Human resources manager jobs in Racine, WI

Eden Senior Care, founded in 2016, is a growing Healthcare Management company, focused on managing and operating Skilled Nursing, Rehabilitation and Assisted Living communities in Minnesota, Wisconsin, and Ohio. Our mission with each community is to support their success by providing strong leadership, corporate support, and the resources and tools to realize their goals. Eden promotes and encourages the success of each of its employees and values the individual experience of its guests and their families. Position: Regional Director of Human Resources Job Summary: The Regional Director of Human Resources is responsible for the support and management of their local HR representatives in their regional area. Their day-to-day job is instruction, support, and assistance for all HR functions of their local indirect reports, to ensure seamless HR functionality and best practices for an exemplary Human Resource experience for all employees at their facility. Essential Job Functions: Every effort has been made to make your job description as complete as possible. However, it in no way states or implies that these are the only duties you will be required to perform. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or is a logical assignment to the position. Duties, responsibilities, and activities may change at any time with or without notice. Operational: Comprehend the strategic and day-to-day operations to provide consultation on and develop tracking plans and compliance for onboarding, responding to complaints, garnishments, DOL requirements, employee files, compensation and benefits, and other local HR responsibilities. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Acts as an advisor/coach by providing HR expertise and guidance on HR policies, disciplinary matters, and when appropriate on HR-related matters - coaching, counseling, performance management, career development, resource planning, succession planning, employee relations, and employee engagement and retention. Works directly with facilities to assist/support them in carrying out their responsibilities on personnel matters, day-to-day activities, and other HR-related issues, as well as stepping in to help train or other issues as needed. Assist local HRs in HR-related audits by government agencies or third-party auditing firms as needed. Help guide, reeducate, and perform performance reviews or PIPs as needed with HRs in their region - both for employees there and the local HR themselves. Responsible to be the first option for direction, training, or general questions for all local HRs and otherwise be a resource for best practices at the local HR level. Onboard, train, support, and reeducate local HRs as needed, and report back to upper management any issues at the local HR level. Tasked with assisting with, planning, and/or managing projects along with eh VP and the Corporate HR team to improve the overall HR experience and streamline or improve current processes. May serve as local HR contact or fill in for facilities without HR on a short-term basis as needed. Travel to facilities to assist, audit, or train on all HR practices as needed. Strategic: Manages and resolves complex employee relations issues. When needed, conducts and/or supports effective, thorough, and objective investigations and escalates to Senior Leadership for the business unit to ensure consistency. Works closely with the Human Resources leadership and employees to improve work relationships, create culture, build morale, and retention. Helps draft and communicate new HR practices, and changes in policy, as well as shaping the future of the HR role and responsibilities for the team - specifically to update current practices for better results and compliance, and to address changes in state, federal, and other regulations. Responsible to help create and implement, train employees and track roll out of new HR processes and procedures as defined by the VP of People Operations and other senior leadership when needed. Helps research new requirements and trends and helps steer the course of the HR role to adapt and adjust to these new or changing objectives. Identifies leadership and behavioral training needs for business, evaluates and monitors these training programs, and tracking plans to ensure success and completion. Reports back to VP and RDO's on issues or concerns at the local HR level and makes recommendations for change and/or performance improvement or termination. Helps determine bigger picture issues for the HR role - at both the local level and globally, and with employees as well to help adjust processes at the local level to streamline the employee experience and reduce turnover where possible. Help guide management on moving the HR roles and responsibilities into new processes or practices in order to ensure the HR role is adapting to the needs of the position as they change. Responsible for improving the level of organization and responsiveness of the HRs to all HR initiatives from the HRs in their region. Step in and help with all HR initiatives at the local level or higher as needed. Other duties as assigned. Supervisory/People Management Responsibilities: This position has no direct supervisory responsibilities. Required Education and Experience: Bachelor's degree in human resources or comparable combination of education and human resources-related experience. PHR/SPHR a plus but not required. 3 to 7 years previous human resources experience solving complex human resources matters. Working knowledge of multiple human resource disciplines with a focus on employee relations, staffing, performance management, and succession planning. Including a solid comprehension of federal and state employment laws. High level of computer skills with high proficiency in MS Suite products. Excellent interpersonal skills both verbal and written. Highly detailed and ability to analyze and interpret results to create effective solutions. Able to work in a fast-paced environment and leverage past experience to make solid decisions for the business. Preferred Education and Experience: PHR or SPHR certification 10 years related experience Physical Demands: While performing the duties of this job, the employee is regularly required to talk and hear. This is largely a sedentary role; however, some filing may be required. This would require the ability to lift files, open filing cabinets, and bent or stand as necessary. Must be able to push, pull, move and/or lift a minimum of 25 pounds to a minimum height of 5 feet and be able to push, pull, move and/or carry such weight with a minimum distance of 50 feet. Travel: Travel will be expected for the employee to go onsite at the facilities to follow up with their local counterparts as required or as the need arises. Working Conditions: This job operates in a home office, and possible in a health care setting. This role requires regular walking to various locations around facilities. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets, and fax machines. This role may also come into contact on occasion with guests who may have contagious illnesses. Position Type and Expected Hours of Work: This position is management of multiple healthcare facilities that are open 24 hours a day 365 days a year. While the majority of the work will be performed in a regular office setting, 8 hours a day, 5 days a week - evening and weekend work as well as holiday, and work during inclement weather may be required. Principal Contacts: Local HR, corporate staff. General Requirements: Must be able to execute the terms and conditions set forth in the Eden Senior Care employee handbook including, but not limited to: Works in a safety-conscious manner which ensures that safe work practices are used in order not to pose a risk to self or others in the workplace. Reports any safety violations or hazards to supervisor. Complies with company policies and procedures and local, state, and federal regulations. Adheres to a Drug-Free Workplace Interacts in a tactful, diplomatic, and humanistic manner with patients, families, visitors, and co-workers to provide a safe, efficient, and therapeutically effective caring environment which ensures the self-respect, personal dignity, rights and physical safety of each patient and facility guest. Maintains a dependable attendance record and adheres to standards of cleanliness, grooming, hygiene, and dress code. Takes positive action to ensure equal opportunity in the conduct of all business activities without regard to race, color, religion, sex/gender, age, national origin, disability, citizenship, veteran status or any other legally protected category.

At CDW, we make it happen, together. Trust, connection, and commitment are at the heart of how we work together to deliver for our customers. It s why we re coworkers, not just employees. Coworkers who genuinely believe in supporting our customers and one another. We collectively forge our path forward with a level of commitment that speaks to who we are and where we re headed. We re proud to share our story and Make Amazing Happen at CDW. Job Summary The Sr CWS (HR) Business Partner is an integral part of the Coworker Success (HR) organization as well as an indispensable strategic partner to the business unit it supports. As a Sr Business Partner, you are seen as a trusted advisor and an extension of the leadership team within your business client group. Business Leaders call on you to help think through their most difficult and strategic talent challenges. Simply put, Business Partners are the bridge between talent and strategy. In this role, you will have the chance to leverage your HR expertise across our organization, translating global programs into impactful local and business oriented solutions. Senior leaders seek out your guidance on how to assess, motivate and reward their teams, as well as come to you as a trusted advisor and partner to link talent strategy to our business outcomes. You will also act as a peer leader and a CWS subject matter expert. This role s success depends on the ability to build trusting and collaborative relationships with all areas of CWS and the business units you support. The capability to influence leaders and navigate complexity is critical in this role, along with balancing day-to-day tasks while executing a long-term talent roadmap. In this role, you will serve as a talent advocate, cultural ambassador innovator and leadership consultant. What you'll do Proactively engage and consult with business leaders to provide relevant, credible guidance to build talent solutions to drive business outcomes. Proactively provide support and resources to current and new senior leaders. Connect regularly with new leaders to provide key perspective, guidance, and connections to enable their success. Recommend solutions, participate and support organization change initiatives. Provide strategy recommendations, help execute and drive change adoption. Anticipate coworker risk assessments, recommend collateral and comms plan creation, own delivery & execution, & maintenance/continuation. Collaborate with leaders to assess talent and org synergies. Execute on integration steps. Participate in and act as stakeholder in organizational design conversations with the business, provide recommendations and help execute from a people standpoint. Evaluate needs with functional leaders, provide input and perspective based on expertise to navigate and guide job creation. Knows when and how to pull in the appropriate resources/stakeholders. Identify, create, and facilitate talent management strategies at the function level. Collaborate and advise on succession/workforce planning conversations and tactical execution. Build and care for successful working relationships with Centers of Excellence (COE). Provide base level guidance and introductions to COE stakeholders as relevant to director+. Act as partner and support successful execution of COE requests. Identify strategic support needed for key initiatives within the business (i.e. training on PIPs, compensation modeling, etc.). Support and facilitate packaging of feedback and resolution between the business and COEs. Partner with COEs to enable leaders & coworkers with proper resources & contacts to complete successful programs, such as Performance and Talent Reviews, Engagement Surveys, and other HR-led initiatives/programs. Serve as point of contact/lead liaison for assigned key cyclical initiatives by leadership. Drive engagement where appropriate of key strategic programs as assigned or outlined by leadership. What we expect of you Bachelor s degree and 5 years experience in HR with increasing levels of scope and complexity OR Master s degree and 3 years experience in HR with increasing levels of scope and complexity OR 9 years experience in HR with increasing levels of scope and complexity without a degree Experience working closely alongside, influencing, and supporting senior leaders in an organization Demonstrated ability to effectively coach and guide senior leaders on complex talent strategies and needs Excellent verbal and written communication skills with the ability to communicate effectively and in a constructive, professional manner with stakeholders at all levels Proven track record of strong interpersonal skills and good judgment to manage sensitive and confidential matters Exceptional navigation through conflict resolution and problem-solving skills Demonstrated business acumen, including thorough understanding of business dependencies and cross functional collaboration Project management skills Demonstrated ability to balance competing priorities/projects with the ability to adapt to the changing needs of the business while meeting deadlines and providing high quality work and service level Strong leadership skills with the ability to lead/influence a successful team or project Research and analyze information to make advanced employee relations decisions and recommendations Proficient in Microsoft Office applications Travel to CDW locations as needed Pay range: $ 88,000 - $ 122,400 depending on experience and skill set Annual bonus target of 5% subject to terms and conditions of plan Benefits overview: Salary ranges may be subject to geographic differentials We make technology work so people can do great things. CDW is a leading multi-brand provider of information technology solutions to business, government, education and healthcare customers in the United States, the United Kingdom and Canada. A Fortune 500 company and member of the S&P 500 Index, CDW helps its customers to navigate an increasingly complex IT market and maximize return on their technology investments. Together, we unite. Together, we win. Together, we thrive. CDW is an equal opportunity employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by state and local law. CDW is committed to fostering an equitable, transparent, and respectful hiring process for all applicants. During our application process, CDW s goal is to get to know you as an applicant and understand your experience, strengths, skills, and qualifications. While AI can help you present yourself more clearly and effectively, the essence of your application should be authentically yours. To learn more, please review CDW's AI Applicant Notice .

Blair Fire Protection is a top industry leader in fire prevention and protection. We are a Wisconsin-based company with offices in Butler and Neenah. We are seeking an experienced Senior Human Resources Generalist to join our team. If you're a hands-on human resource professional with multi-location HR support experience, this is your chance to shape culture, drive organizational growth, and make a real impact. About The Role Reporting to the CFO, the Senior HR Generalist serves as a trusted HR partner and oversees day-to-day HR operations across two locations, ensuring compliance, supporting employees and managers, and strengthening company culture. Key areas of responsibility will include, but not be limited to, talent acquisition, legal compliance, employee relations, issue resolution, training and development, employee communications, benefits, and performance reviews for two office locations. This Senior HR Generalist position is available due to an upcoming retirement, and we're offering a unique opportunity for the right candidate to be mentored directly by the outgoing HR incumbent, ensuring a smooth transition and a deep understanding of our culture, processes, and people. This is an on-site role based at our home office in Butler, WI. Periodic travel to Neenah, WI, will be required to meet business needs. Successful Candidates Will Have: Solid communications skills, both written and verbal Ability to maintain confidentiality and handle sensitive information with discretion Demonstrated ability to take initiative, think strategically, and work collaboratively at all levels within an organization Previous experience providing multi-site HR support in the construction/trades industry Excellent interpersonal skills and ability to maintain composure during challenging situations Essential Duties: Lead the talent acquisition process from recruiting, sourcing, scheduling interviews, drug testing, background checks, and onboarding new employees Manage employee benefits, including communication, coordination, and processing of annual open enrollment activities and all new employee benefits orientations Develop and implement employee policies and procedures, and maintain employee handbooks Guide leadership on personnel matters, policy reviews, and HR company-wide programs Provide guidance on strategic organizational growth and staffing Responsible for maintaining employee personnel files Manage Workers' Compensation accident reporting in coordination with the Safety Manager Perform administrative functions associated with safety and OSHA requirements Manage the employee termination process, including exit interviews and timely response to unemployment claims Oversee event planning, wellness programs, and employee engagement initiatives Backup for office administration Qualifications: Minimum of 5-7 years, progressive and well-rounded HR generalist experience Knowledgeable in safety and compliance regulations and reporting requirements MS Office Suite proficiency (Word, Excel, Outlook, Teams, and PowerPoint) Prior HR experience in the construction or trades industry is preferred Ability to travel within the state as needed Education/Certifications: Bachelor's degree in Human Resources, Business Administration, or related field PHR/SHRM certifications are always a plus Our Total Rewards Offering Blair Fire Protection offers competitive salaries and a generous benefits package, including medical, dental, vision, disability, and retirement benefits, paid vacation, and holidays, coupled with a challenging and team-oriented work environment to help you succeed in your career. Blair Fire Protection is an Equal Opportunity Employer.

Job Title: Human Resources Generalist Employment Type: Regular Full-Time About Us: Bell Flavors & Fragrances, Inc. is a leading company in the flavor and fragrance industry, dedicated to creating innovative and high-quality products. We are committed to fostering a positive and inclusive workplace culture where employees can thrive and grow. Position Overview: We are seeking a dynamic and experienced Human Resources Generalist to join our team. The HR Generalist will support the daily functions of the Human Resources Department, including recruiting and staffing, administration of compensation and benefits programs, training and development, employee relations, and compliance with applicable labor laws and regulations. This role will partner with the facility and US business leaders on various HR initiatives to support our Northbrook location. Key Responsibilities: Serve as a point of contact for employee inquiries, concerns, and conflict resolution. Provide advice and counsel to managers regarding personnel practices, policy, and employment laws. Support initiatives that foster a positive and inclusive workplace culture. Conduct investigations and recommend appropriate actions in line with company policies. Partner with hiring managers to develop job descriptions, screen candidates, and coordinate interviews. Support the onboarding process to ensure a smooth transition for new hires. Assist in the administration of performance review cycles and goal-setting processes. Lead the Leaves of Absences (LOA) Program, including FMLA, STD, LTD, ADA Accommodation, and Workers Compensation. Ensure compliance with federal, state, and local employment laws and regulations. Maintain accurate employee records and HRIS data. Generate reports and analyze HR metrics to support decision-making. Qualifications: Bachelor's Degree or equivalent preferred, preferably in Human Resources, Business Administration, or a related field. 2 to 4 years of Human Resources experience, preferably in a generalist capacity in a manufacturing environment. Proficiency in Microsoft Office Suite and experience with HRIS. Strong interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Ability to maintain the highest level of confidentiality and exercise independent judgment. Bilingual with strong Spanish language proficiency is highly preferred Why Join Us? Competitive salary range of $75,000 - $90,000 Full-time benefits package. Opportunities for professional growth and development. A supportive and collaborative work environment. Commitment to diversity and inclusion. If you are a motivated HR professional with a passion for fostering a positive workplace culture, we encourage you to apply!

Assignment Employee The Salem Group is a professional staffing firm with over 30 years of experience in connecting extraordinary people with extraordinary organizations! We're seeking an HR Project Manager with deep expertise in human resources and organizational change initiatives to lead the activation of our new corporate values and supporting commitments. This role will coordinate cross-functional efforts across Talent Development, Corporate Communications, Real Estate, and Digital teams (including intranet and website) to ensure a seamless, company-wide rollout. The HR Project Manager will serve as the central point of accountability for planning, tracking, and delivering against milestones. This individual will bring structure, discipline, and excellent communication to a high-visibility initiative that shapes the future of our culture. What will you do as an HR Project Manager? Project Mobilization & Structure: develop project charter, scope, and governance model; define roles, responsibilities, and RACI across workstreams; establish cadence for project meetings, reporting, and stakeholder updates; build and maintain project management templates and documentation. Integrated Planning & Coordination: develop and maintain an integrated program plan across multiple workstreams (Real Estate Management, Talent Development, Website/Digital, Corporate Communications, etc.); map dependencies and critical paths, proactively resolving potential conflicts; partner with functional owners to align plans, deliverables, and timelines; support communications strategy for rollout and activation. Governance & Reporting: facilitate steering committee, executive updates, and workstream lead syncs; prepare and deliver status reports (progress, risks, milestones, decision points); ensure alignment of metrics and deliverables with business goals. Delivery Assurance: proactively identify, track, and mitigate risks, issues, and dependencies; escalate blockers and facilitate decision-making with sponsors; oversee readiness of functional deliverables, ensuring quality and timely execution (e.g., intranet updates, performance management integration, space/branding updates). Cutover & Launch Readiness: manage communications and activation timeline across business areas; orchestrate launch activities, including go/no-go reviews and readiness signoffs; ensure alignment with corporate communications and change management teams for organization-wide rollout. Deliverables: Project Charter & RACI; Integrated Program Plan & Roadmap; RAID Log (Risks, Actions, Issues, Decisions); status Updates & Executive Scorecards; Communications & Activation Plan; Transition Plan to ongoing business ownership Who qualifies for the HR Project Manager position? Bachelor's Degree and 3 years of experience in project management, with at least 2+ years in HR, culture, or organizational change initiatives or 7 years of experience in project management with at least 2+ years in HR, culture or organization change initiatives without a degree Proven ability to lead cross-functional projects in large, complex organizations. Experience with HR processes (performance management, employee engagement, change adoption) strongly preferred. Familiarity with digital platforms (intranet, SharePoint, Workday, or similar systems) desirable. Strong organizational and planning skills; able to manage multiple moving pieces. Exceptional communication and facilitation skills, with executive presence. Ability to translate strategy into action plans, track progress, and drive accountability. Comfort with ambiguity and driving clarity across diverse stakeholder groups. Background and drug screen are required What hours will the HR Project Manager work? Monday - Friday, standard business hours Full time, 40 hours/week Temporary position, 3 months, subject to change How much will you earn as an HR Project Manager? Starting pay is $45-55/hour, individual pay is determined by job related skills, experience, and relevant education or training. Get paid weekly! Direct deposit and pay card options available for all Salem employees Our Benefits! The Salem Group is proud to offer world-class benefits including: Affordable insurance plans Paid Sick Leave (where applicable by law) Holiday Pay Referral Bonuses Retention Bonuses And more… click here to view our full benefit package: The Salem Group Benefit Summary 2025 Positions are available immediately! Don't wait to apply! Ready to learn more? Submit your resume and one of our friendly Staffing Managers will contact you soon!

The Director of Human Resources provides leadership, policy guidance, and strategic direction for all human resource functions at WELS Center for Mission and Ministry (CMM), including employment, compensation, employee relations, resource development, personnel policies, and compliance with employment laws and WELS policies. This role ensures that personnel practices reflect WELS's mission and theology while maintaining compliance with applicable federal and state regulations. The Director also provides human resources leadership and policy guidance to the synod's ministerial education schools, promoting consistent, legally sound, and Christ-centered human resource practices. The position serves as a resource to WELS congregations, schools, and affiliated ministries on personnel, policy, and risk-related matters. Working collaboratively with the synod's areas of ministry, support services, and ministerial education schools, the Director facilitates data-informed decision-making, organizational effectiveness, and continuous process improvement for the synod. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. * Provides leadership and direction for all human resource functions at the CMM, including employment, compensation, employee relations, personnel policies, and compliance. * Oversees development, implementation, and communication of CMM personnel policies and procedures; ensures consistency with WELS theology and alignment with federal and state employment laws and regulations. * Ensures compliance with all applicable employment laws, regulatory requirements, WELS policies, and reporting obligations; acts as the primary compliance officer for personnel matters. * Maintains, communicates, and tracks acknowledgement of HR policies applicable to CMM employees and to members of boards, commissions, and committees appointed by the Synodical Council. * Supervises Human Resources department staff, including hiring, training, directing work, evaluating performance, and addressing personnel matters. * Directs recruitment, selection, interviewing, hiring, onboarding, and retention of CMM lay employees; collaborates with synod leadership in supporting and advising on the filling of called worker positions. * Develops, updates, and administers the WELS called worker compensation guidelines and salary matrix in collaboration with the synod administration leadership; educates congregations, schools, and affiliated ministries on the application of WELS called worker compensation guidelines and the use of the electronic compensation calculator. * Collaborates with the synod's areas of ministry and Financial Services to develop and align the compensation components of the synod's ministry financial plan. * Develops and maintains classification systems, performance review processes, and compensation structures, and recommended adjustments for CMM lay employee. * Works in close collaboration with the WELS Benefits Plan Office to administer benefit programs. Communicates employee benefits offered to CMM staff. Oversees ACA reporting and compliance requirements for CMM and the four ministerial education schools. * Oversees activities and programs designed to promote a healthy, engaged organizational culture and high employee morale among CMM staff. * Gathers, analyzes, and interprets industry data and performance measurements to coach synod leadership in the effective utilization of employees and process improvement planning. * Manages HR systems and data integrity, including Human Resources Information System (HRIS) records, personnel files, payroll and benefit data, and digital HR resources; ensures human resources information found at wels.net and the CMM intranet is accurate, current, and accessible. * Collaborates with Financial Services to ensure accurate payroll data. * Advises CMM supervisors and synod administration leadership on personnel matters involving performance management, corrective action, conflict resolution, workforce planning, and organizational structure. * Serves as a resource to WELS congregations, schools, and affiliated ministries regarding personnel practices, employment law compliance, compensation, benefits, policy interpretation, and risk management. * Maintains written and electronic personnel documents for CMM employee files to include wage information, disciplinary action and employee training. * Investigates and coordinates responses to allegations of CMM employee misconduct, harassment, sexual misconduct, or abuse in accordance with WELS policy and applicable reporting requirements; maintains confidential and accurate documentation. Assists WELS leadership, congregations, schools, and affiliated ministries with appropriate handling of such allegations involving pastors, teachers, vicars, staff, and volunteers. * Coordinates the employment, pay, benefits, and budgetary aspect of the vicar program in cooperation with Wisconsin Lutheran Seminary. * Coordinates the budgetary aspects of the district president assistant program in cooperation with the Conference of Presidents. * Develops and manages the budget for the Human Resources department. * Facilitates training and development programs for supervisors, managers, and staff across WELS entities; provides ongoing education on personnel policies, supervisory skills, employment law, and HR best practices. * Supports and advises the Synodical Council, including its Compensation Review Committee. * Assists in the vetting and documentation process for nominees to synod boards, commissions, and committees appointed by the Synodical Council; maintains centralized records of nominee data and vacancies. * Performs background checks for volunteers serving at synod-sponsored events to support safety and risk-management practices. * Serves as a member of the CMM Safety Committee to support safe working conditions and compliance with workplace safety standards. * Performs other duties as assigned in support of the mission and ministry of WELS. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job. Other duties may be assigned.

Description: In agreement with our mission at Level 10 in creating authentic, engaging and long-term relationships, we would like to extend any candidate the opportunity to apply and engage in an a conversation around opportunities within our organization. If you are interested in speaking with us and applying for this department, please submit your application and resume. We will be in touch! Purpose: The Human Resources department supports the organizational goals and objectives by managing its most valuable asset - its people. Scope: The Human Resources department is responsible for managing and supporting its employees throughout the employment lifecycle through a variety of functions. Our Human Resources department is made up of the following roles: Human Resources Manager, Human Resources Generalist, Training Coordinator Responsibilities: Job Posting and Advertising: Develops job descriptions, posts vacancies, and advertises openings through various channels. Candidate Screening: Screens resumes, conducts initial interviews, and coordinates selection processes with hiring managers. Offer Negotiation and Onboarding: Extends job offers, negotiates terms of employment, and facilitates the onboarding process for new hires. Conflict Resolution: Handles employee grievances, disputes, and conflicts, and facilitates resolutions in accordance with company policies and applicable laws. Employee Counseling: Provides support and guidance to employees on various work-related issues, including performance concerns, career development, and personal challenges affecting work. Salary Administration: Manages compensation structures, conducts salary surveys, and reviews and adjusts pay scales as needed. Benefits Administration: Administers employee benefits programs such as health insurance, retirement plans, and other fringe benefits. Payroll Processing: Oversees payroll functions, ensuring accurate and timely payment of wages and salaries to employees. Training Needs Assessment: Identifies training needs and develops training programs to enhance employee skills and capabilities. Career Development: Facilitates career development opportunities, including coaching, mentoring, and succession planning initiatives. Performance Appraisal: Conducts regular performance evaluations and provides feedback to employees on their performance. Performance Improvement Plans: Implements performance improvement plans (PIPs) and supports managers in addressing performance issues. Policy Development: Develops and implements HR policies, procedures, and guidelines that align with legal requirements and organizational values. Legal Compliance: Ensures compliance with labor laws, employment regulations, and workplace health and safety standards. Employee Satisfaction Surveys: Conducts surveys to assess employee satisfaction and engagement levels and develops strategies to improve workplace morale. Organizational Culture: Promotes a positive organizational culture that fosters teamwork, collaboration, and employee well-being. Data Management: Manages employee data, records, and HR-related information using HRIS software. Analytics and Reporting: Generates reports and analyzes HR metrics (e.g., turnover rates, recruitment metrics) to support data-driven decision-making and strategic planning. Workplace Safety: Ensures a safe working environment by implementing safety programs, conducting risk assessments, and promoting safety awareness among employees. Employee Wellness Programs: Develops and promotes wellness initiatives to support employee health, well-being, and work-life balance. Requirements:

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.

Join our Human Resources team and play a key role in supporting employees and managers across the organization. The HR Generalist manages core HR functions including recruitment, onboarding, HRIS administration, benefits, timekeeping, leave management, safety training coordination, and employee relations. This position serves as the primary HR contact for employees and supervisors at all levels, ensuring compliance with company policies and delivering exceptional support. 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. Talent Acquisition & Onboarding Manage full-cycle recruitment including posting requisitions, screening candidates, scheduling interviews, and administering assessments. Complete pre-employment requirements and facilitate new hire orientation and training assignments. HRIS, Payroll Liaison & Records Maintain accurate employee records and process status changes. Administer timekeeping for attendance and PTO, and coordinate with payroll on changes, retro pay, and deductions. Benefits Administration Oversee employee benefits enrollment and terminations, process life events and eligibility updates, and assist with claims inquiries. Manage COBRA notifications and support ACA/HIPAA compliance and open enrollment logistics. Leaves & Accommodations Administer FMLA and state leave programs, coordinate short-term disability under HR Manager guidance. Employee Relations & Communications Serve as the first point of contact for policy questions, attendance concerns, and minor disputes. Support engagement initiatives, recognition programs, and HR communications. Training & Safety Support Maintain training records and coordinate safety training sessions. Track OSHA logs (300/300A) and manage incident reporting in partnership with Safety. Compliance & Reporting Assist with audits (I-9, HRIS, benefits, payroll), ensure proper file retention and security, and prepare routine HR reports including headcount, turnover, and absenteeism. 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, or related field; or equivalent combination of education and experience. 2-4 years of progressive HR experience, preferably in a manufacturing environment. PHR or SHRM-CP certification is a plus. Strong understanding of HR principles, employment laws, and compliance requirements. Proficiency with HRIS systems and Microsoft Office Suite; experience with payroll processes a plus. Excellent organizational skills with the ability to manage multiple priorities and meet deadlines. Ability to handle confidential information with discretion and professionalism. Supervisory Responsibilities None Benefits Medical (Anthem) Dental (Anthem) Vision (Anthem) Life Insurance Supplemental Insurance 401k with matching Paid Holidays Paid Time Off Paid Parental Leave Incentive Plan Work Environment Normal office and factory environment. Slight exposure to dust, noise, fumes, and oils is present. We are great people that make a great product! At Tanis Brush, we design and manufacture various industrial and utility brushes that help other businesses thrive. Our brushes are used for cleaning, sorting, painting, finishing and protecting equipment, machinery, parts and many other applications. Since 1987, Tanis has been known for our vast selection of brush products, resourceful specialty design, engineering capabilities, and exceptional customer service. Tanis Brush provides equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, ancestry, national origin, citizenship, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, religion, age, disability, genetic information, service in the military, or any other characteristic protected by applicable federal, state, or local laws and ordinances. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

At Citizens Bank we help people, businesses, and communities achieve financial success to build a better future. We hope you will consider joining our team. We are seeking a full time Human Resources Manager to join our Human Resources team. Manage all HR operations for the Bank. Ensure benefits, HR programs and policies are efficient, effective and in compliance with applicable employment laws. Duties and Responsibilities: Manage all areas of HR including Staffing, payroll, benefits, employee relations, performance management programs, and recruiting. Conduct HR staff performance reviews. Review Benefit plan documents for accuracy and gain an understanding of plan design details. Assist Benefit Administrator in distribution of materials and benefit communications to employees, working with Benefit vendors as necessary. Ensure HR processes and policies are in line with current employment legislation. Review practices regularly for compliance and update accordingly. Change/Develop new HR policies/programs and streamline processes where possible based on business needs. Employee relations and problem solving with managers. Ensure clear, thorough employee communications (forms, announcements, policies) from HR department. Ensure all job descriptions are up to date and compliant with all local, state, and federal regulations Manage and maintain the HR system (ADP) and other technologies used by the department, manage upgrades, training, security, and procedures that ensure data integrity. Create/run reports. Assure a well-trained, efficient HR staff, using open communications and fostering a team environment. Any other duties as assigned. Requirements: Bachelor's degree preferred ADP experience preferred 3-5 years HR experience required Effective verbal and written communication skills High degree of confidentiality Proficient computer skills (Word, Excel, e-mail, and HR system management experience is required) Critical Competencies: Accuracy Confidentiality Communication ****Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individuals with Disabilities**** Our company is an equal opportunity/affirmative action employer. Applicants can learn more about their rights by viewing the federal EEO poster at ********************************************************************************************

Job Description Menards is the #1 Home Improvement Retailer in the Midwest, as well as a great place to work! As a member of our Team, you will find daily challenges, fun people to work with and great benefits! Menards has opportunities for team players that possess the knowledge, skills, and desire to succeed on all levels. Additionally, you will ensure that Menards continues to be a place people are excited to work at and be a part of a top-notch Team. You will work directly with the General Manager and the Operations Human Resources Manager to ensure our store atmosphere is positive and fosters the success of its Team Members. Position Responsibilities: Coordinate and participate in new Team Member recruitment, interview and selection activities, and orientation. Facilitate Team Member Training and development, utilizing corporate training programs. Use company software to insure maximization of payroll dollars Ensure all Team Member concerns are addressed and resolved in a timely manner Ensure Team Member-related programs and policies, including the drug-free workplace program, are followed. Bachelors degree in Human Resource Management or Business Administration with an emphasis on Human Resources is preferred but not required.

The Director of Human Resources is a strategic and operational leader responsible for shaping and executing people strategies that align with the company's business priorities. This role is critical in organizational design, talent development, and workforce planning. The Director of Human Resources partners closely with senior leadership to translate business objectives into people strategies, provides actionable insights through data, and influences how the organization attracts, develops, and retains talent. This individual must be adept at navigating a fast-paced, intellectually rigorous environment and serve as a trusted advisor and coach to business leaders. The Director of Human Resources leads the Human Resources Generalist and manages relationships with external consultants as needed. This role requires three days onsite in Northbrook, Illinois. Responsibilities Partner with senior leadership to assess, design, and evolve organizational structures that align with strategic priorities and growth goals. Lead the creation and continuous improvement of scalable frameworks for career pathing, goal setting, and performance management. Guide compensation planning, benefits strategy, and workforce planning efforts to attract, engage, and retain top talent. Leverage data and insights to drive people strategy, coach leaders, and influence decisions with a people-first mindset. Serve as a trusted advisor in executive discussions, proactively identifying organizational trends, risks, and opportunities. Champion initiatives that enhance the employee experience, increase manager effectiveness, and promote organizational health. Address employee relations matters with empathy, discretion, and sound business judgment, ensuring fair and consistent outcomes. Oversee Human Resources compliance, policies, systems, and documentation-ensuring clarity, alignment, and operational excellence. Supervise and develop the Human Resources Generalist to ensure smooth execution of HR programs and processes. Collaborate with external consultants, legal counsel, or vendors for specialized needs such as compensation benchmarking, investigations, and regulatory compliance. Qualifications 6-10 years of progressive experience in Human Resources, including exposure to strategic HR leadership and executive-level collaboration. Demonstrated success in designing and implementing scalable people systems (e.g., performance management, compensation, talent development). Proven ability to navigate complex interpersonal and organizational dynamics in a high-growth or fast-paced environment. Exceptional communication and coaching skills, with the ability to influence senior stakeholders using data and insights. Strategic mindset paired with a hands-on approach; comfortable operating in ambiguity and evolving environments. High integrity, strong emotional intelligence, and sound business judgment. Deep knowledge of employment law, compensation practices, and Human Resources operations. Proficient in HRIS platforms and data/reporting tools; able to generate actionable insights. About SBB Research Group SBB Research Group is a Chicago-based investment management firm that views the market through a systematic, interdisciplinary lens. SBBRG specializes in bespoke investments designed to protect and grow investor capital. To date, the company has designed and executed over $2 billion in bespoke investments. SBBRG Benefits & Compensation Summary At SBBRG, we're committed to cultivating an environment where employees are empowered to amplify their potential and create long-term value for the Firm and its investments. One of the ways we invest in our people and culture is through a comprehensive and competitive benefit offering, including: Health & Wellness Subsidized Medical, Dental, and Vision coverage Ancillary benefits including Life Insurance, Short- and Long-Term Disability, and Flexible Spending Accounts (FSA) Fitness membership reimbursement Daily onsite lunch program “Last mile” transportation coverage for commuters using public transit Paid Parental Leave Financial Security & Recognition 401(k) retirement savings plan Discretionary annual bonuses Long-term Incentive Program Work-life Balance Paid time off (PTO) Paid Sick leave Paid holidays Hybrid/Flexible work policy Learning & Development Tuition and education reimbursement Culture & Community Regular onsite and offsite cultural events to encourage team building and networking Charitable giving programs and volunteer opportunities on behalf of the firm Compensation Range Pay range is $100,000-130,000. Commensurate with experience, qualifications. Final compensation will reflect alignment with the Firm's compensation structure and budget for the role. Equal Opportunity Employer SBBRG is proud to be an Equal Opportunity Employer. We make employment decisions based on merit and business needs, without regard to race, color, ancestry, national origin, gender, sexual orientation, gender identity or expression, age, religion, disability, medical condition, veteran status, marital status, or any other status protected by law. This policy applies to all employment practices including recruitment, hiring, compensation, benefits, promotions, and terminations. We are committed to a workplace where every employee feels respected, included, and valued.

The Human Resources Coordinator serves as a critical member of the Human Resources team, responsible for assisting with the administrative functions that best meet our department needs. Excelling in customer service, this role engages in actives such as responding to employee inquiries, assisting in the maintaince of HR systems, ordering office supplies, coordinating activities, trainings, and events, preparing presentations and meeting notes, and creating resources for employees. Additionally, this role services as the FOIA officer for the department. Due to the daily responsibility of greeting those who enter the Human Resources department and serving as the first point of contact for the department in this capacity, this role is 100% on-site. Depending on the assignment, the incumbent may perform a combination of some, or all, of the following duties, and perform related duties as assigned: * Provide professional customer support to inquiries via phone, email and in person, including greeting all visitors that enter the HR suite and attempting resolution. * Maintain and update employee data in HR systems, ensuring accuracy and confidentiality. * Organize and maintain digital and physical employee records in compliance with Lake County policies. * Responsible for submitting agenda items for Board and Committee meetings, and creating content for the agenda item as needed. * Create and format HR correspondence, forms, and presentations using Microsoft Office * Prepare clear HR reports, presentations, and summaries, using Excel, Word, and PowerPoint. * Coordinate meetings, trainings, and schedules, and prepare agendas or notes as needed. * Plan and organize of employee engagement events, including countywide 5k, benefit fairs, and employee appreciation activities. * Responsible for responding to unemployment claims - including collecting the necessary documents and information to do so. * Function as the Departmental FOIA (Freedom of Information Act) Officer, researching and compiling information and records, reviewing records and responses with the Director and Deputy Director prior to releasing records. * Support recruitment through applicant communication, interview scheduling, coordinating background checks and drug screens, and preparing related documents. * Assist with onboarding by organizing new-hire paperwork, checklists, and orientation materials. * Review and analyze HR metrics related to the employee lifecycle, such as attendance, turnover, and recruitment progress using Microsoft Excel (or other available tools) * Order and maintain office supplies. * Provide general administrative support to the HR team. * Performs other related duties as assigned by supervisor(s). Education & Experience Requirements: * High School Diploma or equivalent. * Between 2-5 years of general administrative experience in a fast-paced office environment. * Human resource and/or risk management experience is beneficial, but not required. Or any combination of education and experience that provides the candidates possesses the knowledge, skills and abilities to perform the duties prescribed to the position as listed above. Skills & Abilities: * Knowledge and skill of software programs and the ability to utilize the systems to deliver services and manage programs, schedules and calendars which are job/function specific. * Knowledge of and the ability to apply research methods and data analysis techniques. * Skilled in problem-solving and conflict resolution. * Precise attention to detail and exceptional organizational and administrative skills. * Follows policies and procedures and supports organization's goals and values. * Team oriented and committed to maintaining a positive work environment. * Demonstrates respect and consideration regardless of others status, or position. Accepts responsibility for own actions. * Ability to multitask and meet deadlines within a time sensitive environment. * Ability to work well independently and take initiative. * Ability to exercise discretion and confidentially handle information, records and issues. * Ability to communicate clearly, logically, and persuasively both verbally and in writing; ability to prepare clear, concise, and comprehensive reports, correspondence and documents. * Ability to build morale and group commitments to goals and objectives. Gives and welcomes feedback. * Ability to effectively present information in one-on-one and small group situations to customers, clients, and employees. * Ability to establish and maintain effective working relationships with managers, organization, staff, representatives of other governmental agencies, the public and others encountered in the course of work. * Ability to collaborate with diverse groups of people, including constituencies which may have been underrepresented. * Ability to facilitate inclusive participation in programs and activities and communicate cross-culturally. Physical Requirements: * Requires office work, involving standing or walking some of the time, exerting up to 10 pounds of force on a regular basis, and high dexterity in operating office equipment, including a keyboard, phone, copier, etc. * The position requires normal visual acuity and field of vision and the ability to hear and speak to understand, respond to and build relationships with a diverse clientele. Lake County offers a competitive salary and benefit package. We also offer flexible working hours, and a comprehensive wellness and training program. Visit our Prospective Employee page to get additional information on why you should work for Lake County! Any offer of employment is contingent upon the successful completion of a background screening, drug and alcohol testing and may include a pre-employment medical exam. Lake County is committed to being a diverse and inclusive workplace and is proud to be an Equal Opportunity Employer (EOE).

Do you want to join a team where the mission is meaningful, the challenges are complex, and you can directly see the results of your hard work? Lundbeck is a global biopharmaceutical company focusing exclusively on brain health. With more than 70 years of experience in neuroscience, we are committed to improving the lives of people with neurological and psychiatric diseases. Lundbeck employees are inspired and driven by our purpose to advance brain health and transform lives. Join us on our journey of growth! Summary: Directs the organization's compensation, benefits and HR operations functions. Responsible for overall design, implementation, communication, administration, and ongoing evaluation of the organization's compensation and benefits programs for the United States. Directs HR operations to ensure data accuracy, analytics and reporting support business decisions. Ensures that compensation and benefit programs support the organization's strategic objectives and meet all legal requirements. Essential Functions: * Develops and maintains total rewards philosophy and supporting programs that enable the organization in meeting its business objectives. These programs include base pay, short- and long-term incentive pay, health and welfare benefits, and retirement plans. * Directs team processes including compensation planning, survey participation and market pricing, open enrollment, LTI grant processes, employee surveys, and related processes. Manages approval process with VP Human Resources. * Directs HRIS activities, ensuring dashboards, data analytics, and special projects have sufficient staffing and support from Headquarters, Global Business Services, and the U.S. Analytics Team (ACE). * Collaborates with global total rewards leadership in Copenhagen to ensure alignment of U.S. programs with global strategies; contributes to global total rewards team. * Collaborates with Human Resource Business Partners and Talent Acquisition to ensure that programs address current and future business needs; aligns with Talent Management on major processes and communications campaigns. * Leads communications strategy for total rewards for the U.S.; ensures regular, employee-focused education on total rewards programs are delivered in an appropriate manner at the appropriate time. Develops and leads manager training on compensation topics including pay transparency and compensation decisions. * Evaluates market data, industry trends, and best practices, proactively seeks opportunities to enhance the competitiveness of compensation and benefits programs. * Collaborates with the Incentive Compensation team and Finance to provide a complete analysis and snapshot of total rewards costs and budget requests. * Recommends and presents plan design and annual total rewards budget to senior leadership. Manages the budget approval process with the VP Human Resources. * Directs process documentation and process improvements. Ensures that appropriate processes are moved to and completed by the Global Business Services team. * Contributes to due diligence for potential acquisitions, identifying costs and rewards risks. Leads integration of HR systems, compensation and benefits programs of acquired organizations into Lundbeck systems and programs. * Manages vendors including selection of data vendors, consultants, brokers, and advisors; negotiates contracts, seeking to balance competitiveness and appropriate service levels with cost control. * Ensures total rewards compliance with relevant regulatory standards and statutes. Identifies new compliance issues and manages compliance risk for both state and federal regulations. * Manages and directs the work of 3 team members; provides coaching and performance feedback; makes and communicates compensation decisions. * Other duties as assigned. Required Education, Experience, and Skills: * Accredited Bachelor's Degree * 10+ years of experience in benefits and compensation programs (Total Rewards Programs) * 5+ years demonstrated experience in developing and administering complex compensation strategies and ability to balance strategic thinking with detailed focus on execution * 5+ years managing a team of direct reports to include hiring, training, coaching performance and professional development * Demonstrated knowledge of pertinent federal and state regulations, filing and compliance requirements (i.e., ERISA, ACA, HIPAA, COBRA, FMLA, IRS, ADA, Pay Equity and Pay Transparency, Section 125 regulations, 5500, Health Care Reform, Workers Compensation, Medicare, Social Security, DOL, FLSA) * Clear, precise and effective verbal and written communication and presentation skills * Results driven with ability to operate independently and proactively * Proven ability to establish rapport and work across all levels of organization and cultivate relationships to include executive leadership, HR Business Partners, Talent Acquisition, Talent Management, Procurement, Legal and Finance * Strong working knowledge of Microsoft Office Suite * Ability to drive multiple projects simultaneously with regularly adjusting priorities Preferred Education, Experience, and Skills: * Accredited Bachelor's Degree in Human Resources or related field with an emphasis in business or finance * Demonstrated experience with overseeing or managing HR operations, systems and tools. * Experience working with and benchmarking Life Sciences/Specialty Pharmaceutical Organizations * Knowledge in financial/business analysis techniques highly desirable * Industry certifications (CCP, CEBS, SPHR, PHR, etc.) * Experience with HRIS systems such as Success Factors, BenefitFocus and/or Ceridian Payroll Travel: * Willingness/Ability to travel up to 10% domestically. International travel may be required The range displayed is specifically for those potential hires who will work or reside in the state of Illinois, if selected for this role, and may vary based on various factors such as the candidate's qualifications, skills, competencies, and proficiency for the role. Salary Pay Range: $170,000 - $240,000 and eligibility for a 25% bonus target based on company and individual performance, and eligibility to participate in the company's long-term incentive plan. Benefits for this position include flexible paid time off (PTO), health benefits to include Medical, Dental and Vision and company match 401k. Additional benefits information can be found on our career site. Applications accepted on an ongoing basis. Why Lundbeck Lundbeck offers a robust and comprehensive benefits package to help employees live well and protect their health, family, and everyday life. Information regarding our benefit offering can be found on the U.S. career site. Lundbeck is committed to working with and providing reasonable accommodations to disabled veterans and other individuals with disabilities during our employment application process. If, because of a disability, you need a reasonable accommodation for any part of the application process, please visit the U.S. career site. Lundbeck is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, protected veteran status, and any other characteristic protected by law, rule, or regulation. Lundbeck participates in E-Verify. About Lundbeck At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real. About Lundbeck At Lundbeck, our most important contribution is easing the burden of the millions of people living with brain disorders. Whether it is migraine, depression, or other brain disorders, patients, their carers, and society as a whole depend on us. Through cutting edge science and strong partnerships, we develop and market some of the world's leading treatments, expanding into neuro-specialty and neuro-rare from our strong legacy within psychiatry and neurology. The brain health challenge is real. Our commitment is real. Our impact is real.

Administrative Support District Level Date Available: When Filled Additional Information: Show/Hide Wheeling CCSD21 Benefits * Benefit Guide 2025 - Wheeling CCSD21 * Insurance Premiums 2025 Annualized Salary Range: $59,522 - $63,056 Please see the attached Application Procedure: Please complete an online application at ************** for consideration. Selection Procedure: The interview process will be led and articulated by the school administration, and they are typically assisted by other instructional staff members from the school and/or district. Attachment(s): * Substitute Staff Coordinator Job Description.pdf

THE OPPORTUNITY With HR Manager (HRM) and Senior HR Director oversight, the Human Resources Coordinator (HRC) performs administrative duties and carries out job functions across all areas of HR, including Recruiting and Onboarding, Payroll, Benefits Support, Leave Administration and Recognition/Rewards. The HRC supports internal business partners and functional managers within the assigned team by participating in the administration and communication of programs and services that promote positive employee engagement. RESPONSIBILITIES Partners with HRM to provide employees and managers with first-line communications for daily issues/questions about HR Practices, Policies, and Procedures from functional managers, business partners, and employees. Administers and maintains Employment Record-Reporting, including bi-weekly Seasonal Leave of Absence, and other recurring/year-round activity (e.g., distributing Employee Rosters, supporting Recruiting and On-boarding tracking, and Administration and State-specific reporting needs within the assigned zone). Administers Recruitment Support activities seasonally and on-going through the year in the areas of: job board creation, internal/external posting maintenance, select candidate screening activities, systemic Candidate Management, and Offer, Background, and Onboarding Processes and Administers assigned Payroll for Biweekly Payroll Processing and reporting. Responds to State Unemployment Claims for the assigned area. Administers Termination and change documentation and processing audits. Point of contact for all Employment Verification or special request needs. Support and participate in Training for new hires or Policy/Program changes (e.g., new hire orientation/onboarding, benefit open enrollment, etc.) for employees as needed. May partner with HRM/HRD to co-facilitate management/employee training in other HR topic areas. Maintains business confidentiality relative to customer accounts, organizational practices, and employee records. May participate in other critical HR projects or perform other duties as assigned within the scope of the role. Other duties may be assigned About Scholastic For more than 100 years, Scholastic Corporation (NASDAQ: SCHL) has been meeting children where they are - at school, at home and in their communities - by creating quality content and experiences, all beginning with literacy. Scholastic delivers stories, characters, and learning moments that empower all kids to become lifelong readers and learners through bestselling children's books, literacy- and knowledge-building resources for schools including classroom magazines, and award-winning, entertaining children's media. As the world's largest publisher and distributor of children's books through school-based book clubs and book fairs, classroom libraries, school and public libraries, retail, and online, and with a global reach into more than 135 countries, Scholastic encourages the personal and intellectual growth of all children, while nurturing a lifelong relationship with reading, themselves, and the world around them. Learn more at ******************* Thank you for your consideration in choosing Scholastic. Qualifications HOW YOU CAN FIT (Qualifications) Associate Degree in Business or related field, or its work-equivalent. At least 2 years of experience in an HR environment or a related field is strongly desired. Background in any of the Human Resources disciplines: Recruiting, Organizational Development, Training, Total Rewards, Safety/Health, Employee Relations, or other government Compliance Regulations preferred. Maintains a high degree of Confidentiality when handling sensitive company and employee information Team-oriented, self-motivated individual who enjoys working in a fast-paced environment Strong business process and customer focus; detail-oriented with an ability to see and respond to needs in a succinct way. Demonstrated problem-solving skills Results orientation with a strong track record of success in delivering on objectives Well-developed interpersonal communication skills Listening, reasoning, and analytical skills with a balance of service and empathy in business relations Clear and understandable oral and written communication skills Demonstrates a high degree of commitment to the Scholastic Mission and Operating Principles Proficiency in the Microsoft Office suite, i.e., Excel, Word, and PowerPoint Experience with an HCM ( Workday) is desirable Time Type:Full time Job Type:RegularJob Family Group:Human ResourcesLocation Region/State:IllinoisCompensation Range:Annual Salary: 45,000.00 - 65,000.00EEO Statement: Scholastic is an Equal Opportunity Employer. Our policy is clear: there shall be no discrimination on the basis of race, religion, color, sex, pregnancy, national origin, marital status, sexual orientation, gender identity or expression, age, non-disqualifying physical or mental disability, or status as a disabled veteran or Vietnam veteran. Those factors shall not influence the determination of qualifications for a job or other opportunity within the company. Further, all personnel actions (such as compensation, tuition aid, benefits, transfers, promotions, and dismissals, company-sponsored training, social and recreational programs) shall be administered without discrimination. EEO is the Law Poster EEO Scholastic Policy Statement Pay Transparency Provision

Administration Level 4/Assistant Superintendent Additional Information: Show/Hide Who We Are Waukegan Community Unit School District No. 60, where we serve 13,500 students from preschool through grade 12 on the scenic shores of Lake Michigan, midway between Chicago and Milwaukee. With one early learning center, 15 elementary schools, five middle schools, and two high school campuses, we are committed to providing an inspiring, inclusive, and supportive learning environment. Be a part of a dynamic team making a real impact in the communities of Waukegan, Beach Park, and Park City! Why We Do This Work The Waukegan Community Unit School District No. 60 has set an ambitious agenda for change, guided by the belief that all children, regardless of circumstances, can achieve at high levels, and academic gaps can and will be eliminated with the support of teachers who deliver engaging, relevant, and academically rigorous instruction that excites students and instills a love of learning in them. Position Description: The Associate Superintendent of Human Resources provides strategic direction and is responsible for overseeing all aspects of human resources, including recruitment, hiring, employee relations, benefits administration, and compliance with personnel laws and district polices. The Associate Superintendent of Human Resources reports directly to the Deputy Superintendent of Operational Supports and Programs, and reports indirectly to the Superintendent of Schools. Key Responsibilities * Supervision of all Human Resources department staff members. * Develop and implement a comprehensive human capital strategy in alignment with the District's strategic plan. * Develop, implement, and monitor human resources policies and practices in compliance with Illinois School Code, state and federal employment and labor laws, and collective bargaining agreements. * Lead the full life cycle talent acquisition e.g. sourcing, screening, hiring, and onboarding processes for certified and non-certified staff, ensuring a diverse and highly qualified workforce that supports student achievement. * Participate in labor relations and serve as one of the primary liaison with employee unions and bargaining units, negotiating contracts and addressing grievances in accordance with district policies. * Oversee performance and talent management systems and professional development programs to enhance educator effectiveness and promote continuous improvement aligned with district goals. * Manage employee benefits administration, including health insurance, retirement plans, and leave management, ensuring compliance with district policies and state regulations. * Manage critical investigations when appropriate, and provide guidance and support on employee discipline, investigations, and compliance issues to maintain a safe and productive work environment. * Collaborate with district leadership and school administrators to address staffing needs. Design, develop and implement a robust workforce and succession planning strategy to meet the current and future needs of the District. * Develop a comprehensive dashboard inclusive of metrics that matter to the District. Analyze metrics and generate reports on staffing, turnover, and employee satisfaction, etc. to inform strategic decision-making and promote a positive organizational culture. * Perform other duties as assigned. Note: The Key Responsibilities listed above outlines the primary duties and responsibilities of the position and is intended as a representative, not exhaustive, summary of the work performed. Duties may be added, modified, or removed as the District's needs and funding evolve. This description does not constitute an employment agreement and is provided for position evaluation purposes. Qualifications Required * Bachelor's Degree in Human Resources Management from an accredited university. * Minimum 10 years of progressive experience in human resources. * Minimum 5 years of experience leading a human resources department at a senior administrative level. * Extensive experience implementing and negotiating collective bargaining agreements. * Experience with loss control prevention programs, risk management, medical insurance plans, FMLA, Workers Compensation, casual/property claims and coverages. * Ability to develop and implement HR strategies, workforce planning, and organizational development initiatives that align with District Strategic Plan. * Experience with utilization and management of HRIS systems. * Knowledge and experience developing and managing grade/level compensation systems. * Proven experience leading change management initiatives and driving organizational culture. * Possess excellent oral and written communication skills. * Ability to work independently and collaboratively with minimal supervision. * Ability to remain flexible to changes in assignments or situations. * Ability to interact effectively with teachers, parents, staff, volunteers, and community members. * Ability to communicate effectively with individuals and groups of all ages, backgrounds, and educational levels. * Proven ability to lead, motivate and inspire a diverse team. * High ethical standards and discretion in handling confidential matters and information. * In-depth knowledge of state, local, and federal laws, rules, and regulations. Preferred * Master's Degree in Human Resources Management from an accredited university. * Illinois Professional Educator License, Superintendent or General Administrative Endorsement. * Progressive experience in a K-12 public education environment. * Training or experience working with diverse racial, ethnic, and cultural populations. * Openness to feedback and willingness to take personal responsibility. * Ability to innovatively problem-solve with input from school staff and families. * Have a Sr. SHRM Certification. * Bilingual (English/Spanish) Terms of Employment: 12 months Compensation: $115,500 to $214,500 Benefits Waukegan Community Unit School District #60 offers comprehensive benefits, including medical, dental, and vision coverage; retirement plans (TRS and voluntary 403(b)); Employee Assistance Program (EAP); flexible spending accounts; wellness programs; and additional services such as identity theft protection and LegalShield. Refer to the Waukegan Community School District #60 Employee Benefits site for specific eligibility requirements and options. Pre-employment Background Checks Employment with Waukegan Community Unit School District No. 60 is contingent upon successful completion of a criminal background check, fingerprinting, and applicable pre-employment screenings, including checks of the Statewide Sex Offender Database, Statewide Murderer and Violent Offender Against Youth Database. Waukegan Community Unit School District #60 complies with all applicable state and federal laws requirement practices. Reasonable Accommodations Waukegan Community Unit School District #60 is committed to providing reasonable accommodations to applicants and employees with disabilities in compliance with the Americans with Disabilities Act (ADA), the ADA Amendments Act, and applicable state and local laws. If you require assistance or accommodation in completing any part of the application process, interviewing, or otherwise participating in the employee selection process, please contact the Human Resources Department at **************. Application Process Candidates must submit an online application via the District website ************* by the closing date. Only online applications will be considered. If you have questions regarding the application process, please contact the Human Resources Department at **************. EEO Commitment Waukegan Community Unit School District #60 is an equal opportunity employer. We provide employment opportunities without regard to age, race, color, gender, gender, religion, national origin, marital or military/veteran status, sexual orientation, pregnancy, parental status, genetics, disability, or any other protected category in accordance with federal, state, and local laws.

Department: 10618 Advocate Aurora Health Corporate - HRIS Status: Full time Benefits Eligible: Yes Hours Per Week: 40 Schedule Details/Additional Information: M-F Remote Pay Range $73.90 - $118.25Major Responsibilities Leads a team to consistently deliver and drive results that achieve and promote greater Enterprise outcomes. Results are achieved through effective allocation and delegation to cultivate the teams' ability to grow, develop, and produce best-in-class products and solutions, configuration and support solutions, and reporting and analytics solutions, with a customer obsession mindset. Recommending best-in-class innovative solutions to align with roadmap outcomes. Acts as a collaborative and unifying partner within digital insights and capabilities teams, IT, technical and analytics teams, business stakeholders, and internal Operations & Transformation (OT) to foster togetherness, optimize solution value, and drive continuous process improvement. Provides end to end support, collaboration across dashboards and portfolio ownership based on area of expertise Consistently inspires innovative out-of-the box process thinking. Navigates change effectively to achieve successful adoption for team Proven results in driving engagement and retention at team level Promoting growth program at all levels to support effective succession planning. Develops human-centered solutions and recommendations to drive decisions, leveraging data insights to drive how solutions are delivered. Minimum Job Requirements Education Bachelors degree required. Certification / License Work Experience Typically requires 7 years in area of expertise, which includes 3 years of management level experience Knowledge / Skills / Abilities Develop strategies, technology, and planning to translate complex data into actionable insights and compelling narratives that optimize Enterprise, P&C, and OT results. Recommends digital roadmap items and roadmap placement to optimize digital and advanced insight capabilities in alignment with Enterprise and People & Culture Strategy Positively motivate and inspire team toward individual and team goals that are aligned with OT and P&C strategy ,and drive engagement to retain top talent. Ability to lead team of Product Owner's consultative and technical approaches to maintain work and flex as required, meeting technical demands and requirements Build and foster trust with stakeholders and communicate, interact, and influence effectively based on the customer audience. Builds strong, collaborative relationships with stakeholders across all levels, to consistently collaborate, consult, and partner business functions alignment, achieving best-in-class outcomes. Actively experiencing learning and open to AI and transformation, with the willingness and ability to champion and actively educate self on cutting-edge technology and themes. Technical and analytics skills to make effective business decisions aligned to roadmap strategies. Ability to consult and translate user needs to prioritize and expeditiously drive results to achieve optimum value and impact. Effective Team Management: Builds the team with the right resource allocation to tell the story and focus on product delivery Physical Requirements and Working Conditions DISCLAIMER All responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities. This job description in no way states or implies that these are the only responsibilities to be performed by an employee occupying this job or position. Employees must follow any other job-related instructions and perform any other job-related duties requested by their leaders. Our Commitment to You: Advocate Health offers a comprehensive suite of Total Rewards: benefits and well-being programs, competitive compensation, generous retirement offerings, programs that invest in your career development and so much more - so you can live fully at and away from work, including: Compensation Base compensation listed within the listed pay range based on factors such as qualifications, skills, relevant experience, and/or training Premium pay such as shift, on call, and more based on a teammate's job Incentive pay for select positions Opportunity for annual increases based on performance Benefits and more Paid Time Off programs Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability Flexible Spending Accounts for eligible health care and dependent care expenses Family benefits such as adoption assistance and paid parental leave Defined contribution retirement plans with employer match and other financial wellness programs Educational Assistance Program About Advocate Health Advocate Health is the third-largest nonprofit, integrated health system in the United States, created from the combination of Advocate Aurora Health and Atrium Health. Providing care under the names Advocate Health Care in Illinois; Atrium Health in the Carolinas, Georgia and Alabama; and Aurora Health Care in Wisconsin, Advocate Health is a national leader in clinical innovation, health outcomes, consumer experience and value-based care. Headquartered in Charlotte, North Carolina, Advocate Health services nearly 6 million patients and is engaged in hundreds of clinical trials and research studies, with Wake Forest University School of Medicine serving as the academic core of the enterprise. It is nationally recognized for its expertise in cardiology, neurosciences, oncology, pediatrics and rehabilitation, as well as organ transplants, burn treatments and specialized musculoskeletal programs. Advocate Health employs 155,000 teammates across 69 hospitals and over 1,000 care locations, and offers one of the nation's largest graduate medical education programs with over 2,000 residents and fellows across more than 200 programs. Committed to providing equitable care for all, Advocate Health provides more than $6 billion in annual community benefits.

A key influencer of Regal Rexnord's short and long-term success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy. Reporting to the Chief Digital and Information Officer (CDIO) and functionally to the Corporate VP of Human Resources will serve as a key business partner to the CDIO and senior leadership team. Serve as an important member of the CDIO's leadership team, contributing to the function's strategy, direction and overall effectiveness. This is a hands-on role that is responsible for leading the function's global human resources function and defining, developing and implementing strategic HR initiatives to influence the function's impact on the Regal enterprise. Responsible for leveraging their experience to manage and execute the IT function's full scope of talent acquisition, workforce planning, leadership development, building a high-quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion. The IT function consists of 600 associates and spans across the globe. The primary regional sites include: Grafton, WI, Hyderabad, India, Manila, Philippines, Shanghai, China and Juarez, Mexico. Will partner will local country HR leaders to achieve outcomes. This HR Director also serves as a key partner to the Corporate VP of HR. Responsible for providing insights, guidance and expertise that aids in the development of corporate and enterprise HR initiatives and priorities; and provides leadership in the effective implementation and desired outcomes/KPIs for their IT function. Acts as a liaison on HR matters between the IT function and Corporate HR function. Responsibilities Workforce Planning Conducts workforce planning based on the IT function's strategy, leverages data and analytics to identify priorities. Develops talent acquisition plans that encompasses the global IT organization. Specifically leads all US recruitment, selection and onboarding activities. Collaborates with local country HR and IT leaders on their local recruitment and onboarding activities. Manages the immigration and work authorization needs of the IT function. Assesses needs and draws connections across the IT function; identifies implications from a talent, structure and skills requirements. Develops and maintains a competency inventory of the skills, technology and experiences of the global IT function. Anticipates future skills and technology needs for the IT function. Contributes to the organizational design and restructuring plans to optimize global IT resource allocation. Talent Management/Leadership Development/Diversity & Inclusion Develops and leads the IT talent management initiatives to establish career ladders that lead to a pipeline of diverse IT leadership talent. Leverages talent across the global function (facilitator) to identify opportunities for developing future IT leadership talent. Key partner in facilitating the development and execution of experience-based development plans for high potentials; ensures meaningful exposure to the CDIO and IT leadership team. Manages the talent review and succession planning process; provides expertise and guidance to the CDIO and IT leadership team. Implements actions to create a highly engaged, high performing, and inclusive work environment across the function. Demonstrates the use of 80/20, continuous improvement to deliver results aligned with the IT function and Regal Rexnord's enterprise HR strategy, including KPIs. Functional Expertise Based on previous HR Business Partner experience, is able to provide hands-on coaching to a “C-suite” executive (CDIO) and IT leaders on all talent matters. Ensures strong leadership capabilities are present within the IT leadership team in the selection, development and evaluation of IT talent. Experienced to resolve daily or complex employee relations investigations and resolution of major issues. Key advisor and coach to the function's IT leaders on appropriate HR practices and policies; insures implementation and compliance. Identifies opportunities to simplify processes and enhance value of HR to the IT function. Professional Experience/Qualifications The successful candidate will have proven experience as a HR business partner and in developing collaborative relationships across all levels of a function. This leader must have the passion, energy and intellectual curiosity necessary for a fast-paced, growth-driven environment. Be able to employ forward thinking and have the ability to expeditiously execute global projects and programs. Bachelor's degree required in Human Resources, Organizational Effectiveness or related field. Master's degree highly preferred. 10+ years HR business partner experience; preferably within a global environment. Experience managing and developing other HR professionals. Demonstrated track record of partnering with a senior leader to develop and implement talent strategies that produce measurable outcomes and drive business results. Excellent interpersonal and influencing skills to establish trust, credibility and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence. Proven ability to be hands on, roll up sleeves and demonstrate resourcefulness, initiative, results-orientation. Has a mindset of continuous improvement and can embrace Regal Rexnord's 80/20 principles. Demonstrated ability to develop strong partnerships and influence resources outside one's direct responsibility. Ability to travel up to 20% domestically and globally. Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization. Benefits Medical, Dental, Vision and Prescription Drug Coverage Spending accounts (HSA, Health Care FSA and Dependent Care FSA) Paid Time Off and Holidays 401k Retirement Plan with Matching Employer Contributions Life and Accidental Death & Dismemberment (AD&D) Insurance Paid Leaves Tuition Assistance About Regal Rexnord Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company's electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company's automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools. The Company's end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture. Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com. Equal Employment Opportunity Statement Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills. If you'd like to view a copy of the company's affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email ***************************. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail ***************************. Equal Employment Opportunity Posters Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.