Human resources business partner jobs in Rockford, IL

Set Your Future IN MOTION Manitou is purposefully committed to you, its people. We continue to elevate our success based on a “One United Team” focus that enables our purpose-driven and agile work environment. We pride ourselves in fostering a work-life balance that allows flexibility in people's day-to-day lives. In an era when talent is in-demand, you will find an unwavering commitment to your personal and professional growth. ABOUT OUR COMPANY CULTURE: As a worldwide leader in handling, access platforms and earthmoving equipment, Manitou Group's mission is to improve working conditions, safety and performance throughout the world, while preserving people and their environment. We design, manufacture, distribute and service products and solutions for the material handling, access equipment and compact earthmoving activities that work smarter, safer and reliably while delivering value to our customers. Our high-profile brands include Manitou and Gehl, and we are proud of our network of 1,050 dealers throughout the world. With sales in 140 countries, our team of 4,500 people are committed to delivering exceptional customer satisfaction. We operate in more than 30 global locations to ensure proximity to our customers and services tailored to their needs. Manitou continues on the forefront of innovation driving the green transition while also streamlining our operations guided by our customer-centric “New Horizons” roadmap. We are committed to providing safety and unique customer experiences worldwide. In sharing the same mission and values, our workforce remains engaged and passionate about what we manufacture and services we provide. GENERAL ACCOUNTABILITY: As the primary HR contact on-site, the HR Business Partner will be a strategic partner to the warehouse leadership team and an advocate for our employees. Reporting to the HR Manager, this position drives HR initiatives in a fast-paced environment, focusing on fostering a safe, positive, and high-performing culture. This position carries out responsibilities in the following functional areas: recruitment, employee relations, training, performance management, onboarding, policy implementation, benefits administration, and employment law compliance. DUTIES & RESPONSIBILITIES: Serve as the first point of contact for employee questions and concerns, providing guidance on HR policies and procedures. Responsible for assigned recruiting activities that support warehouse operation, including but not limited to: candidate screenings, interviews, and participating in the selection and hiring process. Organize career fairs as needed. Analyze trends and develop strategies to resolve HR issues and make a positive impact on business results. Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations. Manage all workers' compensation claims from initial report to claim closure, facilitating a smooth return-to-work process for employees. Actively participate in the Safety Caution Crew program. Identify training needs and coordinate relevant training programs for warehouse employees. Create a welcoming and effective onboarding experience for new hires, ensuring they have the tools and knowledge to succeed from day one. Conduct exit interviews and manage the onboarding process, analyzing feedback to improve retention and employee satisfaction Partner with managers on performance management processes, including goal setting, performance reviews, merit increases, and employee development plans. Administer employee benefits programs, answer employee inquiries, and assist with annual open enrollment. Champion our employee recognition program and develop initiatives to enhance morale, engagement, and our company culture. Compile monthly HR reports/metrics. Maintain accurate employee data and records within the HRIS. Complete local wage surveys within the labor market to determine competitive wage rates. Assist in the preparation of the Human Resources budget. Other related duties and projects as assigned. EXPERIENCE: A minimum of 3-5 years of experience in an HR Generalist or HRBP role, preferably in a warehouse or production environment. Solid knowledge of employment law and HR best practices. EXPERTISE: Excellent interpersonal and communication skills, with the ability to build trust and rapport at all levels of the organization. Strong conflict resolution and problem-solving skills. Ability to work independently and manage multiple priorities in a fast-paced environment. High level of discretion and ability to handle confidential information. Proficiency in Google Suite and experience with HRIS platforms. EDUCATION: Bachelor's degree in Human Resources, Business Administration, or related field. PHR or SPHR certification is preferred INTERNAL & EXTERNAL CONNECTIONS: Regular interaction with warehouse employees is required to understand and address their needs effectively. Daily interaction with the site Supervisors and General Manager Corporate HR team, AP/AR team, Parts Support team External connections with staffing agencies, vendors, community organizations SALARY RANGE: Base Salary Range between $70,000 - $80,000 per year, plus a potential quarterly bonus based on performance metrics *Actual pay determined by experience level, skills, qualifications & work location LOCALIZATION AND TRAVEL EXPECTED: This position is located in Belvidere, Illinois Travel up to 5% OUR REWARDS & RECOGNITION: In addition to an inclusive compensation package, we offer a comprehensive benefits program, including: Medical/Dental/Vision, 401k including employer match, tuition reimbursement, community-oriented volunteer program, wellness activities, employee and family activities throughout the year, and so much more! See for yourself why Forbes ranked Manitou within the top 125 for World's Best Employers. Applicants must be authorized to work in the United States. Equal Opportunity Employer

Job ID 45088 Date 20 November 2025 Job Family * Human resources Type of contract * Permanent * Permanent Set Your Future IN MOTION Manitou is purposefully committed to you, its people. We continue to elevate our success based on a "One United Team" focus that enables our purpose-driven and agile work environment. We pride ourselves in fostering a work-life balance that allows flexibility in people's day-to-day lives. In an era when talent is in-demand, you will find an unwavering commitment to your personal and professional growth. ABOUT OUR COMPANY CULTURE: As a worldwide leader in handling, access platforms and earthmoving equipment, Manitou Group's mission is to improve working conditions, safety and performance throughout the world, while preserving people and their environment. We design, manufacture, distribute and service products and solutions for the material handling, access equipment and compact earthmoving activities that work smarter, safer and reliably while delivering value to our customers. Our high-profile brands include Manitou and Gehl, and we are proud of our network of 1,050 dealers throughout the world. With sales in 140 countries, our team of 4,500 people are committed to delivering exceptional customer satisfaction. We operate in more than 30 global locations to ensure proximity to our customers and services tailored to their needs. Manitou continues on the forefront of innovation driving the green transition while also streamlining our operations guided by our customer-centric "New Horizons" roadmap. We are committed to providing safety and unique customer experiences worldwide. In sharing the same mission and values, our workforce remains engaged and passionate about what we manufacture and services we provide. GENERAL ACCOUNTABILITY: As the primary HR contact on-site, the HR Business Partner will be a strategic partner to the warehouse leadership team and an advocate for our employees. Reporting to the HR Manager, this position drives HR initiatives in a fast-paced environment, focusing on fostering a safe, positive, and high-performing culture. This position carries out responsibilities in the following functional areas: recruitment, employee relations, training, performance management, onboarding, policy implementation, benefits administration, and employment law compliance. DUTIES & RESPONSIBILITIES: * Serve as the first point of contact for employee questions and concerns, providing guidance on HR policies and procedures. * Responsible for assigned recruiting activities that support warehouse operation, including but not limited to: candidate screenings, interviews, and participating in the selection and hiring process. Organize career fairs as needed. * Analyze trends and develop strategies to resolve HR issues and make a positive impact on business results. * Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations. * Manage all workers' compensation claims from initial report to claim closure, facilitating a smooth return-to-work process for employees. Actively participate in the Safety Caution Crew program. * Identify training needs and coordinate relevant training programs for warehouse employees. * Create a welcoming and effective onboarding experience for new hires, ensuring they have the tools and knowledge to succeed from day one. * Conduct exit interviews and manage the onboarding process, analyzing feedback to improve retention and employee satisfaction * Partner with managers on performance management processes, including goal setting, performance reviews, merit increases, and employee development plans. * Administer employee benefits programs, answer employee inquiries, and assist with annual open enrollment. * Champion our employee recognition program and develop initiatives to enhance morale, engagement, and our company culture. * Compile monthly HR reports/metrics. * Maintain accurate employee data and records within the HRIS. * Complete local wage surveys within the labor market to determine competitive wage rates. * Assist in the preparation of the Human Resources budget. * Other related duties and projects as assigned. EXPERIENCE: * A minimum of 3-5 years of experience in an HR Generalist or HRBP role, preferably in a warehouse or production environment. * Solid knowledge of employment law and HR best practices. EXPERTISE: * Excellent interpersonal and communication skills, with the ability to build trust and rapport at all levels of the organization. * Strong conflict resolution and problem-solving skills. * Ability to work independently and manage multiple priorities in a fast-paced environment. * High level of discretion and ability to handle confidential information. * Proficiency in Google Suite and experience with HRIS platforms. EDUCATION: * Bachelor's degree in Human Resources, Business Administration, or related field. * PHR or SPHR certification is preferred INTERNAL & EXTERNAL CONNECTIONS: * Regular interaction with warehouse employees is required to understand and address their needs effectively. * Daily interaction with the site Supervisors and General Manager * Corporate HR team, AP/AR team, Parts Support team * External connections with staffing agencies, vendors, community organizations SALARY RANGE: * Base Salary Range between $70,000 - $80,000 per year, plus a potential quarterly bonus based on performance metrics * Actual pay determined by experience level, skills, qualifications & work location LOCALIZATION AND TRAVEL EXPECTED: * This position is located in Belvidere, Illinois * Travel up to 5% OUR REWARDS & RECOGNITION: In addition to an inclusive compensation package, we offer a comprehensive benefits program, including: Medical/Dental/Vision, 401k including employer match, tuition reimbursement, community-oriented volunteer program, wellness activities, employee and family activities throughout the year, and so much more! See for yourself why Forbes ranked Manitou within the top 125 for World's Best Employers. Applicants must be authorized to work in the United States. Equal Opportunity Employer Apply Link copied Share Location(s) * United States - Belvidere To view this interactive map, you must consent to the Google Maps service. Allow and display the map

Job Title: Human Resources Generalist (HR Business Partner) Type: Onsite - Galleria/Uptown Park area Compensation: $75,000 - $85,000 per year About the Role: We are working with a confidential client in the manufacturing sector to find an experienced Human Resources Generalist (HRBP) to join their team. This position is integral to aligning business objectives with employees and management across designated business units. As an HR Business Partner, you will act as a consultant to management on human resource-related issues while championing employee needs and driving change within the organization. Key Responsibilities: Provide comprehensive HR services to assigned work units, including recruitment, employee development, employee relations, compensation and benefits, workforce planning, and performance management. Collaborate with department leadership to assess workforce needs and develop strategies to address them effectively. Serve as the primary HR contact for managers and employees, offering guidance on business unit restructures, workforce planning, and succession planning. Counsel employees on HR-related issues, including benefits and company policies, and help resolve concerns before they escalate. Conduct employee screenings and interviews to recommend top candidates, while planning and executing recruitment activities to expand the applicant pool. Facilitate new hire onboarding and ensure accurate documentation of employment processes. Conduct thorough investigations regarding complaints, preparing documentation, and recommending actions as necessary. Represent the company at unemployment and EEOC hearings, demonstrating knowledge of relevant legal issues. Contribute to special projects and maintain an active role in the HR community within the market area. Qualifications: Bachelor's degree in Business Administration, Human Resources, or a related field is required; Master's degree is preferred. Minimum of 5 years of HR experience, ideally within a manufacturing environment. Preferred certifications include SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR ), or Professional in Human Resources (PHR ). Skills and Competencies: Strong interpersonal and communication skills. Ability to build collaborative relationships with leadership and employees. Proficient in HR best practices and employment law. Effective problem-solving and conflict resolution abilities. Experience with recruitment strategies and workforce planning. Additional Information: This position requires a proactive approach to HR needs and a commitment to fostering a positive workplace culture. Additional Information All your information will be kept confidential according to EEO guidelines.

At WillScot (NASDAQ WSC), our 4000+ people are at the heart of everything we do. In addition to providing industry-leading pay and benefits, we provide opportunities for development and upward mobility, while investing in the communities we serve. We are the undisputed leader in providing innovative flexible workspace and portable storage solutions, serving an incredible range of customers across all industries from 240+ locations across the United States, Canada, and Mexico. Our values are our foundation. We constantly strive to diversify our teams to ensure we have the best and brightest talent. We're deeply committed to creating an inclusive and equitable workplace where each person can contribute while being their authentic self. For more about WillScot and who we are, click here. Build your future with us! ABOUT THE JOB: WillScot HRBPs support client groups of ~5-600 employees across North America and require exceptional intellectual curiosity, courage and problem-solving skills with the ability to interact and build rapport with all levels of management and employees. This role will travel regularly to support client group activities. The key objective of the HRBP is to understand our business, company objectives, and to support all stages of the employee life cycle as required. Our HRBPs partner with client groups and employees for advice and action on recruitment, employee relations, compliance, performance and talent management, training, compensation and benefits, and delivery of HR programs and initiatives within their designated stakeholder population/functional area. The HR Business Partner is our employee contact on HR matters and requires a professional who can effectively navigate the intersection of employee and business objectives to the best outcome for both! Our HRBPs earn client respect by demonstrating knowledge and understanding of our business and organizational objectives and are able to facilitate HR objectives while supporting successful business and employee outcomes. WHAT YOU'LL BE DOING: WillScot is in a period of tremendous growth and success, with multiple recent acquisitions, and more planned. Our desired candidate has experience navigating organizational change and ambiguity and is able to move the practice forward while helping to build a foundation of newly harmonized practices and policies. The HRBP supporting WS Southeast regions will: * Partner with group leaders to build a high-performing culture, aligned with company values * Develop and implement creative candidate outreach strategies to help promote the WillScot brand in the marketplace to attract highly driven and successful professionals * Analyze leading indicator human capital metrics and develop action plans in alignment with management to reduce attrition, enhance performance, and enable strong employee engagement * Consult with assigned employees and managers to provide effective employee relations and performance improvement support, to include leading investigations, writing investigatory reports, providing appropriate recommendations, and developing performance improvement plans and disciplinary measures * Coordinate with managers and Talent Development function to drive talent assessment, succession planning, and development within the assigned group * Collaborate with managers and Total Rewards function to guide effective compensation decisions within the group regarding hiring, promotions, and incentive plan participation * Partner with Talent Acquisition to ensure effective onboarding experience for new hires, ensuring minimal short-term attrition and enabling employees to make an immediate impact * Lead corporate-wide exit interview process, ensuring accurate data is collected and responded to proactively manage attrition * Expedite problem resolution and case management for employee issues This is a team-based role and will assist in other aspects of HR as well as help drive our Company's Strategies and promote our Mission, Vision and Values. HRBPs will also participate in stretch assignments or projects throughout the year as development initiatives. EDUCATION AND QUALIFICATIONS: * Bachelors degree in HR, business or similar * 3 years of HR Business Partner experience in a decentralized work environment * Excellent organizational change-management skills operating in matrix or other ambiguous, complex organizational structure * Strong initiative to seek compliant, employee/business-friendly solutions within a developing framework * Strong MS Office skills and the ability to use technology as an enabler. * Ability to effectively manage multiple, changing priorities in a fast-paced environment with a sense of urgency * The ability to travel, including overnight, to client group sites and company events/meetings * Excellent communication skills and proven ability to influence managers at all levels * Strong analytical ability and attention to detail * High level of integrity, attention to detail and collaborative nature * Spanish bi-lingual preferred * Experience in a construction-oriented or industrial work environment preferred This role will operate in a branch office, remotely from our corporate HR practice. This field-based HRBP will require a strong ability to demonstrate accountability and the need to operate consistently as a team. Disclaimer: This posting describes the general nature and level of work performed and does not represent an exhaustive list of responsibilities, duties, or skills required. Collaboration and teamwork drive our success. Team members may be required to perform duties outside normal responsibilities from time to time as needed. Base Wage Range: $94,800.00 - $132,700.00 Individual rates are based on a variety of factors such as degrees or certifications, skill-level and years of experience, and include considerations such as expected overtime and variable compensation pay such as bonuses or commission. All regular WillScot Holdings Corp. positions offer generous benefits including medical, dental, vision, disability and life insurance, paid time off, Company holidays, tuition reimbursement, and 401(k) with match. Most positions also have variable pay opportunities including commission or bonus, performance rewards, or incentive programs. More information about benefits may be found here. WillScot provides equal employment opportunities to employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. WillScot embraces diversity and is committed to equal opportunity in all aspects of employment, including recruiting, hiring, promotion, termination, leaves of absence, compensation, and training. We are focused on building teams that include a variety of backgrounds, lived experiences, and skills. The more inclusive we are, the stronger we will be!

Who is Sonar? Sonar helps prevent code quality and code security issues from reaching production, amplifies developers' productivity in concert with AI assistants, and improves the developer experience with streamlined workflows. Sonar analyzes all code, regardless of who writes it - your internal team, gen AI, or third parties - resulting in more secure, reliable, and maintainable applications. Rooted in the open source community, Sonar's solutions support over 30 programming languages, frameworks, and infrastructure technologies. Today, Sonar is used by +7M developers and 400K organizations worldwide, including the DoD, Microsoft, NASA, MasterCard, Siemens, and T-Mobile. We believe in developing great products that are supported by great internal teams and a strong culture. We are highly committed to and obsessed with the company, users, each other, and our open source community. We have high standards and hold each other accountable for acting with positivity, dedication, thoughtfulness, empathy, and passion daily. We are deliberate with our decisions with high clarity of intention. At the same time, we feel extreme urgency and move forward quickly. And lastly, we are highly effective and operationally efficient. We operate collectively as One Team to accomplish our goals. At Sonar, CODE is more than just an acronym - it's a mindset that defines daily operations. Why You Should Apply: At Sonar, we're a group of brilliant, motivated, and driven professionals working hard to help supercharge developers to build better, faster. Sonar helps to continuously improve code quality and code security while reducing developer toil. This means that developers can focus on doing more of what they love and less of what they don't. Our solutions don't just solve symptoms of problems - we help fix issues at the source - for all code, whether it's developer-written, AI-generated, or from third parties. We have a dynamic culture with employees worldwide and hub offices in the USA, Switzerland, the UK, Singapore, and Germany. Team members should be able to come to work every day, work on a product they are proud of, love what they do, and feel energized by their peers. With our roots deep in the open source community, we're all about the mission: supercharge developers to build better, faster. The Impact You'll Have We are seeking a world-class experienced proactive Human Resources Business Partner (HRBP) to join our HRBPs squad. The HRBP will play a crucial role in designing and implementing the employee experience and journey through HR initiatives that support the overall business objectives, supporting the growth journey and engagement of our SonarSourcers. On a daily basis, you will Provide day-to-day support to leaders, which will include answering questions about policy application in specific employee cases, driving talent and people development plans, and ensuring that day-to-day performance management guidance is provided to leaders. Partner with business leaders to understand organizational goals and challenges, providing strategic HR guidance and insights. Change management: help employees adapt to new ways of working and manage the organization's change process Conducts weekly meetings with respective business units. Consult with line management, providing HR guidance when appropriate. Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Manage and resolve global complex employee relations issues. Conducts effective, thorough, and objective investigations. Maintain in-depth knowledge of global legal requirements related to the day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required, under the guidance of the CHRO. Provide day-to-day management guidance to line managers (e.g., coaching, counseling, disciplinary actions). Work closely with managers and employees to improve work relationships, build morale, and increase productivity and retention. Provide guidance and input on business unit restructure, workforce planning, and succession planning. Perform other related duties as assigned. The skills you will demonstrate A minimum of 6 years of experience in a fast paced, technology driven organization. Act as a culture ambassador by embodying and promoting a positive attitude and fostering a collaborative and inclusive work environment. Positivity is key in interactions and engagements with colleagues, clients, and stakeholders. You will have experience working closely with leaders in a startup or scale-up environments (additional experience in a larger organization would be a bonus) You promote a culture of innovation by fostering a culture of creativity, understanding people' needs, and using AI tools to streamline processes and gain new insights You have solid knowledge of employee relations processes and relevant employment legislation (additional experience or knowledge of other countries would be advantageous) Experience managing and closing complex employee relations cases independently You are highly curious and collaborative, proactively seek out a range of opinions and perspectives, with the ability to build relationships and work effectively across teams and departments You have personal gravitas, you articulate your thought processes with conviction, back up your ideas with data & evidence, and don't shy away from debating the best course of action for the business You are able to deal with ambiguity, tight timelines, and multiple competing priorities in a “start-up” type of environment Excellent communication and presentation skills, with the ability to articulate complex concepts clearly and concisely. Strong project management skills, with the ability to manage multiple priorities and deadlines in a fast-paced environment. You must consistently be in the office during designated working hours to facilitate collaboration and ensure efficient communication with team members. Limited travel required; attendance at business-required events may be necessary, but travel is generally minimal and infrequent. Benefits of Working with Sonar: We encourage usage of our robust time-off allocations with 27 PTO days for our employees based out of the Geneva region, plus additional days based on seniority and circumstances. We contribute 60% of the total cost for your pension; 13.5% to 15.5% of your base salary for savings; 2% for risk. Generous discretionary Company Growth Bonus, paid annually. Commuting:Sustainable mobility options, including carpooling and the refund of 60% of the annual transportation subscription. Global workforce with employees in 20+ countries representing 35+ unique nationalities. We have an annual kick-off somewhere in the world where we meet to build relationships and goals for the company.

This is where your work makes a difference. At Baxter, we believe every person-regardless of who they are or where they are from-deserves a chance to live a healthy life. It was our founding belief in 1931 and continues to be our guiding principle. We are redefining healthcare delivery to make a greater impact today, tomorrow, and beyond. Our Baxter colleagues are united by our Mission to Save and Sustain Lives. Together, our community is driven by a culture of courage, trust, and collaboration. Every individual is empowered to take ownership and make a meaningful impact. We strive for efficient and effective operations, and we hold each other accountable for delivering exceptional results. Here, you will find more than just a job-you will find purpose and pride. Your role at Baxter Baxter Healthcare is seeking a highly motivated and experienced Human Resources Manager to join our dynamic human resources team. In this role, you will have the opportunity to work closely with our HR Associate Director and other members of the HR team. This is a great opportunity for someone looking to advance their career in HR and potentially move into a leadership role! This position will provide Human Resource Business Partner support at our Round Lake, IL manufacturing facility. Partnering with plant managers and employees, this role will focus on employee relations, talent management, employee engagement and strategy development. This is a five day a week (Monday - Friday) on site role at our manufacturing site in Round Lake This is where we make life-saving products You are a knowledgeable and strategic HR professional with manufacturing environment experience. You understand the importance of building rapport, engaging employees, and leading HR projects and processes. As an HR Manager, you are a leader who is willing to listen and encourage others by your actions. You also appreciate the stability of a large multinational company with a long history of growth and success. Your role as the HR Manager allows you to be directly involved in the physical production that enables Baxter to fulfill our mission to Save and Sustain Lives. As a manager, you are the trusted critical connection between the business and the workers on the floor of the Round Lake Drug Deliver site (600+ employees) where we manufacture life-saving products. What you'll be doing Lead employee relations including investigations, conflict resolution, disciplinary actions, and performance management Oversee daily, weekly, and monthly HR operations including payroll, leaves, and employee issues Collaborate and coach people managers in addressing and resolving people issues Own critical HR data to understand root cause and produce strategic actions to support the business Proactively connect with employees and managers regarding HR policies, practices, employee benefits, and programs Drive talent management for the site including talent placement, succession planning, and development discussions with leadership Develop, execute, and sustain initiatives that drives employee engagement, development, and retention Coach and develop leaders on HR and leadership best practices; be a HRBP to members of the site leadership team Partner with HR teams outside the site to solve issues including talent acquisition, compensation, and employee relations What you'll bring No Cephalosporin or Penicillin allergies 5+ years of experience in human resources, including 2+ years as a HR generalist. HR manufacturing experience highly preferred A proven track record of disciplined action and execution in Human Resource role Ability to adapt to shifting priorities; have the flexibility to meet site needs that operates 5-6 days a week, 3-shift operation Strong foundational HR knowledge and experience in training, compensation, performance management, change management and organizational design. Demonstrated application of those skills and partnership with HR Centers of Expertise Strong working knowledge of employment law and employee/labor relations Analytical and critical thinking skills, with the ability to capture and interpret data to inform HR decisions Demonstrated ability to build effective working relationships with management team and to coach and influence decision making of senior leaders. Employee relations experience; experience working with employees to rollout processes or policies, resolve issues, etc Demonstrated ability to manage and resolve conflict Able to question “status quo”, drive innovation and accountability We understand compensation is an important factor as you consider the next step in your career. At Baxter, we are committed to equitable pay for all employees, and we strive to be more transparent with our pay practices. The estimated base salary for this position is $112,000 - $154,000 annually. The estimated range is meant to reflect an anticipated salary range for the position. We may pay more or less than of the anticipated range based upon market data and other factors, all of which are subject to change. Individual pay is based on upon location, skills and expertise, experience, and other relevant factors. This position may also be eligible for discretionary bonuses. For questions about this, our pay philosophy, and available benefits, please speak to the recruiter if you decide to apply and are selected for an interview. Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time. US Benefits at Baxter (except for Puerto Rico) This is where your well-being matters. Baxter offers comprehensive compensation and benefits packages for eligible roles. Our health and well-being benefits include medical and dental coverage that start on day one, as well as insurance coverage for basic life, accident, short-term and long-term disability, and business travel accident insurance. Financial and retirement benefits include the Employee Stock Purchase Plan (ESPP), with the ability to purchase company stock at a discount, and the 401(k) Retirement Savings Plan (RSP), with options for employee contributions and company matching. We also offer Flexible Spending Accounts, educational assistance programs, and time-off benefits such as paid holidays, paid time off ranging from 20 to 35 days based on length of service, family and medical leaves of absence, and paid parental leave. Additional benefits include commuting benefits, the Employee Discount Program, the Employee Assistance Program (EAP), and childcare benefits. Join us and enjoy the competitive compensation and benefits we offer to our employees. For additional information regarding Baxter US Benefits, please speak with your recruiter or visit our Benefits site: Benefits | Baxter Equal Employment Opportunity Baxter is an equal opportunity employer. Baxter evaluates qualified applicants without regard to race, color, religion, gender, national origin, age, sexual orientation, gender identity or expression, protected veteran status, disability/handicap status or any other legally protected characteristic. Know Your Rights: Workplace Discrimination is Illegal Reasonable Accommodations Baxter is committed to working with and providing reasonable accommodations to individuals with disabilities globally. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the application or interview process, please click on the link here and let us know the nature of your request along with your contact information. Recruitment Fraud Notice Baxter has discovered incidents of employment scams, where fraudulent parties pose as Baxter employees, recruiters, or other agents, and engage with online job seekers in an attempt to steal personal and/or financial information. To learn how you can protect yourself, review our Recruitment Fraud Notice.

Job Description Job Purpose The HR Business Partner (HRBP) will serve as a strategic partner to plant leadership and operations teams in a fast-paced industrial manufacturing environment. This role reports to the CHRO and is responsible for aligning HR practices with business objectives, driving workforce engagement, and ensuring compliance with labor regulations. The HRBP will act as a trusted advisor, balancing strategic initiatives with hands-on support for employees and managers. This role is part of a global team of HRBPs, each owning and leading a global HR process in addition to site-specific responsibilities. Essential Duties and Responsibilities Strategic Partnership Collaborate with plant managers and department heads to identify workforce needs and align HR strategies with production goals. Provide insights on organizational design, workforce planning, and succession management. Employee Relations and HR Operations Serve as the primary contact for employee concerns, grievances, and conflict resolution. Oversee payroll, attendance, and workforce scheduling systems in collaboration with HR shared services. Analyze HR metrics (turnover, absenteeism, training effectiveness) to recommend improvements. Ensure adherence to federal, state, and local labor laws, OSHA regulations, and company policies. Own full employee lifecycle processes for the site, ensuring positive employee experience. Partner with EHS team to reinforce a culture of safety. Talent Management Lead and own recruitment efforts for skilled trades, technicians, and leadership roles. Implement community strategies to ensure the company maintains positive relations. Partner with local trade schools and community colleges to develop pipelines. Support onboarding, training, and career development programs tailored to manufacturing operations. Performance and Engagement Implement performance management processes, coaching managers on feedback and development. Conduct manager and employee training and development. Drive employee engagement initiatives to improve retention and morale. Minimum Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 5+ years of HR experience, with at least 2 years in a manufacturing or industrial setting, preferably within a global organization. Experience working within union environments and negotiating CBAs. Strong knowledge of state and federal labor law and OSHA standards. Proven ability to manage change in a production-driven setting. Excellent communication, problem-solving, and interpersonal skills. Experience with HRIS systems and workforce analytics. Competencies Business Acumen - Understands manufacturing processes and how HR impacts productivity Influence and Negotiation - Builds trust with leadership and employees Resilience - Thrives in a dynamic environment with competing priorities Data-Driven - Uses metrics to guide decision-making and continuous improvement Physical Demands and Work Environment Generally working in Office with some activities in production environment Repetitive motion Some day or overnight travel domestically could be required Company Benefits Medical, Dental, and Vision Insurance Company HSA Contribution Company Paid HRA, STD and Life Insurance 401k with 100% Company Match Up to 4% PTO (including 14 Company Paid Holidays) Optional Life, AD&D and LTD Available Employee Assistance Program Tuition Reimbursement Additional Supplemental Insurance 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. #ALN

Your responsibilities: Own and lead the full HR cycle: from recruitment and onboarding to training, performance reviews, and offboarding Design and implement talent development programs that identify, support, and retain key talent Ensure compliance with Swiss labor laws and manage local HR operations with support from external consultants (payroll, contracts, legal) Be the sole HR representative at the outset, working independently and building scalable processes for future growth in all the company's locations (Switzerland, Italy, France, US) Act as a cultural anchor, helping to embed the values of a family-owned company into a new, entrepreneurial Geneva team Ideal profile: Experience in an autonomous HR leadership role, ideally within small to mid-sized companies Strong track record in talent management, employee development, and culture-building Fluent in Italian; professional working knowledge of English required; French is a plus Familiarity with Swiss employment law or willingness to acquire it quickly Comfortable working in a hands-on, flexible environment with a strong sense of ownership Degree in Human Resources or a related field; HR certification is a plus Because our clients build their future through the right people. And we help them find them.

Rock Energy Cooperative, an MRA Member, is looking for an HR Manager who has experience in Human Resources and working in a union environment. This position is an on-site work opportunity. The Human Resources manager is responsible for the planning, implementation, management and administration and communication of all HR programs and projects for Rock Energy Cooperative. Functions include, but are not limited to, staffing, employee relations, compensation and benefits, labor relations, safety and employee evaluation and development. Work is performed independently under the general supervision of the CEO. This position is 100% on-site. Essential Duties and Responsibilities This list of duties and responsibilities is not all inclusive and may be expanded to include other duties and responsibilities as management may deem necessary from time to time. Develops, administers, interprets, and maintains personnel policies, programs, and procedures in accordance with applicable state and federal regulations; researches, develops and recommends employment policies; maintains and updates employee handbook. Assures adherence to policies and procedures pertaining to human resources management. Maintains employee files. Advises supervisors, managers, and directors on employee performance issues; manages or conducts employee investigations; and conducts and summarizes exit interviews. Coaches, advises and assists supervisors on performance and disciplinary issues. Regular attendance in the office is an essential part of job. Maintains updated position descriptions. Manages the administration of the cooperative's employee benefit programs including: retirement plans, flexible spending, deferred compensation, and insurance programs. Works with plan administrators to assure comprehensive coverage. Manages the renewal process, change in providers, and open enrollment. Responds to questions and educates employees about benefit issues, and coordinates deductions and leave administration with payroll. Identifies recruiting sources and strategies; creates job postings, supplemental questionnaires, and advertisements; writes interview questions, conducts interviews and testing; recommends candidates for interviewing, checks references, and prepares confirmation and rejection letters. Conducts employee onboarding. Participates in negotiations, resolves grievances, assists and advises the CEO during labor relation negotiations; and advises managers on contract interpretation. Prepares wage and benefit data and proposals for use in negotiations. Oversees Workers' Compensation program, including working with Claims Adjustors and Nurse Case Managers. Manages injury on duty and return to work issues. Participates in safety committee activities. Assists in developing, maintaining, and updating safety policies and/or manual; prepares required OSHA information. Monitors and approves human resource division expenses. Performs all other related duties as requested or assigned. Working occasional extended hours may be required during emergency and other situations. Qualifications 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, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience Bachelor's degree in Human Resources, Business Administration, Communications, or a closely related field; and three to five years of experience Must have experience dealing with unions Demonstrated organizational and communication skills Proficiency in Microsoft Office: Excel, Word, and PowerPoint; Publisher and Adobe Acrobat helpful Ability to learn cooperative software General knowledge of employment law General knowledge of HRIS Certification (IPMA-CP and/or PHR/SPHR) preferred Physical Demands While performing the duties of this job, the employee is frequently required to sit; talk or hear; and use hands to finger, handle, or touch objects or controls. The employee is regularly required to stand and walk. On occasion the incumbent may be required to stoop, bend or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Work Environment The position is primarily an office-based position with visits to the warehouse and out in the field. The employee occasionally performs work-related travel. Compensation Range $85,000 - $95,000 Rock Energy Cooperative is currently using MRA-The Management Association to assist with its recruiting needs. They are not utilizing the assistance of staffing agencies at this time. If interested in the position, please click "Apply" and submit your resume accordingly. All questions can be directed to [email protected]. Thank you! 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.

5+ years of HR experience, including 2+ years in a generalist or managerial role. Experience supporting both office-based and warehouse employees Strong knowledge If you post this job on a job board, please do not use company name or salary. Experience level: Mid-senior Experience required: 5 Years Education level: All education level Job function: Human Resources Industry: Information Technology and Services Compensation: View salary Total position: 1 Relocation assistance: No Visa sponsorship eligibility: No Job Title: Human Resources Manager BIMsmith & Swatchbox Location: Hybrid (Elgin, IL) Company: Anguleris BIMsmith , Swatchbox , Modlar , Archbase (Concora) Company Overview: Anguleris is a leading construction technology company powering some of the most innovative platforms in architecture, design, and construction: BIMsmith a platform for architects to discover and download product data and BIM content. Swatchbox a global tech and logistics platform delivering building product samples to designers worldwide. Modlar a destination for product inspiration and discovery. Archbase (formerly Concora) a digital suite connecting architects to product manufacturers. Were not just building platforms, were building a high-performance, people-first company. Our HR team plays a vital role in sustaining our culture, enabling growth, and ensuring we remain a compliant and supportive workplace for all employeesacross brands, locations, and functions. Job Summary: The HR Manager will lead day-to-day HR operations for BIMsmith and Swatchbox, while supporting the broader Anguleris team. This role is responsible for a wide range of HR functions, including policy development, compliance, onboarding, recruiting, and employee relations. You will also manage and support a few international team members, helping ensure a consistent and inclusive experience across borders. You will be instrumental in developing and optimizing our Rippling HRIS, building strong internal processes, and supporting both office and warehouse employees with thoughtful, compliant HR practices. Key Responsibilities: Manage and execute daily HR operations across BIMsmith and Swatchbox. Lead the development, implementation, and optimization of the Rippling HRIS platform. Develop, update, and maintain the Employee Handbook, workplace policies, and procedures. Ensure compliance with federal, state, and local employment laws, as well as warehouse safety regulations. Support and manage a small number of international employees, ensuring local compliance and integration with company-wide processes. Lead recruitment and onboarding efforts, partnering with hiring managers to fill open roles with top talent. Oversee background checks, eligibility verification, and onboarding logistics. Serve as a point of contact for HR-related inquiries, including benefits, leave, performance, and employee relations. Participate in employee coaching, performance discussions, and investigations. Track and manage training initiatives, including compliance training, safety training, and development programs. Promote employee engagement through recognition programs, communication, and culture-building activities. Maintain accurate employee records and reporting using the HRIS. Continuously monitor HR best practices and emerging trends to improve internal processes. Support payroll coordination and benefits administration in partnership with finance and vendors. Required Skills & Qualifications: 5+ years of HR experience, including 2+ years in a generalist or managerial role. Experience supporting both office-based and warehouse employees Strong knowledge of employment law, workplace safety, and compliance practices. Tech-savvy, with HRIS experience (Rippling strongly preferred). Exceptional communication, interpersonal, and conflict-resolution skills. Organized, detail-oriented, and able to manage multiple priorities calmly and confidentially. Proven ability to build trusted relationships across all levels; approachable, ethical, and service-focused. Skilled interviewer and active listener with strong writing and conversational skills. Comfortable working in fast-paced, high-growth environments. Proficient in Microsoft Office and cloud-based tools. SHRM-CP, SHRM-SCP, or PHR certification preferred. Why Anguleris? Be a key player in a fast-growing tech company that is transforming the construction industry Leadership role with the opportunity to make a significant impact on our global brand presence Competitive compensation package, including health and retirement benefits Collaborative, innovative, and forward-thinking work environment Flexible working options

A high -growth technology company is seeking a Human Resources Manager to lead day -to -day HR operations for multiple tech -enabled business units, including logistics and digital platforms. This hybrid role is based in Elgin, IL, with responsibility for supporting both office and warehouse teams, as well as a small international workforce. You will serve as a key HR leader-building and optimizing internal systems, ensuring compliance, driving engagement, and helping the business scale while maintaining a people -first culture. Requirements: Minimum 5 years of experience in Human Resources At least 2 years in a generalist or managerial capacity Experience working with both office and warehouse teams Strong knowledge of employment laws and workplace safety standards Proven success implementing or managing HRIS (Rippling strongly preferred) Ability to manage multiple projects with discretion and confidentiality Excellent communication and interpersonal skills Certification (SHRM -CP, SHRM -SCP, or PHR) is preferred Requirements Benefits: Competitive compensation Health and retirement benefits Flexible work environment Career growth opportunities Collaborative, innovation -driven culture

Here at Kraft Heinz, we grow our people to grow our business, because we believe that great people make great companies. When you join our table, you can expect access to an array of holistic wellness benefits* and perks, including medical, dental and vision coverage, 7% 401(k) matching, Business Resource Groups (BRGs) to help foster diversity, inclusion, and belonging for all employees, an industry-leading total rewards package that emphasizes a high discretionary bonus. *Benefits begin immediately upon hire for salaried employees. Get a peek into life here at Kraft Heinz through our Instagram and TikTok channels! HR Business Partner at a glance... You will drive all people activities, initiatives and programs for the entire Woodstock site supporting the Plant Manager and acting as a key member of the plant leadership team. You will lead efforts around people development, talent pipeline, organization efficiency, change management and driving cultural transformation; to achieving goals around people, cost, and customer service. What's on the menu? Process Management: own and implement human resource processes- including the following: workforce planning, compensation administration, organizational change/effectiveness, process improvement, staffing and pipeline development, training opportunities, and organizational development Talent: drives talent development, engages with business to drive staffing plans and proactively manage staffing levels and talent moves within and across functions Labor Relations: manages employee & labor relations by investigating- resolving and communicating employee questions- issues- concerns- grievances- and sets union labor strategy for the facility Culture: ensure to demonstrate Kraft Heinz's mission- values- and initiatives and act as a change champion for the facility Employee Engagement: build strong relationships with employees and advocate for their job enrichment- engagement- and development Compliance: champion the application and interpretation of HR systems- policies- and programs ensuring compliance with federal and state employment laws Recipe for Success - apply now if this sounds like you! I have core knowledge of HR fundamentals and the ability to collaborate with all areas within HR I have prior experience within a manufacturing environment and supporting a union represented environment I have a strong eye for business, project management, and technical proficiency in workplace technology and systems (eg. Workday, Kronos, MS Office Suite, etc) I have the ability to communicate effectively with senior leadership and other key customers through data and insights I have excellent organization and time management skills I have the ability to manage teams through others I am adaptable, maintaining effectiveness in the face of changing priorities and tasks, ability to manage multiple assignments I am bilingual in English and Spanish Please note: This job positing is just a preview of the full scope of the position. A comprehensive job description will be shared.We hope to find you a seat at our table! 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. New Hire Base Salary Range: $102,100.00 - $127,600.00 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 Location(s) Woodstock Plant Kraft Heinz is an Equal Opportunity Employer - Underrepresented Ethnic Minority Groups/Women/Veterans/Individuals with Disabilities/Sexual Orientation/Gender Identity and other protected classes. In order to ensure reasonable accommodation for protected individuals, applicants that require accommodation in the job application process may contact *********************** for assistance.

Full-time Description Job Title: Human Resources and Risk Manager Department: Administration Classification: Full-Time (Exempt) Salary Range: $58,609 - $87,914 Yes Directly Reports To: Executive Director DESCRIPTION Join a fast-paced, growing park district where your HR expertise directly shapes a positive, compliant, and people-first workplace. As the Human Resources & Risk Manager, you'll serve as a trusted strategic partner to the Executive Director, leading district-wide HR and Risk Management functions while ensuring alignment with federal, state, and local employment regulations. This mid-career role is ideal for an HR professional who thrives on variety-balancing employee relations, policy development, safety, and risk management in a dynamic community-focused organization. If you're ready to make a meaningful impact, lead with professionalism, and grow alongside an organization committed to its people and mission, this role offers both challenge and opportunity. This position has no direct reports. Requirements JOB REQUIREMENTS The Human Resources/Risk Manager position requires a bachelor's degree in Personnel Management, Human Resources or a combination of equivalent education/ work experience in human resources, risk management, or relevant field. A minimum of five years of experience in related fields Knowledge of employment laws and regulations, risk management principles, and safety practices. Experience with Park District Risk Management Agency (PDRMA) preferred. Bilingual in English/Spanish is desired. Demonstrate ability to create appropriate procedures for the operation of your department and make policy recommendations as necessary to supervisor. Demonstrate ability to follow directions, problem solve a variety of situation, be highly effective at conflict resolution, and able to meet deadlines. Demonstrate satisfactory computer skills with the ability to learn and use new computer software including Microsoft Office applications, web-based scheduling systems, Learning Management Systems (LMS) and Human Resources Information Systems (HRIS). Work extended hours including nights, weekends, and holidays, as necessary. Must possess a valid Illinois State Driver's License. First Aid, AED, and CPR certification or the ability to obtain such within 90 days. Prior to employment, a successful criminal background check and physical/drug test by a Park District approved physician must be completed. ESSENTIAL FUNCTIONS AND RESPONSIBILITIES A. HUMAN RESOURCES FUNCTION Ensure onboarding of new employees including necessary forms (Written and/or electronic) and employee paperwork is completed within District, State, and Federal guidelines or requirements. Promote a positive workplace culture and foster a safe environment for employees and park visitors. Report new hires and rehires to State, PDRMA, and other agencies as required. Understand and implement the District's mission, vision and values statements as created and approved by the Park District Board. Maintain employee files in accordance with legal requirements. Assure that files are complete and up to date. Handle requests from outside agencies for employee information needed to administer benefit plans. Schedule pre-employment physicals for full-time staff. Distribute human resource information to employees as needed. Maintain employee information in applicable software and other files. Keep HR Information Systems up to date and be the primary liaison between the District and third-party HR Software providers. Provide accurate and timely responses to employee questions regarding benefits. Assist in development and improvement of personnel policies, procedures, and benefits. Research, maintain, and revise s and salary ranges as needed. Coordinate recruitment, interviewing, hiring and orientation for new positions and provide interviews as part of a group or individually as assigned. Create, advertise and track ads for positions. Arrange translation or outsource documents for Spanish speaking employees. Serve on Employee Recognition Committee (Kudos Krew) to plan employee events and create employee recognition opportunities. Coordinate personnel information with Finance Department staff. Assist staff with employee evaluations/appraisals. Maintain vacation/personal/sick day accruals. B. SAFETY/RISK FUNCTION Identify, assess, and manage risks that may affect the park district, its employees, and visitors. Develop and implement safety policies and procedures, conduct safety trainings, and oversee insurance programs. Serve as the District's Safety Coordinator and Act as liaison to PDRMA and coordinate with staff all documentation needed regarding training, orientation, documentation, manuals, inspections, checklists, etc. Handle all contractual worker contracts & certificates of insurance when applicable. Compile OSHA reporting and post necessary documents. Review/submission of accident/incident reports. Handle all workers compensation claims, paperwork, and staff communication. Perform site visits and inspections evaluating staff and facility safety compliance. Serve as a member of the Safety Committee. Provide periodic training information to staff and other district leaders to ensure relevant safety topics are reviewed on a timely basis. Handle IDOT-CDL license random drug requests as applicable. Maintain compliance with posting federal and state posters and other requirements. Attend and participate in professional seminars, conferences, conventions, workshops and technical meetings to enhance your knowledge of the industry and implement new ideas for the district as it relates to HR and Safety/Risk. MARGINAL FUNCTIONS Perform other duties as assigned by the Executive Director. Provides assistance at special events as assigned. Assist with Finance Department tasks as assigned. Attend internal and external committees as assigned. COGNITIVE CONSIDERATIONS Must have excellent communication skills, both verbal and written. Must be able to maintain confidentiality while handling sensitive and/or personal information. Must be accurate and detail oriented. Must be able to effectively give and receive verbal and written directions. Must be professional and courteous in dealing with staff, patrons and the general public, especially in stressful situations. Must be aware of and promote safety issues throughout the district. PSYCHOLOGICAL CONSIDERATIONS Able to work independently with general direction from the Executive Director. Able to delegate work to partners or other staff to accomplish work most effectively. Able to recognize priorities and meet deadlines. Able to receive constructive criticism and/or supervision. Ability to be flexible and adaptable to new situations. Possess enthusiasm toward establishing and accomplishing goals and objectives. Possess a pleasant demeanor and can always interact with the internal and external customers in a courteous manner, especially in difficult situations. Able to resolve differences and problems that arise with internal and external customers or to recognize when to elevate to their supervisor. ENVIRONMENTAL CONSIDERATIONS Employee is exposed to indoor conditions - heat/air conditioning, fluorescent lighting. Employee may be exposed to outside weather conditions during outdoor events, inspections, and training, including extreme heat and humidity, cold, snow and rain. Employee may sit for long periods of time doing computer-related work. PHYSICAL REQUIREMENTS The physical demands of this position are minimal. Most of your job will be at a desk or on site for program or event delivery. Occasionally movement of supplies, equipment, or uniforms is necessary in which case the maximum weight that you are expected to be able to lift is 25 lbs., though typically it will be less than this. Some bending, twisting, and kneeling may be necessary at your desk or in support of certain recreation programs/events. SAFETY RESPONSIBILITIES Must comply with all safety policies and procedures. Be aware of, follow, and enforce rules and standards set forth by state, local, and other industry-specific standards as they apply to our activities. Follow directions and exercise good judgement and safety awareness. Use all required PPE. All unsafe conditions are to be reported to your supervisor or appropriate staff who can resolve the matter immediately. GENERAL STATEMENT OF POLICIES, SAFETY, ETC. It is expected that all Huntley Park District Staff comply with the policies and procedures as set forth by the Huntley Park District Board of Commissioners. Resources that outline these policies and procedures include the Personnel Policy Manual, Safety Manual, Departmental Manual, Area or Job Specific Manuals and other written or verbal procedures as provided by your supervisor. As all situations cannot be documented even in manuals such as these, it is further expected that your actions as an employee are always performed with safety in mind, respect of your fellow staff and customers in mind, and at the direction of your supervisor. It is expected that all staff learn and understand these policies and procedures. This job description is meant as an outline of the job and does not represent all duties or a contract of employment. I list of all benefits offered for this job can be found here: Benefits

Title: Talent Acquisition ManagerLocation: Western Chicagoland Suburbs (ONSITE)$$$: 140-155k Industry: Research/Science We're searching for a bold, strategic, and forward-thinking Talent Acquisition Manager to join a major research facility located in the Western Chicagoland Suburbs. This isn't your typical TA role-this is your chance to lead transformation, shape the future of recruitment, and be the driving force behind hiring top-tier talent across executive, scientific, and high-level technical functions. As the TA Manager, you'll step into a high-impact leadership position where your vision and execution will directly influence the growth and innovation of a nationally recognized institution. This is your moment to be a true change agent-to build, optimize, and elevate the entire talent acquisition strategy from the inside out. Salary for the role is 140-155k. Why You'll Love This Role: ? High Visibility & Impact - Report directly to senior leadership and partner with decision-makers to recruit the minds that will drive groundbreaking research and technical innovation.? Own the Strategy - You'll lead and evolve full-cycle recruiting efforts while championing diversity, process excellence, and employer branding.? Build Something Bigger - Be a part of transforming the talent engine of a facility known for cutting-edge discovery and global impact.? Unmatched Growth Potential - Step into a leadership role with room to grow into senior HR or strategic operations roles.? Incredible Benefits - Enjoy generous PTO, top-tier healthcare, retirement plans, tuition assistance, and work-life flexibility that respects your expertise.? Mission-Driven Environment - Surround yourself with some of the smartest minds in science, engineering, and research-all working toward world-changing goals. What You'll Be Doing: Lead & Elevate the Talent Function - Oversee all strategic recruiting efforts, ensuring alignment with long-term organizational goals. Recruit for Impact - Manage and execute searches for executive, scientific, and technical leadership roles, ensuring we hire the best and brightest. Develop & Drive Strategy - Refine recruitment processes, implement data-driven decisions, and build scalable systems to support a growing pipeline. Coach & Inspire - Lead and mentor a small but mighty recruiting team, fostering a high-performance culture and passion for talent excellence. Champion DE&I - Promote inclusive hiring practices that reflect the values and diversity of the organization. Be a Brand Ambassador - Own the employer brand, from job postings to candidate experience to the organization's presence in the talent marketplace. Partner Cross-Functionally - Collaborate with HR, department heads, and leadership to forecast talent needs and refine workforce planning strategies. What We're Looking For: Bachelor's degree in Human Resources, Business, or related field 8+ years of full-cycle recruiting experience, with at least 3 years in a leadership or management capacity Experience hiring in technical, engineering, scientific, or research environments Proven success recruiting for senior-level and executive roles Strong understanding of ATS platforms, metrics, employer branding, and innovative sourcing strategies Confident communicator, trusted advisor, and adaptable leader with a growth mindset Experience working in complex or mission-driven organizations (R&D, biotech, academia, etc. a huge plus)

$109,100.00-$154,967.00. Please note that the pay range information is a general guideline only. The pay offered to a selected candidate will be determined based on factors such the scope and responsibilities of the position, qualifications of the selected candidate, business considerations, internal equity, and external market pay for comparable jobs. This position is not eligible for relocation assistance or sponsorship assistance. About the Role: Reporting to the Sr. Manager of Talent Development, The Talent Acquisition Manager oversees the execution of talent acquisition strategies, policies, and programs for the Batavia, Illinois, and Lead, South Dakota sites. Responsibilities include recruitment, relocation, onboarding, and aligning hiring efforts with business needs and strategic objectives. This position leads the Talent Acquisition team and collaborates closely with laboratory leaders, candidates, and the broader HR team to attract and retain top talent and ensure a seamless and positive hiring experience. What your day-to-day as the Talent Acquisition Manager at Fermilab will look like: Managing full-cycle recruitment responsibilities for the laboratory including efforts to identify talent, applicant vetting and selection, and new employee relocation and onboarding program. Ensuring a standardized approach to implementing best-in-class recruiting processes and procedures while maximizing the effectiveness of the applicant tracking system. Overseeing all aspects of performance management for direct reports, including hiring, training, performance reviews, promotions, and disciplinary actions, while also providing coaching, ongoing feedback, and development opportunities to support their growth and success. Championing efforts to increase Fermilab's presence and impact in advancing STEM workforce and pipeline opportunities on the local and national level. Developing and maintaining a strong talent pipeline by leveraging internal and external sources, online platforms, and professional networks to identify and engage potential hires. •Partnering with Divisions to understand workforce needs and create effective hiring plans and guide hiring managers through best practices in sourcing, interviewing, candidate assessment, and selection. Developing and enhancing recruitment metrics to track individual and team performance (e.g., time-to-fill, source-of-hire, acceptance rates, etc.). Providing metrics on applicant flow, costs, and effectiveness of recruiting, hiring, and external job posting site usage. Preparing requests for proposals to secure the best value in pricing and services for the Talent Acquisition team and maintain contract renewal timelines. Working closely with HR business partners and department leaders to align hiring with business objectives. Implementing recruitment tools and technologies to enhance efficiency and candidate experience. Analyzing data, evaluating trends, and making recommendations. Managing relationships with external recruiting agencies, and platforms as needed. Performing other duties as assigned by supervisor. Abiding by and being responsible for performing all duties in accordance with all environmental, health and safety regulations and practices pertinent to this position. Skills and Attributes for Success: Bachelor's degree in human resources, business administration, or related discipline 7+ years of full cycle recruiting management experience Master's degree preferred. Applicable Knowledge, Skills and Abilities Required: Strong knowledge of recruitment best practices, employment laws, and hiring strategies. Experience managing or leading a Talent Acquisition team. Ability to take initiative and advise and collaborate with all levels of internal and external stakeholders. Proficiency in ATS and HR technology platforms (e.g., Workday ATS, LinkedIn Recruiter, etc.). Excellent communication, negotiation, and stakeholder management skills. Adept with a variety of cloud-based enterprise systems such as Workday and recruitment-focused systems (e.g., applicant tracking, background check, and I-9 systems). Highly effective budget and project management skills. Work Arrangement: Please note that the described work arrangement is subject to change based on business needs and is not guaranteed to be final. Hybrid: is a work arrangement in which an employee as part of an ongoing regular schedule, works at an alternative worksite in the United States (e.g., an employee's residence) on some days and at the primary worksite on other days. Requires an approved hybrid work request for one or more days a week worked remotely within the United States on a routine basis. Benefits/Perks: Fermilab offers a competitive and comprehensive benefits program, including: Medical, Dental, Vision and Flexible Spending Accounts Paid time off Life insurance Short and Long-term disability insurance Retirement benefits Onsite day care Why Fermilab: Fermilab is America's premier laboratory for particle physics and accelerator research, funded by the U.S. Department of Energy. We support discovery science experiments in Illinois and locations around the world, including deep underground mines in South Dakota and Canada, mountaintops in Arizona and Chile, CERN in Europe and the South Pole. Drug-Free Workplace & Pre-Employment Screening Fermilab is dedicated to fostering a safe, productive, and drug-free work environment. As part of the hiring process, candidates must successfully complete a background check and drug screening. Employment is contingent upon the successful completion of these screenings. Equal Opportunity Statement Fermilab is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, age, national origin, disability, veteran status, genetic information, and other legally protected categories. REAL-ID Requirement for access to Fermilab Campus Fermilab requires all members of the public to produce a REAL-ID, or equivalent, to access the Fermilab Campus for interviews or career events. A list of acceptable forms of ID can be found here: ******************************************************************************* If a candidate is selected for an interview but does not possess any of the equivalent documents, we may schedule a virtual interview. What To Expect Next: We'll be in touch! If your qualifications are in alignment with the position requirements, one of our recruiters will be reaching out to schedule a phone interview to learn more about your career interests and goals. In the meantime, we encourage you to check us out on Facebook, X, Instagram, LinkedIn, or our About Us page.

About Nenni & Associates Nenni & Associates is a Recruiting and Executive Search firm specializing in the Energy and Infrastructure Services sectors. With over 25 years of experience, we have built a strong reputation and a proven track record of success in our industry. Our owner, Michael Nenni, is actively involved in mentoring our team and fostering a culture centered on family, fun, and professional growth. We are proud to be an Equal Opportunity Employer. Responsibilities As part of our team, you will: Use internal and external database systems to identify candidate pools for active search assignments Develop a solid understanding of Nenni & Associates' clients and their needs Proactively source candidates through social media, email, and phone outreach Communicate clearly with candidates, qualify their experience, and provide exceptional customer service throughout the interview process Ask insightful questions and effectively communicate our clients' values Build lasting relationships with candidates while representing yourself and Nenni & Associates professionally Conduct pre-qualification calls and assess candidates against preferred criteria Qualifications We are looking for someone who has: Strong telephone communication skills Proficiency in Microsoft Teams, Microsoft Excel, Outlook, and CRM tools The ability to follow directions and learn within a team environment The confidence to make persuasive career pitches to prospective candidates Strong multitasking and organizational skills Honesty, accountability, and integrity A strong work ethic, resilience, and problem-solving skills.

Job Description Rock Energy Cooperative, an MRA Member, is looking for an HR Manager who has experience in Human Resources and working in a union environment. This position is an on-site work opportunity. The Human Resources manager is responsible for the planning, implementation, management and administration and communication of all HR programs and projects for Rock Energy Cooperative. Functions include, but are not limited to, staffing, employee relations, compensation and benefits, labor relations, safety and employee evaluation and development. Work is performed independently under the general supervision of the CEO. This position is 100% on-site. Essential Duties and Responsibilities This list of duties and responsibilities is not all inclusive and may be expanded to include other duties and responsibilities as management may deem necessary from time to time. Develops, administers, interprets, and maintains personnel policies, programs, and procedures in accordance with applicable state and federal regulations; researches, develops and recommends employment policies; maintains and updates employee handbook. Assures adherence to policies and procedures pertaining to human resources management. Maintains employee files. Advises supervisors, managers, and directors on employee performance issues; manages or conducts employee investigations; and conducts and summarizes exit interviews. Coaches, advises and assists supervisors on performance and disciplinary issues. Regular attendance in the office is an essential part of job. Maintains updated position descriptions. Manages the administration of the cooperative's employee benefit programs including: retirement plans, flexible spending, deferred compensation, and insurance programs. Works with plan administrators to assure comprehensive coverage. Manages the renewal process, change in providers, and open enrollment. Responds to questions and educates employees about benefit issues, and coordinates deductions and leave administration with payroll. Identifies recruiting sources and strategies; creates job postings, supplemental questionnaires, and advertisements; writes interview questions, conducts interviews and testing; recommends candidates for interviewing, checks references, and prepares confirmation and rejection letters. Conducts employee onboarding. Participates in negotiations, resolves grievances, assists and advises the CEO during labor relation negotiations; and advises managers on contract interpretation. Prepares wage and benefit data and proposals for use in negotiations. Oversees Workers' Compensation program, including working with Claims Adjustors and Nurse Case Managers. Manages injury on duty and return to work issues. Participates in safety committee activities. Assists in developing, maintaining, and updating safety policies and/or manual; prepares required OSHA information. Monitors and approves human resource division expenses. Performs all other related duties as requested or assigned. Working occasional extended hours may be required during emergency and other situations. Qualifications 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, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience Bachelor's degree in Human Resources, Business Administration, Communications, or a closely related field; and three to five years of experience Must have experience dealing with unions Demonstrated organizational and communication skills Proficiency in Microsoft Office: Excel, Word, and PowerPoint; Publisher and Adobe Acrobat helpful Ability to learn cooperative software General knowledge of employment law General knowledge of HRIS Certification (IPMA-CP and/or PHR/SPHR) preferred Physical Demands While performing the duties of this job, the employee is frequently required to sit; talk or hear; and use hands to finger, handle, or touch objects or controls. The employee is regularly required to stand and walk. On occasion the incumbent may be required to stoop, bend or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. Work Environment The position is primarily an office-based position with visits to the warehouse and out in the field. The employee occasionally performs work-related travel. Compensation Range $85,000 - $95,000 Rock Energy Cooperative is currently using MRA-The Management Association to assist with its recruiting needs. They are not utilizing the assistance of staffing agencies at this time. If interested in the position, please click "Apply" and submit your resume accordingly. All questions can be directed to Tye.Smith@mranet.org. Thank you! 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. Powered by JazzHR oLjbHp4Zdr

About Kerry In careers from manufacturing to food science, Kerry's 19,000+ people are shaping the future of food by helping to nourish and delight consumers worldwide. 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 with opportunities to explore and grow in a truly global environment. About the role The Commercial Human Resources Director for North America will Partner with and coach business leaders to shape and execute organizational effectiveness and talent management priorities that directly support business growth, profitability and competitive advantage. The HR Director will be an integral member of the North America Commercial Leadership team responsible for leading profitable and sustainable growth. This individual will have specific accountability for shaping and executing plans to ensure the North America Commercial Function has the requisite leadership, talent pipeline, capabilities and culture required for successful execution of its ambitious and exciting growth strategy. The ideal candidate for HR Director will be someone who thrives in a fast-paced enviornment, can manage ambiguity and collaborates across Kerry's global Centers of Expertise and Global Business Services groups to ensure seamless delivery of agreed HR priorities. This individual plays a critical leadership role, driving strategic HR initiatives and aligning HR practices with business objectives to maximize commercial performance. Serving as a trusted advisor to senior leadership and a critical partner on the HR Leadership Team, the HR Director provides expert guidance on organizational effectiveness, organizational design, talent management, employee engagement and change management. This role acts as a key influencer, ensuring HR strategies support sustainable business growth, performance, and culture. This role is hybrid requiring a minimum of 3 days on site at our Beloit Wisconin headquarters with key customers, stakeholders & the HR leadership team. Key responsibilities Organisational Effectiveness * Shape & drive organisational effectiveness priorities aligned to business growth strategy * Lead execution of organisational effectiveness priorities and initiatives in line with business strategy and plans that improve productivity, reduce costs and enhance agility in response to market changes * Responsible for the people and organisation-design related aspects of change programmes - govern change initiatives to ensure people and organisational design aspects deliver commercial results. * Monitor and interpret key indicators of organisational effectiveness, (e.g. attrition, engagement) and ensure plans are in place to course-correct as needed * Coach & partner with business leaders on their role in leading organisational effectiveness for revenue growth and market leadership Talent Management * Shape & drive talent management priorities that build critical capabilities aligned to business growth strategy * Shape strategic talent and capability needs of the business, advise / coach leaders on leveraging relevant Talent Pipelining solutions for business growth / ensure delivery against key organisational 'Talent' priorities. * Lead core people and talent processes e.g., Talent & Succession planning, Career Development, High Potentials, and supporting internal talent mobility. * Partner with COEs to ensure individual and collective learning and leadership development solutions meet business requirements; coach leaders in improving leadership and management effectiveness, * Specify strategic resourcing requirements, work with leaders to validate open roles, coaching and challenging where necessary on requirements for new or replacement roles. * Input to assessment and selection process for critical / key leadership roles (with focus being Level D and critical roles at Level E, as agreed) Reward * Leverage Reward Programs to drive business performance and employee engagement * Partner with Reward COE on appropriate solutions to address business need * Consult, partner, coach Business Leaders re Total Reward decisions * Provide business insights to influence Reward COE strategy * Work with Reward COE on comp packages for Senior Leader & critical roles * Support leaders with the annual pay planning process Employee Support * Provide subject matter expertise in addressing complex Employee Relations issues in line with our service delivery model * Proactive management of Employee Relations as part of our Employee Engagement agenda; ensuring compliance to standards and use of data to develop action plans to remediate issues in a timely manner Employee Experience * Onboarding of senior leaders and critical roles * Coach & Support People Leaders on the creation & execution of our Voice & Engagement Plans Qualifications and skills * Bachelor's degree in Human Resources, Business Administration, or related field * 10+ years of progressive HR experience, including at least 5 years in an HR Business Partner leadership role. * Possesses a highly developed mix of business leadership skills and human resource expertise. The ideal candidate will have led the regional commercial 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 * Proven track record of partnering with senior executives in a matrixed or global organization. * Strong knowledge of Organisational Effectiveness and Talent Management practices. * Demonstrated experience in change management, leadership coaching, and organizational design. * Excellent communication, influence, and stakeholder management skills. * Strong analytical mindset with the ability to interpret HR metrics and data to inform decisions. * Comfortable working in fast-paced, dynamic environments. * HR Certification preferred. * Global HR experience or exposure to international business environments preferred. The pay range for this position is 177,000 - 310,000 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, internal equity, and Location. 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 12/08/2025 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.

Job DescriptionTitle: Talent Acquisition ManagerLocation: Western Chicagoland Suburbs (ONSITE)$$$: 140-155k Industry: Research/Science We're searching for a bold, strategic, and forward-thinking Talent Acquisition Manager to join a major research facility located in the Western Chicagoland Suburbs. This isn't your typical TA role-this is your chance to lead transformation, shape the future of recruitment, and be the driving force behind hiring top-tier talent across executive, scientific, and high-level technical functions. As the TA Manager, you'll step into a high-impact leadership position where your vision and execution will directly influence the growth and innovation of a nationally recognized institution. This is your moment to be a true change agent-to build, optimize, and elevate the entire talent acquisition strategy from the inside out. Salary for the role is 140-155k. Why You'll Love This Role: High Visibility & Impact - Report directly to senior leadership and partner with decision-makers to recruit the minds that will drive groundbreaking research and technical innovation. Own the Strategy - You'll lead and evolve full-cycle recruiting efforts while championing diversity, process excellence, and employer branding. Build Something Bigger - Be a part of transforming the talent engine of a facility known for cutting-edge discovery and global impact. Unmatched Growth Potential - Step into a leadership role with room to grow into senior HR or strategic operations roles. Incredible Benefits - Enjoy generous PTO, top-tier healthcare, retirement plans, tuition assistance, and work-life flexibility that respects your expertise. Mission-Driven Environment - Surround yourself with some of the smartest minds in science, engineering, and research-all working toward world-changing goals. What You'll Be Doing: Lead & Elevate the Talent Function - Oversee all strategic recruiting efforts, ensuring alignment with long-term organizational goals. Recruit for Impact - Manage and execute searches for executive, scientific, and technical leadership roles, ensuring we hire the best and brightest. Develop & Drive Strategy - Refine recruitment processes, implement data-driven decisions, and build scalable systems to support a growing pipeline. Coach & Inspire - Lead and mentor a small but mighty recruiting team, fostering a high-performance culture and passion for talent excellence. Champion DE&I - Promote inclusive hiring practices that reflect the values and diversity of the organization. Be a Brand Ambassador - Own the employer brand, from job postings to candidate experience to the organization's presence in the talent marketplace. Partner Cross-Functionally - Collaborate with HR, department heads, and leadership to forecast talent needs and refine workforce planning strategies. What We're Looking For: Bachelor's degree in Human Resources, Business, or related field 8+ years of full-cycle recruiting experience, with at least 3 years in a leadership or management capacity Experience hiring in technical, engineering, scientific, or research environments Proven success recruiting for senior-level and executive roles Strong understanding of ATS platforms, metrics, employer branding, and innovative sourcing strategies Confident communicator, trusted advisor, and adaptable leader with a growth mindset Experience working in complex or mission-driven organizations (R&D, biotech, academia, etc. a huge plus)