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Cole-Parmer Instrument Company

<div>Job Title: Senior Analyst, Financial Systems and Reporting
Reports To: Director, Financial Systems and Continuous Improvement
Location: Vernon Hills, IL
Work Type: Hybrid (3 days in office)
FLSA Status: Exempt 
Position Summary:
The Senior Analyst, Financial Systems and Reporting will serve as the right hand to the Director of Financial Systems and Continuous Improvement, acting as the day-to-day owner of our corporate performance management platform (Workday Adaptive Planning) and assist with the build-out of our enterprise data lake, reporting layer, and modeling capabilities.
This role goes beyond system administration &mdash; it is accountable for translating Finance&rsquo;s planning, reporting, and analytics needs into durable technical solutions, advancing the company-wide data lake initiative from pipeline through dashboard, and serving as a secondary point of contact for AI and automation initiatives across the company &mdash; partnering with the Director of Financial Systems and Continuous Improvement to identify, pilot, and scale use cases that reduce manual work and surface better insight.
The ideal candidate is a systems-minded analyst who combines strong financial acumen with hands-on technical capability, operates comfortably at the intersection of Finance and IT, and is energized by solving cross-functional process problems &mdash; from the close cycle to AR, AP, and inventory &mdash; with a bias toward automation, scalability, and measurable improvement.
Key Responsibilities:
Adaptive Planning Ownership<ul><li>
Serve as the primary administrator of Adaptive Planning, including model design, sheet configuration, dimensions, formulas, security, and integrations</li><li>
Maintain and enhance the annual budget, forecast, and long-range planning models in partnership with FP&amp;A</li><li>
Build and maintain management reporting, dashboards, and variance analytics within Adaptive</li><li>
Govern data integrity between Adaptive and source systems (Workday, HRIS, operational systems) and own reconciliations between platforms</li><li>
Lead user training, documentation, and support for Finance and business partners; manage release adoption and new feature rollout</li></ul>
Data Lake, Reporting, and Modeling<ul><li>
Partner with IT and business stakeholders to advance the enterprise data lake initiative, including requirements definition, source system mapping, data validation, and business-side testing</li><li>
Design and build dashboards and self-service reporting on top of the data lake to replace manual spreadsheet reporting across Finance and operations</li><li>
Develop and maintain analytical and financial models sourced from the data lake to support forecasting, scenario analysis, margin analytics, working capital, and executive reporting</li><li>
Establish data definitions, KPI standards, and reporting governance in coordination with Finance, IT, and functional owners</li></ul>
Continuous Improvement &amp; Cross-Functional Projects<ul><li>
Lead and support project-based initiatives to improve core finance and operations processes, including Accounts Receivable, Accounts Payable, inventory, and close-cycle workflows</li><li>
Diagnose process pain points, quantify the business case, design the solution, and drive implementation through to measurable results</li><li>
Partner with Accounting, FP&amp;A, Commercial, Supply Chain, and IT to translate process improvements into system and reporting changes</li><li>
Build repeatable tools, templates, and documentation that scale across entities and functions</li></ul>
AI and Automation Enablement<ul><li>
Serve as a secondary point of contact for AI and automation initiatives across the company, supporting the primary owner in identifying, evaluating, and piloting use cases</li><li>
Partner with IT and functional leaders to scope, build, and deploy automation and AI-enabled workflows that reduce manual effort, improve data quality, and accelerate decision-making</li><li>
Evaluate emerging tools and vendors; develop proofs of concept and measure impact</li><li>
Build internal capability by training users, documenting patterns, and creating reusable components that others can adopt</li></ul>
Education:<ul><li>
Bachelor&rsquo;s degree from an accredited institution in Finance, Accounting, Information Systems, Data Analytics, or a related field</li></ul>
Experience:<ul><li>
Minimum 5+ years of progressive experience in financial systems, FP&amp;A, financial reporting, or data and analytics, with demonstrated ownership of a CPM/EPM platform</li><li>
Hands-on administrator-level experience with Workday Adaptive Planning strongly preferred; comparable platforms (Anaplan, Pigment, OneStream, Planful) considered</li><li>
Experience building dashboards and reporting in modern BI tools (Power BI, Tableau, or equivalent) required</li><li>
Working knowledge of SQL or Python and experience with data lake, data warehouse, or lakehouse environments (Snowflake, Databricks, Azure, or similar) strongly preferred</li><li>
Manufacturing and/or distribution experience preferred; multi-entity or global environment a plus</li></ul>
Qualifications:<ul><li>
Strong financial and accounting fundamentals with the ability to move fluently between general ledger data, management reporting, and operational metrics</li><li>
Demonstrated ability to translate ambiguous business requirements into well-structured models, reports, and automated workflows</li><li>
Proven track record of leading process improvement projects from diagnosis through sustained implementation</li><li>
Working familiarity with AI and automation tooling (LLM-based assistants, RPA, workflow automation, scripting in Python or equivalent) and the judgment to apply them where they create real value</li><li>
Strong analytical and root-cause problem-solving skills with high attention to data accuracy and control</li><li>
Excellent communication skills with ability to partner effectively across Finance, IT, and operational functions and to present to senior leadership</li><li>
Self-directed, organized, and comfortable managing multiple concurrent workstreams in a fast-paced, growth-oriented environment</li></ul>
Compensation &amp; Benefits:<ul><li>
Salary Range: $95,000&ndash;$110,000, depending on location, experience, and qualifications.</li><li>
Annual-Incentive Plan (AIP): 5%</li><li>
Benefits coverage begins day 1, including the following:</li><li>
Medical, Dental, Vision Insurance</li><li>
Disability Insurance</li><li>
Life Insurance</li><li>
401(k) company match</li><li>
Paid Time Off (15 days annually)</li><li>
Paid Holiday time (10 company-designated days)</li><li>
Tuition Assistance</li><li>
Additional benefits available with company package</li></ul>
This position has not been approved for Relocation Assistance.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, or disability status.
The above statements are intended to describe the general nature and level of the work being performed by people assigned to this job. They are not an exhaustive list of all the duties and responsibilities associated with it.</div>

Sr. Analyst, Financial Systems and Reporting

<div>Job Title: Director, Talent
Position Location: Vernon Hills, IL
FLSA Status (Exempt/Non-Exempt): Exempt 
Position Summary:
The Director, Talent is a senior people leader responsible for designing and executing integrated strategies that attract, develop, and retain top talent across the organization. This role oversees end‑to‑end talent acquisition, leadership and employee development, and enterprise learning programs, ensuring alignment with business objectives, workforce plans, and the company&rsquo;s culture and values. The Director will report to the Chief Human Resources Officer and act as a strategic partner to leadership teams. 
Key Responsibilities:<ul><li>
Leadership<ul><li>
Lead, develop, and train recruiting team professionals and partner with other HR leaders to set and monitor talent strategies</li><li>
Partner with HR leaders to manage budgets, systems, vendors, and consultants to ensure cost‑effective and compliant delivery of talent solutions.</li><li>
Collaborate closely with HR Managers, Total Rewards, Legal, and Compliance teams to deliver integrated people strategies.</li><li>
Serve as a trusted advisor to senior leadership on talent‑related risks, trends, and opportunities.</li></ul></li><li>
Talent Acquisition<ul><li>
Establish talent acquisition strategies through partnerships with senior leaders to attract and retain talent to support workforce planning and long-term business objectives.</li><li>
Oversee recruitment through ownership of the sourcing strategies and selection process.</li><li>
Monitor employer branding and candidate experience and drive continuous improvement in recruitment approach and strategies.</li><li>
Implement and monitor metrics (e.g., time to fill, quality of hire) used to assess Talent Acquisition effectiveness for the organization.</li><li>
Ensure compliance with federal, state, and local regulations (e.g., EEO, ADA, FCRA) and related reporting requirements with HR Operations, Legal and external partners.</li><li>
Assess external market and provide guidance to senior leaders on hiring expectations.</li><li>
Partner with Total Rewards team to monitor compensation ranges and external benchmarks.</li></ul></li><li>
Talent Development<ul><li>
Design and implement enterprise talent development strategies, including leadership development, succession planning, and career pathways.</li><li>
Ensure talent review, performance management, and development processes are applied consistently and equitably across the organization.</li><li>
Partner with Legal and HR partners to mitigate risk in promotion, development, and succession decisions.</li><li>
Embed inclusive and compliant practices into all development programs and leadership capabilities.</li></ul></li><li>
Learning &amp; Compliance Training<ul><li>
Lead the design and delivery of learning strategies that build core, functional, leadership, and compliance‑related capabilities.</li><li>
Oversee mandatory and regulatory learning programs (e.g., EEO, anti‑harassment, ethics, compliance training), ensuring completion, tracking, and documentation.</li><li>
Ensure learning content and delivery methods meet legal, regulatory, and accessibility requirements.</li><li>
Measure learning effectiveness and compliance outcomes, using data to continuously improve programs and demonstrate organizational impact.</li></ul></li><li>
Perform other duties as assigned.</li></ul> 
Education:<ul><li>
Bachelor&rsquo;s degree from an accredited higher learning program required. Majors in either Human Resources or a business-related field preferred.</li></ul> 
Experience:<ul><li>
10+ years of progressive Human Resources experience, with leadership experience across talent acquisition, learning, and/or talent development</li></ul> 
Minimum Requirements/Qualifications:<ul><li>
Ability to balance strategic vision with disciplined execution, ensuring initiatives are delivered on time and within scope.</li><li>
Strong executive presence with the ability to influence senior stakeholders using data, insight, and structured recommendations.</li><li>
Demonstrated experience defining, implementing, and managing talent acquisition, learning, and development metrics that inform executive decision‑making.</li><li>
Proven ability to translate workforce and talent data into actionable insights (e.g., quality of hire, time to fill, internal mobility, readiness, learning effectiveness, compliance completion).</li><li>
Experience building and maintaining dashboards and scorecards for senior leaders, ensuring consistency, accuracy, and clarity of reporting.</li><li>
Experience designing scalable operating models, including role clarity, decision rights, service delivery models, and escalation pathways.</li><li>
Ability to standardize practices while allowing flexibility for business or regional needs.</li><li>
Proven success implementing best practices in recruiting, learning design, and talent development, aligned with external benchmarks and evolving industry standards.</li></ul> 
Compensation &amp; Benefits:<ul><li>
Salary Range: $150,000&ndash;$175,000, depending on location, experience, and qualifications.</li><li>
Annual-Incentive Plan (AIP): 20%</li><li>
Benefits coverage begins day 1, including the following:</li><li>
Medical, Dental, Vision Insurance</li><li>
Disability Insurance</li><li>
Life Insurance</li><li>
401(k) company match</li><li>
Paid Time Off (15 days annually)</li><li>
Paid Holiday time (10 company-designated days)</li><li>
Tuition Assistance</li><li>
Additional benefits available with company package</li></ul> 
This position has not been approved for Relocation Assistance.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, or disability status.
The above statements are intended to describe the general nature and level of the work being performed by people assigned to this job. They are not an exhaustive list of all the duties and responsibilities associated with it.</div>

Director, Talent

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Cole-Parmer Instrument Company

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Sr. Analyst, Financial Systems and Reporting

Director, Talent