Human resources business partner jobs in Normal, IL - 543 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

The HR & Special Projects Lead is a hands-on, execution-focused role supporting two senior principals who work closely with executive leadership. This position serves as a central coordinator and follow-through owner-ensuring priorities are tracked, communications are managed, and work moves forward efficiently. In addition to core HR coordination responsibilities (onboarding, offboarding, benefits administration, HRIS support, and compliance), this role plays a key part in special projects and operational execution. The ideal candidate is highly organized, detail-driven, self-directed, and comfortable operating with limited direction in a fast-paced environment. This is not an entry-level HR role and not an executive assistant position. It is a doer role requiring initiative, responsiveness, and accountability for outcomes. Key Responsibilities * Leadership & Special Projects Support * Act as a primary coordination partner to two senior principals, helping manage priorities, workflows, and follow-up * Serve as a gatekeeper for communications, assisting with high-volume email and ensuring urgent or high-impact items are addressed * Attend meetings, capture clear notes, decisions, action items, owners, and deadlines * Maintain task trackers and project lists; proactively follow up to ensure execution and completion * Drive special projects independently from start to finish, identifying next steps without needing detailed instruction * Coordinate across teams to keep work aligned, on track, and moving forward * Anticipate issues, flag risks early, and propose solutions * Maintain organized documentation, trackers, and files related to projects and decisions HR Operations & Administration * Administer and support HR programs including onboarding, offboarding, benefits administration, HRIS updates, employee files, and compliance tracking * Onboarding: Manage end-to-end onboarding processes including offer documentation, background checks, new hire paperwork, HRIS setup, orientation coordination, and 30/60/90-day check-ins * Offboarding: Coordinate resignation and termination processes, required documentation, exit packets, and system updates * Benefits: Support benefits administration including enrollments, changes, renewals, and open enrollment support; respond to employee benefit questions * Maintain accurate and compliant employee records, including personnel files, onboarding documents, and HRIS data; assist with audits, legal requests, and reporting as needed * Serve as a primary point of contact for the HR inbox and helpdesk, responding promptly to employee inquiries * Compile and maintain documentation for compliance, reporting, and annual HR requirements * Support HR projects and initiatives as needed, including recruitment coordination, job postings, offer support, and reference checks Required Experience & Qualifications * 2+ years of experience in HR coordination, HR operations, or a similar execution-focused role * Strong understanding of HR processes including onboarding, offboarding, benefits, and employee records * Exceptional organizational skills and attention to detail-this role does not work without them * Proven ability to manage multiple priorities with minimal oversight * Strong written and verbal communication skills * Self-starter with a bias toward action and follow-through * Comfortable working in a fast-paced environment with limited direction and evolving priorities * High level of professionalism, discretion, and judgment * Proficiency with Microsoft Office and HR systems; ADP experience a plus * Bachelor's degree preferred (or equivalent experience) Working Style & Expectations * This role requires high responsiveness and follow-through * Extended hours may be required during peak periods (open enrollment, audits, major projects) * Success depends on ownership, initiative, and the ability to execute without hand-holding Working Conditions * In-office * Standard workweek with flexibility based on workload demands Physical requirements * Ability to remain in a stationary (standing and/or seated) position more than half the time * Ability to operate machinery and/or equipment that requires the constant use of hands/fingers/wrists more than half the time * Ability to spend more than half the time viewing computer monitors * Ability to move, lift, carry, push, pull, and place objects weighing less than or equal to 25 pounds without assistance

Responsible for full cycle recruiting from sourcing, cold calling, and managing active candidates. Managing full interview process from first phone screen to offer creation Experience using recruiting tools such as LinkedIn Recruiter and ZoomInfo. Wo Talent Acquisition, Manager, Talent, Acquisition, Construction, Business Services, Recruiting

Aramark Healthcare+ is searching for a Human Resouces Manager in Gleview, IL to support the following locations: Glenbrook and Highland Park Hospitals. As the Human Resources Manager, you will provide HR generalist support for the Aramark Corporate functional staff / Centers of Excellence (COE). This position is also responsible for providing management and administration of several imperative HR processes. COMPENSATION: The salary rate for this position is $75,000.00 to $85,000.00. If both numbers are the same, that is the amount that Aramark expects to offer. This is Aramark?s good faith and reasonable estimate of the compensation for this position as of the time of posting. BENEFITS: Aramark offers comprehensive benefit programs and services for eligible employees including medical, dental, vision, and work/life resources. Additional benefits may include retirement savings plans like 401(k) and paid days off such as parental leave and disability coverage. Benefits vary by location and are subject to any legal requirements or limitations, employee eligibility status, and where the employee lives and/or works. For more information about Aramark benefits, click here Aramark Careers - Benefits & Compensation There is no predetermined application window for this position, the position will close once a qualified candidate is selected. Qualified applicants with arrest or conviction records will be considered for employment in accordance with all applicable laws, including, but not limited to all applicable Fair Chance Ordinances and Acts. For jobs in San Francisco, this includes the San Francisco Fair Chance Ordinance. Job Responsibilities Issue resolution, follow up and recommendations for corporate COE?s including but not limited to: Hotline calls response, investigation and follow, Corrective action/performance management consulting, and Policy interpretation Employee Engagement Initiatives ? Engagement Action Plan development and follow-up, corporate engagement and celebration activities point of contact/coordinator Talent Acquisition ? corporate Accelerate to Leadership and Step up to Leadership point of contact HR metrics reporting and analysis Benefits and Payroll assistance as needed On-boarding programs and initiatives At Aramark, developing new skills and doing what it takes to get the job done make a positive impact for our employees and for our customers. In order to meet our commitments, job duties may change or new ones may be assigned without formal notice. Qualifications HR/SPHR certification preferred. Proficiency in all Microsoft Office applications is required. Human Resources planning and organizational development experience desired. Must have a minimum of 3 years of experience in Human Resources Ideal candidates will possess a Bachelor's Degree in Business Administration, Human Resources or the equivalent Employment relations experience including conducting investigations and resolution development required. Proven ability to effectively interact, communicate and consult with multiple levels of management on a routine basis. Strong analytical skills are required. Ability to train and make presentations will also be required. Proven ability to effectively interact, communicate and consult with multiple levels of management on a routine basis. Solid understanding of financial and business objectives and analytical/problem solving skills. Organized, with the ability to handle multiple tasks and set priorities in a fast-paced, high-pressure environment. Must take initiative to improve processes as needed Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists About Aramark Our Mission Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law. About Aramark The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at or connect with us on Facebook , Instagram and Twitter .

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

* Own the talent and performance management process by driving high expectations with assigned client groups; * Ensure teams are appropriately trained on the overall process as well as program changes in order to facilitate robust calibration sessions; * Assess organizational structures on a regular basis to ensure proper staffing levels. * Partner with leaders to proactively handle the movement and development of talent in alignment with staffing needs; * Facilitate the movement of talent within the manufacturing organization and central teams; * Work with leaders to actively lead and resolve performance issues proactively, minimizing any risk. * Evaluate Employee Relations on macro and micro level to identify any trends and regularly train managers and team leaders on applicable processes and communication channels; * Drive the Kraft Heinz Culture and Values; Credible partner in driving big cultural initiatives such as Management By Objectives (MBOs), Continuous Improvement and process mapping, as well as ensuring Meritocracy happens at all levels of the organization; * Work across the global organization to elevate D&I efforts; Ability to influence leaders in everything we do to ensure D&I is the foundation by which we live our values; Partner with leaders to enhance ways to build our talent capability at all levels; * Work across the organization to improve training and development, "Ownerversity," career experiences, mentoring and rotations. Conduct various training sessions, acting as mentor and 360 coach to leaders; * Continually work with and challenge current org structures in the Corporate team and in the zones to drive continuous improvement and efficiencies. Partner with team leaders to evaluate monthly business performance reviews and audit to ensure structures mirror company approach; * Actively own People spend budget and seek opportunities to reduce costs on a continual basis and lead all organizational redesign decisions; * Facilitate organization, process and people assessments to narrow gaps and drive efficiencies; * Seek opportunities to drive efficiencies while increasing value. Recipe for Success: * Bachelor's Degree in Business Administration, Human Resources, or a related field of study * At least ten (10) years of experience in a managerial position. Previous work experience must have included: * At least five (5) years of experience serving in a business partnership oriented role for executive leaders; * Some experience in collaborating within all HR areas, including talent acquisition, compensation, employee relations, and benefits; * Some experience using analytical abilities via people data reporting and HRIS software; * Some experience in people leadership with a focus on developing talent within your own function; * Some experience in managing a people cost budget and understanding how HR impacts business financials; * Some experience with influencing and aligning strategy around talent capability and behaviors, and challenging/influencing executive leaders; AND * Some experience in successfully leading change efforts in a matrix environment, including assessment, crafting and recommending organizational changes and simplification. JOB SITE: Aon Center, 200 E. Randolph Street, FL 76, Chicago, IL 60601 PAY SCALE & BENEFITS: New Hire Base Salary Range: $184,800 - $213,000 Bonus: This position is eligible for a performance-based bonus as provided by the plan terms and governing documents. The compensation offered will take into account internal equity and may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors Benefits: Coverage for employees (and their eligible dependents) through affordable access to healthcare, protection, and saving for the future, we offer plans tailored to meet you and your family's needs. Coverage for benefits will be in accordance with the terms and conditions of the applicable plans and associated governing plan documents. Wellbeing: We offer events, resources, and learning opportunities that inspire a physical, social, emotional, and financial well-being lifestyle for our employees and their families. You'll be able to participate in a variety of benefits and wellbeing programs that may vary by role, country, region, union status, and other employment status factors, for example: * Physical - Medical, Prescription Drug, Dental, Vision, Screenings/Assessments * Social - Paid Time Off, Company Holidays, Leave of Absence, Flexible Work Arrangements, Recognition, Training * Emotional - Employee Assistance Program , Wellbeing Programs, Family Support Programs * Financial - 401k, Life, Accidental Death & Dismemberment, Disability #LI-DNI Our Total Rewards philosophy is to provide a meaningful and flexible spectrum of programs that equitably support our diverse workforce and their families and complement Kraft Heinz' strategy and values. Bonus: This position is eligible for a performance-based bonus as provided by the plan terms and governing documents. The compensation offered will take into account internal equity and may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors Long-Term Incentive (LTI): In addition to base salary and bonus, this role is eligible for additional compensation in the form of equity. Benefits: Coverage for employees (and their eligible dependents) through affordable access to healthcare, protection, and saving for the future, we offer plans tailored to meet you and your family's needs. Coverage for benefits will be in accordance with the terms and conditions of the applicable plans and associated governing plan documents. Wellbeing: We offer events, resources, and learning opportunities that inspire a physical, social, emotional, and financial well-being lifestyle for our employees and their families. You'll be able to participate in a variety of benefits and wellbeing programs that may vary by role, country, region, union status, and other employment status factors, for example: * Physical - Medical, Prescription Drug, Dental, Vision, Screenings/Assessments * Social - Paid Time Off, Company Holidays, Leave of Absence, Flexible Work Arrangements, Recognition, Training * Emotional - Employee Assistance Program , Wellbeing Programs, Family Support Programs * Financial - 401k, Life, Accidental Death & Dismemberment, Disability Location(s) Chicago/Aon Center Kraft Heinz is an Equal Opportunity Employer that prohibits discrimination or harassment of any type. All qualified applicants are considered for employment without regard to race, color, national origin, age, sex, sexual orientation, gender, gender identity or expression, disability status, protected veteran status, or any other characteristic protected by law. Applicants who require an accommodation to participate in the job application or hiring process should contact ***********************.

Ann & Robert H. Lurie Children's Hospital of Chicago provides superior pediatric care in a setting that offers the latest benefits and innovations in medical technology, research and family-friendly design. As the largest pediatric provider in the region with a 140-year legacy of excellence, kids and their families are at the center of all we do. Ann & Robert H. Lurie Children's Hospital of Chicago is ranked in all 10 specialties by the U.S. News & World Report. Day (United States of America) Location Olympia Center Job Description General Summary: The Human Resources Consultant serves as a consultative and strategic business partner to multiple departments within Lurie Children's. In collaboration with the Sr. Director, Human Resources Consulting & People Operations, responsible for executing HR policy, partnering with client groups within the organization ensuring delivery of Human Resources services in order to drive programs and processes designed to improve organizational and individual performance that reflect the goals and vision of the organization. Essential Job Functions: • Provides HR consulting services and operational support to assigned business units including senior leaders, in alignment with the organizational strategies and goals. • Provides guidance and input on department restructures, workforce planning and succession planning. • Provides HR policy guidance and interpretation while partnering with leaders and employees to improve work relationships, build morale and increase productivity and retention. • Analyzes business unit's trends and metrics to develop solutions, programs and policies to improve and reach the business unit and organizational goals. • Collaborates with Centers of Expertise within Human Resources and oversees project work connected to the client to ensure cohesive delivery of HR programs and services to the client. • Partners with leadership and HR team to design, develop, communicate and implement key culture-building initiatives, employee engagement practices and talent building processes that best support the business goals. • Provides HR expertise and advice in the resolution of employee and leadership concerns/issues. Facilitates Problem Resolution process and tracks employee issues in HR Database. • Acts as an HR Liaison for delivery of HR programs, which includes presentation and facilitation of programs with leadership and employee groups. • Provides day-to-day performance management guidance, including coaching, counseling, career development and employee relations. Partners with leaders to manage and monitor the performance management process for assigned client groups. • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required Knowledge, Skills, and Abilities: • Bachelor's degree in Business, Industrial Psychology or related field required. SHRM or HRCI certification highly desirable. • Minimum 5 years business, human resources or leadership experience. Prior HR business partner or generalist experience highly preferred. • Self-directed learner - Seeks to work with others to learn about the business, continually seeks out industry-relevant knowledge from trusted sources, researches best practices across other organizations and uses this information to develop creative and effective solutions with the business unit. • High attention to detail and ability to analyze data to develop effective solutions, while also managing the people-side of the solution. • Foundational knowledge of employment laws and general HR including compensation and benefits. • Ability to manage and prioritize multiple projects and work effectively with minimal direction and supervision at both the tactical and strategic level. • Proficiency in Outlook, Windows, Microsoft Word, Excel and PowerPoint. • Ability to maintain a high level of integrity and confidentiality relating to employee and hospital information. • Excellent written, listening and oral communication skills that result in building strong relationships. • Demonstrated success in an ability to influence and lead others effectively. Education Bachelor's Degree (Required) Pay Range $93,600.00-$154,440.00 Salary At Lurie Children's, we are committed to competitive and fair compensation aligned with market rates and internal equity, reflecting individual contributions, experience, and expertise. The pay range for this job indicates minimum and maximum targets for the position. Ranges are regularly reviewed to stay aligned with market conditions. In addition to base salary, Lurie Children's offer a comprehensive rewards package that may include differentials for some hourly employees, leadership incentives for select roles, health and retirement benefits, and wellbeing programs. For more details on other compensation, consult your recruiter or click the following link to learn more about our benefits. Benefit Statement For full time and part time employees who work 20 or more hours per week we offer a generous benefits package that includes: Medical, dental and vision insurance Employer paid group term life and disability Employer contribution toward Health Savings Account Flexible Spending Accounts Paid Time Off (PTO), Paid Holidays and Paid Parental Leave 403(b) with a 5% employer match Various voluntary benefits: Supplemental Life, AD&D and Disability Critical Illness, Accident and Hospital Indemnity coverage Tuition assistance Student loan servicing and support Adoption benefits Backup Childcare and Eldercare Employee Assistance Program, and other specialized behavioral health services and resources for employees and family members Discount on services at Lurie Children's facilities Discount purchasing program There's a Place for You with Us At Lurie Children's, we embrace and celebrate building a team with a variety of backgrounds, skills, and viewpoints - recognizing that different life experiences strengthen our workplace and the care we provide to the Chicago community and beyond. We treat everyone fairly, appreciate differences, and make meaningful connections that foster belonging. This is a place where you can be your best, so we can give our best to the patients and families who trust us with their care. Lurie Children's and its affiliates are equal employment opportunity employers. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin, ancestry, age, disability, marital status, pregnancy, protected veteran status, order of protection status, protected genetic information, or any other characteristic protected by law. Support email: ***********************************

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.

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.

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.

**RWE Clean Energy, LLC** **To start as soon as possible, full time, permanent** **Functional area:** Finance / Controlling **Remuneration:** Exempt As the **Director of HR & Management Support Functions (MSF) & IT Controlling** at RWE Clean Energy (RWECE), you hold a critical high-profile leadership position, leading a team of five controllers and being responsible for the financial planning & analysis, budgeting, performance management and business partnering of three key areas: HR, Management Support Functions (MSF) and IT. You will drive transparency, financial alignment, and strategic support across all three areas. With company-wide impact and direct financial influence over essential corporate functions this role offers exceptional exposure to RWECE C-suite, senior business leadership and Group stakeholders in Germany. You will work closely with the department head (SVP, Controlling) to shape the direction of Controlling for the Americas region. As Director you act as strategic advisor to the executive leadership team, ensure strong business partnering and contribute to digital transformation and cost optimization initiatives across the organization. + **HR Controlling:** You are responsible for the company-wide FTE (Full Time Employees) and personnel cost planning, budgeting, monitoring, and reporting. In a dynamic and growing business environment you ensure transparency and strategic alignment for FTE and personnel costs and that associated company targets will be achieved. This critical and visible role offers direct exposure to the entire RWECE C-suite and senior leadership team, providing a platform for influencing strategic decision-making at the highest level. You will work closely with the HR and the leadership team as a strategic partner and trusted advisor on compensation strategies and workforce initiatives. You actively drive change by evaluating improvement measures, giving recommendations, and providing business decision support. You will own and drive high-impact deliverables, operate with a high degree of autonomy and accountability, and play a key role in translating people strategy into business outcomes. The position offers international exposure through collaboration with the German Group Holding and other global entities. + **MSF Controlling:** You are responsible for planning, budgeting, monitoring & reporting the financial performance of RWECE's Support Functions (i.e. corporate overhead departments). This critical function ensures transparency, cost effectiveness, and strategic alignment of all support functions spend. Working as strategic partner and trusted advisor with the business, evaluating improvement measures, actively giving recommendations/appropriate challenges, and business decision support. + **IT Controlling:** You are responsible for the financial planning, budgeting, monitoring & reporting for the RWECE IT & OT business. Ensuring transparency, cost effectiveness, and strategic alignment of all RWECE IT & OT investments. Working as strategic partner and trusted advisor with the IT/OT function to evaluate improvement measures, actively giving recommendations/appropriate challenges, and business decision support. **Role Responsibilities:** **Executive-Level Engagement & Influence** + Serve as a key finance partner to the C-suite and senior leadership, providing insights / challenges / recommendations on cost structures, strategic initiatives, and workforce planning + Prepare and present financial reporting, forecasts, and business cases to executive stakeholders, including Board-level and RWE Group presentations + Act as the primary finance contact for corporate functions including HR, IT/OT, and all MSF departments, ensuring financial transparency and strategic alignment at the highest levels **Leadership & Strategic Oversight** + Lead, motivate, develop and retain a high-performing team of Controlling professionals by fostering a culture of excellence, innovation, empowerment, and data-driven decision-making + Define and execute the controlling strategy for corporate functions aligned with company-wide strategic, financial and operational goals + Partner closely with global counterparts to ensure alignment with group-wide standards, especially in planning, cost modelling, and internal governance **Financial Planning, Reporting & Cost Transparency** + Oversee end-to-end financial planning, budgeting, and forecasting for: + Company-wide FTE and personnel costs (HR Controlling) + Overhead costs of 14+ support departments (MSF Controlling) + IT & OT costs and investments (IT Controlling) + Ensure high-quality monthly and quarterly reporting and performance tracking + Drive data quality, consistency, transparency and actionable insights for executive decision-making **Business Partnering & Decision Support** + Act as a trusted advisor to senior functional leaders, proactively identifying cost drivers, investment trade-offs, and savings opportunities + Deliver forward-looking analysis and scenario modelling that links operational planning with financial performance + Support transformation and organizational design efforts with financial insight **Process Excellence & Governance** + Design and maintain robust controlling processes, models, and planning tools + Lead and/or support cross-functional continuous process improvements and digitization of FP&A activities (e.g. implementation of SAP-based budgeting tool) + Ensure compliance with Group policies and internal financial standards. **Job Requirements and Experiences:** + BA/BS in Finance/Accounting/Economics/Business (required); MBA or an Advanced degree is a plus, but not required + Minimum 12 years of professional experience in Controlling, Financial Planning & Analysis, Financial or Management Consulting, or other Finance-related fields; Minimum 4 years leading a team and/or function + Renewable energy experience is a plus, but not required + Ability to lead, inspire, manage, develop and empower team members + Applies problem-solving skills to align financial insights with strategic priorities; leverages excellent analytical abilities to integrate diverse and complex data into holistic insights and recommendations; manages complexity across the organization with stakeholder awareness; demonstrates proactive and creative problem-solving + Self-motivated to drive the business, increase performance and deliver results + Consults cross-functionally to convey complex information, challenge status quo,and solve diverse issues + Persuasive communicator who establishes feedback culture and drives consensus building across senior leadership + Proven ability to empathize, build relationships, and effectively communicate with people from a diverse set of backgrounds + Expert in segment FP&A; implements reporting frameworks and planning strategy + Continuous process improvement supporting the proactive pursuit of best practices, processes, standardization and tools that drive gains in efficiency, automation, and quality + Demonstrated desire to learn about the Company and the renewables space + Proficiency with Microsoft Office tools, especially Excel (moderate to advanced); knowledge in SAP, PeopleSoft, Tableau, Power BI and other system/tools is a plus + Integration and change management experience is a plus + General accounting and IFRS knowledge a plus + Language: English (fluent), German is a plus + Other duties as assigned _Applicants must be legally authorized to work in the United States. RWE Clean Energy is unable to sponsor or take over sponsorship of employment visas at this time._ **Pay range:** The annual base salary range for this position in Illinois is $160,000 - $220,000. The listed salary range represents our good faith estimate for this position and represents the range for new hire salaries across all U.S locations. Please note that the salary information is a general guideline only. RWE considers factors such as (but not limited to) scope and responsibilities of the position, candidate's education & work experience, training & certifications, and key skills as well as market and business considerations at the time of the offer. **Benefits offered:** Medical, Dental, Vision, Life Insurance, Short-Term Disability, Long-Term Disability, 401(k) match, Flexible Spending Accounts, EAP, Education Assistance, Parental Leave, Paid time off, and Holidays. Eligible employees also participate in short-term incentives, in addition to salary. **Apply with just a few clicks:** ad code **91540** Any questions? **Contact HR:** rwece_****************** We look forward to meeting you. Of course, you can find us on LinkedIn, Instagram, Facebook, YouTube and Xing, too. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, or other legally protected status. RWE Clean Energy is the third largest renewable energy company in the United States, with a presence in most U.S. states from coast to coast. RWE's team of about 2,000 employees in the U.S. stands ready to help meet the nation's growing energy needs. With its homegrown and fastest-to-market product, RWE supports the goal of American Energy dominance and independence. To that end, RWE Clean Energy is committed to increasing its already strong asset base of over 10 gigawatts of operating wind, solar and battery projects, focusing on providing high-quality jobs. RWE invests in local and rural communities while strengthening domestic manufacturing supporting the renaissance of American industry. This is complemented by RWE's energy trading business. RWE is also a major offtaker of American liquified natural gas (LNG).

**Interviews:** **Panel Interviews through Teams Meeting; 45 minutes approx..** + **Interviews will be scheduled between 7:00 AM - 9:30 AM CST as this role is a crossover with Poland and Italy Team and will allow managers from these countries to participate accordingly.** **Daily Work Schedule Expectations - 7:00 am to 3:30 pm Central Time, Monday to Friday** **Top 3 - 5 Skills Needed for each role** 1. Italian language speaking in a professional business environment 2. Polish language speaking in a professional business environment 3. HR experience, preferably in a call center type environment 4. Customer Service experience - Fluent in Italian that can be used in a business environment - Fluent in Polish that can be used in a business environment Be sure they are strong interpersonal, collaborate and team building spirits as this is what the team looks for overall in addition to the skill sets listed below. Looking for energetic, hungry individuals, open to learning and able to take initiate; asking questions as needed; ownership of the role. **Job Description** HR Connect is the name for our central HR and Payroll support and services focused on providing excellent customer experience as a primary principle. Service Centers based in Illinois, Tokyo, Singapore, and Krakow are dedicated to support our FTE Employees and Managers with their administrative and operational needs. This role would be based out of North Chicago, Illinois and have responsibility for Poland and Italy as part of our Europe, Middle East and Africa team. This role is responsible for routine customer experience inquiries related to the Service catalog (e.g., HR, Payroll, Benefits, Talent etc.) and provides Employee and Manager self-service support. This role opens tickets / cases and answers HR customer questions through the assistance of standard screens, scripts, and developed procedures for inquiry resolution. **Responsibilities:** - Answers general questions and redirects misplaced calls - Leverages procedures, policy manuals, knowledge databases, other reference materials, etc. to answer employee and manager inquiries and resolving employee and manager HR transactions - Guides HR Employee Self-Service and Manager Self-Service transactions - Executes select HR related transactions (e.g., data changes) or appropriately escalates issues as needed - Inputs data into Workday to transact on customer requests - Escalates Employee and Manager inquiries to Tier II Functional Specialists when specific, in-depth functional knowledge is required - Works closely with local Business Human resources partners to resolve cases and continually process improve -Documents all employee inquiries, issues, and transactions in case management tools as required (i.e. Service NOW and Workday) -Participates in continuous improvement workshops and projects as requested -Participates in ad hoc projects as required **Qualification Requirements:** - Fluent in Italian that can be used in a business environment - Fluent in Polish that can be used in a business environment - High School Diploma or GED Equivalent. -1+ years' experience within Human Resources. -1+ years' experience in customer service. **Preferred qualifications:** -Strong customer service and interpersonal skills -Familiar with HR service and processes as well as HRIS tools and systems -Able to navigate computerized data entry systems and other relevant applications -Able to follow standard procedures and processes -Able to escalate issues timely to the right group -Ability to handle confidential and sensitive information **About US Tech Solutions:** US Tech Solutions is a global staff augmentation firm providing a wide range of talent on-demand and total workforce solutions. To know more about US Tech Solutions, please visit ************************ US Tech Solutions is an Equal Opportunity Employer. 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.

Job Summary/General Purpose of Job The Division Director of Human Resources serves as a strategic partner to the executive leadership team of the ABA. Leading a team of human resources professionals the Division Director of Human Resources is responsible for developing and delivering the human capital strategy for the American Bar Association across all locations. This role requires the ability to properly diagnose organizational needs, persuade and influence business leaders, and effectively communicate and lead the development of unit solutions that support the organization, and are compliant with internal governance practices and established policies. The Division Director of Human Resources is a member of the Ethics Office, Thrift (retirement contribution) Committee, and the Business Continuity Team. Essential Job Functions and Responsibilities (listed in order of importance and/or time spent) As a strategic human capital advisor, contribute to the development and stewardship of an organizational culture, that reflects the ABA's mission and values, while supporting its standard for quality, efficiency, integrity, innovation, and accountability. The Division Director of Human Resources leads a team of Human Resources professionals and is responsible for directing all aspects of the organization's human resources policies, objectives, and processes, including: • Talent Acquisition - sourcing, hiring, and on-boarding high quality talent. • Benefits - development, maintenance and administration of comprehensive suite of employee benefit programs in a cost-effective manner. • Compensation: maintenance and development of salary structure(s), incentive and recognition programs, job descriptions, and organizational design. • Employee Engagement, Training, and Development- continual development of training curriculum(s) that meet the evolving needs of the organization, and management and development of employee performance calibrations and reviews. • HR Technology and Analytics - Responsible for administration and continuous improvement of HR systems to help the organization increase efficiency and effectiveness of processes in a cost-effective manner. • Employee Relations - Provides counsel to senior leadership team on personnel matters, and oversees sensitive, confidential investigations, as required. Work closely with General Counsel to ensure employment policies and practices are compliant will all legal requirements. Develop and administer the department budget and oversee the selection and management of HR vendors in accordance with ABA policies. Performs other related duties as required. Staff Management Responsibilities Yes, this position will be responsible for managing staff. Required Education, Qualifications, Experience Bachelor's Degree from four-year college or university. A minimum of 15 years of HR experience, which must include management and development of HR staff. Proven history of successful partnership with executive level leaders, and prior experience managing organizational change, and continuous improvement. • Communication - must be able to communicate effectively whether in written, oral or presentation form. • Inter-personal / relationship-building - must be able to develop strong relationships with ABA leaders and work effectively across departments. • Technological - must be comfortable with technology and remain abreast of technological developments in the HR space. • Critical thinking - must be able to analyze complex situations, weigh the pros and cons, and determine best path forward. Preferred Education, Qualifications, Experience Master's degree preferred. SHRM Certification a plus.

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

Human Resources Director Company: St. Bernard Hospital and Health Care Center Healthcare | Union Environment | Mission-Driven Organization Why This Role? This is a high-impact opportunity for a senior HR leader who thrives in both strategic and hands-on work. As Director of Human Resources, you will shape workforce strategy, guide leaders, and ensure strong labor relations, compliance, and talent practices in a complex healthcare environment. This role offers visibility, influence, and the chance to directly support the hospital's mission through thoughtful, people-centered leadership. Position Summary The Human Resources Director provides comprehensive HR leadership and services to hospital departments, administrative leadership, and executive staff. This role oversees talent acquisition, compensation and benefits, employee relations, labor relations, compliance, and HR operations to support the hospital's mission and regulatory obligations. The Director directly supervises Human Resources staff and is responsible for their performance, development, and day-to-day operations. Key Responsibilities: Leadership, Labor Relations & Administration Lead and develop the HR team; oversee recruitment, engagement, training, and leadership programs Serve as primary liaison with bargaining units and lead collective bargaining negotiations Coordinate grievance processes and advise leadership on employee relations and disciplinary actions Support retention through transparent performance evaluation and compensation programs Recruitment & Workforce Planning Oversee recruitment processes to ensure compliance with FTE budgets, hospital policies, and EEO standards Ensure all recruitment documentation is maintained in accordance with regulatory requirements Partner with leadership to maintain appropriate staffing levels Manage ATS and HRIS systems Compensation, Benefits & Claims Oversee competitive, cost-effective compensation and benefits programs Serve as benefits administrator for health, dental, life, disability, and retirement plans Collaborate on merit pay programs Monitor unemployment (IDES) and workers' compensation claims Compliance, HRIS & Records Ensure compliance with City of Chicago, State, and Federal labor laws; serve as EEO specialist Maintain current knowledge of Joint Commission, CMS, and other regulatory standards Oversee maintenance of employee files, including performance evaluations, licenses, certifications, training, and professional development records Ensure HRIS is accurately maintained and effectively supports HR functions Develop and implement HR policies and provide management training Oversee employee recordkeeping in compliance with law and hospital policy Required Experience & Education Bachelor's degree in Human Resource Management or related field 10+ years of progressive HR experience with 5+ years of HR supervisory experience 2+ years of HRIS experience Preferred Qualifications Master's degree in Human Resource Management or related field PHR or SPHR certification 5+ years of HR experience in a healthcare or similarly regulated setting Core Competencies & Professional Expectations Excellent written and verbal communication; strong presentation skills Ability to prioritize, multitask, and exercise independent judgment Calm, professional demeanor during high-pressure or emergency situations Strong organizational skills and objective reasoning Commitment to confidentiality, HIPAA compliance, and ethical practice Proficiency in Microsoft Word, Excel, and PowerPoint Regular attendance and participation in required trainings and safety programs Compensation & Benefits: Salary Range: $110,000 - $120,000 Benefits: St. Bernard Hospital and Health Care Center offers medical benefits, voluntary dental, voluntary vision, and a 403(b) Retirement Savings plan. About St. Bernard Hospital St. Bernard Hospital is a historic safety-net hospital on Chicago's South Side, committed for more than 120 years to providing accessible, high-quality, compassionate care, regardless of a patient's ability to pay. Guided by our values of Compassion, Respect, Stewardship, and Exceptional Care, we serve as a trusted provider, employer, and community partner. We Make it Easy Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees. As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce. We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.

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.

-Bachelor's degree in HR or related field. -Experience in a strategic business partner role, preferably in a global environment-PHR or SPHR desired- Functional knowledge in HR employment law, HR cycle and calendar, staffing planning, training delivery options, employee development and compensation & benefits-Demonstrate the emotional astuteness to adapt to different styles and possesses and the mental agility to manage the complexity that working within a matrix structure can present-Provide thinking, leadership and delivery in organizational development, performance management and talent management-Ability to work in a fast paced environment and serve as an advisor and trusted confidant to business leaders-Ability to think strategically. -Negotiation and influencing skills-Presentation and communication skills; capable to coach and deliver concise and compelling messages to senior audiences-Project Management skills-Financial and analytical skills *LI-NK We are looking for an HR Director to join our team in Chicago, IL. In this role, you will partners with the business and HR leadership to deliver the specific people agenda. You will support the delivery of key HR processes, promoting and executing initiatives in the functional HR strategy. Carlson Wagonlit Travel is looking for talented and enthusiastic people. People who want to realize their professional ambitions while delivering the highest levels of expertise and service to our customers. Learn about us and start your journey. Partners directly with the business, senior leaders and their teams supporting them with all people initiatives and quickly becomes a trusted and respected part of their team Supports the strategic people planning process of the global group/function developing the relevant organizational design and annual people plan Partners with country HR team and HR Service Centers to deliver exceptional HR process delivery and responsiveness and ensure compliance with country laws and policies. Advises teams on actions necessary to support the business/functional team. Organizes and supports Talent Acquisition needs across functional team to ensure we hire the right team members as the right time. Accountable to partner with compensation on formulating and delivering on the reward needs of new hires Act as a trusted HR partner to managers throughout the employee's life cycle, assisting with recruitment, performance management, career pathing, compensation and benefits, Talent Management & learning, and employees' separation. Ensures succession and development plans are in place to drive bench strength. Works with managers in completion of mid-year and annual performance reviews and ensure performance gaps are addressed. Collaborates with Learning & Development to identify and deliver skill gap strategies. Ensures programs are rolled out and implemented to achieve maximum impact. Assists Compensation and Benefits in conducting salary and job evaluation as the liaison with business leaders. Provides recommendations on salary ranges and pay structures. Supports managers to perform induction/onboarding of new hires. Drives the culture and engagement agenda across groups/functions.

Award-Winning Premier Service is seeking a Director of Human Resources to join our Team! Headquarters in Oak Brook, Premier Service provides elite landscape architecture design and maintenance services to commercial and residential clients in the Chicagoland and Indiana areas. Premier Service offers the most competitive compensation packages in the industry including: • Competitive Salary Commensurate with Experience • 401k with Company Match • Health Savings Account (HSA) with Company Contribution • Weekly Pay • Health Insurance Benefits • Paid Vacation Time • Paid Sick Time • Paid Holidays off • Long-Term Career Path and Growth Opportunities JOB SUMMARY: Reporting to the Vice President, this position exists to lead the HR function of the company and maintain and implement programs that provide HR services to the Branches and operating units. This position will be engaged in all facets of HR through the employment life cycle, including but not limited to: maintain employee information, talent acquisition, employee development, succession planning, termination, employment processing, compensation, benefits, records management, safety and health, employee relations and retention, government compliance, personnel transactions, policy development/enforcement and implementation, timekeeping, cross operational communication. This position will be responsible for championing HR programs and policies that support the continued growth of the business. Managing day/day, tactical aspects as well as driving the strategic planning processes of HR. The Director of HR will collaborate with the leadership team, and interact with employees at all levels of the organization. SKILLS AND ABILITIES REQUIRED: • Excellent organizational skills and multitasking abilities while dealing with interruptions • Strong interpersonal skills necessary to communicate in a professional and confidential manner with members of the organization • Solid written communication skills to prepare accurate and appropriate documentation • Strong knowledge of labor laws and employment practices, with the ability to adjust priorities, manage multiple projects and pay attention to critical details • Must be approachable, good natured, personable while also capable of holding firm on important issues and willing support to implement change positively • Sense of urgency, respect for others, flexibility and ability to think and act quickly in critical matters KNOWLEDGE AND EXPERIENCE REQUIRED: • Bachelor's Degree in Human Resources or a related field • At least 10+ years experience in human resources, with some multi site, multi state exposure ideal • Bilingual Spanish, Preferred Premier Service is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

PURPOSE: Overall leadership of corporate HR function including recruitment and staffing, training, compensation and benefits, employee relations, workers compensation, workplace safety, and performance management. This is a hands-on leadership role. RESPONSIBILITIES: Provide day-to-day leadership and direction to HR staff. Plan coaching and guidance to individuals on organizational processes and procedures. Analyze compensation rates to ensure local labor market competitiveness. Conduct employee relations investigations if complaints arise, and follow up with appropriate corrective actions. Provide leadership for worker's compensation claims through closure. Communicate updates to company policies and procedures to all associates. Ensure compliance with all state and federal labor regulations. Monitor position openings and lead hiring process. Manage relationship with temporary agencies and assess proper staffing levels, performance management, and local labor pay issues. Lead new hire and payroll processes as necessary. Work with the Leadership team to share information, resolve problems, and conduct coaching as necessary. Approve various HR related expenses including temporary agencies, uniform, and benefit invoices. Manage FMLA and Leave of Absence processes and procedures. Lead the HR operating budget process and manager monthly variance. Responsible for Employee Handbook, personnel files, and legally mandated updates. Execute annual social compliance customer audits. Other duties as assigned. REQUIREMENTS: 5-7 years of HR leadership experience with oversite of all functional areas of HR. Bachelor's degree in human resources or business management required. Proficient knowledge of Microsoft programs required. Bilingual English/Spanish a plus. Ability to handle highly sensitive and confidential information professionally. Capable of establishing a high degree of credibility within the organization quickly. Excellent oral and written communication skills.