial and operations capabilities across the organization, achieving the right balance of build and buy strategies, to ensure the business is sustainably equipped with the requisite leadership and expert skills to unlock future growth potential * Continue the focus on culture change through a strong focus on change leadership and on the required leadership capabilities across the Region, with Kerry Senior Leadership Competencies embedded into habitual and visible leadership behavior; support this by ensuring these leadership competencies form the "red thread" that binds together all key people processes and integrates them with the business strategy and plans. * Ensure the North America organizational design builds and embeds required capabilities effectively and efficiently, is simple and transparent, and effectively leverages GBS and Global COEs for effective and efficient delivery. * Play a key role in enabling leaders to embed Kerry's Vision, Mission, Values and Purpose within the Region, ensuring leaders continue to take ownership of ensuring employees are fully engaged and retained. * Play a proactive role in current and future M&A activity, ensuring HR capability applied up-front in target selection, effective due diligence and seamless integration * Build, lead, coach and develop a highly engaged NA HR Leadership team for ongoing momentum in delivery of articulated priorities, script the next chapter of the business requirements of the team and ensure they are up for the journey - as a collective and as individuals. Maintain momentum on the existing focus on upgrading the quality of HR business partnering, ensuring GBS and COEs are fully leveraged for effective and efficient HR delivery. * As a member of the Global HRLT, ensure North America priorities and requirements are addressed in the ongoing shaping and delivery of Groupwide HR priorities, actively leverage Global COEs and GBS for delivery of North America priorities * Ensure North America compliance to the Group's Global Social Sustainability Standards, ensuring any gaps are transparent and documented, with plans are in place to address. Qualifications and skills * A minimum of 15 years' business leadership with a milti-site global organization known for the quality and business impact of its human resource practices * Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional human resource function in a complex, global business with diverse activities, and will be very familiar with HR practices in the US and ideally also Canada * A proven record of working as a highly commercial business partner with executive leadership and line managers * Demonstrated track record of achievement and results in a global matrix organization, through ability to engage and influence without necessarily having direct control, and ability to collaborate and build strong and meaningful cross-geography and cross-functional partnerships * Track record of effective leadership through significant organizational transformation - has played a leading role in business transformation in sizeable complex businesses * Has demonstrated ability to drive culture change in alignment with strategic direction, and alignment of leadership and talent agendas to chosen strategic direction * Previous experience working with a CEO/P&L leader and cross-functional leadership team in facilitating the development of a high-performing enterprise * Has championed an organization-wide talent agenda, and successfully led senior-level succession and development programs * Has played a lead role in shaping and embedding effective organization design to build required organizational capabilities * Experience of working with remuneration as a strategic enabler to drive change and transformation * Has ideally played a key role in successfully integrating acquired businesses * Previous experience and success in a general management or other P&L accountable role with a strong commercial focus would be advantageous. * A university degree is required; an advanced degree in business or a related field would be highly desirable * Proven familiarity working in a similarly sized, diverse business with a global footprint. * Blend of previous experience as both an HR business partner and within a centre of expertise (talent, organizational effectiveness, leadership development, learning, compensation/benefits) across the broader enterprise * 10 years + team leadership experience, and development of future HR talent The pay range for this position is $301,500 - $530,300 in Annual Salary. Kerry typically does not hire an individual at the top or near the top of the range, as we are a pay-for-performance company, and this range is set to continue to reward performance annually while in role. Compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate within the above range may be influenced by a variety of factors including skills, qualifications, experience, and internal equity. In addition, this position is also eligible to earn a performance-based incentive compensation. Kerry offers a competitive benefits package, including medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, Employee Share Plan, Life, disability, and accident insurance, and tuition reimbursement. This job posting is anticipated to expire on 02/01/2026. Equal Opportunity Kerry is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age disability, protected veteran status or other characteristics protected by law. Kerry will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditional upon the successful completion of a background investigation and drug screen. Additional information can be found at Know Your Rights Workplace Discrimination is Illegal (dol.gov). Beware of scams online or from individuals claiming to represent us. A Kerry employee will not solicit candidates through a non-Kerry email address or phone number. In addition, Kerry does not currently utilise video chat rooms (e.g., Google Hangouts) to conduct interviews. Refuse any request that asks you to provide payment to participate in the hiring process (e.g., purchasing a "starter kit," investing in training, or something similar). Kerry will not ask you to pay any money at any point in the hiring process with the exception of reimbursable travel expenses. In addition, any payments made by Kerry will be from official firm accounts bearing the Kerry name.

Tamarack Health is seeking a dynamic Vice President of Human Resources to lead and elevate our people strategy across all sites. This executive role partners closely with the Chief Executive Officer and the Sr. Leader team, to drive organizational effectiveness, foster a high-performance culture, and ensure compliance with employment laws and regulations. The ideal candidate brings broad expertise beyond traditional HR, including Employee Health, Organizational Development & Learning, Clinical Education, and Pastoral Care. We're looking for a hands-on, influential leader with strong executive presence-someone who can quickly build credibility, inspire trust, and shape the future of our workforce. This is a highly visible position with significant impact across our teams and the communities we serve. As an independent medical center with multiple locations, we live our mission to improve the health and wellbeing of the people of our region, including our most important resource-employees. Not far from Duluth, MN, our main campuses in Hayward and Ashland, Wisconsin, reside in the beautiful north woods of Wisconsin where you can balance work and home life by on our beautiful lakes and trails by partaking in personal interests such as biking, cross-country skiing, hiking, fishing, water sports, ATVing, snowmobiling, and much more. Primary Responsibilities * Participate in the strategic and operational planning processes as a member of the senior leadership team * Plan, staff and budget all operational areas of responsibility to ensure appropriate execution on business strategy while achieving business objectives in an efficient and effective manner * Understand the changing external marketplace, how the organization competes, and the diverse expectations of the various generations in the workforce, to develop and implement innovative organizational and talent strategies. * Serve as a strategic thought partner and advisor to leaders in all areas of HR including employee relations, development, and risk management to create a healthy and safe workplace. * Oversee compensation and benefits programs. * Drive innovative talent assessment, performance management, succession planning, mentoring learning and development programs to best suit leader and employee needs. * Ensure teams reporting to this role collaborate across sites to enhance programs in all departments of responsibility * Direct experience working with labor relations and maintaining strong relationships between the organization and Unions. * Leverage technology to improve mission critical functions and expand data analytics in tracking and reporting HR metrics to better anticipate future trends and make informed decisions. * Identify and implement team building and employee development activities that promote highly functioning teams. * Drive innovative employee health and wellness programs to promote an all-around safe and healthy workforce. Qualifications * Bachelor's Degree required; master's degree in business or human resources preferred. * 10+ years of Human Resources leadership experience preferred * Healthcare operational background preferred * Ability to work productively and effectively within a complex environment * Analytical ability necessary to evaluate staff, address and improve in areas of responsibility, and devise solutions to complex problems. Create an environment of open dialogue, inquiry and continuous development by asking for feedback and improving practice. * Strong knowledge of employment law, compliance and HR best practices. * Maintain regulatory requirements

Under the direction of the Chief DEI Officer, the DEI Manager plays a critical role in advancing equity, inclusion, transparency, and community trust across the Village of Oak Park. The position leads the development, implementation, and evaluation of policies, programs, and engagement efforts that promote fairness and equitable access to Village services. The Manager conducts data analysis and reporting to identify disparities, recommend strategies, and inform continuous improvement. This position also provides strategic, analytical, and operational support to the Citizens Police Oversight Commission, serving as staff liaison and ensuring effective civilian oversight, community collaboration, and accountability in public safety matters. The role is both an individual and team contributor and is ideal for someone committed to strengthening inclusive government systems and centering the experiences of historically underrepresented communities. Experience: Five (5) years of professional experience in public administration, DEI program management, community engagement, civil rights, policy analysis, public safety oversight, or a closely related field. Experience supporting or administering civilian oversight functions is highly desirable. Two (2) years of supervisory or project leadership experience preferred. Training: Equivalent to a Bachelor's degree from an accredited college or university with major coursework in public administration, social sciences, human relations, criminal justice, organizational development, or a related field. A Master's degree or professional certification in DEI, public administration, or related areas is desirable. A combination of education and experience that is equivalent shall also be considered. Department: Village Manager's Office - Diversity, Equity and Inclusion Office FLSA: Non-Union Exempt Pay Grade: 6 Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. DEFINITION Under the direction of the Chief DEI Officer, the DEI Manager plays a critical role in advancing equity, inclusion, transparency, and community trust across the Village of Oak Park. The position leads the development, implementation, and evaluation of policies, programs, and engagement efforts that promote fairness and equitable access to Village services. The Manager conducts data analysis and reporting to identify disparities, recommend strategies, and inform continuous improvement. This position also provides strategic, analytical, and operational support to the Citizens Police Oversight Commission, serving as staff liaison and ensuring effective civilian oversight, community collaboration, and accountability in public safety matters. The role is both an individual and team contributor and is ideal for someone committed to strengthening inclusive government systems and centering the experiences of historically underrepresented communities. SUPERVISION RECEIVED AND EXERCISED Receives general administrative direction from the Chief DEI Officer. May provide project-based leadership and guidance to staff, interns, or consultants. EXAMPLES OF DUTIES - Essential and other important duties and responsibilities may include, but are not limited to, the following: Essential duties and responsibilities 1. Manages, coordinates, facilitates, and advises the development, implementation, and improvement of policies, programs, initiatives, and DEI-related events, cultural observances, and community engagement activities, educational programs, and community gatherings that advance Diversity, Equity, and Inclusion across Village operations. 2. Researches, develops, evaluates, and recommends DEI-related policies, procedures, and practices to promote equity, accessibility, transparency, accountability, and inclusive decision-making. 3. Leads interdepartmental DEI program management efforts, including goal setting, implementation oversight, and performance monitoring. 4. Designs and facilitates community engagement initiatives, ensuring meaningful participation from residents-particularly historically underserved communities. 5. Establishes and maintains collaborative relationships with community organizations, public agencies, civic partners, and Village departments to advance shared DEI priorities. 6. Develops and manages data collection tools, conducts analysis, prepares dashboards and reports, and communicates findings to leadership, boards, commissions, and the public. 7. Identifies disparities in service delivery, public safety outcomes, and organizational practices; recommends corrective action, training needs, and systemic improvements. 8. Operationalizes Police Oversight within the organization by serving as the staff liaison to the Citizens Police Oversight Commission; prepares materials, provides administrative and analytical support, and ensures compliance with Village policies and procedures. 9. Coordinates processes related to police oversight, including case tracking, complaint review, data reporting, and community communication. 10. Supports development and facilitation of training, workshops, and professional development related to diversity, equity, inclusion, anti-bias, and community-centered engagement. 11. Prepares written reports, presentations, policy documents, and communication materials for internal and external stakeholders. 12. Provides integrated staff and operational support across the commissions and advisory bodies, planning committees assigned to the Chief DEI Officer, and working with the DEI Office thereby strengthening governance, transparency, and alignment with Village equity priorities. 13. Performs other duties as assigned. QUALIFICATIONS Knowledge of: Principles and practices of public administration, community engagement, human relations, urban affairs, diversity, equity, inclusion, racial equity, and anti-racism. Operations, services, and activities of municipal government. Police accountability, civilian oversight models, and public safety data analysis. Management skills related to policy analysis, program evaluation, project management, and operational needs assessment. Research and reporting methods, techniques, and procedures. Effective communication strategies for diverse audiences including employees, residents, boards, commissions, and community partners. Current social, political, and economic trends and their influence on municipal government. Ability to: Assist in the leadership and direction of DEI operations, services, and activities within a complex municipal organization. Manage multiple programs and projects while balancing strategic and operational demands. Analyze policies, procedures, and data, then develop and implement effective recommendations. Demonstrate cultural humility, emotional intelligence, and diplomacy in sensitive or complex situations. Communicate clearly and effectively both orally and in writing. Establish and maintain cooperative relationships with Village staff, community groups, governmental agencies, and residents. Represent the Village professionally in community engagement settings. Interpret and apply Federal, State, and local rules, regulations, and policies. Maintain reasonable and predictable attendance. Maintain physical condition appropriate for duties including walking, standing, sitting, and equipment operation. Experience and Training Guidelines Experience: Five (5) years of professional experience in public administration, DEI program management, community engagement, civil rights, policy analysis, public safety oversight, or a closely related field. Experience supporting or administering civilian oversight functions is highly desirable. Two (2) years of supervisory or project leadership experience preferred. Training: Equivalent to a bachelor's degree from an accredited college or university with major coursework in public administration, social sciences, human relations, criminal justice, organizational development, or a related field. A master's degree or professional certification in DEI, public administration, or related areas is desirable. A combination of education and experience that is equivalent shall also be considered. WORKING CONDITIONS Work in an office environment; sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time and sustained posture in a seated position for prolonged periods of time. No environmental hazards. Diversity Equity & Inclusion Statement The Village of Oak Park commits itself to diversity, equity and inclusion by recognizing that creating a mutually respectful, multicultural and equitable environment does not happen on its own, it must be intentional. This includes providing equal opportunities for everyone regardless of race, ethnicity, gender identity, sexual orientation, religion, ability, military or veteran status or any other characteristics.

*This position will be based out of our Dubuque, Iowa Headquarters - candidates must be located in/open to relocation to Dubuque, IA* We're seeking a dynamic Chief Human Resources Officer (CHRO) to join our executive leadership team and drive transformative HR strategies across talent acquisition, development, culture, and organizational design. This is a high-impact role for a strategic leader who blends traditional HR expertise with modern, data-driven, and AI-enabled practices. As CHRO, you'll serve as a trusted partner to the CEO and senior leaders, helping shape a high-performance, values-driven culture that attracts and retains top-tier talent in a competitive market. Strategic Talent Acquisition & Sales Recruiting Partner with leadership to attract top-performing producers and executives in key markets. Enhance & expand college recruiting program for emerging sales talent. Position the company as a premier destination for high-potential sales professionals. Align recruiting strategies with business priorities and long-term goals. Learning & Development Prepare the workforce for success in an AI-driven, digital-first environment. Reinforce technical insurance education and service excellence training. Collaborate with practice leaders to build career progression and performance development frameworks. Compensation & Retention Strategy Design innovative compensation models including various pay structures. Lead enterprise-wide succession planning. Develop tailored development programs for each practice area to drive measurable outcomes. Strengthen the employee value proposition for high-impact talent. Succession Planning & Talent Development Build internal capabilities for talent development rather than relying solely on operational units. Ensure leadership continuity through structured succession planning. Implement scalable, high-impact development programs across the organization. AI, Data & Analytics-Driven HR Use AI and analytics to enhance hiring quality, predict attrition risks, and monitor engagement. Deploy tools to understand employee motivators and feedback. Create systems for synthesizing employee and leadership insights to inform strategy. Culture, Organizational Design & Change Leadership Act as a steward of a high-performance, values-driven culture. Shape and communicate a compelling employee value proposition. Lead change initiatives including AI adoption, digital transformation, and organizational redesign. Provide strategic guidance on workforce planning and infrastructure alignment. Design systems that reinforce engagement, recognition, accountability, and service excellence. Qualifications Senior HR leadership experience (CHRO, VP of HR, or equivalent) within fast-growing, agile organizations where innovation and adaptability are critical. Deep understanding of the financial services sector, with an understanding of both service and sales environment, talent dynamics, and operational complexities. Experience leading HR functions in companies with 1,000+ employees, balancing scale with cultural cohesion and strategic agility. Proven success in sales recruiting and leadership talent acquisition. Expertise in compensation design and incentive programs. Strong background in learning and development strategy. Experience applying AI and data analytics in HR. Executive-level interpersonal and influence skills. Ready to lead the future of HR? Apply now and help us build a culture of excellence, innovation, and impact. About Cottingham & Butler: At Cottingham & Butler, we sell a promise to help our clients through life's toughest moments. To deliver on that promise, we aim to hire, train, and grow the best professionals in the industry. We look for people with an insatiable desire to succeed, are committed to growing, and thrive on challenges. Our culture is guided by the theme of “better every day” constantly pushing ourselves to be better than yesterday - that's who we are and what we believe in. As an organization, we are tremendously optimistic about the future and have incredibly high expectations for our people and our performance. Our ability to grow as a company, fuels investments in new resources to better serve our clients and provide the amazing career opportunities our employees want and deserve. This is why we are a growth company and why we are committed to being better every day. Want to learn more? Follow us on ************************ | LinkedIn | Facebook