Trabajos hris en Chicago, IllinoisCrear alertas

ESSENTIAL DUTIES AND RESPONSIBILITIES • Ensure a genuine safety culture that fosters employee well-being through engagement and leadership accountability. Role model and prioritize the value of safety at all times. Challenge leaders to set the right tone for safety and hold them accountable for proactive efforts that drive engagement., • Advocate for a positive employee experience and high engagement. Be able to identify employee experience defects and escalate those risks to the right stakeholders. Promote a positive work environment across the Market that drives engagement, retention, and EPS, through consistent execution of LEAD Plays. Utilize data and insights to identify opportunities and make recommendations when appropriate (i.e EPS action planning).Be a present, active thought partner and participant in identifying gaps in the Associate Experience, prioritization and action planning, and preparing to support during labor negotiations., • Participate in the development of department goals and objectives and execute plans to meet these goals. Advise supervisors and managers on application of Company policies to ensure consistency and accurate policy interpretation interdepartmentally. Facilitate training as needed, I.e. orientation or leader development., • Execute & support communication and change campaigns for strategic HR and business priorities, driving employee adoption and accelerating ROI. Support leaders to create the necessary beliefs and experiences for our associates to change culture and thus, results. Collaborate with HR stakeholders to support campaigns and deliver consistent programmatic messaging across the HR function. Maintain accountability to support consistent implementation and execution of policies, plays, and routines., • Lead investigations with support of the ADHR when assigned, partner with Compliance on investigations they lead; effectively summarize findings and provide recommendations for employee relations investigations in conjunction with Region HR, Compliance, Legal, and functional leaders., • Support recruitment efforts, help develop staffing and retention strategies, manage onboarding, PIP’s and IDP’s., • Review and coach on hourly level disciplinary / performance management actions. Provide coaching and consulting support to Area leaders, with guidance from the ADHR, in completing talent assessment and planning processes, performance management processes and talent identification for various programs., • Lead leave administration practices for the market, provide guidance for the interactive process in conjunction with ADHR and Legal. Participate in interactive discussions with employees in compliance with ADA and support the Workers Compensation Program., • Collaborate with and influence market leaders to ensure HR practices align with business objectives and drive market success. Remain up-to-date with changes in US Foods procedures, employment laws, and regulations to ensure compliance., • Maintain documentation relating to personnel activities such as staffing, recruitment, training, grievances, Affirmative Action Plans including good faith outreach efforts, and disciplinary actions. Maintain personnel files., • Other duties assigned by manager. SUPERVISION: • N/A RELATIONSHIPS • Internal: Front line leaders, managers, and directors in Finance, Supply Chain, Sales, and Human Resources. Associates at all levels in all departments., • External: Interaction with job candidates, outside agencies, and occasionally customers. WORK ENVIRONMENT • Onsite: The associate in this role is expected to perform assigned responsibilities inside a US Foods office-based environment., • Significant amount of interaction with associates in multiple locations such as our distribution centers, driver domicile yards, and occasional customer visits with territory managers MINIMUM QUALIFICATIONS • Minimum 6 years HR experience with at least 4 in professional (non-administrative) role., • Experience consulting with and advising small management teams., • Demonstrated strong foundation in core HR fundamentals to effectively support and advise the organization on various HR practices and processes., • Familiarity with legislation concerning employment such as: ADA, FMLA, EEOC, FLSA, Title VII., • Working knowledge of MS Office software required; HRIS familiarity; effective presentation skills; ability to interface with all employee levels., • Travel required 10-15% EDUCATION • Bachelor’s degree or equivalent work experience required; CERTIFICATIONS/TRAINING • SHRM certification desirable LICENSES • Valid driver’s license required & motor vehicle record must be in good standing. PREFERRED QUALIFICATIONS • Prior employee relations experience and experience working in a collective bargaining environment preferred., • Prior experience with affirmative action requirements at a Federal government contractor preferred., • Excellent verbal and written communication skills., • Strong organizational and time management skills. Ability to make timely and informed decisions and understand when to escalate issues PHYSICAL QUALIFICATIONS • Must be able to perform the following physical activities for described length of time., • List the required physical activities including length of time performing each activity referencing the key below. OCCASIONALLY: 1% - 33 / FREQUENTLY: 34% - 66% / CONTINUOUSLY: 67% - 100% or NEVER JOB REQUIRES WORKER TO: FREQUENCY: STAND: FREQUENTLY WALK: FREQUENTLY DRIVE VEHICLE: OCCASIONALLY SIT: CONTINUOUSLY LIFT 1-10 lbs (Sedentary): OCCASIONALLY 11-20 lbs (Light): N/A 21-50 lbs (Medium): N/A 51-100 lbs (Heavy):N/A Over 100 lbs (Very Heavy): N/A CARRY 1-10 lbs (Sedentary): OCCASIONALLY 11-20 lbs (Light): N/A 21-50 lbs (Medium): N/A 51-100 lbs (Heavy): N/A Over 100 lbs (Very Heavy): N/A PUSH/PULL: N/A CLIMB/BALANCE 2: N/A STOOP/SQUAT: N/A KNEEL: N/A BEND: N/A REACH ABOVE SHOULDER: N/A TWIST: N/A GRASP OBJECTS 3: FREQUENTLY MANIPULATE OBJECTS 4: FREQUENTLY MANUAL DEXTERITY 5: CONTINUOUSLY 1 (Push/Pull: Hand truck, gate, straps, metal ramp, truck door, dolly, boxes, truck gear shift) 2 (Climb/Balance: In/Out Truck/Trailer to cab. On/Off ramp to ground level and side doorsteps and Platform of trailer. Stairs) 3 (Grasp Objects: Hand truck, boxes, cartons, steering wheel) 4 (Manipulate Objects: Boxes, dolly, metal truck ramp, hand truck, paperwork, truck gate, straps) 5 (Manual Dexterity: Typing, use of office machines such as copiers, printers) This role will also receive an annual incentive plan bonus. Benefits for this role may include health insurance, pre-tax spending accounts, retirement benefits, paid time off, short-term and long-term disability, employee stock purchase plan, and life insurance. To review available benefits, please click here: https://www.usfoods.com/careers/benefits.html.

Title: Labor Relations Coordinator V Location: 7300 South Kedzie Ave Chicago IL 60629 Duration: 7 Months Job Description Overview "The Labor Relations Coordinator is responsible for supporting the administration of the collective bargaining agreement and fostering a positive and productive working relationship between the company and the union representing employees at the Chicago Bakery. This role involves contract interpretation, grievance administration, providing partnership and guidance to front line leadership, and ensuring compliance with all applicable labor laws and regulations. Essential Duties and Responsibilities: Contract Administration: Serve as a primary point of contact for interpreting the site’s collective bargaining agreements (CBAs). Provide guidance to managers and supervisors on CBA application and related policies. Maintain accurate and up-to-date records of the CBA, related agreements, and labor relations activities. Grievance and Dispute Resolution: Administer the grievance procedure, including investigating grievances, gathering relevant information, and preparing responses. Represent the company and support front-line managers and supervisors in grievance meetings. Work to resolve disputes and grievances in a timely and effective manner. Track grievance trends and identify opportunities for proactive conflict resolution. Union Relationship Management: Partner with the site HR Team to build and maintain positive working relationships with union representatives. Facilitate regular meetings with union leadership to discuss issues of mutual concern. Collaborate with union representatives and company leaders on joint initiatives and problem-solving efforts. Compliance: Ensure compliance with all applicable federal, state, and local labor laws and regulations, including the National Labor Relations Act (NLRA). Stay informed about changes in labor law and best practices in labor relations. Assist in the local HR Team in the development and implementation of policies and procedures to ensure compliance. Training and Communication: Develop and deliver training programs for managers and supervisors on labor relations topics, including CBA interpretation, grievance handling, and employee relations best practices. Communicate effectively with employees and management on labor relations matters Qualifications: Bachelor’s degree in human resources, Labor Relations, or a related field is preferred. Multiple years of experience in labor relations, preferably in a unionized manufacturing environment. Experience with collective bargaining negotiations, grievance administration, and contract interpretation. Knowledge, Skills, and Abilities: Thorough knowledge of labor laws and regulations, including the NLRA. Strong understanding of collective bargaining principles and practices. Excellent communication, interpersonal, and collaboration skills. Ability to build and maintain effective working relationships with union representatives and employees. Strong analytical and problem-solving skills. Ability to work independently and as part of a team. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint). Experience with HRIS systems is a plus.

Job Title: Labor Relations Coordinator V Location: Chicago, IL (Onsite) Duration: 8-Month Contract Pay Rate: $39.40/hour Position Overview: Client is seeking an experienced Labor Relations Coordinator V to support labor relations operations at the Chicago Bakery. This role is responsible for administering collective bargaining agreements, managing grievances, advising frontline leadership, ensuring labor law compliance, and maintaining productive union-management relationships. This position supports a 24/7 manufacturing operation, and occasional schedule flexibility may be required for off-shift investigations or labor-related matters. Key Responsibilities Contract Administration Interpret and administer collective bargaining agreements (CBAs). Advise managers and supervisors on CBA application and labor policies. Maintain accurate labor relations records, agreements, and documentation. Grievance & Dispute Resolution Manage grievance procedures, investigations, and response preparation. Represent the company in grievance meetings alongside leadership teams. Resolve disputes in a timely and effective manner. Monitor grievance trends and recommend proactive solutions. Union Relationship Management Build and maintain positive relationships with union representatives. Facilitate regular meetings with union leadership. Support joint initiatives and collaborative problem-solving efforts. Compliance: Ensure compliance with federal, state, and local labor laws, including the National Labor Relations Act (NLRA). Stay updated on labor law changes and best practices. Assist HR with policy development and implementation. Training & Communication: Deliver training for supervisors and managers on labor relations topics. Communicate effectively with employees and leadership regarding labor matters. Investigations & Reporting: Conduct investigations into employee complaints related to union matters. Maintain labor relations data including grievances and arbitrations. Prepare reports and presentations on key metrics. Qualifications: Required: Bachelor’s degree in human resources, Labor Relations, or related field preferred. Multiple years of labour relations experience. Experience in a unionized manufacturing environment. Strong background in grievance handling, contract interpretation, and labor relations processes. Knowledge of labour laws including NLRA. Strong communication, analytical, and conflict resolution skills. Proficiency in Microsoft Office (Word, Excel, PowerPoint). Preferred: Experience with collective bargaining negotiations. HRIS systems experience.

A growing, fast-moving organization in Chicago is looking to add an HR Coordinator to their team. This is a high-impact role within a collaborative HR group where you will get exposure across onboarding, benefits, and employee relations while working in a fast-paced environment. This is a great opportunity for someone early in their HR career who wants to build depth and grow into a specialist path. What you will be doing Lead company-wide new hire onboarding sessions Manage onboarding and offboarding processes from start to finish Support benefits administration and respond to employee questions Maintain HRIS and ensure employee data stays accurate Help drive compliance across HR processes and policies Partner on employee relations matters and escalate when appropriate What they are looking for 2+ years of HR experience in a coordinator-type role Experience supporting onboarding, benefits, and employee questions Comfortable presenting to groups and communicating across teams Ability to thrive in a fast-paced, high-volume environment Someone who is organized, adaptable, and able to manage multiple priorities What sets you apart Experience onboarding large groups at once Strong presence and confidence when leading sessions Interest in growing within HR long-term * Ability to pivot quickly and stay on top of competing priorities Beacon Hill is an equal opportunity employer and individuals with disabilities and/or protected veterans are encouraged to apply. California residents: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. If you would like to complete our voluntary self-identification form, please click here or copy and paste the following link into an open window in your browser: https://jobs.beaconhillstaffing.com/eeoc/ Completion of this form is voluntary and will not affect your opportunity for employment, or the terms or conditions of your employment. This form will be used for reporting purposes only and will be kept separate from all other records. Company Profile: Founded by industry leaders to set a new standard in search, career placement and flexible staffing, we deliver coordinated staffing solutions with unparalleled service, a commitment to project completion and success and a passion for innovation, creativity and continuous improvement. Our niche brands offer a complete suite of staffing services to emerging growth companies and the Fortune 500 across market sectors, career specialties/disciplines and industries. Over time, office locations, specialty practice areas and service offerings will be added to address ever changing constituent needs. Learn more about Beacon Hill and our specialty divisions, Beacon Hill Associates, Beacon Hill Financial, Beacon Hill HR, Beacon Hill Legal, Beacon Hill Life Sciences and Beacon Hill Technologies by visiting www.bhsg.com. Benefits Information: Beacon Hill offers a robust benefit package including, but not limited to, medical, dental, vision, and federal and state leave programs as required by applicable agency regulations to those that meet eligibility. Upon successfully being hired, details will be provided related to our benefit offerings. We look forward to working with you! Beacon Hill. Employing the Future (TM)

Job Description About Karbon Karbon is the global leader in AI-powered practice management software for accounting firms. We provide an award-winning cloud platform that helps tens of thousands of accounting professionals work more efficiently and collaboratively every day. With customers in 40 countries, we have grown into a globally distributed team across the US, Australia, New Zealand, Canada, the United Kingdom, and the Philippines. We are well-funded, ranked #1 on G2, growing rapidly, and have a people-first culture that is recognized with Great Place To Work® certification and on Fortune magazine's Best Small Workplaces™ List. Our People team is a high-performing group, deeply committed to our Karbonites and values. We are looking for an operations leader who is AI-native to their core, builds systems that scale, and treats agentic workflows as the foundation of how modern People Operations functions. Reporting to the VP of People, this role owns the operational backbone of how we hire, onboard, and support Karbonites across six countries, with a clear runway toward growing a pillar of the People function. We are looking for someone unique. You're the right operations leader for us if your default instinct when you see a manual process is to ask "what agent should own this?" before "who should own this?". You don't just use AI tools — you architect the workflows, build the agents, and design the systems that let a lean People team operate at the scale of a much larger one. You're equally fluent in the mechanics of multi-country HR compliance and the mechanics of prompt engineering, integrations, and agentic orchestration. This is not a coordinator role and it is not a ticket-closing role. You'll spend your time designing how work gets done, not doing the work itself wherever an agent can do it instead. You'll own the operational engine across People Ops, with a meaningful TA overlay (forecasting, reporting, data integrity) and benefits ownership embedded in the role. You'll be measured on how much of that engine runs without human intervention. About the Role • Architect and continuously improve the end-to-end People Ops and TA operational stack, embedding AI agents and agentic workflows as the default execution layer across onboarding, offboarding, employee lifecycle changes, and the recruiting funnel., • Design and deploy AI agents to own routine operational work end-to-end, including onboarding task orchestration, compliance documentation, offer letter generation, interview scheduling, and tier-1 employee queries., • Use AI to manage and monitor multi-country HR compliance across our six operating regions, building agentic checks that flag risk, surface regulatory changes, and keep our entity-level obligations current without manual tracking., • Build AI-powered reporting and analytics across the People and TA function, producing real-time dashboards, hiring funnel insights, and operational health metrics that the VP of People and pillar leads can act on without requesting them., • Run our HRIS, ATS, and broader People tech stack as an integrated, AI-augmented system, evaluating new tools through the lens of agent-readiness and API-first design rather than feature lists., • Use AI to support the TA function with a focus on pipeline forecasting, recruiting data integrity, and funnel reporting, partnering with hiring managers to embed AI into how they track and interpret hiring data., • Own benefits administration and vendor management across our US entity, using AI to streamline open enrollment, automate eligibility tracking, and surface utilization insights that inform future benefits strategy., • Leverage AI to deliver a seamless, high-quality employee experience at scale, anticipating friction points across the lifecycle and deploying agents or workflows to resolve them before they become tickets., • Drive AI-led process documentation and knowledge management across People Ops, ensuring every workflow is documented in a way that is both human-readable and agent-executable., • Partner with Finance, IT, and Legal using AI-augmented workflows for cross-functional operations, including headcount planning, system access provisioning, and contract and policy management., • Coach and uplift the broader People team on AI fluency, agent design, and operational automation, modeling what an AI-forward People Ops function looks like in practice., • Own AI governance for the People function, ensuring our use of agents and AI tools is compliant, ethical, and aligned with how we handle sensitive employee and candidate data globally.About You!, • 5+ years of progressive experience across People Operations or HR Ops, with at least some leadership or team lead experience., • Prior SaaS or high-growth tech experience is essential. You understand how a global, multi-entity People function operates and what breaks at scale., • Deep, hands-on fluency with AI tools, agent builders, and agentic workflows. You've personally built, deployed, and maintained agents that own real operational work, not just experimented with them., • Strong technical instincts: comfortable with APIs, integrations, automation platforms (Zapier, Make, n8n, or similar), and prompt engineering as core craft, not adjacent skills., • Multi-country HR Ops experience strongly preferred but not essential, ideally across some combination of the US, UK, Australia/NZ, Canada, and the Philippines., • Proven ability to redesign operational processes from the ground up rather than incrementally improve them, with a clear bias toward automation over headcount., • Working knowledge of US benefits administration, including open enrollment, carrier management, and compliance (ACA, ERISA basics)., • Working knowledge of HR compliance across multiple jurisdictions, with the judgment to know when AI can own a compliance task and when a human must., • Data fluency: you build operational dashboards, you read funnel metrics natively, and you use AI to go deeper and faster than the tools alone allow., • A systems thinker who can hold the full operational picture across People Ops, TA, and Benefits simultaneously, and design how they interlock., • Player-coach mindset: senior enough to operate independently, willing to build and ship the work yourself, with the trajectory and appetite to grow a pillar as we scale., • Unquestioned integrity, high EQ, and discretion with sensitive employee and candidate data., • Genuine excitement about where AI is taking the People function, and a strong point of view on what an AI-native HR operation should look like. Why work at Karbon? • You'll own the operational engine of a global People function with leadership of direct reports from day one., • You'll be part of a People team actively building the AI-forward model for how HR operates. You won't be told to use AI; you'll define how we use it., • Gain global experience across Australia, New Zealand, UK, and Canada, • Strong benefits package including:, • Flexible Time Off with an encouraged 4 weeks use per year, • Company paid medical for you and eligible spouse/partner and dependents, • Paid dental and vision and eligible spouse/partner and dependents, • 401(k) with company matching, • Flexible Spending Account, • Up to 8 weeks paid parental leave, • Work-from-home stipend, • Work with (and learn from) an experienced, high-performing team, • A collaborative, team-oriented culture that embraces diversity, invests in development and provides consistent feedback, • Be part of a fast-growing company that firmly believes in promoting high performers from within As we hire across various locations within the USA we are required by law to include a reasonable estimate of the compensation range for this role. The range provided is broad and takes into consideration a wide range of factors that are reviewed when making a hiring decision, such as physical location/cost of living in that location, years of experience, skills, and other business needs. It is not typical for a candidate to be hired at or near the top of the pay range and each compensation decision is dependent on each individual case. The base salary is one component of the total compensation package, which for some roles may include a target bonus, for some roles very competitive equity grant, and very generous benefits. While we believe competitive compensation is a critical aspect of you deciding to join us, we do hope you also spend time considering why our mission, purpose and values are right for you. We are creating something transformational here, and we hope you are as excited about the future as we are! The estimated base salary range for this role is: $120,000—$130,000 USD Karbon embraces diversity and inclusion, aligning with our values as a business. Research has shown that women and underrepresented groups are less likely to apply to jobs unless they meet every single criteria. If you've made it this far in the job description but your past experience doesn't perfectly align, we do encourage you to still apply. You could still be the right person for the role! We recruit and reward people based on capability and performance. We don't discriminate based on race, gender, sexual orientation, gender identity or expression, lifestyle, age, educational background, national origin, religion, physical or cognitive ability, and other diversity dimensions that may hinder inclusion in the organization. Generally, if you are a good person, we want to talk to you. 😛 If there are any adjustments or accommodations that we can make to assist you during the recruitment process, and your journey at Karbon, contact us at people.support@karbonhq.com for a confidential discussion. At this time, we request that agency referrals are not submitted for this position. We appreciate your understanding and encourage direct applications from interested candidates. Thank you!

Job Description An Introduction to Codal Codal is an award-winning web design and development consultancy that helps enterprise organizations solve complex problems and accelerate growth through elegant, data-driven digital solutions. Our areas of expertise include application modernization, eCommerce, UX/UI design, product strategy, data analytics, and artificial intelligence. At Codal, you will collaborate with some of the most innovative organizations in the world and work on cutting-edge technologies that push the boundaries of design and software development. We promote long-term success, not just for our clients but for our team, helping you develop a professional roadmap that takes your career to new heights. Position Overview: Ready to Step Up? If you have spent the last few years mastering the foundational mechanics of HR, payroll, and systems administration, and you are ready to take on big things and fully own your workflows, this is your moment. We are looking for a sharp, high-trajectory builder who has learned the ropes as a Specialist and is hungry to make the leap and take full ownership as a Manager. Based out of our Chicago office, you will play a key role in delivering a seamless and scalable employee experience at Codal. This position owns and executes essential People Operations programs across the employee lifecycle, from onboarding to offboarding, benefits to compliance, and systems to reporting, while actively partnering across the global team on initiatives that drive engagement, performance, and organizational effectiveness. We will trust you to become our absolute master of BambooHR and Lattice, while connecting Greenhouse data to bridge the gap between our recruiting pipeline and our current headcount. You will actively experiment with AI tools to automate manual tasks and future-proof our department. You'll serve as a trusted resource for employees and managers, ensuring operational excellence while helping us continuously evolve and improve how we support our team. The Core Pillars of Your RoleOwn the Execution: Payroll, Timesheets & US Benefits • BambooHR Payroll Ownership: Take the wheel of our full-cycle US payroll process within BambooHR. You will ensure absolute accuracy across employee timesheets, tax withholdings, deductions, commissions, and compensation adjustments., • Financial & Budget Stewardship: Manage and reconcile the professional development budget, stripe budgets, and associated people expenses, partnering with our global accounting team to keep financial tracking predictable and audit-ready., • Benefits Strategy & Administration: Serve as the primary owner of US benefits programs (medical, dental, vision, mental health, and ancillary offerings). Lead annual open enrollment, manage vendor relations, handle employee inquiries, and audit monthly billing reconciliations., • 401(k) Recordkeeping: Own the timely upload and reconciliation of 401(k) deferrals and company match files post-payroll, partnering with brokers for year-end compliance auditing.Drive the Tech: HRIS Optimization, Unified Reporting & AI Integration, • System Master (BambooHR & Lattice): Act as the core system admin. You will audit, clean, and optimize data workflows across payroll, onboarding, and performance management to make our tech stack run flawlessly., • Full-Funnel People Analytics: Connect data from Greenhouse recruiting pipelines to current employee records in BambooHR. You will deliver unified headcount reporting and lifecycle metrics so leadership has a total, comprehensive picture of our workforce talent from application to retention., • Lattice Performance Power-User: Support performance cycles and engagement initiatives. You will manage the logistical execution of our annual and mid-year review cycles, ensuring the process is high-impact and low-friction for the team., • AI & Workflow Automation: We don't want you stuck in manual spreadsheets. We expect you to actively explore, champion, and implement AI integrations and automated workflows within our HR operations to eliminate admin friction and scale efficiency.Polish the Journey: Background Checks, Lifecycle Management & Compliance, • High-Touch Onboarding & Screening: Own and continuously improve the backend onboarding journey. You will run clean, swift background checks via Checkr and execute accurate I-9 verifications through E-Verify, ensuring every compliance step is met before facilitating engaging orientation sessions., • Empathetic Support & Offboarding: Serve as the trusted, go-to contact for tier-1 employee inquiries, resolving payroll, timesheet, and benefits queries with clarity and care. Manage offboarding workflows to ensure system access removal and compliance requirements are executed consistently., • US Compliance Expert: Keep Codal compliant with federal, state (Illinois), and local Chicago employment laws, compliance reporting (EEO-1), and policy updates.What Success Looks Like in This Role, • You successfully transition our manual, ad hoc processes into automated, scalable systems and AI-assisted workflows., • Payroll, benefits, and compliance processes are executed 100% accurately, on time, and without friction., • HRIS data is exceptionally clean, beautifully organized, and trusted by leadership., • Employees feel deeply supported and informed through your clear, plain-language communications., • Leadership views you not just as a coordinator, but as a critical driver of operational excellence.Who You Are, • A Rising Star: You have 3 to 10 years of solid experience under your belt. You know how HR operations work, but you are ready to stop assisting and start owning., • An HR Tech Enthusiast: You naturally gravitate toward software shortcuts, automation, and AI tools. You love configuring systems to do the heavy lifting for you., • An Ownership Mindset: You take immense pride in being the dependable anchor. When you say "I've got this," leadership knows it will be done flawlessly., • A Data-Driven Process Builder: You look at messy data, disjointed systems, or undefined steps and get genuinely excited about organizing them into predictive, analytics-rich structures.Qualifications, • Experience: 3 to 10 years of dedicated experience in People Operations, HR Operations, or Payroll and Benefits administration, ideally within a fast-paced technology or consultancy environment., • Payroll & Compliance Capabilities: Hands-on experience running a US payroll cycle and managing employee timesheets is required. Practical experience running background checks via Checkr and I-9 verifications via E-Verify is essential., • Technical Skills: Experience as an administrator within BambooHR, Lattice, and Greenhouse is a major advantage. Strong Excel skills (for reconciliations, headcount reporting, and budget tracking) are required. High tech-literacy with a desire to integrate AI tools into daily workflows., • Presence: This is a hybrid role based out of our Chicago office. You will need to be in the office 3 days per week., • Education: Bachelor's degree or equivalent practical experience. Why Join Us? This is the ultimate growth pad for your career. You get the autonomy to step up into a Manager title, shape our US infrastructure using cutting-edge tech, and make a massive impact within a fast-growing, global digital consultancy. • Codal is a global agency with over 200 employees, and offices in the US, Canada, the UK, and India, • We regularly host happy hours, dinners, excursions, and other company events to unwind after a hard day at work, • Office snacks and drinks + a fancy Bevi water machine with flavored water, • We offer Medical, Life, Dental/Vision, and many more insurance types, • Employer 401k match - 4%, • A recreational group that regularly competes in city leagues for softball and volleyball, • An office in the heart of downtown Chicago with a gym, food court, Walgreens, rooftop bar, outdoor sports court, and other amenities, • Working hybrid for in-person collaboration and sprint-planning days We continually review ranges to address skills, experience and markets. Base salaries are determined during our interview process, by assessing a number of factors that include but aren't limited to, a candidate's experience and skills relative to the scope and responsibilities of the position Pay range$90,000—$130,000 USD Note: Codal only communicates with candidates through official @codal.com email addresses. We never request payment during the hiring process. Please be vigilant regarding recruitment scams. At Codal, we are committed to equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.

Job Description About Karbon Karbon is the global leader in AI-powered practice management software for accounting firms. We provide an award-winning cloud platform that helps tens of thousands of accounting professionals work more efficiently and collaboratively every day. With customers in 40 countries, we have grown into a globally distributed team across the US, Australia, New Zealand, Canada, the United Kingdom, and the Philippines. We are well-funded, ranked #1 on G2, growing rapidly, and have a people-first culture that is recognized with Great Place To Work® certification and on Fortune magazine's Best Small Workplaces™ List. Our People team is a high-performing group, deeply committed to our Karbonites and values. We are looking for an operations leader who is AI-native to their core, builds systems that scale, and treats agentic workflows as the foundation of how modern People Operations functions. Reporting to the VP of People, this role owns the operational backbone of how we hire, onboard, and support Karbonites across six countries, with a clear runway toward growing a pillar of the People function. We are looking for someone unique. You're the right operations leader for us if your default instinct when you see a manual process is to ask "what agent should own this?" before "who should own this?". You don't just use AI tools — you architect the workflows, build the agents, and design the systems that let a lean People team operate at the scale of a much larger one. You're equally fluent in the mechanics of multi-country HR compliance and the mechanics of prompt engineering, integrations, and agentic orchestration. This is not a coordinator role and it is not a ticket-closing role. You'll spend your time designing how work gets done, not doing the work itself wherever an agent can do it instead. You'll own the operational engine across People Ops, with a meaningful TA overlay (forecasting, reporting, data integrity) and benefits ownership embedded in the role. You'll be measured on how much of that engine runs without human intervention. About the Role • Architect and continuously improve the end-to-end People Ops and TA operational stack, embedding AI agents and agentic workflows as the default execution layer across onboarding, offboarding, employee lifecycle changes, and the recruiting funnel., • Design and deploy AI agents to own routine operational work end-to-end, including onboarding task orchestration, compliance documentation, offer letter generation, interview scheduling, and tier-1 employee queries., • Use AI to manage and monitor multi-country HR compliance across our six operating regions, building agentic checks that flag risk, surface regulatory changes, and keep our entity-level obligations current without manual tracking., • Build AI-powered reporting and analytics across the People and TA function, producing real-time dashboards, hiring funnel insights, and operational health metrics that the VP of People and pillar leads can act on without requesting them., • Run our HRIS, ATS, and broader People tech stack as an integrated, AI-augmented system, evaluating new tools through the lens of agent-readiness and API-first design rather than feature lists., • Use AI to support the TA function with a focus on pipeline forecasting, recruiting data integrity, and funnel reporting, partnering with hiring managers to embed AI into how they track and interpret hiring data., • Own benefits administration and vendor management across our US entity, using AI to streamline open enrollment, automate eligibility tracking, and surface utilization insights that inform future benefits strategy., • Leverage AI to deliver a seamless, high-quality employee experience at scale, anticipating friction points across the lifecycle and deploying agents or workflows to resolve them before they become tickets., • Drive AI-led process documentation and knowledge management across People Ops, ensuring every workflow is documented in a way that is both human-readable and agent-executable., • Partner with Finance, IT, and Legal using AI-augmented workflows for cross-functional operations, including headcount planning, system access provisioning, and contract and policy management., • Coach and uplift the broader People team on AI fluency, agent design, and operational automation, modeling what an AI-forward People Ops function looks like in practice., • Own AI governance for the People function, ensuring our use of agents and AI tools is compliant, ethical, and aligned with how we handle sensitive employee and candidate data globally.About You!, • 5+ years of progressive experience across People Operations or HR Ops, with at least some leadership or team lead experience., • Prior SaaS or high-growth tech experience is essential. You understand how a global, multi-entity People function operates and what breaks at scale., • Deep, hands-on fluency with AI tools, agent builders, and agentic workflows. You've personally built, deployed, and maintained agents that own real operational work, not just experimented with them., • Strong technical instincts: comfortable with APIs, integrations, automation platforms (Zapier, Make, n8n, or similar), and prompt engineering as core craft, not adjacent skills., • Multi-country HR Ops experience strongly preferred but not essential, ideally across some combination of the US, UK, Australia/NZ, Canada, and the Philippines., • Proven ability to redesign operational processes from the ground up rather than incrementally improve them, with a clear bias toward automation over headcount., • Working knowledge of US benefits administration, including open enrollment, carrier management, and compliance (ACA, ERISA basics)., • Working knowledge of HR compliance across multiple jurisdictions, with the judgment to know when AI can own a compliance task and when a human must., • Data fluency: you build operational dashboards, you read funnel metrics natively, and you use AI to go deeper and faster than the tools alone allow., • A systems thinker who can hold the full operational picture across People Ops, TA, and Benefits simultaneously, and design how they interlock., • Player-coach mindset: senior enough to operate independently, willing to build and ship the work yourself, with the trajectory and appetite to grow a pillar as we scale., • Unquestioned integrity, high EQ, and discretion with sensitive employee and candidate data., • Genuine excitement about where AI is taking the People function, and a strong point of view on what an AI-native HR operation should look like. Why work at Karbon? • You'll own the operational engine of a global People function with leadership of direct reports from day one., • You'll be part of a People team actively building the AI-forward model for how HR operates. You won't be told to use AI; you'll define how we use it., • Gain global experience across Australia, New Zealand, UK, and Canada, • Strong benefits package including:, • Flexible Time Off with an encouraged 4 weeks use per year, • Company paid medical for you and eligible spouse/partner and dependents, • Paid dental and vision and eligible spouse/partner and dependents, • 401(k) with company matching, • Flexible Spending Account, • Up to 8 weeks paid parental leave, • Work-from-home stipend, • Work with (and learn from) an experienced, high-performing team, • A collaborative, team-oriented culture that embraces diversity, invests in development and provides consistent feedback, • Be part of a fast-growing company that firmly believes in promoting high performers from within As we hire across various locations within the USA we are required by law to include a reasonable estimate of the compensation range for this role. The range provided is broad and takes into consideration a wide range of factors that are reviewed when making a hiring decision, such as physical location/cost of living in that location, years of experience, skills, and other business needs. It is not typical for a candidate to be hired at or near the top of the pay range and each compensation decision is dependent on each individual case. The base salary is one component of the total compensation package, which for some roles may include a target bonus, for some roles very competitive equity grant, and very generous benefits. While we believe competitive compensation is a critical aspect of you deciding to join us, we do hope you also spend time considering why our mission, purpose and values are right for you. We are creating something transformational here, and we hope you are as excited about the future as we are! The estimated base salary range for this role is: $120,000—$130,000 USD Karbon embraces diversity and inclusion, aligning with our values as a business. Research has shown that women and underrepresented groups are less likely to apply to jobs unless they meet every single criteria. If you've made it this far in the job description but your past experience doesn't perfectly align, we do encourage you to still apply. You could still be the right person for the role! We recruit and reward people based on capability and performance. We don't discriminate based on race, gender, sexual orientation, gender identity or expression, lifestyle, age, educational background, national origin, religion, physical or cognitive ability, and other diversity dimensions that may hinder inclusion in the organization. Generally, if you are a good person, we want to talk to you. 😛 If there are any adjustments or accommodations that we can make to assist you during the recruitment process, and your journey at Karbon, contact us at people.support@karbonhq.com for a confidential discussion. At this time, we request that agency referrals are not submitted for this position. We appreciate your understanding and encourage direct applications from interested candidates. Thank you!

Job Description The salary range for this position is $160,000-$165,000 and it comes with benefits, including medical, vision, dental, life, and disability insurance. To apply to this hybrid role please send your resume to john.sadofsky@roberthalf.c0m NOTE: This position is a career-fast-track opportunity. Whoever fills this role is expected to be promoted quickly. Job Description: • Lead the implementation and deployment of the Workday Financials products (Core Fins, Procurement, Expense, Accounting Center/Prism), • Own continued day to day operations of tenant including but not limited to administration, configuration enhancements and deployment of new modules and futures of the product post go-live., • Be the primary point of contact for all Workday Fins matters and partner with the HRIS manager on the consolidated Workday system strategy., • Support finance and accounting team with developing Workday reporting environment, • Lead the semi-annual process to review and prepare for new Workday releases, • Manage Workday integrations to internally developed policy administration system, external claims system, banking partners and other third party systems., • Coordinate work with external vendors in support of the Workday tenant. Job Requirements: • 3+ years experience in managing large transformational projects, • 5+ years experience in a Workday tenant with specific experience in utilizing prism and accounting center., • Experience with SQL and other programming languages, • A critical thinker with a passion for organizing and problem solving, • A hands-on, detail-orientated leader who understands and embraces technology, • Strong decision-making, conflict resolution and negotiation skills, • Must be adaptable and embrace change, • Must be able to learn quickly and self-educate To apply to this hybrid role please send your resume to john.sadofsky@roberthalf.c0m. Our specialized recruiting professionals apply their expertise and utilize our proprietary AI to find you great job matches faster.

Job DescriptionDescription: About Cross Street Cross Street is a Chicago real estate firm built on relationships: with our clients, our residents, and the people showing up every day to do the work. We do property management, brokerage, and advisory work, but what we're really doing is helping owners build something lasting and making sure residents actually want to come home. Our tagline is The Corner of People and Place, and we need someone to continue to help us live up to it. We pair institutional know-how with the kind of resourceful, figure-it-out energy that gets things done. Our team is hands-on by choice, not necessity, because we believe that showing up makes all the difference. We move fast. We think long term. And we care a lot about the people we're building this thing with. As we grow, we're looking for a VP of People who wants to do more than fill a seat at the table. We need someone to lead our exploration into who we are as a team, how we lead, and what kind of place Cross Street becomes for both clients and for everyone here. The Opportunity We’re looking for a VP of People to shape and scale the HR function into a true driver of the business. This is a real opportunity to step into a growing organization at an inflection point. The VP of People is a strategic partner to the leadership team and a builder at heart. You’ll define how people, structure, and systems support the company’s next phase of growth while staying grounded enough in the work to ensure it comes to life. This opportunity is about building a company where high performance and strong culture reinforce each other. You’ll lead a team of five thoughtful, capable HR professionals, each bringing different strengths across recruiting, operations, and employee experience. Your job is to bring out the best in them. Build the trust. Set the direction. Create the kind of environment where good people do their best work. The biggest areas of focus will be: • Stabilizing and strengthening HR systems and infrastructure, • Elevating and developing the HR team into a high-performing, cohesive unit, • Bringing direction, structure, and clarity to core people processes The right person will be energized by the opportunity to build strong teams and contribute to our growth. You’ll do well here if you take initiative, see around corners, and enjoy creating clarity where it doesn’t yet exist. Responsibilities • Own and lead the People function, setting clear direction and ensuring it scales effectively with the business., • Build and develop a high-performing People team, providing strategic direction across recruiting, employee relations, learning and development, onboarding, compensation/bonus structures and people operations while raising the bar on performance and accountability., • Strengthen the company’s people infrastructure, including systems, processes, and workflows to ensure it is reliable and scalable., • Lead workforce planning and organizational design, ensuring the business has the right structure, roles, and talent in place to support growth., • Partner with leadership to drive organizational clarity, including structure, role definition, and performance expectations., • Ensure the company is operating with sound people practices and managing risk appropriately across policies, compliance, and employee matters., • Oversee and evolve the employee experience across the lifecycle, ensuring consistency across a multi-entity organization., • Act as a trusted partner to the CEO and leadership team, influencing decisions and practical guidance to people-related decisions., • Proactively identify opportunities to improve how the organization operates, bringing forward innovative, strategic ideas that drive the business forward. What Success Looks Like (6-12 Months) • A structured and clearly defined HR function with strong ownership across the team, • Improved team performance through coaching and development, • Clean, reliable HR systems and workflows, particularly within our HRIS, • A systematic approach to financial incentives, KPIS, annual performance reviews, • Consistent and effective onboarding and employee experience across the organization, • A trusted, proactive partnership with leadership on people strategy and execution Qualifications • 10+ years of HR experience and history of leading and developing a People team., • Preferred HR certification (SPHR, PHR, SHRM, CLRP, etc), • Strong operator mindset with the ability to build and improve systems and processes in a fast-paced, evolving environment, • Ability to balance strategic thinking with hands-on execution when needed, • High level of ownership, initiative, and sound judgment, • Experience in multi-entity or multi-location organizations is a plus, • Familiarity with various HR systems, • Available to be in the office 4 days per weekRequirements:

As a Talent Acquisition Coordinator, you’ll play a pivotal role in keeping our recruiting engine running smoothly. You’ll partner closely with Recruiters, Hiring Managers, and candidates to ensure seamless interview experiences, timely communication, and efficient onboarding processes. If you thrive in a fast‑paced environment, love solving puzzles, and take pride in keeping details buttoned-up, this role is for you. Location: Oak Brook, IL (Onsite 3 days/week) What You’ll Do • Own interview scheduling from end to end—manage calendars, communicate with hiring teams and candidates, and prepare interview materials and feedback forms., • Serve as the primary post‑offer contact for candidates, ensuring they feel supported from acceptance through start date., • Monitor background checks and guide candidates through all onboarding steps with clarity and confidence., • Oversee the recruiting inbox, triaging inquiries, troubleshooting issues, and providing accurate, timely responses. Who You Are • A scheduling wizard. A five‑person onsite interview? Challenge accepted. You approach complex calendars like a puzzle waiting to be solved., • A documentation master. You take detailed notes, follow processes meticulously, and execute independently with confidence., • A solutions thinker. You don’t just fix issues—you identify the root cause and think ahead to prevent future problems. What You Bring • 2+ years of experience in recruiting coordination, HR support, or administrative roles., • Exceptional calendar management skills and comfort coordinating multiple stakeholders., • Expert proficiency in Microsoft Outlook, Teams, and HRIS/ATS systems (Workday preferred)., • Outstanding organization and attention to detail—nothing slips through the cracks., • Strong written and verbal communication skills with a polished, professional tone., • A high level of discretion in handling sensitive information., • Ability to prioritize and stay adaptable in a dynamic, fast‑moving environment.

Recruiting Coordinator (Contract-to-Hire) Chicago, IL (Onsite 5 days/week) Contract-to-Hire | $33–$36/hr | ~$70K+ upon conversion OT as needed Are you someone who thrives in high-energy environments and loves being at the center of a fast-moving talent engine? A top-tier trading and technology firm is seeking a highly organized, detail-oriented Recruiting Coordinator to join their dynamic team. This is a unique opportunity to get your foot in the door with a high-performing organization that values precision, professionalism, and continuous improvement. This role starts as a contract position (with strong intent to convert to full-time) and is perfect for a recent grad or early-career professional who’s hungry to grow in recruiting operations. You’ll be the go-to for scheduling, logistics, and candidate experience, all while gaining exposure to executive stakeholders and a global talent strategy. Why You’ll Love This Role: • Join a collaborative and supportive team where Recruiting Coordinators are empowered—not just task rabbits., • Work closely with hiring managers and senior leaders across multiple time zones., • Take part in meaningful work beyond scheduling: think resume screening, intern support, and hiring strategy insights., • Enjoy complimentary breakfast, lunch, snacks, • Build your career in an environment that blends precision, speed, and high-impact problem-solving. What You’ll Be Doing: • Serve as the face of recruiting—greeting candidates onsite and owning their experience from start to finish., • Coordinate complex interview schedules across time zones with accuracy and a candidate-first mindset., • Support high-volume experienced hire recruiting efforts, from initial outreach through final offer logistics., • Collaborate with Recruiting Ops, Talent Partners, and internal stakeholders to ensure processes run seamlessly., • Own data entry and candidate tracking in Greenhouse (ATS), Workday (HRIS), and scheduling tools like Candidate.fyi., • Support recruiting events, administrative tasks, and special projects as assigned. What You Bring: • Bachelor’s degree with a GPA of 3.5+., • At least 1 internship or professional experience in recruiting, HR, or a fast-paced corporate admin role., • Strong organizational and time management skills, • Clear, professional communication skills, • A proactive mindset—you anticipate needs before they arise., • Maturity and professionalism—you’ll be interacting with senior leaders and global teams daily., • Experience using Greenhouse, Workday, or similar systems is a plus! Bonus Points: • Agency recruiting experience (even junior level) is welcomed., • Ability to work with speed and polish in high-pressure situations., • A long-term interest in growing within talent operations or HR.

Company Overview CXponent is a leading Tech Advisor supporting clients to develop and source technology products services that align with their goals and budget. Having recently partnered with Shore Capital Partners, known for rapidly scaling businesses, the organization is entering its next phase of growth and is seeking its first HR Director(Director of Talent and Culture) to join the team. This role will report directly to the Chief Financial Officer and plays a critical part in building and optimizing the firm’s HR function. Core Responsibilities: As our first HR hire, working strategically and reporting to the CFO, you will be the architect and key driver of our people operations. You will transition us from a "founder-led" HR model to a scalable, professional department. This is a high-impact role requiring an ambitious and execution oriented "A Player" who can balance the tactical needs of HR Operations with the strategic demands of M&A integration and culture-building in a fast-paced PE environment. 1. Change Management & M&A Integration • Lead the integration and evolution of our cultural values, along with HR operations (including benefits, compensation structures, and payroll / HR systems) for newly acquired teams, • Ensure a seamless cultural transition for new employees, establishing and maintaining the CXponent Values across a growing organization., • Lead the HR due diligence and post-merger integration (PMI) process for frequent acquisitions. 1. Talent Acquisition & Branding • Build a scalable recruiting engine to support rapid headcount growth, high talent density, and low turnover, • Develop an employer brand that positions CXponent as the premier destination for technology advisors., • Implement rigorous hiring, onboarding and training standards to ensure we maintain and develop excellent talent. 1. Performance & Talent Management • Design and implement an efficient and light-touch performance management framework rooted in our core values: GUIDE - Got Your Back, Understand the Goal, Iterate Relentlessly, Dig Deep, and Enjoy the Journey., • Create clear career paths and development opportunities as the company scales., • Ensure a feedback loop to leadership, ensuring a culture of radical candor,accountability, and ‘truth seeking’ to get to the right answer., • Collaborate with Shore Capital and other stakeholders to develop manager and leadership training 1. Total Rewards & Operations • Manage all aspects of payroll, benefits administration, and HR compliance., • Audit and select benefit providers that are competitive for mid-sized technology firms., • Ensure HR systems (HRIS) are integrated with business tools and provide real-time data for leadership team, departmental and PE reporting. Ideal Experience and Qualifications • Progressive HR Experience: 5+ years of experience with a variety of roles within the HR function, especially recruitment. SHRM Certification preferred., • High Growth PE Experience: You have worked in a Private Equity-backed environment and understand the pace, reporting requirements, and focus on ROI., • Builder Mindset: You are excited to be the "first" and enjoy setting up processes from scratch and iterating on them, rather than just operating within established frameworks, • Strategic & Tactical: You aren't afraid to run payroll on Monday and present an M&A integration strategy to the Executive Team on Tuesday., • Driven & High-Stakes: You are a self-starter who views HR as a crucial function that drives business results, not just a back-office function.

Job Title: Workday Senior HRIS Analyst Primary Location: Chicago, IL (Hybrid – 2 days/week onsite) Position Type: Direct Hire Must Be Green Card or Citizen Overvie wA Workday Senior HRIS Analyst . This is a Direct Hire role in Chicago, IL (Hybrid – 2 days/week onsite ).This position exists to serve as the primary Workday subject matter expert for a growing Chicago-based organization, owning system configuration, reporting, and process optimization across multiple HR functional areas while enabling smarter, data-driven people decisions across the busines s. What You Bring to the Ro le.Ideal Experie • nce5+ years of hands-on Workday configuration and support experience across Core HCM, Compensation, Benefits, Absence, and Tale, • nt.Demonstrated proficiency building advanced and matrix reports, calculated fields, and dashboards within Workd, • ay.Deep understanding of HR data, HR operations, and Workday platform best practic, • es.Strong interpersonal and communication skills with the ability to translate technical concepts for non-technical business partne, • rs.Workday Pro certification(s) strongly preferr ed. What You'll • Do.Skills Used in this PositionOwn configuration and ongoing maintenance of Workday business processes, security, and notifications spanning Core HCM, Compensation, Benefits, Absence, and Talent modu, • les.Design and maintain advanced reports, matrix reports, calculated fields, and dashboards that enable data-driven HR and business decision-mak, • ing.Partner with HR, Total Rewards, and Talent Acquisition stakeholders to translate business requirements into scalable Workday soluti, • ons.Lead execution of annual cyclical processes within Workday including Open Enrollment, Merit and Compensation cycles, and Performance Managem, • ent.Champion data integrity through proactive audits, mass data loads, and disciplined security role administrat, • ion.Identify manual or inefficient workflows and propose system-driven improvements that increase accuracy and scale with organizational gro wth.

Sims Metal Management is a global leader in metal and electronics recycling, dedicated to sustainability and responsible resource management. With over a century of experience, we play a crucial role in the circular economy, ensuring resources are available for future generations. Summary of Position Responsible for the day-to-day service, administration, and communication of benefit plans. Coordinate with benefit vendors, resolving issues regarding eligibility, enrollment, and claims issues, and oversee benefit systems. Responsibilities • Administer various benefit programs, which include medical, dental, vision, disability, life insurance, FSA plans, HSA accounts, commuter benefits, EAP, COBRA, and voluntary benefits., • The first point of contact for HR and employees for various benefit issues such as coverage, enrollment eligibility, qualifying life event changes, claims, and other benefit matters., • Audit weekly benefit deductions from the benefits admin system to the payroll system., • Main point of contact for all COBRA-related matters, ranging from enrollment assistance to data entry in the carrier site to issue resolution., • Process and maintain weekly reports to ensure employees enroll timely into plans and that supporting documentation is submitted for all covered dependents., • Responsible for department invoicing, including union billing., • Audits records and benefits eligibility periodically., • Assists with annual open enrollment projects, including communications, system set-up, system testing, and enrollment into the system., • Prepares, runs, and distributes ad hoc data reports through the HRIS system., • Maintains relationships with insurance carriers, consultants, actuaries, brokers, record keepers, and third-party administrators., • Responsible for understanding all applicable government laws and regulations at the federal, state, and local levels that impact employee benefits., • Document and maintain administrative procedures for assigned benefit processes., • Responds to notifications from state agencies regarding medical support and verification of insurance., • Serves as a backup to Benefits Analysts., • Prepares and maintains employee benefit files., • Performs all other assigned duties. Qualifications • Bachelor’s degree preferred., • Minimum of 2 years’ Corporate Benefits experience in an organization with 300+ employees., • Intermediate to Advanced Microsoft Excel skills., • Strong problem-solving, organizational, analytical, and customer service skills., • Effective communication skills (written and oral)., • Must have a strong working knowledge of HRIS systems In compliance with the Americans with Disabilities Act, the company provides reasonable accommodations to qualified individuals with disabilities and encourages prospective and current employees to discuss potential accommodations with the employer. SIMS LIMITED IS PROUD TO BE AN EQUAL-OPPORTUNITY EMPLOYER. WE VALUE THE DIVERSITY OF ALL OF OUR EMPLOYEES AND ARE COMMITTED TO CREATING AN INCLUSIVE WORKING ENVIRONMENT WHERE EVERYONE CAN CONTRIBUTE, ADVANCE ON MERIT, AND REALIZE THEIR FULL POTENTIAL. SIMS LIMITED IS AN EQUAL OPPORTUNITY EMPLOYER. THE COMPANY DOES NOT DISCRIMINATE ABOUT RACE, SEX, RELIGION, COLOR, NATIONAL ORIGIN, CITIZENSHIP STATUS, DISABILITY, AGE, MARITAL OR FAMILIAL STATUS, SEXUAL ORIENTATION, GENDER IDENTITY, GENDER EXPRESSION, VETERAN STATUS, HOUSING STATUS, SOURCE OF INCOME, OR ANY OTHER STATUS PROTECTED BY FEDERAL, STATE, OR LOCAL LAWS. THIS APPLIES TO ANY EMPLOYMENT DECISION, INCLUDING RECRUITING, HIRING, PLACEMENT, PROMOTION, TERMINATION, LAYOFF, RECALL, TRANSFER, LEAVES OF ABSENCE, COMPENSATION, AND TRAINING. QUALIFIED APPLICANTS WITH A DISABILITY IN NEED OF A REASONABLE ACCOMMODATION MAY REQUEST SUCH WITHOUT FEAR OF REPRISAL OR DISCRIMINATION Find Out More…Please visit www.simsltd.com for more information on Sims and its commitment to sustainability.

HR Director Chicago, IL 60622 | 100% On‑Site Salary: $160,000–$180,000 base We are partnering with a growing healthcare organization in Chicago to identify an experienced HR Director. This is a highly visible, hands‑on leadership role supporting a hospital-based environment with a strong, involved executive team. Hospital / healthcare HR experience is required. The Opportunity This role will lead and develop a large HR team (6+ direct reports) while serving as a strategic partner to the CEO and senior leadership. The ideal candidate brings deep healthcare HR expertise, strong executive presence, and the confidence to make decisions and lead change in a fast‑paced, highly regulated environment. Key Responsibilities • Provide strategic and hands‑on HR leadership across the organization, • Lead, mentor, and develop a large HR team (6+ direct reports), • Ensure full compliance with state and federal employment laws (healthcare-focused), • Oversee and guide:, • HR compliance and risk mitigation, • Employee relations, including documentation and disciplinary actions, • Leadership training, coaching, and development for a large leadership population, • Benefits strategy, vendor negotiations, and recommendations, • Retention and engagement strategies, • Payroll oversight (strategic leadership without direct administration), • Partner closely with the CEO and executive leadership, operating comfortably in a highly visible environment, • Lead HR initiatives with confidence, sound judgment, and a bias toward action Qualifications • Required: Hospital / healthcare HR background, • 5+ years of HR Director-level experience, • Proven experience leading large HR teams (6+ direct reports), • Strong HR generalist background with hands‑on leadership experience, • Deep knowledge of:, • HR compliance, • State & federal employment laws, • Employee relations, • Benefits strategy and administration, • Training, coaching, and leadership development, • Experience with UKG HRIS and Payroll strongly preferred, • Exceptional executive communication skills; ability to influence and partner with senior leadership, • Comfortable working 100% on-site in a leadership role Compensation & Benefits • Competitive base salary: $140,000–$160,000, • Comprehensive medical, dental, and vision insurance, • 401(k) with employer contribution, • Paid time off and paid holidays, • Company-paid life and disability insurance, • Additional benefits and wellness programs Equal Opportunity Employer. All qualified applicants will receive consideration without regard to race, color, religion, gender, sexual orientation, gender identity, age, national origin, disability, or veteran status.

Job Title: Benefits Specialist Location: Chicago, IL – South / Hyde Park Industry: Nonprofit Compensation: $30 to $35 / hour Work Schedule: Monday–Friday, 35-hour work week, Fully onsite for the first 30 days; hybrid schedule (4 days onsite, 1 remote) thereafter Benefits: This position is eligible for medical, dental, vision, and 401(k). About Our Client: Addison Group is hiring on behalf of our client, a well-established and highly regarded nonprofit organization in the cultural and educational space. This organization is known for delivering engaging experiences to the public and fostering a collaborative, mission-driven workplace environment. Job Description: The Benefits Specialist will support the HR function by managing the day-to-day administration of employee benefits programs. This individual will serve as a key resource for employees, ensuring a smooth benefits experience while maintaining compliance and accuracy across all programs. This role works closely with internal HR leadership and external vendors. Key Responsibilities: • Act as the primary point of contact for employee benefits inquiries, providing guidance and resolving issues in a timely manner, • Manage benefits enrollments, updates, and terminations within HRIS and vendor systems, • Oversee administration of programs including medical, dental, vision, life insurance, 401(k), FMLA, disability, and workers’ compensation, • Partner with third-party vendors and brokers to address claims, escalations, and program improvements, • Conduct regular audits to ensure accuracy and compliance with benefits data and regulations, • Support open enrollment planning, employee communications, and onboarding sessions related to benefits, • Track and manage leave programs, including FMLA and ADA accommodations, • Review and reconcile vendor invoices and ensure timely processing, • Analyze benefits data and trends to support reporting and decision-making, • Assist in developing and documenting processes to improve efficiency within benefits administration Qualifications: • Bachelor’s degree or equivalent experience required, • Minimum of 2+ years of experience in benefits administration or a related HR function, • Strong experience with HRIS platforms; ADP Workforce Now preferred, • Advanced Excel skills, including pivot tables, VLOOKUPs, and data analysis, • Knowledge of FMLA, ADA, and leave management processes, • Familiarity with 401(k) administration and workers’ compensation, • Excellent organizational skills and attention to detail, • Strong communication skills, both written and verbal, • Ability to manage multiple priorities and work independently Additional Details: • Contract with opportunity for permanent hire, • Ideal candidate is proactive, adaptable, and comfortable building processes in a fast-paced environment Perks: • Free onsite parking, • Access to cultural and educational experiences, • Collaborative and mission-driven team environment, • Opportunity to make an impact within a respected organization Addison Group is an Equal Opportunity Employer. Addison Group provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Addison Group complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. Reasonable accommodation is available for qualified individuals with disabilities, upon request.

Opportunity Overview: We are seeking a detail-oriented, efficient and organized Payroll Specialist to join our team. The Payroll Specialist will be responsible for the accurate and timely processing of employee payroll, ensuring compliance with all relevant laws and regulations. This position is responsible for processing compensation for W2 and 1099 physicians as well as registering and maintaining payroll taxes in an HRIS system. The ideal candidate will have a strong attention to detail, excellent numerical skills, critical thinking, experience working in a high-growth company, and the ability to work effectively as part of a payroll team. Key Responsibilities • Payroll Processing: Process biweekly and semi-monthly payroll for over 1,200 employees, including data entry, timekeeping, and calculation of wages and deductions., • Verification: Verify timekeeping records and resolve any discrepancies or issues related to hours worked., • Benefit Administration: Assist with the administration of employee benefits, including health insurance, retirement plans, and other deductions., • Tax Compliance: Ensure accurate calculation and timely submission of payroll taxes, including federal, state, and local withholding. 2 entities spanning 50 states., • Reporting: Generate payroll reports as required., • Communication: Address employee inquiries related to payroll, taxes, and deductions promptly and professionally., • Record Keeping: Maintain organized and secure payroll records in compliance with company policies and legal requirements., • Compliance: Stay current with federal and state payroll laws and regulations to ensure accurate payroll processing and compliance., • Process Controls: Full understanding of audit controls and necessary regulatory guidelines., • Accuracy: Ability to work quickly while maintaining a high level of accuracy., • Critical Thinking: Ability to take ownership of different processes and improve based on the high-growth needs of the company. Qualifications • Bachelor’s degree in related field, • At least 3-5 years of related experience required, • Ability to correctly register and audit local, state, SIT and SUI payroll taxes, • Ability to correctly audit payroll earnings and deductions, • Proficient with Microsoft Office Suite or similar software, and HRIS systems, • Demonstrated ability to collaborate and provide exemplary customer service via verbal and written means with internal customers in a diverse and distributed team environment, • Highly organized with exceptional attention to detail, • Ability to work effectively under deadlines and self-manage multiple projects simultaneously, • Ability to thrive in a 100% high growth fast paced organization, • Hybrid based environment with in-office requirements in Chicago About Noto Noto is an AI-enabled platform transforming speciality therapy to end the mental health crisis. Powering NOCD, Rebound, and future specialty therapy brands, Noto works across each specialty to streamline payer partnerships, enrollment, and care delivery operations to treat complex mental and behavioral health conditions. Our Brands NOCD is an award-winning digital health company focused on identifying people with obsessive-compulsive disorder (OCD) and managing them using evidence-based treatment. OCD affects over 181 million people globally and is ranked by the World Health Organization as one of the top 10 most disabling conditions. Today, NOCD manages the largest community of OCD patients in the world—and we’re just getting started. At Rebound, we’re building the future of trauma care. Over 140 million Americans have experienced trauma, yet effective care remains hard to access. Our mission is to make recovery from trauma the norm, not the exception. Rebound delivers virtual, gold-standard trauma therapy, covered by most major insurance plans, alongside evidence-based tools and deeply supportive guidance. Our work is grounded in psychological science and survivor-centered design, helping people process traumatic experiences, break intergenerational cycles, and reclaim their lives. Benefits • Comprehensive benefits package, including medical, dental, vision coverage, and 401(k) match, • 11 observed company holidays a year, • PTO based on an accrual system, • Engaging startup environment with an outstanding mission-driven team atmosphere, • Downtown Chicago office with an on-site gym

LHH Recruitment Solutions has partnered with a growing organization, and they are seeking a motivated Human Resources and Benefits Manager – Manufacturing Environment to join their team. This is an outstanding opportunity for an HR leader who enjoys building structure, improving processes, and serving as a trusted advisor to senior leadership in a multi‑site, multi‑employee environment. This role offers meaningful autonomy and influence, reporting directly into executive leadership. The ideal candidate brings a strong generalist foundation, deep benefits expertise, and the confidence to advise executives on employment law, compliance, and people strategy. The Human Resources Manager will lead and elevate HR operations across corporate, retail, and distribution center environments. This individual will manage a small HR team, act as the primary point of contact for benefits and compliance, and drive forward HR projects that modernize policies, processes, and overall employee experience. Key Responsibilities: • Serve as a strategic HR partner to executive leadership, providing guidance on employee relations, compliance, and workforce strategy., • Lead all aspects of benefits administration, including broker management, open enrollment, vendor communication, invoice reconciliation, and employee education., • Manage and mentor a small HR team, overseeing daily workflow, priorities, and professional development., • Ensure compliance with federal, state, and local employment laws, including multi‑state regulations, FMLA, wage and hour, and workplace safety requirements., • Own employee relations matters across diverse employee populations, including hourly/production, corporate professionals, and customer‑facing retail employees., • Update, maintain, and enforce HR policies, procedures, and the employee handbook., • Drive HR process improvement initiatives to increase efficiency, consistency, and scalability., • Lead key HR projects such as handbook updates, open enrollment, performance review cycles, safety committee leadership, and HR audits., • Partner closely with leaders to de‑escalate employee issues and provide sound recommendations., • Manage HR reporting and metrics, leveraging Excel and HRIS data to support leadership decision‑making., • Maintain HR documentation, records, and process workflows within the HRIS. Qualifications and Skills: • Bachelor’s Degree in Human Resources or related field., • 7+ years of progressive HR experience, including at least 2+ years in an HR Manager or people leadership role., • Experience working in a small to mid‑sized organization, managing a lean HR team (1–2 direct reports)., • Demonstrated comfort reporting into executive leadership outside of HR., • Strong, hands‑on benefits experience, including direct ownership of benefits administration and broker relationships., • Working knowledge of FMLA administration, leave tracking, and benefits invoice reconciliation., • Multi‑state HR experience with a solid understanding of employment law and compliance requirements., • Proven ability to elevate HR processes, policies, and infrastructure., • Experience supporting diverse employee populations across operations, corporate, and retail environments., • Excellent interpersonal skills with the ability to navigate varying personalities and maintain a calm, professional approach., • Proficiency with HRIS platforms (Paylocity strongly preferred) and Excel‑based reporting. Compensation Range: $90,000 - $110,000 + 15% Bonus Benefits Offered: 2 weeks of vacation, paid sick leave where applicable by state law, Medical Insurance, Dental Insurance Vision Insurance, 401K, and Life Insurance. If you are a passionate Human Resources and Benefits Manager looking for a new and rewarding career, please apply today! You don’t want to miss out on this opportunity! LHH is a leader in permanent recruitment—and in the placement of top talent. Our areas of specialty include office administration, customer service, human resources, engineering, and supply chain and logistics. Please feel free to check us out and apply for other opportunities if this role isn’t a perfect match. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please visit _

A global, manufacturer is seeking a Director of Benefits to lead and evolve its total rewards offering across North America and beyond. This is a highly visible role partnering closely with senior leadership to design programs that are competitive, compliant, and aligned to business performance. This leader will own the strategy and execution of health, welfare, and retirement programs while shaping a global wellbeing approach that supports a diverse and distributed workforce. The environment is fast-paced, collaborative, and focused on building programs that scale. What You’ll Own • Lead the end-to-end design and execution of U.S. and Canada benefits programs, ensuring alignment with business goals and market competitiveness, • Partner with executive leadership on annual strategy, plan design, and cost management, including vendor selection and renewals, • Oversee all vendor relationships, holding partners accountable for performance, service delivery, and innovation, • Direct the annual open enrollment process, ensuring accuracy, communication effectiveness, and a strong employee experience, • Build and scale a global wellbeing strategy in partnership with regional stakeholders across North America, EMEA, and APAC, • Act as a trusted advisor to HR and leadership, translating complex regulations and trends into actionable insights, • Manage escalations and ensure a high standard of employee support and service delivery, • Partner cross-functionally with HRIS, Payroll, and HR Operations on systems, reporting, and process improvements, • Lead and develop a high-performing benefits team, driving execution across multiple concurrent initiatives, • Ensure full compliance with all applicable regulations (ACA, ERISA, HIPAA, COBRA, FMLA, ADA), proactively monitoring legislative changes and impact, • Maintain and strengthen data privacy and HIPAA practices, including training and governance, • Conduct market benchmarking and analytics, using data to inform program enhancements and long-term strategy What You Bring • 10+ years of progressive experience in benefits strategy and administration, including team leadership, • Deep expertise across health & welfare, retirement, and global benefits frameworks, • Strong understanding of U.S. benefits regulations and compliance requirements, • Experience working in complex, multi-region environments with global stakeholders, • Proven ability to balance strategy and execution — equally comfortable in the details and at the leadership table, • Strong vendor management and negotiation experience, • Experience with HR systems (e.g., UKG, SuccessFactors or similar platforms), • Exceptional communication skills, with the ability to influence and educate across all levels of the organization, • Highly organized, with the ability to manage multiple priorities in a dynamic environment, • High level of discretion and judgment when handling sensitive information Why This Role • Opportunity to build and shape global programs, not just maintain them, • High visibility with leadership and direct impact on employee experience and retention, • A collaborative, people-first culture with strong momentum and growth, • A role for someone who wants to be both strategic and hands-on

A well-known, global trading and financial services firm is seeking a Global Benefits Specialist to join their Human Resources team. This is a hands-on, detail-oriented role sitting at the intersection of benefits administration, compliance, and data analytics. The position works closely with the Global Benefits Manager and HR Operations team to deliver a seamless benefits experience for employees across the US and internationally. About the Role This person will serve as the primary point of contact for employee benefits and leave of absence inquiries, managing everything from day-to-day program administration to complex compliance and reporting needs. The ideal candidate is someone who is equally comfortable responding to employee questions, diving into data, and ensuring the firm's benefits programs remain compliant and cost-effective. Key Responsibilities • Oversee daily administration of US benefits programs including medical, dental, vision, life, disability, retirement, EAP, and voluntary benefits, with support for global programs as needed, • Serve as the first point of contact for employee questions related to benefits and leaves of absence, ensuring timely and positive resolution, • Manage the end-to-end US leave of absence process including eligibility, documentation, compliance, and return-to-work coordination, • Oversee global benefits invoicing and reconciliation, validating vendor bills and resolving discrepancies, • Ensure all US benefits programs remain compliant with applicable regulations including ERISA, HIPAA, FMLA, ADA, and relevant state laws, • Analyze benefits data (costs, utilization, and trends) and translate findings into actionable recommendations, • Build and maintain global benefits dashboards and reporting metrics, • Support US open enrollment activities and assist with global renewal efforts, • Assist with 401(k) non-discrimination testing and the annual audit process, • Identify and implement process improvements to streamline benefits administration and reporting Ideal Candidate The ideal candidate brings 2–3 years of benefits administration and analytics experience, a solid working knowledge of US benefits programs and leave compliance, and strong Excel and data skills. Experience with Workday or other global HRIS platforms is a plus. This person should be a clear communicator, highly organized, and comfortable managing multiple priorities in a fast-paced, global environment. Compensation Base salary range: $70,000 – $90,000 depending on experience, plus discretionary annual bonus and a comprehensive benefits package.

Our client, a growing and dynamic organization is seeking an experienced Payroll Manager to lead and oversee payroll operations for approximately 3,000 employees across multiple states. This is a highly visible leadership role responsible for ensuring accurate, timely, and compliant payroll processing while driving process improvements, maintaining strong internal controls, and serving as the organization's subject matter expert for payroll, payroll tax compliance, and payroll systems. The ideal candidate will bring deep multi-state payroll expertise, strong leadership capabilities, and hands-on experience with UKG (Ultimate Kronos Group) payroll systems. Position Summar yThe Payroll Manager will oversee all payroll functions, ensuring payroll is processed accurately and in compliance with federal, state, and local regulations. This individual will manage payroll tax filings, support audits, oversee month-end and year-end payroll activities, and partner closely with Human Resources, Accounting, Finance, and external service providers .The successful candidate will be a proactive leader who can balance strategic process improvements with hands-on operational execution . Key Responsibiliti esPayroll Operatio • nsLead end-to-end payroll processing for approximately 3,000 employees across multiple state, • s.Ensure timely and accurate processing of bi-weekly, semi-monthly, and off-cycle payroll, • s.Oversee payroll transactions including new hires, terminations, bonuses, commissions, deductions, garnishments, and benefit-related change, • s.Develop and maintain payroll policies, procedures, and internal control s.Payroll Compliance & T • axEnsure compliance with all federal, state, and local payroll tax regulation, • s.Manage payroll tax filings, payments, reconciliations, and related reporting requirement, • s.Coordinate and respond to payroll tax notices and inquirie, • s.Lead payroll-related audits, including payroll tax audits, workers' compensation audits, and internal/external financial audit, • s.Stay current on changing payroll legislation and regulatory requirement s.Financial Reporting & Reconciliatio • nsManage payroll-related month-end, quarter-end, and year-end close activitie, • s.Reconcile payroll accounts and ensure accurate posting to the general ledge, • r.Prepare payroll accruals and supporting schedule, • s.Support annual W-2 processing and year-end reporting activitie, • s.Partner with Accounting and Finance teams to ensure payroll-related financial accurac y.Systems & Process Improveme • ntServe as the primary administrator and subject matter expert for UKG payroll system, • s.Partner with HRIS and IT teams to optimize payroll processes and system functionalit, • y.Identify opportunities for automation, process improvement, and operational efficiencie, • s.Support system implementations, upgrades, testing, and integration s.Leadersh • ipLead, mentor, and develop payroll staf, • f.Establish performance expectations and drive continuous improvement within the payroll functio, • n.Serve as a trusted business partner to HR, Finance, Accounting, and operational leadership team s.Qualificatio nsRequir • edBachelor's degree in Accounting, Finance, Human Resources, Business Administration, or related fiel, • d.7+ years of progressive payroll experience, including management or supervisory responsibilitie, • s.Experience overseeing payroll for a multi-state workforce of 1,500+ employee, • s.Strong knowledge of federal, state, and local payroll tax regulation, • s.Hands-on experience with UKG Payroll and Timekeeping system, • s.Experience managing payroll audits and regulatory compliance requirement, • s.Strong understanding of payroll accounting, reconciliations, and general ledger impact, • s.Advanced Microsoft Excel skill s.

Position: Customer Support Manager Reports to: Operations Manager Job Summary: The Customer Support Manager (CSM) is responsible for providing timely and value-adding customer service to customers including, but not limited to candidates, contract employees, clients and internal partners. This is a customer-facing role that will require ongoing support of customer interactions, problem resolution, and maintaining general office operations, via telephone, email, and in-person. Supervisory Responsibilities: • Oversee responsibilities of administration team, • Serve as liaison between field office producers and corporate teams and find opportunities to drive partnerships between the corporate and field employees Duties/Responsibilities: • Provide exceptional customer service to the internal team, clients, and contract employees., • With assistance of office Directors, manage CSAs and Office Coordinators, including regular and annual performance feedback, time off requests, and training and development., • Oversee and support CSAs and Office Coordinators with the candidate and client onboarding process to ensure compliance with state and federal requirements., • Assist sales and recruitment teams, CSAs, and Office Coordinators with escalated contract employee questions or concerns., • Provide education and accountability to field office producers around important processes, including timely new hire submittal, timely finish submittal, client onboarding, etc., • Performs other related duties as assigned. Required Skills/Abilities: • Experience with employee relations, human resources, payroll, and/or customer service., • Thorough knowledge of business policies and human resource practices., • Excellent people management skills., • Ability to prioritize, organize, problem solve and meet deadlines and goals., • Experience using a CRM system and HRIS, Salesforce a plus., • Proficiency in Microsoft Office., • Ability to communicate effectively and provide follow up., • Excellent written and verbal communication skills., • Strong decision-making ability., • Ability to build strong partnerships with internal and external customers., • Integrity and ability to maintain confidentiality and personal credibility., • Ability to tackle complex issues and develop innovative, practical solutions. Education and Experience: • Bachelors degree preferred., • 3-5 years management experience preferred. Physical Requirement: • Prolonged periods sitting at a desk and working on a computer., • Must be able to lift up to 15 pounds at times.

Reporting directly to the Director of Total Rewards, we are seeking a highly disciplined and detail-oriented Senior Benefits Analyst to manage complex, large-scale datasets supporting our benefits operations. This role requires advanced Excel expertise, a strong focus on data integrity and accuracy, and the ability to navigate incomplete or messy data environments while building robust, scalable processes. This is an ideal role for someone who thrives in structured problem-solving, demonstrates intellectual curiosity, and is motivated to deeply understand systems, data flows, and benefits administration—even without prior direct experience. Why This Role This role is ideal for someone who enjoys working behind the scenes to build strong data foundations, values accuracy over speed, and wants to grow expertise in benefits administration and cross-system data management. Key Responsibilities Data Management & Integrity • Manage and maintain large, complex datasets across multiple systems with a focus on completeness, accuracy, and redundancy., • Build and maintain structured files and processes designed for scalability and repeatability., • Develop and implement built-in data validation checks to ensure data accuracy and consistency., • Identify, troubleshoot, and resolve data discrepancies across systems and platforms., • Work effectively with imperfect or “unclean” data, creating logic and controls to improve reliability. Systems Integration & Coordination • Support integrations and data flow between HRIS and other external platforms., • Ensure smooth communication and reconciliation between systems with differing structures and data quality levels. Analytics • Utilize advanced Excel capabilities (e.g., complex formulas, pivot tables, Power Query, data modeling) to analyze and transform data., • Generate reports and insights as needed to support decision-making. Learning & Continuous Improvement • Develop a strong understanding of benefits administration (no prior experience required)., • Ask thoughtful, probing questions to fully understand data, systems, and processes., • Continuously seek opportunities to improve data quality, processes, and system integration. Qualifications Required • Bachelor’s Degree in Finance, Engineering or other analytical programs, • 5 years experience in analytical data-focused role, • Advanced Excel skills (e.g., nested formulas, data validation, pivot tables, macros/Power Query strongly preferred)., • Demonstrated experience managing large datasets with a high degree of accuracy., • Strong attention to detail and commitment to data integrity., • Experience working with incomplete, inconsistent, or “dirty” data., • Structured, process-oriented mindset with strong organizational discipline., • Ability to work independently and drive clarity in ambiguous situations. Preferred • Exposure to HRIS systems and data integrations., • Experience building data validation frameworks and audit controls., • Familiarity with benefits administration (or strong willingness to learn quickly). Success Profile • Highly detail-oriented and methodical., • Skilled problem solver who drives to discover and correct root cause issues., • Curious and driven to deeply understand how systems and data work., • Comfortable asking questions and challenging assumptions., • Able to navigate complexity and ambiguity with a structured approach., • Strong written and verbal communication skills, particularly in translating data across systems and stakeholders.

International Company located in the Chicago loop has an amazing opportunity for a dynamic hands-on Human Resources Manager to support HR Operations. The Human Resources Manager will manage employe relations, performance management, recruiting, training, payroll and reporting. This is a hybrid position and pay range is $100k-$120k plus bonus and client offers benefits that include: medical, dental, vision, short and long term, life, and 401k. Recruiter: Connie Stathopoulos Human Resources Manager Key Responsibilities • Lead Local HR Operations, • Own and execute all HR functions for the business segment. Ensure smooth day-to-day operations while identifying opportunities to enhance efficiency and employee experience., • Strategic HR Leadership, • Collaborate closely with various teams and leaders to shape a workplace culture that supports performance, accountability, and continuous improvement., • Collaborate with international HR team in Europe Headquarters to enhance employee engagement, satisfaction and retention, • Learning & Development, • Coordinate and deliver training programs for employees, focusing on core skills and/or leadership readiness. Identify internal development opportunities and support career progression., • Manage compensation and incentive frameworks., • Manage benefit administration, • Guide leaders through budgeting, pay planning, and implementation., • Drive Policy & Compliance, • Interpret and enforce company policies with clarity and consistency., • Recruitment & Onboarding Excellence, • Lead recruitment efforts using a variety of sourcing strategies to attract top talent. Oversee interviewing and selection processes, and ensure onboarding is thorough, welcoming, and aligned with company values. Qualifications: • Bachelor’s Degree in Human Resources or a related field., • Bilingual Skills in Spanish, Italian and Polish highly desirable, • 7+ years of HR experience., • Proactive mindset with a passion for improving the employee experience., • Excellent communication, organizational skills, and attention to detail., • High level of integrity, professionalism, and confidentiality., • Proficiency in Microsoft Office Suite and HRIS- SAP Success Factors, • Willingness to travel (up to 20%)., • Strong working knowledge of employment laws and HR best practices., • Managing payroll, • Managing expat employees and international workers, • Experience with managing Visas, and Green Cards Our specialized recruiting professionals apply their expertise and utilize our proprietary AI to find you great job matches faster

The HR Systems Analyst is responsible for the accurate, compliant, and timely execution of a high volume of hourly employee lifecycle transactions and core HR operational processes. This role serves as a key partner to HR Business Partners, Benefits, Finance, Legal, Payroll, and site leadership, ensuring data integrity in the HRIS, adherence to internal controls, collective bargaining agreements, and regulatory requirements. The role also drives process improvement initiatives and supports HR programs and system implementations. Responsibilities include: • Own and execute employee lifecycle transactions in HRIS, • Ensure compliance and data integrity by maintaining system generated reporting, creating custom reporting if needed, and preparing data for audits., • Manage the shared inbox which may include various employee generated requests for changes to employee files, invoicing requests, and requests from outside parties for information., • Support in the design, implementation, and maintenance of standardized HR operational tools and digital solutions, converting manual processes into scalable workflows and driving continuous process improvements., • Support site‑level HR program initiatives, process updates, and system implementations., • Partner cross‑functionally for projects or process improvements., • Must handle sensitive employee information with strict confidentiality and professionalism. Requirements for the role: • Minimum 2-4 years’ experience in HR operations, HR Shared Services, or HR system administration, • Deep experience and high comfort with HR systems (UKG Ultipro preferred, but not required), • Work experience in an HR department that operates in unionized environments and across multiple states is highly preferred, • High attention to detail with strong documentation and data validation skills, • Comfortable with hybrid schedule 2 days from home, 3 days in office.

The HR Coordinator provides essential administrative and coordination support across benefits and core HR operations for a multi-office firm. This role is highly detail-oriented and plays a key role in ensuring accurate employee data, smooth onboarding processing, compliant benefits administration, and a positive employee experience. Key Responsibilities Benefits & Leave Administration • Serve as the primary point of contact for employee questions related to benefits, COBRA, and leave programs., • Process benefit enrollments, changes, and terminations in coordination with finance and vendors., • Manage administration of leaves of absence, disability paperwork, and unemployment claims., • Support and help project-manage annual open enrollment activities and data files., • Work directly with benefits brokers and carriers on data management and issue resolution. Onboarding & Offboarding Support • Coordinate day-one onboarding including orientation, required documentation, systems access coordination, and benefits enrollment. Partner with hiring manager, Finance, and IT teams., • Process I-9 and E-Verify documentation in partnership with office admin., • Prepare offer documentation and support pre-employment and onboarding coordination., • Provide one-on-one benefits orientation for new hires and support ongoing benefits education., • Create and maintain personnel files and separation documentation., • Support exit processes and data tracking. Performance Management & Talent Processes • Support performance form setup and workflow within HR systems., • Support administration of performance review cycles by managing timelines, reminders, and completion tracking., • Generate reports and insights to support talent decisions and organizational effectiveness., • Maintain accurate employee records and talent-related documentation. Compliance & Documentation • Track completion of required compliance and training programs., • Post required labor notices in applicable systems and office locations., • Assist with compliance reporting and audit-related requests., • Maintain accurate HR records, forms, and documentation. HR Operations & Coordination • Maintain HR calendars, checklists, and shared trackers., • Create and update HR forms, templates, and process documents., • Distribute routine HR communications (onboarding instructions, reminders, key deadlines)., • Support special projects, SOP documentation, and firmwide HR initiatives as needed. Payroll (back up) & Employee Data • Support payroll data accuracy by coordinating employee lifecycle changes with Finance and Payroll., • Partner with Finance to ensure timely setup and maintenance of employee records in HRIS and payroll systems., • Assist with payroll-related reporting, audits, and reconciliations., • Assist with payroll activities related to onboarding, role changes, and separations. Qualifications • Associate’s or Bachelor’s degree in Human Resources, Business, or related field., • 3–5 years of experience in HR administration, payroll, and/or benefits coordination., • Strong attention to detail and ability to manage confidential information., • Experience working with HRIS and payroll systems; ADP experience preferred., • Working knowledge of benefits administration, payroll processes, and HR compliance basics., • Excellent organizational skills and follow-through., • Strong customer-service mindset with employees and managers. Why Join Us This role offers hands-on experience across HR operations, employee support, benefits administration, and people processes in a dynamic, multi-office professional services environment. It’s an opportunity to build strong operational foundations while partnering closely with employees and leaders in a collaborative, fast-paced setting. This is ideal for someone who enjoys precision and employee interaction.

About the role: Barry Callebaut is a global organization poised for growth; a company which has embraced the vision to delight its customers, while out-performing its competitors, a business which is committed to sustainability, has innovation in its DNA, is a leader in complex manufacturing and supply chain solutions and is focused on being a best-in-class employer. Barry Callebaut seeks diverse and passionate people who thrive in a dynamic environment, focused on continuous learning, living BC’s Values and of course loving chocolate. The Human Resources Manager will effectively manage the day-to-day duties of the Human Resources function at our Chicago, IL, Robinson, IL & Bethlehem, PA manufacturing sites. As a member of the local management team, you will be a business partner helping design, drive and implement various HR and operational initiatives across all sites you will be supporting. This position will be based in Chicago, IL. Key responsibilities include: • Provide mentorship through planning, organizing, and implementing activities in support of plant operations, • Serve as functional resource for employee base, ensuring their understanding and compliance with benefits, HR policies, and regulations, • Must partner with Global Business Services (GBS) to ensure all HR related (TA, HR, TD) activities are executed according to our processes and procedures, • Support BCOS and PDO related activities and drive the HR People pillar initiatives, • Drives and supports all employee engagement action planning execution and retention initiatives for Chicago Manufacturing and Bethlehem sites, • Ensure employee HRIS and filing systems are maintained, • Manage timecard and paid time off approval process, • Administer leave of absence programs including FMLA, • Perform recruitment and staffing activities (for exempt and non-exempt staff) including the management of postings, evaluation of applicants and any required pre-employment screening, • Support various audit processes, • Perform special projects as needed (i.e. implementation of policies and procedures, training in various programs, drive employee engagement and safety committees, etc.), • Agency, HR and office management expenses invoicing, coding and approving, • Sponsor and partners with ES&H manager to lead safety programs, • Ensure successful roll-out and completion of Performance Management Processes for employee population. This includes educating employees and managers on goal setting, individual development plans, and mid-year and year-end reviews, • Educate employees on Health and Wellness policies, • Partner directly with local leadership to resolve employee issues and actively work with managers to improve engagement, retention, and performance, • Identify and implement training solutions for all departments within the facility, • Lead investigations and provide mentorship to managers and supervisors on disciplinary recommendations., • Utilize results from engagement surveys to build action plans and increase internal employee happiness, • Support managers in providing continuous performance feedback to employees, • Lead employee relation efforts, liaising with the Site Operations Manager to create and implement local and business aligned initiatives that promote effective employee and management relations, • Participate in development and implementation of plant’s goals and objectives About you: • BA/BS in Human Resources Management or related field, or equivalent HR experience, • 5 to 7 years of HR experience in food manufacturing. Multi-site support experience, • Computer proficiency, including Microsoft Office Suite and experience with HRIS systems, • Safety advocate with general knowledge of OSHA regulations., • Proficiency of Federal and NC, IL State-level Employment labor laws, • ADP Workforce Now and Success Factors preferred Additional Requirements: • Excellent verbal, written and presentation skills, • Ability to solve problems, make informed decisions and influence others, • Customer service oriented, • Strong MS Office skills required, • Ability to professionally manage highly sensitive & confidential information, • Ability to lead and influence others in a positive manner, • Ability to remain calm under pressure; comfortable addressing difficult situations, • Self-motivated; action and result-oriented; able to multi-task and manage/drive multiple projects simultaneously, • Detail-oriented and organized. Strong prioritization, decision-making and follow-up skills, • Ability to offer and promote a high level of internal customer service, • Ability to work with diverse personalities and multiple levels of employees, • Good listening, fact-finding, conflict management and interpersonal skills ● Participate in special projects as needed, • HR (PHR/SHRM) certification is preferred Travel Requirements: • Travel is required for this position, • Must be able to travel between facilities regularly or as needed to support and drive all company initiatives and employee engagement activities What you can expect from Barry Callebaut: • Salary Range of $ 90,000 - $125,000, depending on factors such as experience and location, plus annual bonus and our comprehensive benefits package., • Paid time off, Paid Holidays, Flex Days, plus your birthday off, • Environment that welcomes workplace flexibility, • An atmosphere where diversity is embraced, and inclusivity is second nature. We call it #OneBC! Just ask our champions with the Americas Women’s Forum and the Racial Equality Forum!, • Ability to grow personally and professionally within an organization that values development and internal career growth., • Be part of our mission in making sustainability the norm through Forever Chocolate with priorities centered around prospering farmers, zero child labor, carbon and forest positive, and creating 100% sustainable ingredients in all of our products. At Barry Callebaut, we are committed to Diversity & Inclusion. United by our strong values, we thrive on the diversity of who we are, where we come from, what we’ve experienced and how we think. We are committed to nurturing an inclusive environment where people can truly be themselves, grow to their full potential and feel they belong. #oneBC - Diverse People, Sustainable Growth.

Job Title: Director of Cargo Operations Department: Cargo Operations Reports To: Vice President of Operations FLSA Status: Exempt Classification: Full-Time, Salaried POSITION SUMMARY The Director of Cargo Operations is a senior executive leadership role responsible for providing strategic direction, operational oversight, and organizational accountability for all cargo operations across U.S. Aviation Services Corp. (USAS). This position serves as the enterprise-wide authority for mail, freight, international, military, and specialized commodity cargo services, ensuring consistent, compliant, and high-performance cargo delivery across all company locations and contractual commitments. The Director of Cargo Operations is entrusted with the full lifecycle of cargo operations, from strategic planning and regulatory compliance to financial performance, workforce leadership, customer relationship management, and continuous improvement. This role serves as the primary liaison between cargo operations and executive leadership and commands the highest standards of professionalism, safety, and operational excellence. ESSENTIAL DUTIES AND RESPONSIBILITIES I. Strategic Operational Leadership Develop, implement, and execute enterprise-wide cargo operational strategies that align with corporate objectives, customer contractual commitments, and regulatory requirements to drive performance, profitability, operational stability, and sustainable growth. Establish and enforce standardized operating procedures, service delivery models, and performance benchmarks across all cargo locations, ensuring consistent application of best practices throughout the organization. Maintain comprehensive subject matter expertise across all cargo service lines including mail operations, freight handling, interline cargo, dangerous goods, COMAT, international cargo, and military contract cargo movements. Serve as the enterprise-level Subject Matter Expert (SME) for all cargo operations, providing authoritative guidance to station-level managers, corporate leadership, and external stakeholders on cargo regulatory matters, operational standards, and industry trends. Direct the development and execution of station-level financial and operational plans, adjusting strategies throughout the year to achieve corporate and local station goals. Lead and actively participate in the local and national aviation cargo community, advancing the company's reputation as a premier cargo and mail handling organization. II. Regulatory Compliance and Safety Governance Ensure full and continuous adherence to all applicable laws, regulations, and directives governing cargo and aviation operations, including but not limited to: Federal Aviation Administration (FAA) - regulations pertaining to cargo aircraft operations, airworthiness, and safety. Transportation Security Administration (TSA) - Security Directives for cargo screening, sterile area access, and 100% security screening requirements. U.S. Customs and Border Protection (CBP) - compliance requirements for international cargo, import/export controls, and secure area protocols. Department of Transportation (DOT) - regulations governing ground support equipment, hazardous materials transportation, and employee qualifications. United States Postal Service (USPS) - contractual, operational, and compliance requirements for all mail operations. Occupational Safety and Health Administration (OSHA) - workplace safety standards, chemical handling, injury prevention, and hazard communication. U.S. Department of Agriculture (USDA) - applicable agricultural inspection and compliance requirements. All applicable state, local, and airport authority rules, including site-specific security, safety, and operational requirements. Oversee all cargo audit and compliance programs including the Safety Management System (SMS), and ensure corrective action plans are developed, documented, and closed within required timeframes. Ensure 100% compliance with all security screening directives, ULD airworthiness standards, hazmat/dangerous goods training and handling, and mail scanning and delivery performance requirements. Promote a company-wide culture of safety, ensuring all employees and managers complete required regulatory training and maintain all applicable certifications and credentials. Oversee all incident investigations and regulatory reporting requirements in partnership with Human Resources and Senior Leadership, ensuring timely and accurate communication with regulatory agencies as required. Serve as the primary organizational interface with the FAA, DOT, TSA, USDA, CBP, OSHA, and airport authorities on all matters related to cargo regulatory compliance. III. Financial and Resource Management Assume full profit and loss (P&L) accountability for all cargo operations across the company, including oversight of operating budgets, cost controls, and financial performance reporting. Develop, manage, and forecast annual and quarterly budgets in partnership with Finance, incorporating labor modeling, productivity assumptions, seasonal volume fluctuations, and contract-specific requirements. Meet operations financial objectives with particular focus on handling cost per pound or kilogram, ensuring financial targets are achieved without compromising safety, service quality, or regulatory compliance. Monitor and control labor costs including staffing levels, overtime authorization, and scheduling efficiency, ensuring compliance with applicable wage, hour, and labor standards. Review, approve, and manage operational expenditures in accordance with company policy, delegated authority levels, and client contract terms. Ensure effective utilization and lifecycle management of Ground Support Equipment (GSE), Unit Load Devices (ULDs), facilities, supplies, and materials to minimize waste and control capital and operating expenses. Analyze financial performance trends, variances, and key cost drivers and implement corrective actions to address underperformance or margin erosion at the station and enterprise level. Support pricing strategies, contract rebids, and renewals by providing operational cost inputs, labor assumptions, and financial risk assessments to executive leadership. Maintain accurate financial reporting and documentation, ensuring timely submission of forecasts, variance explanations, and operational metrics to the Vice President of Operations. IV. Cargo Operations Management Oversee all aspects of mail operations including domestic mail, international mail, military mail, and mail freighter operations, ensuring performance against USPS contract requirements and internal service standards. Establish, communicate, and enforce service standards for all U.S. Aviation Services Corp. mail and cargo contracts, and develop measurable tools to monitor and ensure those standards are consistently met. Manage the ULD program, traffic management, and cargo IT platform (CMIS and related systems), ensuring rigorous, enforceable, and continuously improving service level agreements. Oversee operating systems, customer relationship management platforms, and cargo IT infrastructure, managing performance and directing change requests to enhance operational efficiency. Develop and execute operating strategies that improve performance, reduce claims and losses, and enhance USAS's reputation as a premier cargo and mail handler in the aviation industry. Maintain authorized staffing levels and operational schedules to maximize cargo throughput and performance at all locations. Ensure consistent and professional management of Other Airline (OAL) contracts, interline agreements, and third-party cargo vendor relationships. Manage GSE and facility assets across all cargo locations to ensure operational readiness, safety compliance, and cost efficiency. Oversee mail audit, claims and losses management, and compliance reporting, ensuring all findings are addressed promptly and preventative measures are implemented. Maintain and monitor all aspects of corporate compliance for cargo products, including all regulatory programs and specific import and export compliance standards. V. Workforce Leadership and Talent Development Partner with Human Resources and Talent Acquisition to proactively recruit, onboard, and retain a high-performing cargo workforce across all company locations, ensuring staffing models align with operational demands and growth objectives. Establish clear leadership expectations, performance standards, and accountability frameworks for all cargo management personnel, reinforcing alignment with company values and service delivery commitments. Develop, implement, and continuously improve structured training programs ensuring all cargo employees and managers are fully prepared to meet operational requirements, safety standards, regulatory mandates, and customer service expectations. Ensure all leadership and frontline cargo personnel complete required initial and recurrent training, certifications, and compliance requirements, and address gaps promptly to mitigate operational or regulatory risk. Conduct regular performance evaluations, structured one-on-one meetings, and ongoing coaching with cargo management staff to assess effectiveness, reinforce competencies, and drive continuous improvement. Create and actively manage individual development plans for managers and supervisors to support succession planning, leadership readiness, and long-term career progression within the cargo division. Identify high-potential talent and provide targeted development opportunities, mentoring, and exposure to broader operational responsibilities to strengthen the cargo leadership pipeline. Maintain an Open-Door Policy to foster employee engagement, ensure employee concerns are heard and addressed, and promote a culture of transparency and respect. Address employee relations matters promptly, fairly, and in accordance with company policy and applicable employment laws, partnering closely with Human Resources to investigate concerns, implement corrective actions, and minimize organizational risk. Model ethical leadership, professionalism, and sound judgment, demonstrating a strong commitment to integrity, accountability, and diversity, equity, and inclusion in all interactions and decisions. VI. Client Relationship Management and Customer Engagement Build, maintain, and strengthen strategic relationships with airline customers, government agencies (including USPS United Mail team), airport authorities, and regulatory bodies, serving as the senior operational point of contact for all cargo-related matters. Maintain a positive, proactive relationship with USPS and all mail contract stakeholders, supporting the development of strategies and programs aimed at increasing revenue while reducing exposure to penalties, fines, claims, and losses. Conduct regular site visits and formal meetings with customers within the assigned portfolio to review performance metrics, audit results, service levels, and contractual expectations. Serve as the primary escalation point for operational, service, and compliance concerns, ensuring swift issue resolution and clear communication with internal and external stakeholders. Lead customer-facing responses to audit findings, service failures, and escalated complaints, including development and execution of corrective action plans with follow-up validation. Negotiate contracts with external vendors, government agencies, airport authorities, and airline partners as needed to support operational commitments and strategic objectives. Anticipate customer needs and operational changes, proactively aligning resources to ensure service continuity, scope expansion, and contract retention. Support business development by identifying opportunities for service enhancements, scope expansion, and value-added solutions within existing and prospective customer relationships. VII. Quality Assurance and Continuous Improvement Design and enforce a robust quality assurance program to verify and validate compliance with all customer requirements, industry standards, regulatory expectations, and internal performance benchmarks. Analyze operational data, KPIs, and performance metrics to identify trends, root causes, and opportunities for improvement across all cargo locations and service lines. Lead and sponsor process improvement initiatives, change management strategies, and technology adoption programs that drive measurable performance gains and cost efficiencies. Oversee the cargo IT platform and operational systems, directing continuous improvement in data accuracy, reporting capabilities, and operational visibility. Apply continuous improvement methodologies (including Lean, Six Sigma, or equivalent frameworks) to drive standardization and eliminate operational waste. QUALIFICATIONS AND EDUCATION REQUIREMENTS Education Bachelor's degree in Aviation Management, Business Administration, Operations Management, or a closely related field required. Master's degree in Business Administration (MBA), Aviation Management, or related discipline strongly preferred. Experience Minimum of 10-15 years of progressive operational leadership experience within the aviation cargo, mail handling, or aviation services industry, with a demonstrated record of success in overseeing multi-location, high-volume cargo operations. Minimum of 5 years of management experience with direct reports in a senior or director-level capacity within the aviation cargo or freight industry. 3-5 years of direct experience in mail operations, including USPS mail contracts, freight, interline cargo, dangerous goods handling, and the movement of specialized commodities required. Demonstrated experience managing regulatory compliance programs (FAA, TSA, CBP, DOT, OSHA, USPS) in an aviation operational environment. Demonstrated experience managing geographically dispersed teams and driving consistent performance across multiple airport locations. Proven experience in P&L management, budget development, and financial reporting within an aviation or logistics operational environment. Experience in relationship building, negotiation, and contract management with government agencies, airport authorities, airline partners, and commercial customers. Licenses, Certifications, and Clearances Must be able to obtain and maintain all required security credentials, including but not limited to FAA, TSA, Airport Authority, and U.S. Customs (CBP) clearances. Successful completion of a thorough criminal history check is required for position credentialing and ongoing eligibility. Dangerous Goods (Hazmat) certification per IATA or DOT standards required or ability to obtain within 90 days of hire. IATA certification or equivalent aviation industry training preferred. KNOWLEDGE, SKILLS, AND ABILITIES Technical and Regulatory Knowledge Expert-level understanding of FAA, TSA, CBP, OSHA, DOT, USPS, and USDA regulations applicable to aviation cargo operations and airport environments. Comprehensive knowledge of cargo operations including mail operations, freight handling, ULD management, traffic management, dangerous goods, COMAT, import/export compliance, and security screening requirements. Familiarity with IATA Cargo Standards, Cargo Security Standards, and Cargo-IMP messaging preferred. Proficiency in cargo management information systems (CMIS) and related cargo IT platforms. Leadership and Interpersonal Skills Exceptional leadership and interpersonal skills with demonstrated ability to lead large, diverse teams of employees and managers across multiple airport locations simultaneously. Strong talent development instincts with proven ability to build leadership pipelines, mentor management teams, and create succession-ready organizations. Ability to engage frontline leaders and cargo employee populations with authenticity, professionalism, and operational credibility. Demonstrated commitment to diversity, equity, and inclusion in all hiring, development, and leadership practices. Business and Analytical Skills Proven ability to balance competing operational priorities, adapt quickly to dynamic conditions, and maintain high performance standards in a demanding, time-sensitive aviation environment. Excellent problem-solving, analytical, and decision-making skills, with the ability to define problems, collect data, establish facts, and draw valid conclusions under pressure. Strong financial acumen including P&L management, budget oversight, cost control, and financial variance analysis. Project management skills with experience driving large-scale operational or compliance initiatives to completion on time and within budget. Continuous improvement experience, including Lean, Six Sigma, or equivalent process improvement methodologies. Communication Skills Ability to read, analyze, and interpret complex technical procedures, safety regulations, governmental regulations, contractual documents, and financial data. Excellent written and verbal communication skills, with ability to draft executive reports, formal correspondence, policies, and operational procedures. Ability to deliver effective presentations and respond to inquiries from executive management, customers, regulatory agencies, and the general public with poise and authority. Computer Skills Proficiency in Microsoft Office Suite (Outlook, Word, Excel, PowerPoint, Teams) required. Experience with cargo management systems (CMIS or equivalent), HRIS systems, operations management software, and audit management platforms preferred. Experience with Google Workspace, Adobe Acrobat, and data analytics tools is a plus. WORK REQUIREMENTS AND CONDITIONS Schedule and Availability This is a senior leadership role that requires availability beyond standard business hours, including evenings, weekends, and holidays as operational needs demand. Reliable, punctual attendance is an essential function of this position. Travel Requirements Frequent travel is required to support multi-site operational oversight, customer engagement, regulatory compliance visits, and executive-level meetings. Travel may range from 40-70% depending on business needs, location portfolio, and organizational priorities. Physical Demands The physical demands described herein are representative of those that must be met by an employee to successfully perform the essential functions of this role. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential functions consistent with the Americans with Disabilities Act (ADA). Frequently required to walk, stand, talk, and hear in both office and operational cargo environments. Occasionally required to climb, balance, stoop, kneel, or crouch during facility and ramp inspections. Must occasionally lift and/or move up to 50 pounds and infrequently up to 100 pounds with assistance. Must be able to work in confined spaces and within active aircraft ramp and cargo areas around moving aircraft and equipment. Work Environment Exposure to indoor and outdoor environments, including varying weather conditions and active airport operational areas. Exposure to moderate to loud noise levels consistent with airport and cargo ramp environments. * Must comply with all airport security requirements, including obtaining and maintaining airport-issued SIDA (Security Identification Display Area) badges and all applicable security clearances at each operating location. USAS is an Equal Opportunity Employer committed to fostering, cultivating, and preserving a culture of diversity, equity, and inclusion. USAS provides equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by applicable federal, state, or local laws. This commitment extends beyond compliance with equal opportunity laws; it is integral to creating an environment where individuals from all backgrounds and perspectives are respected and valued. USAS believes in the strength of our people, the ideas they contribute, and what we can accomplish together. Consistent with the Americans with Disabilities Act (ADA) and all applicable laws, USAS will provide reasonable accommodations to qualified applicants and employees with disabilities to enable them to perform essential job functions, unless such accommodations would result in undue hardship. USAS also provides reasonable accommodations as required under the Pregnant Workers Fairness Act (PWFA) for limitations related to pregnancy, childbirth, or related medical conditions.

Job Title: HR Coordinator Location: Chicago, IL Industry: Corporate Services Compensation: $22.00 – $26.50 per hour Work Schedule Monday – Friday | Hybrid (3 days onsite, 2 remote) Benefits: This position is eligible for medical, dental, vision, and 401(k). About Our Client: Addison Group is partnering with a globally recognized organization to identify an HR Coordinator. This company operates on a large international scale and is known for its people-first culture and commitment to employee engagement. This is a great opportunity to join a dynamic HR team supporting corporate initiatives and employee programs. Job Description: The HR Coordinator will provide administrative and operational support to senior HR leadership and broader HR functions. This role will focus heavily on coordination, employee support, and assisting with internal programs, including employee engagement initiatives and resource groups. The ideal candidate is highly organized, detail-oriented, and comfortable working in a fast-paced corporate environment. Key Responsibilities: • Provide administrative support to senior HR leadership, including calendar management, travel coordination, and expense processing, • Assist with budgeting activities, invoice tracking, and financial coordination across HR functions, • Support onboarding efforts, including coordination of new hire orientations and logistics, • Act as a point of contact for employee inquiries related to benefits, payroll, and HR programs, • Maintain accurate and compliant employee records, files, and documentation, • Prepare reports, presentations, and internal HR materials, • Assist with planning and execution of employee engagement events and initiatives, • Support internal programs and projects, including corporate social responsibility efforts, • Collaborate with HR team members on various administrative and operational tasks Qualifications: • 3+ years of professional experience, including at least 2 years in Human Resources, • Bachelor’s degree in Human Resources, Business, or related field preferred, • Strong proficiency in Microsoft Office (Excel, Outlook, PowerPoint), • Experience with systems such as expense reporting, travel coordination, or HRIS platforms preferred, • Ability to manage multiple priorities and meet deadlines in a fast-paced environment, • High level of professionalism with the ability to handle confidential information, • Strong communication and interpersonal skills Additional Details: • Contract for 6+ months, • Opportunity to support global HR initiatives and leadership, • Collaborative, team-oriented environment with high visibility Perks: • Hybrid flexibility, • Exposure to senior leadership and strategic HR initiatives, • Opportunity to contribute to employee engagement and culture programs, • Fast-paced and dynamic work environment Addison Group is an Equal Opportunity Employer. Addison Group provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Addison Group complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. Reasonable accommodation is available for qualified individuals with disabilities, upon request.

Company Description Home Instead is dedicated to providing personalized, high-quality in-home care services for older adults. With a focus on enhancing the quality of life for seniors, our care solutions are tailored to meet individual needs. We strive to help older adults maintain their independence and dignity in the comfort of their own homes. Guided by a culture of compassion and excellence, we are committed to making a positive impact in our community. Ready to grow your HR career while making a difference in the lives of seniors? Apply today with your resume! Job Summary The HR Coordinator plays a vital role in our company by managing the full lifecycle of our most valuable asset: our Care Professionals (Care Pros). This role focuses heavily on recruiting high-quality Care Pros, ensuring strict regulatory compliance, and driving employee engagement to improve retention. The ideal candidate is exceptionally organized, thrives in a fast-paced environment, and understands the unique staffing challenges of the home care industry. Key Responsibilities 1. Recruitment & Talent Acquisition • Source, screen, and interview qualified Care Professional applicants to meet ongoing client staffing needs., • Manage job postings on platforms like Indeed, social media, and local community boards., • Attend local job fairs and build partnerships with healthcare training schools to create a steady pipeline of applicants. 1. Onboarding & Compliance • Conduct all pre-employment background checks, drug screenings, and reference checks in accordance with state regulations., • Manage and verify Form I-9 documentation, utilizing E-Verify if required., • Build and maintain audit-ready, compliant personnel files., • Track and systematically update expiring credentials (CPR certifications, TB screenings, auto insurance, and professional licenses). 1. Orientation & Training Assistance • Facilitate or assist with weekly/bi-weekly new hire orientations to introduce Care Pros to agency policies, culture, and safety standards., • Ensure all mandatory introductory training modules are completed. 1. Employee Engagement & Retention • Develop and execute retention strategies., • Conduct regular "check-in" calls with active Care Pros to gather feedback and address workplace concerns early., • Coordinate employee appreciation events and initiatives to foster a supportive, connected team culture. 1. Employee Relations & Performance Management • Work closely with leadership to address performance issues constructively; document and issue verbal and written warnings when policy violations occur., • Assist leadership with workplace investigations and the termination process when necessary, ensuring all documentation is airtight. Qualifications and Skills: • Experience: Minimum of 2 years of HR or recruiting experience. Experience in home care, senior living, or a healthcare setting is a plus., • Education: Bachelor’s degree in Human Resources, Business Administration, or a related field., • Industry Knowledge: Familiarity with state healthcare regulations, caregiver credentials, and labor laws is a plus., • Tech Savvy: Proficient with Applicant Tracking Systems (ATS), HRIS and Microsoft Office., • Soft Skills: Strong emotional intelligence, excellent communication skills, and a high degree of empathy for caregivers and seniors. Salary: $70,000 - $75,000 Benefits: Flexible PTO, Medical, Dental and Vision Insurance, 401k with company match after 1 year

About Chicago Public Media Chicago Public Media is one of the nation’s largest local nonprofit news organizations. Home to WBEZ 91.5FM, the Chicago Sun-Times, and Vocalo. Chicago Public Media reaches more than 3.3 million people weekly across broadcast, print, and digital platforms. As a mission-driven organization, we aspire to be the most trusted news source Chicagoans turn to for understanding the people, events, and ideas shaping our community. Chicago Public Media is a 100% community-funded newsroom powered by nearly 97,000 members whose support makes our journalism possible. This sustained community investment helped drive nationally recognized work in 2025, including 29 awards from esteemed organizations, including the Public Media Journalists Association, the Edward R. Murrow Awards, and the National Association of Black Journalists. We believe independent journalism is essential to a healthy democracy and that access to objective, fact-based news is a right for every citizen. We serve the public interest by creating diverse content that informs and enriches our community, supported by a dedicated staff of approximately 250 professionals. For more information, please see the Chicago Public Media_. The Opportunity The Payroll and Accounts Payable Specialist is a shared accounting role between Payroll and Accounts Payable. This role collaborates closely with Accounting, Human Resources (HR), and Accounts Payable and ensures timely and compliant processing of Payroll and Accounts Payable to support organizational financial processes. This role reports to the Senior Accounts Payable Coordinator. General Responsibilities • Payroll:, • Prepare and process bi-weekly payroll for all employees, ensuring accuracy and timeliness, • Maintain payroll records, including earnings, deductions, and benefits, • Ensure compliance with federal, state, and local payroll regulations, • Reconcile payroll reports and resolve discrepancies, • Coordinate with HR on new hires, terminations, and compensation changes, • Prepare and distribute payroll reports to Accounting, • Accounts Payable:, • Review, code, and process vendor invoices in accordance with organizational policies, • Solicit and process vendor W-9s and ACH forms, • Reconcile vendor statements and resolve invoice discrepancies, • Respond to vendor inquiries in a timely and professional manner, • Ensure adherence to internal controls and accounting policies, • Assist with audit requests and year-end reporting requirements (1099 and NEC forms), • Work with Senior Accounts Payable Coordinator to:, • Other duties as assigned Skills & Knowledge • Strong attention to detail and accuracy, • Knowledge of payroll laws and regulations, • Proficiency in HRIS (iSolved preferred), Sage Intacct, and MS Excel, • Strong organizational and time management skills, • Ability to handle confidential information with discretion, • Ability to effectively manage multiple, concurrent deadlines, • Effective written and verbal communication skills – Comfortable communicating to all levels of the organization Minimum Qualification: 3+ years of Accounts Payable and Payroll experience. Not-for-profit experience is preferred. Education: Bachelor’s degree in Accounting or related field Certificates and/or Licenses: CPA or CPA candidate preferred Hybrid based role so candidate needs to be able to be onsite in our Chicago office. Compensation The expected pay range for this position is $53,000 to $67,000 per ANNUM. Chicago Public Media provides pay ranges representing its good faith estimate of what the organization reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographical location, and external market pay for comparable jobs. Working at Chicago Public Media At Chicago Public Media, we care deeply about our employees as we know attracting, developing, and growing talent is key to our success and enhancing our impact. Our culture is one where collaboration, diversity of ideas, and innovation are encouraged. We value colleagues who will enhance our culture by bringing new ideas, divergent experiences, and talents to our dynamic workplace. At Chicago Public Media we believe dedication to a great workplace includes supporting our employees and their families. As a result, we provide a broad and generous benefits package for employees at hire and in the years to come. Our benefits include a competitive salary and benefits package which includes medical, dental, vision, vacation, holidays, life insurance, disability coverage, retirement savings, and a commuter benefits plan. Chicago Public Media is an Equal Opportunity Employer and we actively seek and welcome people from all backgrounds, orientations, and life experiences to join our team.

The Commercial Club of Chicago and Civic Committee Overview The _ works to shape Chicago’s future to make our region a better place for everyone to live, work, and do business. Since 1877 we have helped shape Chicago into one of the world’s greatest cities. The Commercial Club of Chicago is a membership organization of senior leaders in the region. Our members span the business, education, civic, cultural, and philanthropic sectors - unified by excitement for the future of Chicago. We believe cooperation and an open exchange of ideas are fundamental to success. Today, the Commercial Club continues to address economic and social issues of importance to the Chicago region. In 1983, the _ was formed as an entity within the Commercial Club to identify key issues facing the State of Illinois and the greater Chicago region and providing leadership, high-quality research, long-term policy recommendations and programmatic actions for the benefit of the city and region. The Civic Committee is composed of the leaders of the Chicago region’s leading private sector employers and collaborates with public officials and other civic organizations on transformational initiatives to promote our region's economic and social well-being. The Civic Committee serves as the Commercial Club’s lead on policy and initiatives in public safety, business diversity, transportation and infrastructure, and state and local finance. We also work alongside, and partially fund, the organizations established by us to tackle key issues head-on: • _, • _, • _ Terms of Employment This is a full-time position with benefits. The position reports to the Senior Vice President, Finance and Administration with a secondary reporting relationship to the Accounting Director. Initial employment will be on an introductory basis, with detailed evaluations and feedback for new employees at the 30-, 60-, and 90-day marks. Position Summary The Accounting Assistant supports the finance and accounting functions of the organization by performing a variety of clerical, bookkeeping, and administrative tasks. This role ensures timely, accurate financial processing, recordkeeping, and compliance with internal policies and external regulations, providing essential support for organizational decision making The Accounting Assistant works closely with the finance team and program staff to ensure smooth day-to-day financial operations, including accounts payable, accounts receivable, bank reconciliations, and general ledger entries. This role provides crucial operational support, ensuring the Accounting and HR team effectively deliver reporting and analysis, to ensure compliance with all rules and regulations of Accounting and HR. Primary Responsibilities Financial Reporting • Support Accounting Director with monthly financial reporting materials for program staff, including reports and details helpful in the review and analysis of financials, • Prepare and post journal entries, as instructed Accounts Payable • Enter vendor invoices into accounting system., • Ensure proper coding and approvals are in place., • Support vendor onboarding and maintenance in accounting systems., • Under the supervision of the Accounting Director, assist with the proper recordkeeping and processes for the AMEX Corporate credit card Accounts Receivable • Liaise with membership and fundraising on invoices sent to members or donors., • Assist Accounting Management with cash receipt management and recordkeeping, including recording incoming deposits, researching, etc., • Assist Accounting Director and Manager with receivable tracking for dues, pledges, misc. A/R, etc. Payroll & HR Support • Perform some data entry of payroll changes under the direction of the HR Manager., • Working closely with the HR Manager, assist with onboarding paperwork and payroll deductions for benefits, • Act as a resource to new hires for onboarding process, including for HRIS system, bill.com and other systems Reconciliations & Data Entry • Reconcile monthly bank and credit card accounts., • Reconcile other accounts under the direction of the Accounting Director and Manager, including Payroll Liabilities, Accounts payable, etc., • Enter journal entries under the direction of the Accounting Director and Manager, including vacation accrual, etc., • Assist SVP with Lobbying communications, registrations, and recordkeeping, including bi- monthly filing of Lobbying Exp reports with SOS, quarterly BOE filings, and annual registrations, • Maintain accurate digital and paper files for all financial documents. Administrative & Audit Support • Organize and maintain documentation for audits (e.g., grant records and receipts)., • Support audit requests with document retrieval and formatting., • Assist with audit and tax preparation for the financial audits, 401k audit, and Form 990s, • Manage and complete deadlines for legal and insurance filings including SOS Annual reports, Business Licenses, Census reports, Business Insurance, etc., • Help gather backup documentation for financial reports and grant claims, including for P33 benefit records. General Office Finance Tasks • Responsible for maintaining vendor and customer information, including W9s, for all databases, including in bill.com, • Assist with filing, scanning, and digital archiving of financial documents, other than audits and grants noted above, • Where necessary, work with Office Coordinator for on-going postage needs and record-keeping, • Provide administrative support to Accounting, HR, and IT teams, including meeting scheduling, Position Requirements Education and Experience Requirements • An associate or bachelor’s degree is preferred; candidates with equivalent experience are also encouraged to apply., • 2–3+ years of experience in bookkeeping, accounting, or administrative finance role., • Experience using accounting or database systems to enter, manage, or verify financial data, along with the aptitude to learn new systems quickly., • Proficiency in Microsoft Office (Outlook, Word, Excel, and PowerPoint, Teams) and internet search tools. Non-profit experience is beneficial. Required Personal Attributes • Highly effective organizer with keen attention to detail., • Exercises a high level of discretion and maintains confidentiality at all times., • Strong time management, with the ability to perform and prioritize multiple tasks seamlessly and independently., • Able to manage numerous requests and deliverables simultaneously in an environment with multiple and shifting priorities. Competencies • Integrity and Confidentiality: Maintains strict confidentiality and demonstrates honesty and professionalism when handling financial information., • Teamwork and Responsiveness: Provides friendly, service-oriented support and works effectively in a fast-paced team environment while remaining capable of working independently., • Attention to Detail: Completes tasks accurately and thoroughly, carefully reviewing information to prevent errors., • Data Accuracy and Problem Identification: Ensures precise data entry and proactively identifies issues, offering practical, solutions focused recommendations. Working Environment The position is in Chicago. Regular travel within the city is required. We believe that the path to achieving our missions requires our organizations and teams to regularly collaborate, work in teams, maintain collegiality, and provide a space for thought-partnership, all of which are best accomplished in person. However, we also recognize that appropriate flexibility is beneficial to the effectiveness of our employees and our organizations. With that in mind, we offer opportunities for employees to work in a combination of in-person and remote work (“hybrid” option), with 3 expected days onsite. Equal Employment Opportunity Statement The Club and its affiliated organizations are equal opportunity employers and do not unlawfully discriminate against employees or applicants for employment on the basis of any legally protected characteristic, whether actual or perceived, including, including, but not limited to, an individual’s race, religion, color, creed, gender, gender identity, gender expression, sexual orientation, national origin, ancestry, citizenship status, marital status, pregnancy, age, disability, genetic information, veteran status, order of protection status, arrest or conviction record, unfavorable discharge from military service, credit history, citizenship status, family responsibilities, reproductive health decisions, their (or their family members’) decisions regarding reproductive or gender-affirming care or other legally protected status. Compensation Commensurate with experience, targeting $60,000 annually. The Club offers a competitive benefits package, subject to specific policy eligibility guidelines.

Director of Total Rewards Location: 4 days onsite in Maryland Compensation: Target base salary $180,000-$200,000 + discretionary bonus + signing bonus eligible for relocation Overview We are seeking a strategic and hands-on Director of Total Rewards to lead and evolve our compensation, benefits, payroll, and HR systems functions. This role is ideal for a well-rounded leader who brings deep expertise across total rewards-not just in compensation or benefits alone, but a strong command of both. You will partner closely with executive leadership, delivering data-driven insights and presenting recommendations that shape critical workforce and rewards decisions. Key Responsibilities • Lead the design, implementation, and administration of total rewards programs including:, • Compensation strategy and structures, • Benefits programs (including self-insured or equivalent plans), • Equity and stock award programs, • Payroll operations, • Oversee and execute annual compensation processes, including merit cycles and incentive planning, • Analyze and leverage data to evaluate program effectiveness, cost efficiency, and employee value, • Present compensation and benefits insights to the executive committee, • Manage vendor relationships and ongoing RFP processes, • Ensure compliance with all regulatory requirements across compensation, benefits, and payroll, • Drive enhancements to total rewards programs aligned with business goals and employee engagement Team Leadership This role will oversee a high-impact team, including: • Compensation Manager, • Payroll Manager, • Compensation Analyst, • HRIS Manager, • Benefits Administrator Qualifications Required: • 8-12+ years of progressive experience in total rewards, with leadership experience, • Strong expertise across both compensation and benefits (not just one discipline), • Experience running merit cycles and compensation planning processes, • Working knowledge of equity programs and stock administration, • Proven ability to analyze data and translate insights into strategic recommendations, • Experience presenting to and influencing senior executives Preferred: • Experience managing or overseeing payroll operations, • Exposure to self-insured benefit plans or deep benefits program knowledge, • Background in environments where both strategic and hands-on execution are required Technology • ADP Workforce Now (Payroll), • JPMorgan (Equity Administration), • Fidelity (401k) Why Join • Strong values-driven culture with a deep commitment to community engagement, • High visibility role with direct interaction with senior leadership, • Opportunity to shape and modernize total rewards in a growing organization, • Supportive transition with outgoing leadership Interview Process • Initial interview (virtual, 1 hour), • Secondary interview (phone, 1 hour), • Final panel with senior leadership (onsite) Additional Information • Relocation support available, including potential signing bonus, • Hybrid schedule: 4 days onsite, • Competitive bonus structure Job Type & LocationThis is a Permanent position based out of Chicago, IL. Pay and BenefitsThe pay range for this position is $180000.00 - $210000.00/yr. Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms. If eligible, the benefits available for this temporary role may include the following: • Medical, dental & vision, • Critical Illness, Accident, and Hospital, • 401(k) Retirement Plan - Pre-tax and Roth post-tax contributions available, • Life Insurance (Voluntary Life & AD&D for the employee and dependents), • Short and long-term disability, • Health Spending Account (HSA), • Transportation benefits, • Employee Assistance Program, • Time Off/Leave (PTO, Vacation or Sick Leave) Workplace TypeThis is a fully onsite position in Chicago,IL. Application DeadlineThis position is anticipated to close on Jun 12, 2026. About TEKsystems We're partners in transformation. We help clients activate ideas and solutions to take advantage of a new world of opportunity. We are a team of 80,000 strong, working with over 6,000 clients, including 80% of the Fortune 500, across North America, Europe and Asia. As an industry leader in Full-Stack Technology Services, Talent Services, and real-world application, we work with progressive leaders to drive change. That's the power of true partnership. TEKsystems is an Allegis Group company. The company is an equal opportunity employer and will consider all applications without regards to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law. About TEKsystems and TEKsystems Global Services We're a leading provider of business and technology services. We accelerate business transformation for our customers. Our expertise in strategy, design, execution and operations unlocks business value through a range of solutions. We're a team of 80,000 strong, working with over 6,000 customers, including 80% of the Fortune 500 across North America, Europe and Asia, who partner with us for our scale, full-stack capabilities and speed. We're strategic thinkers, hands-on collaborators, helping customers capitalize on change and master the momentum of technology. We're building tomorrow by delivering business outcomes and making positive impacts in our global communities. TEKsystems and TEKsystems Global Services are Allegis Group companies. Learn more at TEKsystems.com. The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law. San Francisco Fair Chance Ordinance: Pursuant to the San Francisco Fair Chance Ordinance, for all positions located in the city and county of San Francisco, we will consider for employment qualified applicants with arrest and conviction records. Massachusetts Lie Detector: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Use of Artificial Intelligence (AI): We may use Artificial Intelligence (AI) to support parts of our hiring process, including sourcing, screening, and evaluating candidates. AI helps assess applications and qualifications, but final decisions are made by our hiring team. By applying, you acknowledge and agree that your application may be reviewed using AI tools.

As an S&C Electric team member, you'll work on projects that have real-world impact. You'll help transform the grid for resilient and reliable power worldwide. S&C has more than a 100-year history of innovation and has been 100% employee-owned since 2012. We continue this legacy as a trusted, forward-thinking leader in the electrical industry. You will advance a safer, more reliable, and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. We're big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively. Join S&C to make an impact on tomorrow's energy challenges and become an employee-owner! Hours • 8:00 am - 5:00 pm (Mon-Fri) Hybrid Compensation At S&C, we are dedicated to providing competitive and equitable compensation for all our team members, and we are committed to transparency in our pay practices. The estimated annual base salary range for this position in the United States is $220,770 - $292,549.40. Individual pay within this salary range is determined by several compensable factors, including performance, knowledge, job-related skills and experience, and relevant education or training. This role is also eligible for S&C's annual incentive plan (AIP), subject to eligibility criteria. Join Our Team as a Senior Director-Global Total Rewards! The Global Total Rewards team is responsible for shaping and implementing S&C's comprehensive team member total rewards strategy with the aim of attracting, retaining, and motivating top-tier talent across global operations. The function focuses beyond base compensation and benefits to create an all-encompassing employee value proposition, including incentive programs, retirement programs, unique perks, and professional development opportunities in a performance-driven culture. The Senior Director-Global Total Rewards is responsible for leading the strategic direction of S&C's global total rewards landscape, encompassing benefits, compensation, retirement programs, and other perks. This pivotal role involves crafting and leading the overarching strategy and driving the design, implementation, and administration of total rewards programs. The Director ensures internal equity, external competitiveness, and compliance with regulations and policies. The Senior Director is also responsible for leading the shared services team. Key Responsibilities: • Global Total Rewards Strategy: Develop and deploy a holistic global total rewards strategy aligned with the company's overarching business goals and objectives. Recommend specific strategic objectives tailored to the organization's global total rewards requirements, addressing current needs and anticipating future demands. Articulate and execute strategies and programs that optimize the company's total rewards framework, ensuring internal equity and external competitiveness. Develop and communicate comprehensive global pay policies that articulate and guide the organization through S&C's total rewards strategies, encompassing various components such as compensation, benefits, and recognition. Regularly assess the effectiveness and impact of total rewards efforts, fostering a continuous improvement mindset to enhance organizational success and align with evolving business dynamics., • Strategic Total Rewards Partnership: Collaborate closely with functional leaders to align total rewards strategies with organizational objectives and support organization-wide workforce planning. Build robust cross-functional relationships, acting as a strategic advisor to executives, the Board of Directors HR Compensation Committee (HRCC), and other key stakeholders on total rewards and providing insights on policies and industry trends. Refine program structures based on executive feedback and offer recommendations to optimize total rewards strategies. Facilitate ongoing communication between the total rewards team and functional leaders, ensuring alignment with organizational goals., • Shared Services Organization Leadership: Leadership of the Shared Services/Benefits Services team., • Financial Reporting: Partner with the finance team to develop and maintain comprehensive financial reporting for global total rewards programs. Ensure accurate tracking and reporting of total rewards expenses, providing valuable insights to support strategic decision-making. Collaborate on budgetary planning, forecasting, and financial modeling related to total rewards initiatives. Establish and maintain key performance indicators (KPIs) for financial metrics, presenting findings to leadership. Drive financial transparency and accountability within the total rewards function, fostering a collaborative approach to optimize the impact of compensation and benefits programs on the organization's financial goals., • Performance Management: Partner with Talent Enablement to support the annual compensation planning cycles, including merit awards and short-term incentive awards. Ensure compensation plans are delivered within budget., • Retirement Program & KSOP: Responsible for the comprehensive oversight and management of the company's Global retirement programs, including the KSOP. This includes ensuring legal compliance, overseeing financial aspects, managing vendor relations, communicating program details to employees, conducting data analysis for performance assessment, and implementing changes seamlessly., • Executive Compensation Planning: Lead executive compensation planning, including benchmarking and competitive analysis and annual compensation planning cycles, including merit awards, short-term incentive awards, and Stock Appreciation Rights (SARs) awards. Administers the Stock Appreciation Rights (SARs) program, including management of the relationship with Global Shares with regards to SARs plan administration, and serves as a liaison to participants in the plan., • Compensation Committee Support: In coordination with the Chief Human Resources Officer, support activities of the Board HR Compensation Committee. This includes leading discussions, providing insights, coordinating the preparation of materials for Committee meetings, ensuring alignment of total rewards strategies with the company's overall strategic direction, and addressing any committee-specific requirements., • Total Reward Program Leadership: Act as a primary consultant in a number of other total rewards initiatives, including sales compensation, mobility, the disability process, benefit offering changes, total reward communications, and more., • Budget Management: Develop and manage the global total rewards budget, ensuring accuracy and appropriate allocation of resources to maximize ROI and the achievement of departmental strategies and objectives., • Change Management: Develop a practical approach to leading change and support department-wide, large-scale initiatives through change management interventions., • Leadership & People Management: Lead, inspire, and develop a high-performing team. Role model appropriate and professional workplace behaviors, address/mediate conflicts to restore harmony, and support a positive, healthy, and inclusive workplace culture in accordance with S&C's mission, vision, values, and guiding principles. Manage departmental team member processes including but not limited to recruitment, induction, vacation management, performance reviews, performance management, and workforce/succession planning. Proactively establish, monitor, and hold team members accountable to clear responsibilities and accountabilities, provide ongoing performance feedback, both positive and developmental, address performance gaps promptly, and recognize and reward achievements Foster a culture that supports the growth and development of team members and proactively train, mentor and coach team members., • Compliance: Understand and comply with all applicable regulations and Company policies. What you'll Need To Succeed: • Bachelor's degree in Business Administration, Finance, Human Resources, or an equivalent field, • Demonstrated success in overseeing a global compensation function in a mid-sized to large company or recognized compensation consulting firm., • Track record of possessing a creative, analytical thinking and results-driven orientation demonstrated through the ability to draw conclusions and trends from data analysis. Ability to conduct and interpret complex analyses and reporting requirements to determine efficient solutions., • Excellent knowledge of global benefits and compensation systems and HR technology. Effectively applies knowledge to decisions affecting plan design and the impact of those plans on other areas of the business., • Excellent consultancy skills and ability to consult at all levels of the organization on issues and decisions that require extensive knowledge of compensation strategies, policies, programs, and practices. Ability to implement a new strategy and "sell" ideas and concepts., • Ability to act as a deep subject matter expert on executive compensation. Experience in creating and delivering presentations with confidence. Experience in compiling "executive ready" material for HRCC meetings., • Excellent understanding of financial reporting requirements and the ability to analyze complex financial models. Demonstrated experience in managing an ESOP or similar program with a sound understanding of the importance of finance internal controls, capable of identifying, evaluating, and documenting internal controls., • Excellent leadership skills with an ability to lead, guide, motivate, and delegate to deliver results, build teams and capabilities, embrace change, drive decisions and results, embrace culture and inclusion, and exhibit integrity, • Strong organizational, planning, and project management skills, coordinating internal and external resources, creative problem-solving when obstacles arise, and juggling a heavy volume of diverse projects, including both strategic and tactical assignments, • Exceptional interpersonal skills to establish meaningful relationships built on mutual trust and respect, navigate and resolve conflict, moderate behaviors, and foster collaborative working relationships amongst a diverse audience, • Excellent communication skills (written, verbal, listening, and presentation). Able to liaise with internal and external stakeholders at all levels, from senior executives to support staff, and present compellingly to achieve buy-in from executives, managers, and team members, • Excellent business acumen and analytical skills with the ability to use and analyze data to drive informed decisions, problem-solve complex issues, and leverage data and learnings to drive continuous improvement, • Skilled at navigating through ambiguity and leading teams and organizations through change, • Proven success partnering across HR and global functional teams, creating effective partnerships at all levels, and collaborating at a broad strategic level, • Ability to travel as required Preferred: • Master's degree in Business Administration, Finance, Human Resources, or an equivalent field, • Certified Total Rewards Specialist (CTRS), • Certified Benefits Professional (CBP), • Certified Compensation Professional (CCP), • Society for Human Resource Management (SHRM) Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR), or equivalent, • Experience working with Oracle HCM (HRIS), • Experience working in an ESOP environment, • Exerience working in a manufacturing environment or with a heavily non-exempt workforce. S&C Electric is committed to equal-opportunity employment. All employees and applicants will be considered without regard to age, color, disability, gender, national origin, race, religion, sexual orientation, gender identity, protected veteran status, or any other classification protected by federal, state, or local law. If you are an individual with a disability and need an accommodation to complete the application, please email us at _. No fixed deadline #LI-BB1

Provides comprehensive HR support in multiple areas such as HR program development, administration, compliance, employee lifecycle processes, labor relations, rewards coordination, relocation and immigration services, and potentially HR business partnership, staffing, talent management, training, and HRIS oversight. Salary Range: $75,000-$85,000 per year. Full time role onsite 5 days a week. Hours: Monday -Thursday 12PM- 9PM, Friday 9:00AM - 6:00PM Final pay determinations will depend on various factors, including, but not limited to experience level, education, knowledge, skills, and abilities. Our benefits and programs are comprehensive and thoughtfully crafted to ensure our colleagues live healthy lives and have support when it matters most. Benefits offered include a 401(k) plan with company contributions, paid vacation, holiday and personal days, employee assistance program, and health benefits to include medical, prescription drug, dental and vision coverage Accountable for all aspects of the Employee Recruitment Process on openings up to and including grade 17 o Generate Hire Requisitions as needed. o Generate internal job postings and manages the response process. o Post open positions externally with the most appropriate resource. o Screen potential candidates. o Manage the interview process, coordinating interviews with external candidates and internal hiring panel. o Advise hiring panel on final job offer decision and work with Human Resources Manager on an appropriate compensation package when not well defined. o Extend employment offers and generate offer letters and appropriate paperwork for selected candidate. *Coordinate temporary staffing needs with hiring managers and VMS provider. *Initiate and monitor the pre-employment process and ensure all employee's information is in the system on the hire date. *Provide employee relation support to local management to include appropriate counseling, guidance and employment termination when necessary. *Serve as the daily contact for the local site staff to handle employee relations issues including but not limited to benefits, compensation, or general employment concerns. *Conduct investigative interviews when employee complaints arise (i.e. sexual harassment or discrimination). Evaluate information gathered and determine the best course of action from a business, ethical and legal compliance standpoint. Follows through with the most appropriate action and follows up with original complainant. *Conduct exit interview and investigates key issues or concerns. *Ensures all employee transactions are accurately processed in the system and the appropriate steps have been taken to close open items. *Generate reports and provide any employee information needed by management or any other authorized parties for compliance, analysis or audit purposes. *Perform additional duties and projects as assigned. REQUIREMENTS *B.A. degree in Human Resources or related field required. *3 to 5+ years of strong HR Generalist experience in all areas of HR. *Must have excellent communication both verbal and written skills and be proficient in Windows applications. *Must have working knowledge of HRIS systems (preferably Workday). *Must have a sold understanding of federal and state labor laws and previous recruitment experience. We offer an excellent salary and benefits package including medical, dental and vision coverage, as well as life insurance, disability,401K with company contribution, andwellness program. Please note that joining our team does not create a guaranteed or permanent employment arrangement. All employment is atwill, meaning both the employee and Fresenius Kabi have the right to end the employment relationship at any time, in accordance with applicable federal and state laws. Fresenius Kabi is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, citizenship, immigration status, disabilities, or protected veteran status.

Top Skills 1. Recent Workday Implementation Experience as a Project Manager, 2. 10+ years of ERP Project Management experience, 3. Ability to work alongside the business/SI partner to run Project Manager responsibilities Description Our Client is currently moving from SuccessFactors HRIS to Workday. They have an upcoming go-live later this year and looking for someone that can come in and work alongside their SI partner from the client side. This resource will assist in the cutover plan as well as provide strategic thinking to support necessary activities moving toward the go live. Other Project Manager responsibilities include building out presentations and decks, providing PMO status reports, and working with Leadership to complete necessary outstanding tasks. Recent Workday experience is a must have for this role. Job Type & LocationThis is a Contract position based out of Chicago, IL. Pay and BenefitsThe pay range for this position is $90.00 - $100.00/hr. Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms. If eligible, the benefits available for this temporary role may include the following: • Medical, dental & vision, • Critical Illness, Accident, and Hospital, • 401(k) Retirement Plan - Pre-tax and Roth post-tax contributions available, • Life Insurance (Voluntary Life & AD&D for the employee and dependents), • Short and long-term disability, • Health Spending Account (HSA), • Transportation benefits, • Employee Assistance Program, • Time Off/Leave (PTO, Vacation or Sick Leave) Workplace TypeThis is a fully remote position. Application DeadlineThis position is anticipated to close on Jun 5, 2026. About TEKsystems We're partners in transformation. We help clients activate ideas and solutions to take advantage of a new world of opportunity. We are a team of 80,000 strong, working with over 6,000 clients, including 80% of the Fortune 500, across North America, Europe and Asia. As an industry leader in Full-Stack Technology Services, Talent Services, and real-world application, we work with progressive leaders to drive change. That's the power of true partnership. TEKsystems is an Allegis Group company. The company is an equal opportunity employer and will consider all applications without regards to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law. About TEKsystems and TEKsystems Global Services We're a leading provider of business and technology services. We accelerate business transformation for our customers. Our expertise in strategy, design, execution and operations unlocks business value through a range of solutions. We're a team of 80,000 strong, working with over 6,000 customers, including 80% of the Fortune 500 across North America, Europe and Asia, who partner with us for our scale, full-stack capabilities and speed. We're strategic thinkers, hands-on collaborators, helping customers capitalize on change and master the momentum of technology. We're building tomorrow by delivering business outcomes and making positive impacts in our global communities. TEKsystems and TEKsystems Global Services are Allegis Group companies. Learn more at TEKsystems.com. The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law. San Francisco Fair Chance Ordinance: Pursuant to the San Francisco Fair Chance Ordinance, for all positions located in the city and county of San Francisco, we will consider for employment qualified applicants with arrest and conviction records. Massachusetts Lie Detector: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Use of Artificial Intelligence (AI): We may use Artificial Intelligence (AI) to support parts of our hiring process, including sourcing, screening, and evaluating candidates. AI helps assess applications and qualifications, but final decisions are made by our hiring team. By applying, you acknowledge and agree that your application may be reviewed using AI tools.

Primary Purpose The HRSC LOA Specialist provides support and case management services to customers (employee and managers). This role serves as the main contact and subject matter expert of employee Leave of Absence processes and Benefits Administration, ensuring compliance with Bright Horizons policies. The LOA Specialist is responsible for building strong relationships between the HR Service Center and the relevant Center(s) of Excellence. Customer Service • Provides information and guidance to the employee, manager, Payroll, and HR during the benefits enrollments and changes, claim process, including communicating changes regarding leave status, return to work arrangements and collaborating on reasonable accommodation processes., • Provide customer centric, accurate, and efficient resolution of issues and inquiries through multiple channels (i.e. phone, email, chat, case management)., • Serves as the escalation point for HR Service Center staff for complex LOA issues., • Provide consultative support to managers and HRBPs as needed., • Serves as the direct contact for supporting Center of Excellence "Super Users", or other high priority stakeholders, for complex needs., • Escalates issues where appropriate to domain owners in the COE and/or to external Systems or Service Providers., • Follow-up with dissatisfied customers to ensure their concerns are heard and that their feedback is brought back to the HR Service Center for customer service and process improvement consideration. ?Domain Specific • Demonstrate deep level domain specific knowledge/skills including being well versed in both internal policy/procedure and external compliance obligations related to assigned domain(s)., • Support and provide training to the HR Service Center in changes to policy, programs, policies, and initiatives within Specialist domain to ensure the HR Service Center is able to promptly and effectively able to support customer inquiries. Systems / Business Process Transactional Support / Responsibility • Performs complex administrative transactions, participates as actor in workflows, audits and in some cases, data maintenance of HR Data., • In partnership with the HRIS Team, LOA Specialist will engage with external systems vendors or service providers in integration related issues, data audits or other complex problems between organizations., • Works closely with the Payroll team to ensure accurate payroll processing and information is up to date for all employees on leave and returning from leave., • Proactively runs status reports and checks for case updates on vendor's systems. Develops tracking and reporting framework; produces regular, timely reporting and analysis to key stakeholders, • Responsible for the preparation of documents, job aids, and communications to meet the needs of both internal HR and other stakeholder groups., • Responsible for developing leave related communications and sending to employees within appropriate timeframes based on policy guidelines. Service Center Process • Completes accurate and actionable case documentation in the Case Management tool., • Continually utilizes knowledge management tools and contributes new, revised or updated information to maintain accuracy and consistency in knowledge in support of customers., • Identify root cause of issues and partner with HR Service Center team or Centers of Excellence through sharing of employee feedback, prioritization, and metrics that qualify impact of issue., • Lead continuous improvement workshops and projects., • Identify and propose opportunities for customer service excellence and efficiency. Team / Culture • Ensure that all Bright Horizons' policies and procedures are followed and that employees are treated fairly in line with policies and our HEART Principles., • Supports peers in the Service Center by sharing knowledge, information, and best practices., • Provide expertise and guidance to their HR Service Center team., • Other responsibilities, as assigned. Ensure feedback is effectively flowing from the Center of Expertise to the HR Service Center and vice versa., • Participates in both functional program and technology projects to provide guidance on the operational impact of the changes. Decision Making Authority Ability to function independently, often without direct supervision, when communicating with internal and external customers. Most decisions will be made under the advisement of a supervisor. Job Requirements • 3-5 years customer service experience and a bachelors degree with a major in Human Resources, Communications or related target area., • 2 + years experience in partnering with third party vendors for leave management., • Strong interpersonal and customer service skills., • Communicate effectively in both oral and written form., • Exhibit patience, empathy, and positivity., • Have strong problem-solving skills., • Ability to multi-task, prioritize, and manage time effectively., • Demonstrated proficiency of Microsoft Office Suite products: Excel, Word, PowerPoint, etc., • Demonstrated expertise of Workday., • Bi-lingual helpful; but not required. This remote role will not pay more than $60K yearly base. This role has the following employment benefits: • Health Care, • Retirement, • Sick Leave, • Vacation, • Paid Holidays, • Disability Insurance, • Life Insurance, • Tuition Reimbursement and other optional benefits!

As an S&C Electric team member, you'll work on projects that have real-world impact. You'll help transform the grid for resilient and reliable power worldwide. S&C has more than a 100-year history of innovation and has been 100% employee-owned since 2012. We continue this legacy as a trusted, forward-thinking leader in the electrical industry. You will advance a safer, more reliable, and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. We're big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively. Join S&C to make an impact on tomorrow's energy challenges and become an employee-owner! Hours 8:00 am - 5:00 pm (Mon-Fri) Onsite 4 days a week Compensation At S&C, we are dedicated to providing competitive and equitable compensation for all our team members, and we are committed to transparency in our pay practices. The estimated annual base salary range for this position in the United States is $96514 - $127886.88. Individual pay within this salary range is determined by several compensable factors, including performance, knowledge, job-related skills and experience, and relevant education or training. This role is also eligible for S&C's annual incentive plan (AIP), subject to eligibility criteria. Join Our Team as a HR Business Partner! The Team Member Relations function is pivotal in aligning strategic human resources expertise with S&C's business needs. Serving as strategic partners to the business, the Team Member Relations function collaborates with leaders to shape HR strategies, focusing on talent management, workforce planning, and organizational development. Simultaneously, the department prioritizes a forward-thinking approach to employee relations, proactively engaging with employees and management to address issues, ensuring fair resolutions, and fostering a positive work environment. With a commitment to enhancing the overall employee experience, the Team Member Relations department plays a central role in driving organizational success. The Human Resources Business Partner (HRBP) helps to align S&C's people strategy with its business strategy.They coach and partner with leaders to identify and understand people issues relevant to the business.They provide advice and expertise through new and innovative HR ideas that support the business's current and changing needs and objectives.Together with line managers, the HRBP works on setting priorities, driving values, and delivering business results to meet our KPIs in Engagement, Safety, Quality, Delivery, and Cost (SQDC). Key Responsibilities: • Partner with business leaders to develop their talent strategy to support the business growth while maintaining an engaging, respectful & fun work environment., • Participate in succession and workforce planning to ensure key talent is selected and developed to fill critical roles., • Act as a strategic partner in the recruiting process, working with business leaders to identify current and future talent needs. Works with talent acquisition to help translate talent needs into actionable recruitment requests., • Provide compensation support to leaders for all salary actions including the annual salary review, promotions & job re-leveling situations, Insuring adherence to S&C's compensation philosophy., • Guide business leaders in effective change management strategies and the deployment of change (e.g. Organizational Redesign)., • Support the performance review process by coaching leaders on completing accurate and equitable reviews, reviewing changes in wages for conformance to S&C's global compensation policies, and ensuring company-wide consistency., • Participate in the development, communication, and ongoing management of various HR programs and policies in talent management, employee engagement, talent and leadership development, and employee relations., • Act as a Change Agent by identifying gaps in individual, team, and leadership performance, as well as organizational structure, and act as a performance improvement driver in the promotion and implementation of change management initiatives., • Work with leaders by providing guidance and coaching on HR issues, resolve conflicts, facilitate positive team member relations, maintain a good working environment, encourage a safety-first mindset, build morale, and decrease unwanted turnover. Ensure coaching promotes behaviors compliance with S&C's policies, Employment Standards, and other regulatory employment and Human Rights requirements., • Conduct investigations and recommend solutions to team member complaints or claims of unfair treatment, harassment, and/or discrimination., • Conduct day-to-day performance management guidance for leaders, including mentoring, career planning, and coaching. Provides additional support for successful 360 assessments., • Champion team members ensuring their voices and concerns are heard; advocate on their behalf and serve as their representative in leadership meetings., • Review and analyze business metrics including data on retention and employee experience to recommend systemic improvements. Report out on key metrics to both HR and functional leaders., • Implement reward and recognition interventions to increase bottom-line results and engagement., • Partner closely with the other HR Centers of excellence such as talent acquisition, talent enablement, global total rewards, DEI & shared services, to ensure seamless execution of initiatives across the organization., • Monitor the competitive environment to identify and recommend changes, interventions, or actions to ensure competitiveness., • Partner with the global HR team and business units on organizational development and Team Member related projects that support the vision, strategic plan, and S&C's operations., • Understand and comply with all applicable Company policies and rules. Additional Functions: • Represent S&C both internally and externally at various events., • Maintain regular and punctual attendance., • Attend in-person or virtual meetings as requested or required., • Communicate effectively and respectfully with others., • Other responsibilities as assigned. What you'll need to Succeed: • Bachelor's degree in Human Resources, or a related field., • 4+ years of demonstrated experience in a generalist HR role with at least part of that experience supporting a manufacturing environment., • Demonstrated ability to partner with business leaders in developing and executing strategic talent initiatives aligned with function's goals., • Ability to guide guiding leaders through performance reviews and other performance-related processes, including coaching on accurate and equitable reviews., • Demonstrated experience in conducting investigations and recommending solutions for team member complaints, unfair treatment, harassment, and discrimination., • Strong consultative skills with the ability to identify underlying organizational issues, assess their impact on team member performance and morale, and formulate targeted solutions to address these challenges effectively., • Ability to promote change through coaching, enabling leaders and team members to proactively navigate and embrace change with adaptability, resilience, and a focus on positive transformation., • Strong verbal and written communication skills, including the ability to communicate complex HR concepts in a clear and concise manner., • Excellent interpersonal skills with the ability to interview, facilitate, and collaborate with diverse subject matter experts and stakeholders, including leadership., • Good influencing skills with experience presenting ideas and gaining buy-in from leaders and team members., • Good organizational and project management skills with the ability to support multiple client groups simultaneously and meet deadlines., • Familiarity with DEI principles and experience contributing to initiatives that promote diversity, equity, and inclusion in the workplace., • Proficiency in Microsoft Office software (Excel, Word, PowerPoint, Teams, SharePoint) and HRIS., • Thorough understanding of employment laws, HR policies, and compliance with Employment Standards, Human Rights, and other regulatory requirements. Preferred: • Graduate-level degree in Human Resources, or a related field., • Professional in Human Resources (PHR)., • Senior Professional in Human Resources (SPHR)., • SHRM Certified Professional (SHRM-CP)., • SHRM Senior Certified Professional (SHRM-SCP)., • Fluency in an additional language, particularly Spanish., • Experience with Oracle HCM HRIS., • Experience in succession planning, workforce planning, and talent development to ensure a pipeline of key talent for critical roles., • Experience delivering HR services and project management in a lean manufacturing environment is preferred. S&C Electric is committed to equal-opportunity employment. All employees and applicants will be considered without regard to age, color, disability, gender, national origin, race, religion, sexual orientation, gender identity, protected veteran status, or any other classification protected by federal, state, or local law. If you are an individual with a disability and need an accommodation to complete the application, please email us at TAsupport@sandc.com. No fixed deadline #LI-KD1

Posting Type Hybrid/Remote Job Overview As an HR Partner, your primary responsibility will be to deliver comprehensive HR support and partnership at the employee and management levels within our organization. Working closely with employees and front-line managers, you will play a vital role in delivering effective HR initiatives and addressing day-to-day HR tasks. Your primary responsibility will be to build strong relationships, understand their needs, and provide guidance on a wide range of HR matters, including performance management, talent development, employee relations, investigations, and problem-solving. Collaborating with business stakeholders, you will develop team-level HR strategies that align with the HR and organizational goals, ensuring that HR practices support business objectives. As an HR Business Partner, you will serve as a trusted advisor to employees and managers, providing guidance and support on employee engagement, career development, and succession planning. Additionally, you will play an active role in conducting investigations and resolving complex employee relations issues, ensuring fairness and compliance. In this role, you will also have the opportunity to identify process improvements and drive initiatives to enhance HR practices and policies. By staying updated with HR trends and best practices, you will apply your knowledge to resolve issues and enhance HR programs, fostering continuous improvement within the HR function. Job Description and Requirements Summary ofresponsibilities: Provide HR support to management,including performance management, talent development, employee relations, investigations,compensation analysisandproblem solving. Collaborate with leaders to address employee issues and provide guidance on HR best practices. Support employee development initiatives, including training and career development programs. Assist in the implementation of HR programs and policies, ensuring compliance with local employment laws and regulations. Conduct investigations and resolve employee complaints and conflicts. Maintain accurate employee records and generate HR reports as needed. Qualifications: Minimum of5 yearsof progressive HR experience,with a recent focus on HR partnering and employee relations. Robust knowledge of HR policies, employment laws, and best practices. Excellent organizational and time management skills, with the ability to prioritize and multitask effectively. Highly-developed communication and interpersonal skills, with the ability to build rapport with leaders and employees. Ability to work independently, take initiative, and exercise sound judgment. Relativity is committed to competitive, fair, and equitable compensation practices. This position is eligible for total compensation which includes a competitive base salary, an annual performance bonus, and long-term incentives. The expected salary range for this role is between following values: $90,000 and $136,000 The final offered salary will be based on several factors, including but not limited to the candidate's depth of experience, skill set, qualifications, and internal pay equity. Hiring at the top end of the range would not be typical, to allow for future meaningful salary growth in this position. Required Skills: Employee Relationships, HR Business, HR Strategy, Human Resource Information Systems (HRIS), Human Resources Policies, Organizational Development (OD), Recruiting, Stakeholder Management, Talent Management, Workforce Planning

At Sonova, we envision a world where everyone can enjoy the delight of hearing. This vision inspires us and fuels our commitment to developing innovative solutions that improve hearing health and human connection - from personal audio devices and wireless communication systems to hearing aids and cochlear implants. We're dedicated to providing outstanding customer experiences through our global audiological care services, ensuring that everyone has the opportunity to engage fully with the world around them. Guided by a culture of continuous improvement that fosters resilience and self-motivation, our team is united by a shared commitment to excellence and a deep sense of pride in our work, each of us playing a vital role in creating meaningful change, Here you'll find a diverse range of opportunities that span both consumer and medical solutions and the freedom to shape your career while making an impact on the lives of others. Join us in our mission to create a more connected world, where every voice is heard and every story matters. Chicago (IL), United States The Regional Talent Partner (Director) is a strategic partner responsible for driving the design and execution of talent and organisational development initiatives across the region. Reporting solidly to the Regional HR Leader and with a dotted reporting line to the VP Talent & OD, this role ensures alignment of regional talent strategies with both business priorities and global Talent & OD frameworks. The Regional Talent Partner collaborates closely with business leaders, HR BPs, and Centers of Excellence to build leadership capability, enhance organizational effectiveness, and support workforce planning tailored to the unique dynamics of the region. By acting as a trusted advisor and change agent, this role plays a critical role in embedding a culture of continuous development and high performance that accelerates business growth and operational excellence. In this role, you will be in charge of: Regional Talent Strategy & Execution • Develop and implement talent and organizational development strategies aligned with regional business priorities and global Talent & OD frameworks., • Collaborate with the Regional Business Lead and MDs to identify critical talent needs and capability gaps within the region. Leadership Development & Capability Building • Design and deliver leadership development programs tailored to the regional context, fostering a pipeline of high-potential leaders., • Partner with CoEs to adapt and localize leadership and talent development initiatives. Organizational Effectiveness & Change Management • Support organizational design, transformation, M&A and change initiatives within the region to enhance agility, performance, and employee engagement., • Act as a change agent, facilitating the adoption of new ways of working and cultural transformation aligned with Sonova's values. Workforce Planning & Talent Review • Collaborate with HR Business Partners and business leaders to conduct workforce planning and talent reviews, ensuring readiness to meet current and future business demands., • Provide insights and recommendations based on regional talent analytics and market trends. Stakeholder Management & Collaboration • Build strong partnerships with regional business leaders, HR teams, and global Talent & OD Centers of Excellence to ensure alignment and effective delivery of talent initiatives., • Serve as a trusted advisor to the Regional Business Lead and VP Talent & OD on talent and organizational development matters. Talent Programs & Initiatives • Lead the regional execution of key talent programs, including succession planning, performance management, and employee engagement initiatives., • Monitor program effectiveness and drive continuous improvement based on feedback and data. Reporting & Governance • Ensure compliance with global Talent & OD policies and governance/legal standards within the region., • Provide regular updates and reports on regional talent and organizational development activities to senior leadership. Your background: • 10+ years of progressive experience in talent management, organizational development, or HR business partnering, with significant exposure to regional leadership roles in matrixed, multi-country environments., • Demonstrated ability to understand and align talent and organizational development strategies with regional business priorities, particularly within sales-driven or commercial organizations., • Experience designing and delivering leadership development and capability-building programs tailored to diverse regional contexts., • Proven track record supporting organizational design, change initiatives, and cultural transformation to enhance agility and performance., • Skilled in workforce planning, talent review processes, and leveraging talent analytics to provide actionable insights and recommendations., • Excellent interpersonal and influencing skills, with the ability to build trusted partnerships across business leaders, HR teams, and global Centers of Excellence., • Strong communication, facilitation, and presentation skills, capable of engaging diverse audiences and fostering collaboration across regions and functions., • Understanding of regional market dynamics, talent trends, and cultural nuances within North America, • Experience managing multiple talent and organizational development initiatives simultaneously, ensuring timely delivery and impact, • Comfortable using HRIS systems (SuccessFactors), talent management platforms, and data analytics tools to support talent strategies and reporting. A minimum of 200Mb/sec download and 10Mb/sec upload speed internet connectivity is required to support any remote/hybrid employee functionality at Sonova Don't meet all the criteria? If you're willing to go allin and learn we'd love to hear from you! We are looking forward to receiving your application via our online job application platform. For this position only direct applications will be considered. Sonova does not recruit via app, telegram, carrier pigeon or any other format that does not include speaking with an actual human. If you are offered a job without speaking with someone please contact Sonova Human Resources What we offer: • Medical, dental and vision coverage*, • Health Savings, Health Reimbursement, Flexible Spending/Dependent Care Accounts, • TeleHealth options, • 401k plan with company match*, • Company paid life/ad&d insurance, • Additional supplemental life/ad&d coverage available, • Company paid Short/Long-Term Disability coverage (STD/LTD), • STD LTD Buy-ups available, • Accident/Hospital Indemnity coverage, • Legal/ID Theft Assistance, • PTO (or sick and vacation time), floating Diversity Day, & paid holidays*, • Paid parental bonding leave, • Employee Assistance Program (24/7 mental health support hotline, 5 company paid counseling sessions and more), • Robust Internal Career Growth opportunities, • Tuition reimbursement, • Hearing aid discount for employees and family, • Internal social recognition platform *Plan rules/offerings dependent upon group Company/location. This role's pay range is between $162,000 - $220,000. This role is also bonus-eligible. How we work: At Sonova, we prioritize the well-being of our employees and foster an inclusive environment that promotes engagement and collaboration. Our team-customized hybrid work model empowers teams to balance individual needs with business goals, offering flexibility and individualized time management. We recognize the importance of life outside of work and strive to create a supportive and motivating workplace where innovation thrives. We team up. We grow talent. We collaborate with people of diverse backgrounds to win with the best team in the market place. We guarantee every person equal treatment in regard to employment and opportunity for employment, regardless of a candidate's ethnic or national origin, religion, sexual orientation or marital status, gender, genetic identity, age, disability or any other legally protected status. 163141

Reporting directly to the Director of Total Rewards, we are seeking a highly disciplined and detail-oriented Senior Data Analyst to manage complex, large-scale datasets supporting our Benefits operations. This role requires advanced Excel expertise, a strong focus on data integrity and accuracy, and the ability to navigate incomplete or messy data environments while building robust, scalable processes. This is an ideal role for someone who thrives in structured problem-solving, demonstrates intellectual curiosity, and is motivated to deeply understand systems, data flows, and benefits administration—even without prior direct experience. Why This Role This role is ideal for someone who enjoys working behind the scenes to build strong data foundations, values accuracy over speed, and wants to grow expertise in benefits administration and cross-system data management. Key Responsibilities Data Management & Integrity • Manage and maintain large, complex datasets across multiple systems with a focus on completeness, accuracy, and redundancy., • Build and maintain structured files and processes designed for scalability and repeatability., • Develop and implement built-in data validation checks to ensure data accuracy and consistency., • Identify, troubleshoot, and resolve data discrepancies across systems and platforms., • Work effectively with imperfect or “unclean” data, creating logic and controls to improve reliability. Systems Integration & Coordination • Support integrations and data flow between HRIS and other external platforms., • Ensure smooth communication and reconciliation between systems with differing structures and data quality levels. Analytics • Utilize advanced Excel capabilities (e.g., complex formulas, pivot tables, Power Query, data modeling) to analyze and transform data., • Generate reports and insights as needed to support decision-making. Learning & Continuous Improvement • Develop a strong understanding of benefits administration (no prior experience required)., • Ask thoughtful, probing questions to fully understand data, systems, and processes., • Continuously seek opportunities to improve data quality, processes, and system integration. Qualifications Required • Bachelor’s Degree in Finance, Engineering or other analytical programs, • 5 years experience in analytical data-focused role, • Advanced Excel skills (e.g., nested formulas, data validation, pivot tables, macros/Power Query strongly preferred)., • Demonstrated experience managing large datasets with a high degree of accuracy., • Strong attention to detail and commitment to data integrity., • Experience working with incomplete, inconsistent, or “dirty” data., • Structured, process-oriented mindset with strong organizational discipline., • Ability to work independently and drive clarity in ambiguous situations. Preferred • Exposure to HRIS systems and data integrations., • Experience building data validation frameworks and audit controls., • Familiarity with benefits administration (or strong willingness to learn quickly). Success Profile • Highly detail-oriented and methodical., • Skilled problem solver who drives to discover and correct root cause issues., • Curious and driven to deeply understand how systems and data work., • Comfortable asking questions and challenging assumptions., • Able to navigate complexity and ambiguity with a structured approach., • Strong written and verbal communication skills, particularly in translating data across systems and stakeholders. Do you want to work with people who are dedicated to innovation and making the world a better place? Do you want to build a career with a company that provides opportunities for growth and development? Mauser Packaging Solutions is that company. Our mission is to help our customers achieve better sustainability with their packaging. And we do that by giving our people the opportunity to do important work, solve interesting problems and be part of a diverse, forward-looking team. At Mauser Packaging Solutions, you can be proud to work for a company that’s always striving to innovate and serve customers better—and help them be better stewards of the environment. Whether you’re a seasoned professional—or just beginning your career—there’s a place where you can help make a difference at Mauser Packaging Solutions. Join us! Mauser Packaging Solutions is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status. Benefits: Mauser Packaging Solutions offers a comprehensive benefits package, including medical, dental, paid time off, and other competitive benefits.

Job Description HUMAN RESOURCES INTERN UNPAID INTERNSHIP TAPESTRY 360 HEALTH Location: Chicago, IL Department: Human Resources Schedule: Flexible Part-Time Internship (20–30 hours per week) About the Opportunity Tapestry 360 Health is seeking a motivated and detail-oriented Human Resources Intern to join our HR team. This internship offers hands-on experience in human resources operations, organizational development, policy administration, and workforce management within a mission-driven healthcare organization. This is an excellent opportunity for a college student pursuing a degree in Human Resources, Business Administration, Management, Organizational Development, or a related field who is interested in gaining practical HR experience while contributing to meaningful organizational projects. What You'll Do The HR Intern will support several high-impact HR initiatives, including: • Assisting with the redesign and organization of the HR SharePoint site to improve employee access to resources and information., • Reviewing, updating, and formatting HR policies and procedures., • Supporting job description reviews, updates, and standardization efforts., • Assisting with HR communications and employee resource materials., • Conducting research on HR best practices and employment trends., • Supporting organizational projects related to the implementation and transition of a new Human Resources Information System (HRIS), including data review, process documentation, and change management activities., • Assisting with data entry, document management, and general HR administrative tasks as needed. What You'll Gain • Exposure to a wide range of human resources functions., • Experience working on organizational development and process improvement projects., • Opportunities to collaborate with HR leadership and gain insight into strategic HR initiatives., • Practical experience with policy development, job architecture, and HR systems., • Professional mentorship and career development support. Qualifications • Currently pursuing an Associate's, Bachelor's, or Master's degree in Human Resources, Business Administration, Management, or a related field., • Strong written and verbal communication skills., • Excellent attention to detail and organizational skills., • Proficiency with Microsoft Office applications., • Ability to handle confidential information with professionalism and discretion., • Self-motivated, dependable, and eager to learn. Preferred Qualifications • Interest in pursuing a career in Human Resources., • Experience with SharePoint, document management, or project work is a plus. Why Join Us? At Tapestry 360 Health, you'll gain real-world HR experience while contributing to projects that improve the employee experience across the organization. This internship provides meaningful work, professional development, and an opportunity to learn from experienced HR professionals in a collaborative healthcare environment.

Job DescriptionWho We Are: When you join Traffic Tech, you join a team that keeps the global economy moving – literally.Traffic Tech is recognized as an industry leader and the logistics partner to many highly recognizable international brands. With offices throughout the United States, Canada, Mexico, Europe and China, the company offers progressive & efficient solutions for moving freight by land, sea, and air.Your Part in It: Working out of our Global Headquarters in Chicago, IL, we are looking for our next Human Resources Director. Working within the Human Resources department, you will participate in various Human Resources projects in a fast paced and continuously evolving environment.As a member of our HR team, you will have the opportunity to lead and enhance our people operations, ensuring alignment with organizational goals and a strong employee experience. This role requires deep expertise in employment law, a proven ability to manage complex employee relations matters, and the capacity to drive key HR initiatives. The ideal candidate brings a collaborative, forward-thinking approach and experience operating within multi-jurisdictional environments. HUMAN RESOURCES DIRECTOR What the Job Entails: • Providing leadership and direction across global offices in the U.S., Latin America, and Europe., • Direct complex employee relations matters across the U.S., offering expert guidance on investigations, absenteeism, performance management, and terminations, while mitigating organizational risk., • Oversee and optimize the full-cycle U.S. talent acquisition strategy, ensuring alignment with workforce planning, employer branding, and business growth objectives., • Lead and provide strategic oversight for the HRIS data migration to Workday, ensuring alignment with organizational objectives, data integrity, and minimal operational disruption., • Provide governance over employment contracts, offer structures, and onboarding frameworks to drive consistency, compliance, and enhanced employee experience., • Act as a trusted advisor to leadership by interpreting HR policies and procedures, ensuring consistent application and informed decision-making across the organization., • Ensure oversight and accuracy of employee lifecycle documentation, establishing controls and best practices for HR operations., • Lead the development and continuous improvement of HR policies and programs to ensure compliance, scalability, and alignment with evolving business needs., • Drive and sponsor key HR initiatives—including HRIS implementation and management, retention strategies, compliance frameworks, and health and safety programs—to deliver measurable organizational impact. What We Are Looking For:, • Bachelor’s degree in Human Resources, Business Administration, or a related field; advanced degree or relevant certifications (e.g., CHRL, SHRM-SCP) considered an asset., • Proven experience leading and managing a global team of HR professionals., • 5+ years of progressive HR experience, including senior leadership responsibilities within complex, multi-jurisdictional environments., • Proven experience in leading and optimizing Workday (or comparable HRIS) environments, including large-scale data migrations and system implementations., • Extensive expertise in employee relations, with a track record of managing complex, high-risk matters and advising senior leadership., • Deep knowledge of U.S. employment law, with California labor law expertise considered essential., • Demonstrated experience operating within multi-state environments, with international exposure across Canada, Latin America, Europe, and Asia considered a strong asset., • Strong understanding of compensation, benefits, and payroll practices, with the ability to provide strategic oversight and governance., • Exceptional leadership, judgment, and influencing skills, with the ability to operate as a trusted advisor to senior stakeholders., • Highly strategic and execution-oriented, with strong organizational skills and the ability to drive initiatives in fast-paced, evolving environments., • Bilingualism (Spanish, French) considered an asset to support a diverse and global workforce.What We Offer:, • Robust industry with training and mentorship, • Career development and advancement opportunities, • Casual dress code, • Full Benefit options, including Medical (Dental & Vision), • Life/AD&D Insurance, Long-term Disability, • 401(k) matching, • Dynamic in-office environment and ‘can-do’ culture, • This is a full-time permanent position from Monday to Friday. #LI-JC1

Job DescriptionAt ActiveCampaign, we believe that world-class talent is the engine of our success. As our next People Coordinator, you won’t just be managing administrative tasks—you’ll be the architect of the first impression for every new hire and a guardian of our operational excellence. You will play a pivotal, dual role: serving as the backbone of the Talent Acquisition team by creating seamless interview experiences, while simultaneously partnering with the People Operations team to manage the entire employee lifecycle with precision and care. This is an opportunity to be at the heart of our culture, ensuring that every interaction—from a candidate’s first phone screen to an employee’s career milestone—is handled with the "best in class" service that defines our team.On a typical day, you might: • Safeguard compliance and records by meticulously maintaining and auditing HR data, including job classifications, salary updates, and terminations in accordance with federal and state laws., • Streamline pre-boarding and hiring by administering background checks, managing the I-9 process, and ensuring all offer documents and employment contracts are executed flawlessly., • Act as a Workday power user, building out new hire profiles and partnering with the broader People team to iterate on HRIS records and system needs., • Serve as an Onboarding Liaison, partnering with the IT department for equipment logistics and providing dedicated support to new hires during their critical first days., • Empower our employees as the first point of contact for inquiries, resolving Tier 1 tickets with speed and accuracy using internal resources., • Orchestrate interview logistics for the Talent Acquisition team, utilizing Lever to coordinate phone screens, assessments, and panel interviews for a seamless candidate journey., • Manage high-volume candidate pipelines, tracking individuals through various stages of communication, testing, and screening with precision., • Deliver an "Experience First" service level, providing an exceptional and professional environment for both our candidates and internal interviewing teams., • Drive special projects across People Ops initiatives, including compliance audits and team events, to constantly improve our internal HR duties.The ideal candidate will bring:, • 1–2+ years of experience within an HR or People team, demonstrating a strong foundation in administrative coordination., • Systems expertise with the ability to master new technology quickly; prior experience with Lever (ATS) and Workday (HRIS) is highly preferred., • Exceptional communication skills, with a talent for interacting professionally with stakeholders at all levels., • Unwavering attention to detail and a commitment to accuracy when managing sensitive data., • A proactive, problem-solving mindset that seeks to streamline administrative workflows and improve efficiency., • The agility to pivot between tasks at the drop of a hat, remaining productive and positive in a fast-paced environment., • A proven ability to maintain strict confidentiality regarding sensitive employee information and records., • Foundational knowledge of HR law and compliance (a strong plus) and a Bachelor’s degree (preferred). This base hourly range is equivalent to an annualized base compensation range of $65,500- 80,100, assuming you worked a full-time schedule for the entire year (2080 hours). Compensation details listed in this posting reflect the base rate only and do not include bonus, equity, sales incentives or other role specific compensation that the role may be eligible for. ActiveCampaign believes in and is committed to equitable compensation practices. The salary range provided above is a good faith estimate of the pay range determined by the location associated with the job posting. The actual salary depends on a candidate’s skills, experience, and work location. About ActiveCampaign:ActiveCampaign is the autonomous marketing platform for people at the heart of the action. It empowers teams to automate their campaigns with AI agents that imagine, activate, and validate–freeing them from step-by-step workflows and unlocking limitless ways to orchestrate their marketing. With AI, goal-based automation, and 1,000+ app integrations, agencies, marketers, and owners can build cross-channel campaigns in minutes–fine-tuned with billions of data points to drive real results for their unique business. ActiveCampaign is the trusted choice to help businesses unlock a new world of boundless opportunities–where ideas become impact and potential turns into real results. As a global multicultural company, we are proud of our inclusive culture which embraces diverse voices, backgrounds, and perspectives. We don’t just celebrate our differences, we believe our diversity is what empowers our innovation and success. You can find out more about our DEI initiatives here. Perks and benefits:At ActiveCampaign, we prioritize employees’ well-being and professional growth by cultivating a culture centered on collaboration and innovation. When you join our team, you’ll not only have the opportunity to make a significant impact, but also enjoy a range of benefits tailored to support your personal and career development. Here are some of the benefits we offer:-Comprehensive Health & Wellness: Top-tier benefits package that includes a fully-covered High Deductible Health Plan (HDHP), complimentary access to telehealth services, and a free subscription to Calm.-Growth & Development: Access to LinkedIn Learning, professional development programs, and career growth opportunities in a fast-growing organization.-Generous Paid Time Off: Recharge and take the time you need to maintain work-life balance with open PTO. -Total Rewards: Generous 401(k) matching with immediate vesting, quarterly perks with commuter and lunch benefits for hub based employees or a stipend for remote workers, and a four-week paid sabbatical with bonus after five years.-Collaborative Culture: Work alongside brilliant, passionate colleagues in an environment that values innovation, teamwork, and mutual support. ActiveCampaign is an equal opportunity employer. We recruit, hire, pay, grow and promote no matter of gender, race, color, sexual orientation, religion, age, protected veteran status, physical and mental abilities, or any other identities protected by law. Our Employee Resource Groups (ERGs) strive to foster a diverse inclusive environment by supporting each other, building a strong sense of belonging, and creating opportunities for mentorship and professional growth for their members. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Job Description Who we are With over 150 years of experience, Lawrence Hall provides a wide range of therapeutic, wellness, and skill development services to Chicagoland youth, families, and communities affected by lasting trauma. We foster healing and growth through empowerment, respect, safety, and teamwork. About the Role Are you a strategic, data-minded talent professional looking to make a meaningful community impact? As our People & Culture Talent Specialist, you will support crucial recruitment and talent-related initiatives across Lawrence Hall. Partnering closely with department leadership and hiring teams, you will build robust candidate pipelines, refine hiring processes, and leverage workforce analytics to champion employee engagement and retention. From driving creative sourcing strategies for specialized roles to designing 30/60/90-day onboarding goals, this dynamic position acts as a champion for both our candidates and our internal teams. Talent Acquisition & Recruitment • Hiring Partnership: Collaborate with managers to assess staffing needs, establish timelines, and refine job descriptions and interview resources., • Strategic Sourcing: Build diverse candidate pools using job boards, LinkedIn, Indeed, networking, and creative, nontraditional sourcing for hard-to-fill roles., • Leadership Support: Provide interview guidance, assessment resources, and training to hiring managers to ensure consistent, fair hiring practices., • Employer Branding: Represent Lawrence Hall at job fairs and community events; partner with Marketing on social media recruitment campaigns., • Offer & Data Management: Manage offer letters and compensation documentation while maintaining accurate candidate data and metrics within the HRIS/ATS. Workforce Development, Engagement & Retention • Metrics & Analytics: Track and analyze HR metrics (turnover, vacancy rates, recruitment speed) to identify areas for process improvement., • Onboarding Success: Partner with leadership to design structured 30, 60, and 90-day onboarding goals that boost new hire engagement and retention., • Internships: Assist in coordinating and growing the Lawrence Hall internship program and community workforce partnerships. HR Operations & Process Automation • Workflow Optimization: Develop and maintain recruitment templates, workflows, and trackers to streamline talent processes., • Tech & Automation: Leverage technology and automation tools (like Power Automate) to increase operational speed and efficiency., • Reporting & Compliance: Prepare data-driven workforce reports for leadership while ensuring alignment with EEO, ADA, and confidentiality compliance. Who we're looking for Required: • Bachelor's degree + minimum 2 years of experience in recruitment, talent acquisition, or HR coordination., • Strong interpersonal, analytical, and organizational skills; ability to manage high-volume pipelines and influence leadership., • Excellent written/verbal communication, high attention to detail, and a focus on data accuracy., • Valid Illinois Driver's License, access to a personal vehicle, and proof of insurance for localized travel across Lawrence Hall sites., • Ability to successfully pass a background check, driver clearance, and drug screening. Preferred: • Experience recruiting in nonprofit, behavioral health, social services, healthcare, or education., • Familiarity with Paycom, ApplicantPool, LinkedIn Recruiter, DocuSign, or workflow automation tools (e.g., Power Automate)., • Experience tracking workforce analytics (turnover, vacancies) and a basic understanding of trauma-informed care. Additional Information The position is based at the Francisco Campus located at 4833 N Francisco Ave, Chicago, IL 60625. Personal vehicle or reliable access to vehicle and the ability to travel to Lawrence Hall sites throughout Chicago is required. A flexible schedule is required, as this position may attend career events and recruitment-related activities after hours and/or on weekends. Compensation and Benefits • Salary: $56,000 to $61,000/year, based on experience., • Average of 17-25 days PTO + 9 holidays, • Medical insurance - HMO and PPO options, • Dental insurance - HMO and PPO options, • Vision insurance, • 401(k) with up to 5% employer match and auto-vesting, • Flexible Spending Accounts (FSA) - Medical and Dependent Care, • Pre-tax Commuter benefits - Parking and Transit, • 100% employer-paid Basic Life and AD&D Insurance, • Voluntary Life Insurance for Employees, Spouses, and Children, • Accident and Critical Illness Insurance, • Short-Term and Long-Term Disability, • 100% employer- paid Employee Assistance Program (EAP) for free counseling and life resources, • Wellness Reimbursement Program, • Employee Referral Bonus up to $1,500, • Continuing Education Units (CEUs) for licensed employees, • Public Service Loan Forgiveness How to Apply Submit your resume here. We look forward to learning more about you! Frequently cited statistics show that women and underrepresented groups apply to jobs only if they meet 100% of the necessary skills and abilities. Lawrence Hall encourages you to apply even if you do not have experience in all areas of essential functions. We look forward to your application. This position meets the FLSA requirements for Exempt Equal Opportunity Employer M/F/D/V

Job Description Job Title: Workday Senior HRIS Analyst Primary Location: Chicago, IL (Hybrid – 2 days/week onsite) Position Type: Direct Hire Overview TalentFish is casting a line for a Workday Senior HRIS Analyst. This is a Direct Hire role in Chicago, IL (Hybrid – 2 days/week onsite). This position exists to serve as the primary Workday subject matter expert for a growing Chicago-based organization, owning system configuration, reporting, and process optimization across multiple HR functional areas while enabling smarter, data-driven people decisions across the business. What You Bring to the Role. Ideal Experience • 5+ years of hands-on Workday configuration and support experience across Core HCM, Compensation, Benefits, Absence, and Talent., • Demonstrated proficiency building advanced and matrix reports, calculated fields, and dashboards within Workday., • Deep understanding of HR data, HR operations, and Workday platform best practices., • Strong interpersonal and communication skills with the ability to translate technical concepts for non-technical business partners., • Workday Pro certification(s) strongly preferred. What You'll Do. Skills Used in this Position • Own configuration and ongoing maintenance of Workday business processes, security, and notifications spanning Core HCM, Compensation, Benefits, Absence, and Talent modules., • Design and maintain advanced reports, matrix reports, calculated fields, and dashboards that enable data-driven HR and business decision-making., • Partner with HR, Total Rewards, and Talent Acquisition stakeholders to translate business requirements into scalable Workday solutions., • Lead execution of annual cyclical processes within Workday including Open Enrollment, Merit and Compensation cycles, and Performance Management., • Champion data integrity through proactive audits, mass data loads, and disciplined security role administration., • Identify manual or inefficient workflows and propose system-driven improvements that increase accuracy and scale with organizational growth. Compensation Information The expected salary range for this position is $90,000-120,000 per year, depending on experience and qualifications. This role also qualifies for comprehensive benefits such as health insurance, 401(k), and paid time off. TalentFish is committed to pay transparency and equal opportunity. The salary range provided is in compliance with applicable state and federal regulations. This role requires authorization to work in the U.S. without current or future visa sponsorship. All offers are contingent upon the completion of a background check, which may include but is not limited to reference checks, education verification, employment verification, drug testing, criminal records checks, and any required certifications or compliance requirements based on the end client's background check policies and applicable laws. TalentFish is an employee-owned company pioneering a new realm in talent acquisition. We are redefining IT staffing by evolving AI, video screening, and our unique platform. TalentFish focuses on providing the best employee, consultant, and client experience possible. At TalentFish we are an Equal Opportunity Employer; we embrace and encourage diversity!

Job DescriptionAbout Infillion Infillion is the first fully composable advertising platform, built to solve the complexity, waste, and opacity in the digital media ecosystem of the last decade. Born from $750 million in investment and the unification of category-defining technologies, including MediaMath, TrueX, Gimbal, Drawbridge, and most recently Catalina, Infillion engineered these powerful assets into scores of interchangeable, agentic-ready components. Infillion provides a single, flexible infrastructure that serves media buyers, tech decision-makers, and media sellers. Whether through white-glove managed service, self-service control, or API-based automation, Infillion empowers businesses to execute their unique strategies with zero-hop efficiency, proprietary AI logic, and radical data transparency. Headquartered in New York City, with employees located globally in the US, Costa Rica, and Europe, Infillion powers the world's leading brands, agencies, and platforms. Learn more at www.infillion.com. About the Role The SVP of People Operations leads the full People function across the Americas (North America & Costa Rica), spanning talent acquisition, total rewards, culture, organizational design, compliance, and M&A integration. Reporting to the COO, this leader serves as a trusted strategic partner to the Executive Leadership Team and a key driver of business transformation. This is a builder's role for a leader who is equally effective at the senior leadership level and in the operational details—someone who can architect long-range people strategy one moment and roll up their sleeves to design a process, coach a manager, or resolve a complex employee matter the next. Success in this role demands a rare blend of strategic vision and tactical execution, paired with the relational fluency to influence outcomes across a fast-moving, matrixed organization. What You'll Be DoingStrategic Leadership • Define and drive the company-wide People Operations strategy, workforce plan, and organizational effectiveness agenda in direct support of business growth and transformation., • Serve as a thought partner and trusted advisor to the CEO, COO, and broader Executive Leadership Team on all matters of talent, culture, organizational design, and change., • Partner with Finance on workforce planning and headcount strategy, ensuring alignment with investment thesis and expense targets., • Lead the people workstream across M&A diligence and post-close integration—cultural assessment, organizational design, retention, harmonization of programs, and change management., • Establish a meaningful HR metrics and analytics framework, delivering insights that enable data-informed decisions at every level of leadership.Operational Excellence, • Lead and develop the People Operations team—People Business Partners, Generalists, and functional specialists across Talent Acquisition, Benefits, and HRIS—while partnering closely with Payroll within Accounting to ensure accuracy and timeliness., • Build and refine the People Operations Team Charter, goals, and operating cadence; manage resource allocation, budget, milestones, and risk., • Establish, document, and continuously improve standard operating procedures across every People Operations function with clear ownership and accountability., • Own People Operations compliance across all employment laws and regulations, including required regulatory and compliance reporting, in partnership with internal and external legal counsel., • Oversee Total Rewards, including compensation philosophy, structure, and administration; lead the Benefits strategy and programs to ensure offerings are competitive, cost-effective, and aligned with business goals.Culture, Talent & Engagement, • Operationalize company culture through systems, rituals, and feedback loops—elevating employee engagement, recognition, and connection across a distributed workforce., • Coach and counsel leaders on talent management, performance, organizational design, and complex employee relations matters., • Champion an inclusive environment where every employee feels welcomed, valued, and equipped to do the best work of their career., • Partner with leaders to design teams and roles that scale with the business, with a clear point of view on capability gaps and succession.Who You Are, • A strategic and tactical leader - You move fluidly between executive-level strategy and hands-on execution. You are equally comfortable shaping a multi-year people roadmap and building the spreadsheet, process, or talking points needed to get it done., • A masterful influencer - You bring highly developed influencing, communication, and listening skills, with the executive presence and credibility to represent the company, • A trust builder - You earn confidence through consistency, sound judgment, discretion, and follow-through., • A relationship-driven partner - You invest in durable relationships across functions, geographies, and levels. You read organizational dynamics quickly and use that insight to bring people together around shared outcomes., • A cross-functional collaborator - You thrive in a matrixed environment, partnering seamlessly with Finance, Legal, Operations, Product, Engineering, and Go To Market leaders to drive aligned, business-first outcomes., • A talent and team builder - You have a proven track record of attracting, developing, and retaining high-performing, diverse teams in environments where people grow., • A pragmatic problem solver - You diagnose issues objectively, separate out the noise, and take decisive action to move the organization forward., • A composed multi-tasker - You manage competing priorities with strong organization, attention to detail, and a steady presence under pressure., • A people-first leader - You bring genuine warmth and curiosity to your interactions, and you are energized by helping others feel supported, heard, and successful.What You Have, • Bachelor's degree in Human Resources, Business, or a related field., • 10+ years of progressive HR leadership experience in a rapidly changing, growth-oriented, and performance-driven environment., • Demonstrated experience setting strategic direction for the HR function and serving as a trusted advisor and confidant to senior leaders., • Proven success operating both strategically and tactically; able to architect a vision and personally execute against it., • Deep experience influencing across a complex, cross-functional organization, including building productive relationships with all stakeholders., • Strong business acumen and commercial fluency - a working knowledge of how strategies translate into results, and how People decisions impact the bottom line., • Track record of building trust at scale - with executives, managers, and individual contributors—through consistency, transparency, and sound judgment., • Demonstrated ability to manage the People Operations budget and other key financial measures of the function., • Advanced proficiency with technology; comfort with modern HRIS, ATS, people analytics and Ai tools., • Experience leading the people workstream in M&A diligence and integration is strongly preferred.Compensation, Benefits & Perks We work hard—and we invest in the people who make our success possible. We offer a competitive package designed to keep our team healthy, supported, and engaged. • Base salary of $200,000 - $225,000 dependent on experience, • 100% company-paid health, dental, and vision coverage, • Company-paid life insurance, short-term, and long-term disability, • Unlimited paid time off - we trust your discretion, • Opportunities for profit sharing, bonuses, and ownership, • 401k plan, • Cell phone reimbursementEqual Opportunity Infillion is committed to building an inclusive and diverse workplace and is proud to be an equal opportunity employer. We do not discriminate on the basis of race, color, ethnicity, ancestry, national origin, religion, sex, gender, gender identity, gender expression, sexual orientation, age, disability, veteran status, genetic information, marital status, or any other legally protected status.

Job Description About Folding Guard: Folding Guard is a leading manufacturer and provider of innovative security and safety solutions for a wide range of industries. With a history spanning over 50 years, we are committed to delivering high-quality products that protect people, property, and assets. Our dedication to excellence and our customer-centric approach have made us an industry leader in security enclosures, wire mesh partitions, and other customizable security solutions. Job Summary: As a Human Resources Generalist at Folding Guard, you will play a pivotal role in supporting our HR department's day-to-day operations. You will be responsible for a wide range of HR functions, including recruitment, employee relations, performance management, benefits administration, compliance, and other key areas. The ideal candidate is a proactive, detail-oriented professional with a passion for HR and a deep understanding of HR best practices. You will collaborate closely with leadership and employees to foster a positive work environment while ensuring compliance with company policies and legal regulations. Key Responsibilities: • Manage the full recruitment life cycle, from job posting to candidate selection and onboarding., • Conduct interviews and collaborate with hiring managers to make informed hiring decisions., • Develop and maintain effective onboarding programs to ensure seamless integration of new employees., • Serve as a point of contact for employee inquiries, concerns, and conflicts, providing guidance and resolutions., • Promote a positive and inclusive workplace culture through effective communication and conflict resolution strategies., • Support the performance evaluation process, providing guidance to managers and employees., • Collaborate with leadership to identify opportunities for employee development and growth., • Administer employee benefits programs, including health, dental, retirement, and other offerings., • Assist in the management of compensation and salary benchmarking., • Stay current with HR laws and regulations, ensuring company compliance with federal, state, and local employment laws., • Contribute to the development and implementation of HR policies and procedures., • Identify training needs and coordinate professional development opportunities for employees., • Facilitate workshops and training sessions on HR-related topics., • Maintain accurate and up-to-date employee records in HRIS systems., • Generate reports and analyze HR data to inform decision-making. Qualifications: • Bachelor's degree in Human Resources, Business Administration, or a related field., • At least 3 to 5 years of experience of progressive HR experience, with a strong understanding of HR best practices., • In-depth knowledge of employment laws and regulations., • Strong interpersonal and communication skills., • Proficiency in Microsoft Office Suite., • Meticulous attention to detail and exceptional organizational abilities., • Ability to handle sensitive information with the utmost confidentiality., • SHRM or HRCI certification is a plus. Preferred Qualifications: • HR certification (e.g., SHRM-CP, PHR)., • Experience with ADP, • Familiarity with manufacturing environments, and multi-site HR management. Benefits: • Competitive salary, • Opportunities for professional growth and advancement, • Positive and collaborative work environment, • Employee recognition and development programs, • Comprehensive benefits package including:, • Medical: Access to our medical insurance plan, which provides coverage for medical expenses and prescriptions., • Dental: Enrollment in our dental insurance plan, helping you maintain your oral health., • Vision: Participation in our vision insurance plan for regular eye exams and eyewear., • 401(k) Retirement Plan: Eligibility to enroll in our 401(k) plan, with a company match of the first 6% of your contributions at a 40% match. This is an excellent opportunity for you to save for your retirement with added support from the company., • Vacation: will accrue 10 vacation days Folding Guard is an equal opportunity employer. We are committed to providing a workplace that is free from discrimination and harassment based on race, color, religion, sex, national origin, age, disability, or any other protected status under applicable law. Employment decisions are based on qualifications, merit, and business needs.