Human resources manager jobs in Lombard, IL - 660 jobs

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

ARE YOU A CURRENT US FOODS EMPLOYEE? PLEASE APPLY DIRECTLY THROUGH OUR INTERNAL WORKDAY CAREER SITE Join Our Community of Food People! BASIC PURPOSE Serves as a trusted, strategic advisor to Area Staff, the local management teams, and drives field execution to support business objectives consistent with organization values. Ensures alignment of HR strategy with business objectives. Serves as the primary HR liaison for the Area Staff, the HR team and the local management teams on matters affecting the area. Consults with Region and Functional Partners to optimize effectiveness, team cohesiveness, and ensure effective business decision making particularly related to the human assets of the business. Conducts Area Employee Relations needs analysis and matches HR solutions to identified gaps. Serves as the area escalation point on employee relations issues of significant complexity. ESSENTIAL DUTIES AND RESPONSIBILITIES Drive achievement of key results for the area. Collaborate with Business Leaders to influence business strategy based on a deep understanding of the business implications for the area, including employee and labor relations. Participate in key meetings with Business Leaders to bring HR expertise to business/operational discussions with linkage to HR strategy and business objectives. Collaborate with appropriate HR and other teams to ensure new policies, plans, programs, and processes are effectively communicated and implemented consistently within the area. Drive improvement in overall team performance and direct talent planning / management which includes: 1.) supporting employee performance improvement planning-including plan development, counseling, and follow-up and 2.) working with Area Staff to facilitate the completion of all talent routines, such as TAPP and STR. Conduct investigations of complex Employee Relations and HR matters. Advise Area Leaders in conjunction with Region Leadership and Functional Partners on complex employee relations issues and manage risk effectively. Participate in the termination approval process for the area. Support culture change initiatives and establish key change management strategies for business-related events impacting human capital for the area. Work with Area Leaders to implement appropriate organizational structures as designed and key capabilities required to achieve business objectives. Complete workforce analysis for any RIF process. Work with region leadership and legal to assess risk. Drive effective Employee Relations activities designed to promote a positive work environment and advocate for the associate experience. Facilitate and follow up on the development of implementation of action plans designed to address issues surfaced through employee surveys-either locally driven or corporate driven. Engage effectively with Functional Partners and HR Centers of Excellence. In a market of this size with implications for Region and Company performance, partnering proactively, providing feedback, and engaging across the HR function is essential to successful execution of initiatives. Provide insight into Area specific needs for training to Region Leadership and centralized talent management team. Lead the HR team for the area with demonstrated people leader skills including the ability to coach and counsel other people leaders. Other duties as assigned by manager. Travel required up to 50% to domiciles and events. Incumbent will office in one of the markets of the area they will support. SUPERVISION HR Generalists and HR Coordinators RELATIONSHIPS Internal: VP Field HR, Region HR Business Leader, Region President, Area President, Regional Functional leaders, Area HR, HR Functional teams, Legal, Communications, Operations Leadership, Commercial Leadership teams. External: Government agencies, external legal counsel. WORK ENVIRONMENT Inside office environment, warehouse environment, domiciles. MINIMUM QUALIFICATIONS Bachelor's degree, preferably in Human Resources, or equivalent work experience required. Must possess a minimum of 7 years of Human Resources experience, with increasing levels of responsibility, including support for senior level business. Labor Relations experience required. #J-18808-Ljbffr

A leading consultancy firm is seeking an Associate Consultant to manage client projects and deliver analytics/reporting. Candidates should have 2-4 years of experience with cloud implementations, particularly in Core HR/Compensation modules. Strong communication skills and a willingness to travel are essential. The role offers a base salary range of $105,000 to $130,000 along with performance incentives and comprehensive benefits. #J-18808-Ljbffr

Responsibilities Serve as the onsite HR lead, guiding plant leadership and supporting employees across all HR matters Oversee full‑scope HR operations, including staffing, employee relations, performance management, compliance, training, and policy execution Manage temporary labor programs, from agency partnerships to daily coordination, forecasting, and conversion of top performers to full‑time roles Support operational excellence by aligning workforce levels with production needs and partnering with EHS on safety, compliance, and injury management Strengthen people processes through supervisor coaching, accurate HRIS/payroll administration, and engagement, communication, and retention initiatives Qualifications Bachelor's degree in Human Resources 5+ years of HR generalist experience in manufacturing or industrial environments Proven ability to manage temp‑labor programs, including staffing partners and variable workforce models Expertise in employment law and multi‑site HR support, with willingness to travel Ask for: Aarti Manchanda Salary: $75K - $95K Ajulia Executive Search is a New Jersey based Executive Search Firm specializing in retained searches in multiple sectors, including Manufacturing, Finance, IT, Legal, and Pharmaceutical. We have a nationwide client base and offer services in temporary and direct hire placements.

HR Director Employment Type: Full-Time | Exempt LHH is partnering with a privately held manufacturing organization to recruit an HR Director. This role provides overall leadership for the corporate Human Resources function and serves as a key advisor to the President and leadership team. The HR Director is responsible for all core HR disciplines, including recruitment and staffing, compensation and benefits, employee relations, safety, compliance, and performance management. This is a hands-on leadership role within a manufacturing environment. Key Responsibilities Provide day-to-day leadership and direction to the Human Resources team. Lead all functional areas of HR, including staffing, compensation and benefits, employee relations, safety, training, and performance management. Analyze compensation structures to ensure competitiveness within the local labor market. Conduct and oversee employee relations investigations and implement appropriate corrective actions. Provide leadership for workers' compensation claims through resolution. Ensure compliance with all federal, state, and local employment laws and regulations. Communicate updates to HR policies, procedures, and practices across the organization. Monitor open positions and lead the hiring and onboarding process. Manage relationships with temporary staffing agencies, including staffing levels, performance, and pay considerations. Oversee payroll and new hire processes as required. Partner with the leadership team to resolve employee issues and support organizational effectiveness. Approve HR-related expenses, including staffing agencies, uniforms, and benefits invoices. Manage FMLA and leave of absence processes and procedures. Lead the HR operating budget, including planning and monthly variance management. Maintain the Employee Handbook, personnel files, and all legally mandated documentation. Execute and support annual social compliance customer audits. Perform other related duties as assigned. Qualifications Bachelor's degree in Human Resources, Business Management, or a related field. 5-7 years of HR leadership experience with oversight of all core HR functions. Strong working knowledge of employment laws and regulatory compliance. Proficiency with Microsoft Office Suite. Bilingual English/Spanish preferred. Demonstrated ability to handle highly sensitive and confidential information. Ability to quickly establish credibility and build trust across all levels of the organization. Excellent written and verbal communication skills. Compensation & Benefits Base Salary: $130,000 - $170,000 annually Health Insurance: Medical, Dental, and Vision coverage Retirement: 401(k) plan with company match Paid Time Off: Approximately 3 weeks (120 hours) annually; final amount determined at offer Additional Benefits: Company-provided benefits and programs consistent with full-time employment Equal Employment Opportunity Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to: ******************************************* The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: The California Fair Chance Act Los Angeles City Fair Chance Ordinance Los Angeles County Fair Chance Ordinance for Employers San Francisco Fair Chance Ordinance

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

Healthcare | Union Environment | Mission-Driven Organization Why This Role? This is a high-impact opportunity for a senior HR leader who thrives in both strategic and hands-on work. As Director of Human Resources, you will shape workforce strategy, guide leaders, and ensure strong labor relations, compliance, and talent practices in a complex healthcare environment. This role offers visibility, influence, and the chance to directly support the hospital's mission through thoughtful, people-centered leadership. Position Summary The Human Resources Director provides comprehensive HR leadership and services to hospital departments, administrative leadership, and executive staff. This role oversees talent acquisition, compensation and benefits, employee relations, labor relations, compliance, and HR operations to support the hospital's mission and regulatory obligations. The Director directly supervises Human Resources staff and is responsible for their performance, development, and day-to-day operations. Key Responsibilities: Leadership, Labor Relations & Administration • Lead and develop the HR team; oversee recruitment, engagement, training, and leadership programs • Serve as primary liaison with bargaining units and lead collective bargaining negotiations • Coordinate grievance processes and advise leadership on employee relations and disciplinary actions • Support retention through transparent performance evaluation and compensation programs Recruitment & Workforce Planning • Oversee recruitment processes to ensure compliance with FTE budgets, hospital policies, and EEO standards • Ensure all recruitment documentation is maintained in accordance with regulatory requirements • Partner with leadership to maintain appropriate staffing levels • Manage ATS and HRIS systems Compensation, Benefits & Claims • Oversee competitive, cost-effective compensation and benefits programs • Serve as benefits administrator for health, dental, life, disability, and retirement plans • Collaborate on merit pay programs • Monitor unemployment (IDES) and workers' compensation claims Compliance, HRIS & Records • Ensure compliance with City of Chicago, State, and Federal labor laws; serve as EEO specialist • Maintain current knowledge of Joint Commission, CMS, and other regulatory standards • Oversee maintenance of employee files, including performance evaluations, licenses, certifications, training, and professional development records • Ensure HRIS is accurately maintained and effectively supports HR functions • Develop and implement HR policies and provide management training • Oversee employee recordkeeping in compliance with law and hospital policy Required Experience & Education • Bachelor's degree in Human Resource Management or related field • 10+ years of progressive HR experience with 5+ years of HR supervisory experience • 2+ years of HRIS experience Preferred Qualifications • Master's degree in Human Resource Management or related field • PHR or SPHR certification • 5+ years of HR experience in a healthcare or similarly regulated setting Core Competencies & Professional Expectations • Excellent written and verbal communication; strong presentation skills • Ability to prioritize, multitask, and exercise independent judgment • Calm, professional demeanor during high-pressure or emergency situations • Strong organizational skills and objective reasoning • Commitment to confidentiality, HIPAA compliance, and ethical practice • Proficiency in Microsoft Word, Excel, and PowerPoint • Regular attendance and participation in required trainings and safety programs Compensation & Benefits: • Salary Range: $110,000 - $120,000 • Benefits: St. Bernard Hospital and Health Care Center offers medical benefits, voluntary dental, voluntary vision, and a 403(b) Retirement Savings plan. About St. Bernard Hospital St. Bernard Hospital is a historic safety-net hospital on Chicago's South Side, committed for more than 120 years to providing accessible, high-quality, compassionate care, regardless of a patient's ability to pay. Guided by our values of Compassion, Respect, Stewardship, and Exceptional Care, we serve as a trusted provider, employer, and community partner.

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

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

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

OpenGov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the OpenGov Public Service Platform to operate efficiently, adapt to change, and strengthen the public trust. Category-leading products include enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data. These solutions come together in the OpenGov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync. Learn about OpenGov's mission to power more effective and accountable government and the vision of high-performance government for every community at OpenGov.com. Job Summary: The Staff HR Technology Analyst is responsible for developing, implementing, and maintaining OpenGov's Workday system, as well as other HR tools and systems that support the collection, access, and use of employee data for business planning and operational activities. The role supports a broad range of HR functions, including manager and employee self-service, compensation, benefits, talent acquisition, talent management, payroll, time tracking, absence management, reporting, and system security. This role serves as a primary Workday expert and system owner, partnering across HR, Finance, IT, and Legal, to evaluate business needs, design scalable solutions, and deliver a seamless employee experience. The ideal candidate is both strategic and hands-on - comfortable configuring Workday, building complex reports, managing integrations, and leading cross-functional projects that advance OpenGov's people technology ecosystem. Responsibilities Workday and HR Technology System Administration Serve as a primary Workday system owner and subject matter expert, responsible for administration, support, maintenance, and configuration Regularly evaluate and improve HR technology processes ensuring alignment with best practices and business needs Stay current on Workday releases, HR technology trends, and emerging best practices, bringing forward recommendations for improvement or automation. Business Partnership and Solution Design Partner with cross-functional teams and system stakeholders to evaluate business needs and recommend system-based solutions Consult with client groups to identify system gaps and opportunities, addressed through configuration changes, feature activation, and deployment of new modules Project and Change Delivery Lead HR technology projects by facilitating alignment meetings, providing regular stakeholder communication, and managing timelines and deliverables Coordinate release communications, testing cycles, and change management activities in partnership with HR, IT, and business stakeholders Provide functional support for system integrations to ensure successful execution and ongoing reliability Reporting, Data, and Integrations Design, develop, and deploy reports, dashboards, data extracts, and system interfaces to support business and strategic needs Documentation and Enablement Maintain documentation of functional requirements, system configurations, business processes and specifications Develop and deliver training and enablement materials to help end users understand and maximize system functionality Requirements and Preferred Experience Education and Experience Bachelor's degree or equivalent practical experience 8 to 12 years of Human Resources technology experience with strong functional and technical depth HR Technology and Systems Expertise 2+ years of hands-on Workday system administration and configuration experience; experience deploying Workday preferred Highly experienced supporting Workday across multiple functional areas, including core HR, payroll, time tracking, benefits, compensation, and talent systems Experience supporting HR technology release management, including evaluating vendor updates, coordinating testing, and planning deployments Experience supporting system integrations, data extracts, and interfaces Strong proficiency in Workday report writing Completion of Workday-related training; certifications preferred AI, Automation, and Emerging Technology Demonstrated interest in researching, evaluating, and applying AI-enabled capabilities within HR technology platforms Ability to translate emerging technologies, including AI and automation, into practical, business-ready solutions Ability to apply sound judgment when introducing AI-enabled functionality, with attention to data privacy, security, compliance, and responsible use Project Delivery and Ways of Working Strong project management skills with the ability to manage multiple priorities and deadlines Detail-oriented team player with strong problem-solving, collaboration, time management, and organizational skills Communication, Tools, and Professional Judgment Ability to communicate clearly and effectively with stakeholders at all levels of the organization Experience using Google Workspace is a plus Exhibits sound judgment, discretion, and confidentiality when handling sensitive information Culture and Ways of Working The ideal candidate demonstrates the following traits and behaviors: Mission-driven and impact-oriented. You are motivated by work that strengthens public trust and improves government effectiveness. Ownership mindset. You do what you say you will do, take responsibility for outcomes, and follow through. Bias for action. You move work forward with urgency, make informed decisions, and execute. Customer-focused problem solver. You challenge the status quo and design solutions that deliver real business impact. Curious and growth-oriented. You are curious about emerging technologies, including AI, and about why things are done the way they are. You seek to understand the broader business context and propose solutions that make sense for the company, not just the system. Clear and direct communicator. You communicate openly, give and receive feedback thoughtfully, and surface issues early. Collaborative team player. You work as part of a team, share credit, and value collective success. Practical optimist about AI. You are excited about AI's potential and approach it with both imagination and responsibility, focused on real value today and readiness for what's next. Compensation: Chicago, IL: $160,000 - $185,000 On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance. The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate's geographical location. Why OpenGov? A Mission That Matters. At OpenGov, public service is personal. We are passionate about our mission to power more effective and accountable government. Government that operates efficiently, adapts to change, and strengthens public trust. Some people say this is boring. We think it's the core of our democracy. Opportunity to Innovate The next great wave of innovation is unfolding with AI, and it will impact everything-from the way we work to the way governments interact with their residents. Join a trusted team with the passion, technology, and expertise to drive innovation and bring AI to local government. We've touched 2,000 communities so far, and we're just getting started. A Team of Passionate, Driven People This isn't your typical 9-to-5 job; we operate in a fast-paced, results-driven environment where impact matters more than simply clocking in and out. Our global team of 800+ employees is united in our commitment to challenge the status quo. OpenGov is headquartered in San Francisco and has offices in Atlanta, Boston, Buenos Aires, Chicago, Dubuque, Plano, and Pune. A Place to Make Your Mark We pride ourselves on our performance-based culture, where every employee is encouraged to jump in head-first and take action to help us improve. If you have a great idea, we want to hear it. Excellent performance is recognized and rewarded, and we love to promote from within. Compensation Range: $160K - $185K Apply for this Job

FIRST DEPUTY OF LABOR RELATIONS Job Number: 9872-MO-2026 Description JOB ANNOUNCEMENT First Deputy, Labor Relations Office of the Mayor Number of Positions: 1 Salary Range: $120,000-$127,488 will be accepted until 11:59pm CDT on 01/26/2026 About the Johnson Administration: Mayor Brandon Johnson is committed to building a better, stronger, and safer Chicago where every resident and every community have access to tools and resources that enable them to thrive. Since being sworn in as the 57th mayor on May 15, 2023, Mayor Johnson has reopened mental health clinics and expanded mental health services citywide, employed over 31,000 young people in summer jobs and invested nearly $80 million into youth engagement in 2024, created a place-based, people-driven plan for community safety that is showing promise in downward trends in every indicator, and is on track to deliver over 10,000 units of affordable housing to Chicagoans experiencing housing insecurity in his first term. The administration's first year marked a historic $1.25 billion investment in neighborhood and economic development to allow for the expansion of economic development and more affordable housing, eliminated the subminimum tipped wage, and the enactment of the most progressive paid time off law in the country. Mayor Johnson's administration is committed to addressing housing accessibility and homelessness, increasing access to and expanding mental health services, improving community safety by tackling the root causes of crime, and prioritizing youth employment and engagement. With a vision of making Chicago the safest and most affordable big city in the country, the Johnson Administration continues to work tirelessly to transform into a city where every Chicagoan can thrive. About the Opportunity: The Mayor's Office of Labor Relations, led by the Deputy Mayor of Labor Relations, was established through one of Mayor Johnson's first executive orders with the primary responsibilities to lead initiatives that promote a strong labor landscape throughout Chicago, spearhead efforts to promote economic justice, improve workplace equity and employment opportunities, and enforce robust labor standards. The First Deputy Mayor of Labor Relations reports to the Deputy Mayor of Labor Relations. The First Deputy will collaborate with the Deputy Mayor, teams across the Mayor's Office, and City Departments to effectuate Mayor Johnson's agenda for Chicago. Responsibilities: * Develop strategies and approaches to actualize the Mayor's agenda as it intersects with the City's roles of employer, policymaker, and enforcement authority. * Collaborate with Mayor's Office Teams and City Departments to develop and execute policies that implement the Mayor's agenda. * Identify and respond to emerging labor and economic issues that are pertinent to the Mayor's agenda. * Collaborate with other departments to monitor state and federal policy activities related to working people. * Cultivate and maintain strong relationships within the City's government, the worker community, and advocates. * Organize and facilitate convenings with experts, stakeholders, and other partners. * In partnership with the Mayor's Press Office, develop talking points on key initiatives related to labor. * Contribute to developing and executing labor-related events. * Other responsibilities as assigned. THIS POSITION IS SHAKMAN EXEMPT Qualifications Qualifications Education & Experience * Bachelor's degree in a related field or a combination of experience and education. * Advanced degree in Labor Relations, Law, Public Administration, or related field preferred. * Five or more years of experience in worker advocacy, public policy, or government. * Expertise in labor/employment policy or labor relations is a plus. * Demonstrated experience in developing policy and executing strategy that balances government regulations and stakeholder interests. * Experience working in policy in government a plus. * Experience work with public officials, and the labor, non-profit, and advocacy communities. * Ability to work independently and in teams and to inspire others to work toward achieving common goals. * Excellent written and verbal communication skills, exceptional public speaking skills. * Expertise in working with partners to build capacity and expertise in policy and advocacy. Skills & Competencies * Strong knowledge of labor/employment law and policy or labor relations. * Proficiency in policy tracking, analysis, and strategy development. * Strong project management experience. * Ability to work collaboratively with multiple teams. * Ability to manage multiple priorities under deadlines while maintaining high accuracy. * Exceptional attention to detail and organizational skills. * Excellent written and verbal communication skills. * Commitment to confidentiality and strong record of professional integrity. Work Environment This is predominantly an in-person position based at City Hall (121 N. LaSalle, Chicago, IL 60602) and may require occasional after-hours and off-site work to meet operational needs. The City of Chicago accommodates one remote workday per week upon approval from supervisor. Our goal is to attract and retain a highly skilled workforce by providing generous healthcare and other benefits for eligible employees. Learn more about benefits for City of Chicago employees here. The City of Chicago values a diverse and inclusive workplace culture. The City of Chicago is an equal opportunity employer, and we encourage candidates from all races, religions, national origins, genders, sexual orientations, gender identities, gender expressions, and ages, as well as veterans and individuals with disabilities to apply. Interested applicants should submit a resume and cover letter to . ALL REFERENCES TO POLITICAL SPONSORSHIP OR RECOMMENDATION MUST BE OMITTED FROM ALL APPLICATION MATERIALS SUBMITTED FOR CITY EMPLOYMENT. The City of Chicago is an Equal Employment Opportunity, Military Friendly, and Fair Chance Employer. City of Chicago Brandon Johnson, Mayor Job Posting: Jan 5, 2026, 5:06:33 PM | Closing Date (Period for Applying) - External: Jan 27, 2026, 5:59:00 AM Salary: $120,000-$127,488 Pay Basis:Yearly

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

2nd Shift Schedule: Monday- Friday, 1:30pm-10:30pm Pay Range: $56,000/year + benefits ( Plans offered : 401K, medical/dental/vision/disability/life insurance, maternity leave) About Us: At SwipeJobs, we're reshaping the future of staffing through technology. With operations in 48 states across the U.S., our platform connects job seekers with employers through our intuitive mobile and desktop applications. We're a high-growth, tech-enabled company backed by a strong vision and a dynamic leadership team. We are seeking an experienced Recruiter/Onsite Manager to drive growth in the Country Club Hills, IL market. What You'll Do: Manage all employees actively working onsite Partner with managers to understand staffing needs Coordinate onboarding and new hire orientations Support employees and act as the onsite point of contact What We're Looking For: Fluent in English and Spanish Previous supervisor, onsite management experience or team lead (warehouse or light industrial preferred) Strong people skills - you enjoy building connections Organized and able to juggle multiple tasks in a fast-paced environment Comfortable using Microsoft Office; ATS experience is a plus Reliable, proactive, and able to work independently onsite

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

The HR and Safety Trainer will lead the development, delivery, and tracking of compliance and safety training programs for a healthcare workforce in a hospital environment. This role supports clinical units, inpatient floors, and operational hospital departments by ensuring staff are trained to meet OSHA, workplace safety, and hospital operational standards, with a focus on patient-care environments, incident readiness, and safety culture. Key Responsibilities • Design and maintain training curriculum for clinical onboarding, annual compliance, and hospital safety requirements • Deliver instructor-led and virtual training on harassment prevention, OSHA hospital safety, workplace violence, patient handling safety, emergency procedures, and clinical incident reporting • Manage the hospital training compliance calendar to ensure timely completion across clinical and non-clinical departments • Maintain organized, audit-ready training records, attendance, assessments, and completion tracking for hospital compliance • Conduct safety walkthroughs in patient-care areas, clinical units, and inpatient hospital environments to identify training gaps • Support incident investigations by training leaders on documentation, reporting, and regulatory alignment for clinical environments • Manage LMS modules, assignments, and completion tracking for hospital-wide training • Update curriculum based on healthcare regulatory updates, hospital incidents, and internal policy changes • Strengthen safety culture for teams operating in patient care and high-risk hospital environments Qualifications •2+ years of HR, safety, or compliance training in a hospital or clinical setting •Strong knowledge of OSHA hospital safety regulations, workplace violence prevention, and clinical risk mitigation •Experience engaging diverse clinical audiences across shifts •Strong organizational and communication skills Equal Employment Opportunity Statement We are committed to a workplace free from discrimination. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by applicable law. Powered by JazzHR f7c9pr09Qk

Huron is a global consultancy that collaborates with clients to drive strategic growth, ignite innovation and navigate constant change. Through a combination of strategy, expertise and creativity, we help clients accelerate operational, digital and cultural transformation, enabling the change they need to own their future. Join our team as the expert you are now and create your future. An indispensable role... Our clients approach us with a unique set of complex challenges to forge strategy and operations with technology. So, we are constantly on the look-out for outstanding consultants with varying types of expertise and knowledge who are passionate about uncovering, untangling, and tackling the biggest challenges facing the industry. Our capable Associates utilize Huron tools, methodologies and best practices in the selection, planning and implementation of leading enterprise software and analytics solutions. Responsibilities Deliver project work streams, manage work plans, perform analytics and reporting, and interface with clients and presentations. Collaborate with client staff and leadership while mentoring junior Huron staff to support project success. Qualifications Bachelor\'s or Master\'s degree in a field related to this position or equivalent work experience 2-4 years of related experience with cloud implementations in a consulting role specifically within the Core HR/Compensation module End-to-end project implementation experience in one or more of the following areas: Cloud ERP, EPM, CRM or Data Management solutions. Core HR/Compensation module experience is a must Excellent communication skills - oral and written - and the interpersonal skills needed to quickly establish relationships of trust and collaboration Willingness to travel up to 50% as needed to work with client or other internal project teams Flexible living locations in the U.S. Preferred Qualifications Testing and modifying Fast Formulas Support existing Fast Formulas including reviewing and resolving issues Compensation and Benefits The estimated base salary range for this job is $105,000 - $130,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes, and required travel. This job is also eligible to participate in Huron\'s annual incentive compensation program, which reflects Huron\'s pay for performance philosophy. Inclusive of annual incentive compensation opportunity, the total estimated compensation range for this job is $117,600 - $153,400. The job is also eligible to participate in Huron\'s benefit plans which include medical, dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future. Position Level Associate Country United States of America #J-18808-Ljbffr

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

The HR and Safety Trainer will lead the development, delivery, and tracking of compliance and safety training programs for a healthcare workforce in a hospital environment. This role supports clinical units, inpatient floors, and operational hospital departments by ensuring staff are trained to meet OSHA, workplace safety, and hospital operational standards, with a focus on patient-care environments, incident readiness, and safety culture. Key Responsibilities • Design and maintain training curriculum for clinical onboarding, annual compliance, and hospital safety requirements • Deliver instructor-led and virtual training on harassment prevention, OSHA hospital safety, workplace violence, patient handling safety, emergency procedures, and clinical incident reporting • Manage the hospital training compliance calendar to ensure timely completion across clinical and non-clinical departments • Maintain organized, audit-ready training records, attendance, assessments, and completion tracking for hospital compliance • Conduct safety walkthroughs in patient-care areas, clinical units, and inpatient hospital environments to identify training gaps • Support incident investigations by training leaders on documentation, reporting, and regulatory alignment for clinical environments • Manage LMS modules, assignments, and completion tracking for hospital-wide training • Update curriculum based on healthcare regulatory updates, hospital incidents, and internal policy changes • Strengthen safety culture for teams operating in patient care and high-risk hospital environments Qualifications •2+ years of HR, safety, or compliance training in a hospital or clinical setting •Strong knowledge of OSHA hospital safety regulations, workplace violence prevention, and clinical risk mitigation •Experience engaging diverse clinical audiences across shifts •Strong organizational and communication skills Equal Employment Opportunity Statement We are committed to a workplace free from discrimination. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by applicable law.