compensation analyst

director, compensation, benefits & hr systems Jobs in Chicago

director, compensation, benefits & hr systems

senior compensation analyst Jobs in Chicago

senior compensation analyst

senior director-global total rewards Jobs in Chicago

senior director-global total rewards

director compensation benefits hr systems

Ventas, Inc.

<div><div>Job Description:</div><div>
Ventas is a leading S&amp;P 500 real estate investment trust focused on the longevity economy, with a $45 billion enterprise value and a portfolio of ~1,400 properties across North America and the UK. Its largest business is private-pay senior housing, which includes over 850 communities serving nearly 90,000 residents, alongside outpatient medical buildings, research centers, and healthcare facilities that meet the needs of an aging population. Backed by strong financial performance and a collaborative culture, Ventas is positioned at the intersection of real estate, healthcare, and innovation to help people live longer, healthier, happier lives.</div><div></div><div>
The Human Resources team partners closely with business leadership to attract, retain, and develop talent while ensuring strong governance, equitable pay practices, competitive benefits, and operational excellence through scalable systems and data-driven decision-making. The Compensation, Benefits &amp; HR Systems function serves as the enterprise steward of total rewards, regulatory alignment, and workforce technology that enables accurate reporting, sound financial planning, and informed decision-making.</div><div></div><div>
About the Role</div><div>
The Director Compensation, Benefits and HR Systems provides enterprise leadership for the strategic design, governance and execution of Ventas&rsquo;s total rewards and HR systems strategy. This role leads the development and continuous refinement of compensation, benefits and equity programs to ensure market competitiveness, internal equity, regulatory compliance and alignment with the Company&rsquo;s long-term business objectives. The Director partners closely with Legal, Finance, Accounting and IT to ensure strong program governance, accurate financial reporting and scalable systems that enable data-driven decision-making across the enterprise.</div><div></div><div>
This role also provides direct people leadership for managers and professionals responsible for the execution of compensation, benefits, equity, and HR systems programs, with accountability for performance, capability-building, and long-term bench strength. Key responsibilities include:</div><ul><li><div>
Compensation Strategy &amp; Governance</div><ul><li><div>
Lead enterprise compensation programs across base pay, annual incentives, and non-proxy programs to ensure competitiveness, internal equity and regulatory compliance</div></li><li><div>
Oversee annual merit, bonus and off-cycle compensation cycles, including planning, budgeting, documentation and employee communications</div></li><li><div>
Direct job evaluations, market benchmarking and participation in compensation surveys to inform pay structure and positioning</div></li><li><div>
Provide strategic counsel on offers, promotions and pay actions to ensure consistency with market data and internal equity standards</div></li><li><div>
Partner with Finance on quarterly forecasting and reporting of total compensation expense</div></li><li><div>
Ensure compliance with all federal, state, and local compensation regulations and proactively manage legislative and regulatory risk</div></li><li><div>
Deliver executive-ready compensation data, modeling and insights to Finance, Accounting, HR and senior leadership</div></li><li><div>
Support Legal and HR leadership in the development of the annual proxy and executive compensation disclosures</div></li></ul></li><li><div>
Equity Management</div><ul><li><div>
Lead the administration and governance of the enterprise equity programs, including RSUs and PSUs</div></li><li><div>
Provide strategic input into the design and evolution of equity compensation programs to support executive retention and long-term value creation</div></li><li><div>
Partner with Legal, Finance and Accounting on equity controls, disclosures, accruals and regulatory compliance</div></li><li><div>
Oversee equity data reporting, reconciliations and audit procedures to ensure data integrity and risk mitigation</div></li></ul></li><li><div>
Benefits Strategy &amp; Governance</div><ul><li><div>
Lead the strategy, renewal, and oversight of all employee benefit programs, including health, retirement, wellness, paid time off and leave programs</div></li><li><div>
Direct vendor, broker and consultant relationships to ensure high-quality service delivery, cost optimization and competitive plan design</div></li><li><div>
Oversee open enrollment, benefits communications and employee education initiatives to drive engagement and informed decision-making</div></li><li><div>
Ensure full regulatory compliance across all benefits programs, including ERISA, COBRA, FMLA, HIPAA, Section 125 and related requirements</div></li><li><div>
Partner with Accounting on Form 5500 filings and all benefits-related regulatory reporting</div></li><li><div>
Lead benefits integration for mergers and acquisitions, including plan alignment, compliance and budget adherence</div></li><li><div>
Address and resolve employee compensation and benefits inquiries with professionalism, accuracy and efficiency</div></li></ul></li><li><div>
Workday &amp; HR Systems Strategy</div><ul><li><div>
Provide enterprise oversight of all HR systems and data management processes to ensure accuracy, consistency, security and operational efficiency</div></li><li><div>
Safeguard data integrity, privacy and regulatory compliance across all HR platforms</div></li><li><div>
Partner with IT and cross-functional teams to integrate Workday with broader enterprise systems to enhance connectivity and data flow</div></li><li><div>
Lead standardized reporting, data definitions and governance practices to enable scalable enterprise-wide analytics and decision-making</div></li><li><div>
Partner with internal and external audit teams to ensure successful completion of annual systems audits and adherence to control standards</div></li></ul></li></ul><div></div><div>
Qualifications</div><ul><li><div>
Bachelor&rsquo;s degree in Business, Accounting, Finance, or related field required; advanced degree preferred</div></li><li><div>
15+ years of progressive experience in compensation, benefits, and total rewards, ideally within real estate, financial services or similarly regulated industries</div></li><li><div>
Deep expertise in compensation program design, executive and enterprise equity administration and comprehensive benefits strategy</div></li><li><div>
Advanced analytical capability with strong Excel skills and demonstrated HR systems proficiency, including Workday</div></li><li><div>
Extensive knowledge of federal, state, and local compensation and benefits regulations, including ERISA, COBRA, FMLA, HIPAA, Section 125 and DOL requirements</div></li><li><div>
Proven ability to partner effectively with Finance, Legal, Accounting, IT and senior leadership on complex, high-impact initiatives</div></li><li><div>
Excellent written, verbal and executive-level communication skills with strong attention to detail</div></li><li><div>
Demonstrated ability to manage competing priorities in high-pressure, deadline-driven environments</div></li><li><div>
Must be located in the Chicago, IL area or willing to relocate for the duration of employment.</div></li><li><div>
Willingness to adapt and thrive in a blended work environment with 3-days in office, seamlessly transitioning between remote work and in-office operations</div></li><li><div>
Must be legally authorized to work in the United States without employer sponsorship now or in the future</div></li></ul><div></div><div><i>
The estimated base salary range for this position is $180,000 - $250,000 per year. This range reflects a good-faith estimate of the base salary Ventas reasonably expects to pay at the time of posting. Actual base pay will be determined based on work location, skills, qualifications, relevant experience and business needs.</i></div><div></div><div><i>
In addition to base salary, this role may be eligible for discretionary incentive compensation and a comprehensive benefits package, which includes medical, dental, vision, retirement savings, paid time off and other wellness benefits under applicable plan terms.</i></div><div></div><div>
#LI-hybrid</div><div>
#LI-MB1</div><div></div><div>
Ventas, Inc. offers a competitive compensation and benefits package to the successful candidate.</div><div></div><div>
Ventas, Inc. is an Equal Opportunity Employer.</div><div></div><div>
Ventas, Inc. does not accept unsolicited resumes from staffing agencies, search firms or any third parties.</div></div>

Director, Compensation, Benefits & HR Systems

YMCA

<div><div><div>We are The Y, an association that values and is made stronger by its diverse people.
</div><div><div>Job Description
</div><div><p>The <b>Vice President, Human Resources Operations </b>is the operational backbone and strategic right hand to the Chief People and Culture Officer. This leader brings deep generalist expertise across the full HR life cycle, paired with advanced knowledge in Total Rewards and positive employee relations.
</p><p>This role leads enterprise-wide HR operations, governance, compensation, benefits, HR policy, compliance, HR technology, and operational strategy. The VP ensures HR systems, policies, rewards programs, and operational practices are people centered, equity grounded, scalable, and responsive to a complex federated environment.
</p><p>Ideal candidates are seasoned HR leaders with executive depth in compensation and benefits, a strong employee relations philosophy, and a proven history of building trust, operational excellence, and clarity in large, multi-entity organizations.
</p><p><b>YMCA of the USA (Y-USA) embraces a remote-first working environment which means most employees work remotely from a home office within the continental United States.
</b></p><p><i>We offer a full benefits package including medical, dental, vision, defined benefit plan (retirement savings), defined contribution plan (403(b) plan, life and disability insurances, technology stipend, and generous paid time off, all in a work from anywhere in the U.S. workplace.
</i></p></div></div><div><div>Qualifications
</div><div><ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Development, or related field.
</li><li>Total Rewards Certifications (Certified Compensation Professional or Certified Benefits Professional) Preferred.
</li><li>Significant progressive HR leadership experience in HR operations and Total Rewards, ideally in a large, matrixed, multi-site, or multi-entity organization.
</li><li>Advanced expertise in compensation structure design, job architecture, benefits strategy, pay equity, and reward system governance.
</li><li>Demonstrated leadership in positive employee relations, including investigations, conflict resolution, and complex performance matters.
</li><li>Strong experience with HRIS systems, HR technology strategy, data governance, and people analytics.
</li><li>Experience in mission driven or nonprofit organizations is highly desirable. Experience with federated models is a strong plus
</li></ul><p><b>KNOWLEDGE, SKILLS AND ABILITIES
</b></p><ul><li>Advanced expertise in Total Rewards, including compensation design, benefits, market pricing, and long-term reward strategies.
</li><li>Strong positive employee relations foundation, including investigations, conflict management, complaint resolution, and coaching.
</li><li>Full HR life cycle expertise, including onboarding, development, performance, compensation, employee relations, and separations.
</li><li>Workforce planning capability, including forecasting, org design, talent mobility, and capacity planning.
</li><li>Secondary expertise in talent acquisition, learning and development, and performance management.
</li><li>Deep knowledge of employment law and HR compliance.
</li><li>Ability to build and lead high performing teams with clarity, coaching, and accountability.
</li><li>Strong communication skills with the ability to translate complex HR topics into accessible language.
</li><li>Capacity for systems thinking, operational clarity, and continuous improvement.
</li><li>Ability to build trust across multiple levels, functions, geographies, and organizational identities.
</li></ul><p><b>WORK ENVIRONMENT AND TRAVEL
</b></p><ul><li>Based in Chicago at the Y-USA National Resource Office.
</li><li>May reside anywhere within the continental United States and work remotely or hybrid per policy.
</li><li>Travel required for team meetings, leadership gatherings, and Y-USA engagements.
</li></ul></div></div><div><div>Essential Functions
</div><div><p><b>HR Operations Leadership
</b></p><ul><li>Lead enterprise HR operations strategy and daily execution, including HR service delivery, HR policy development, HR compliance, and process improvement.
</li><li>Partner with HR leadership to oversee HR operational risk management, including policy governance, employment practices, and regulatory requirements.
</li><li>Create and refine an HR operations roadmap that enhances clarity, consistency, efficiency, and user experience across Y-USA.
</li><li>Help build a modern HR team structure that integrates HR Business Partners, Talent and Learning, Organizational Development, HR technology, and other enterprise functions.
</li><li>Ensure that operational practices support an enterprise consistent People and Culture strategy that remains adaptable within a federated model.
</li></ul><p><b>Total Rewards Strategy and Governance (Primary Focus)
</b></p><ul><li>Serve as the organization&rsquo;s senior expert for Total Rewards, including compensation, benefits, wellness, recognition, and reward philosophy.
</li><li>Lead the design, refinement, and governance of competitive, equitable compensation structures for all Y-USA roles.
</li><li>Oversee the strategy and administration of benefits, retirement plans, wellbeing programs, and recognition systems.
</li><li>Develop compensation and benefits scenario modeling, fiscal impact analysis, and long-term planning in partnership with Finance and the CPCO.
</li><li>Establish transparent governance, policies, communication plans, and education strategies related to Total Rewards.
</li><li>Ensure that all compensation and benefits programs are equitable, mission aligned, market based, and financially sustainable.
</li></ul><p><b>Positive Employee Relations and Culture
</b></p><ul><li>Provide organization wide leadership and guidance for positive employee relations.
</li><li>Oversee employee relations practices, investigations, conflict resolution, and workplace issue resolution that honor fairness, consistency, respect, and psychological safety.
</li><li>Coach and support leaders to build competency in performance conversations, conflict management, and equitable application of policy.
</li><li>Strengthen a culture of inclusion, belonging, accountability, and values alignment.
</li><li>Ensure all ER practices are aligned with federal and state laws, organizational values, and best practices in equitable leadership.
</li></ul><p><b>HR Technology, HRIS, and People Data
</b></p><ul><li>Oversee HR technology platforms, data strategy, and HRIS functionality in partnership with internal HR technology teams and Y-USA shared services partners.
</li><li>Serve as strategic partner and liaison to external shared services providers to ensure seamless integration of payroll, benefits administration, and related workflows.
</li><li>Build analytic tools, dashboards, and reporting capabilities that enable informed decisions related to retention, pay equity, workforce trends, workforce planning, and HR operations.
</li><li>Ensure that HR information systems support efficiency, accuracy, data integrity, compliance, and a positive staff experience.
</li></ul><p><b>Strategic Partnership with the Chief People and Culture Officer
</b></p><ul><li>Serve as the operational right hand to the CPCO, translating strategy into executable people centric plans.
<br>
Provide trusted counsel on HR operations, compensation, benefits, employee relations, risk, policy, operational change, and workforce matters.
</li><li>Lead major cross functional HR projects and enterprise initiatives.
</li><li>Mentor HR team members and strengthen leadership and technical capability across the HR function.
</li><li>Model collaboration, clarity, equity, and mission driven decision making across the organization.</li></ul></div></div></div></div>

Vice President, Human Resources Operations - National Office (Remote)

S&C Electric Company

<div><p>As an S&amp;C Electric team member, you&rsquo;ll work on projects that have real-world impact. You&rsquo;ll help transform the grid for resilient and reliable power worldwide. S&amp;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&rsquo;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.<br>
</p><p></p><p>Join S&amp;C to make an impact on tomorrow&rsquo;s energy challenges and become an employee-owner!
</p><p><b>Hours
</b></p><ul><li><b>8:00 am &ndash; 5:00 pm (Mon-Fri) Hybrid<br>
</b></li></ul><p></p><p><b>Compensation
</b></p><p>At S&amp;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. <b>The estimated annual base salary range for this position in the United States is $220,770 - $292,549.40. </b>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&amp;C&rsquo;s annual incentive plan (AIP), subject to eligibility criteria.<br>
</p><p></p><p><b>Join Our Team as a Senior Director-Global Total Rewards!
</b></p><p>The Global Total Rewards team is responsible for shaping and implementing S&amp;C&rsquo;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.
</p><p>The Senior Director-Global Total Rewards is responsible for leading the strategic direction of S&amp;C&rsquo;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.<br>
</p><p></p><p><b>Key Responsibilities:
</b></p><ul><li><p><b>Global Total Rewards Strategy: </b>Develop and deploy a holistic global total rewards strategy aligned with the company&rsquo;s overarching business goals and objectives. Recommend specific strategic objectives tailored to the organization&rsquo;s global total rewards requirements, addressing current needs and anticipating future demands. Articulate and execute strategies and programs that optimize the company&rsquo;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&amp;C&rsquo;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.
</p></li><li><p><b>Strategic Total Rewards Partnership: </b>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.
</p></li><li><p><b>Shared Services Organization Leadership </b>: Leadership of the Shared Services/Benefits Services team.
</p></li><li><p><b>Financial Reporting: </b>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&rsquo;s financial goals.
</p></li><li><p><b>Performance Management: </b>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.
</p></li><li><p><b>Retirement Program &amp; KSOP: </b>Responsible for the comprehensive oversight and management of the company&rsquo;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.
</p></li><li><p><b>Executive Compensation Planning: </b>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.
</p></li><li><p><b>Compensation Committee Support: </b>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&rsquo;s overall strategic direction, and addressing any committee-specific requirements.
</p></li><li><p><b>Total Reward Program Leadership: </b>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.
</p></li><li><p><b>Budget Management: </b>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.
</p></li><li><p><b>Change Management: </b>Develop a practical approach to leading change and support department-wide, large-scale initiatives through change management interventions.
</p></li><li><p><b>Leadership &amp; People Management: </b>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&amp;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.
</p></li><li><p><b>Compliance: </b>Understand and comply with all applicable regulations and Company policies.<br>
</p></li></ul><p></p><p><b>What you&rsquo;ll Need To Succeed:
</b></p><ul><li>Bachelor&rsquo;s degree in Business Administration, Finance, Human Resources, or an equivalent field
</li><li>Demonstrated success in overseeing a global compensation function in a mid-sized to large company or recognized compensation consulting firm.
</li><li>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.
</li><li>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.
</li><li>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 &ldquo;sell&rdquo; ideas and concepts.
</li><li>Ability to act as a deep subject matter expert on executive compensation. Experience in creating and delivering presentations with confidence. Experience in compiling &ldquo;executive ready&rdquo; material for HRCC meetings.
</li><li>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.
</li><li>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
</li><li>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
</li><li>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
</li><li>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
</li><li>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
</li><li>Skilled at navigating through ambiguity and leading teams and organizations through change
</li><li>Proven success partnering across HR and global functional teams, creating effective partnerships at all levels, and collaborating at a broad strategic level
</li>Ability to travel as required<br>
<li>
</li></ul><p></p><p><b>Preferred:
</b></p><ul><li>Master&rsquo;s degree in Business Administration, Finance, Human Resources, or an equivalent field
</li><li>Certified Total Rewards Specialist (CTRS)
</li><li>Certified Benefits Professional (CBP)
</li><li>Certified Compensation Professional (CCP)
</li><li>Society for Human Resource Management (SHRM) Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR), or equivalent
</li><li>Experience working with Oracle HCM (HRIS)
</li><li><b>Experience working in an ESOP environment
</b></li><li><b>Exerience working in a manufacturing environment or with a heavily non-exempt workforce.<br>
</b></li></ul><p></p><p>S&amp;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 .
</p><p><b>No fixed deadline
</b></p><p><b>#LI-BB1</b></p></div>

Senior Director-Global Total Rewards

SAINT MARY OF NAZARETH HOSPITAL

<div>Overview:
<ul><li><b>Department: </b>Clinical Lab</li><li><b>Schedule: </b>Day Shift- 6:30am-3pm - rotating holidays and weekends as per business needs</li><li><b>Facility: </b>St. Mary of Nazareth</li><li><b>Location: </b>Chicago, IL 60622</li></ul>
Responsibilities:
<div>
Each individual performs only those waived, moderate, or highly complex tests authorized by CLIA, responsibilities listed under CFR &sect; 493.1425, &sect; 493.1495 and &sect; 493.1463 and must possess a degree of skill commensurate with individual&rsquo;s education, training or experience and technical abilities. Each individual performing the above procedures must:</div><div></div><div><br>
1) adhere to the laboratory&rsquo;s procedures for the collection, processing, analysis, and reporting of patient test results. 2) follow the laboratory&rsquo;s established quality control policies and procedures in documenting all corrective actions taken when test systems deviate from the laboratory&rsquo;s established performance specifications. 3) be capable of identifying problems that may adversely affect test performance and either correct the problem or immediately notify your immediate supervisor, Director, or Medical Director, 4) perform a wide variety of laboratory procedures requiring independent judgment using both manual and automated methods in Hematology, Blood Bank, Chemistry, Urinalysis, Coagulation, Microbiology, Immunology, and any other discipline as introduced into the laboratory, 5) perform and document maintenance; daily, weekly, monthly, or as needed on instruments and equipment as appropriate, 6) review the accuracy of patient results prior to releasing or reporting, 7) recognize age specific differences in expected results for newborns to geriatrics, 8) ensure that the testing of proficiency testing samples are tested in the same manner as patient samples and that collaboration with other laboratories is prohibited prior to the reporting of proficiency testing results to the appropriate agencies, 9) may be required to perform venipuncture or capillary puncture on various age groups from newborn to geriatrics, 10) assist in the development and maintenance of laboratory policies and procedures, 11) adheres to all department and hospital policies and procedures related to safety, infection control, emergency preparedness, and human resources, 12) in the absence of a supervisor, may be assigned/identified as Lead Tech, having responsibility for the section or department during their shift, 13) may be assigned responsibilities related to LIS and/or POC. 14) other tasks or responsibilities may be assigned by the department manager/director.</div>
Qualifications:
<div>
EDUCATION, EXPERIENCE, TRAINING</div><p></p><div><br>
1. Possession of a current and valid state Clinical Laboratory Scientist license.</div><div>
2. Minimum 2-5 years of laboratory experience required.</div><div>
3. Working knowledge of Laboratory Information System (LIS).</div>
Pay Transparency:
<div>
Saint Mary of Nazareth Hospital offers competitive compensation and a comprehensive benefits package that provides employees the flexibility to tailor benefits according to their individual needs. Our Total Rewards package includes, but is not limited to, paid time off, a 401K retirement plan, medical, dental, and vision coverage, tuition reimbursement, and many more voluntary benefit options. A reasonable compensation estimate for this role, which includes estimated wages, benefits, and other forms of compensation, is $28.09 to $40.68. The exact starting compensation to be offered will be determined at the time of selecting an applicant for hire, in which a wide range of factors will be considered, including but not limited to, skillset, years of applicable experience, education, credentials and licensure.</div><div></div><div><br>
The company is dedicated to empowering its staff with a comprehensive, competitive benefits package, allowing them the freedom to customize their benefits to fit their unique needs. Our abundant resources, programs, and voluntary options serve as a foundation for individual growth and well-being. Learn more here: https://www.primehealthcare.com/benefitsthatmattermost/</div>
Employment Status: Full Time Shift: Days Equal Employment Opportunity:
<div><div><div><div>
Company is an equal employment opportunity employer. Company prohibits discrimination against any applicant or employee based on race, color, sex, sexual orientation, gender identity, religion, national origin, age (subject to applicable law), disability, military status, genetic information or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. Know Your Rights: https://www.eeoc.gov/sites/default/files/2022-10/EEOC_KnowYourRights_screen_reader_10_20.pdf</div></div></div></div></div><div></div>

Clinical Lab Scientist

University of Illinois Foundation

<p></p><div><p><b>UNIVERSITY OF ILLINOIS FOUNDATION</b></p><p>
has an immediate opening for an</p><p><b>
Senior Prospect Development Analyst, University Initiatives-UIC</b></p><p>
The University of Illinois Foundation is the official fundraising and private gift-receiving organization of the University of Illinois. It works closely with alumni and friends, faculty and staff, corporations and foundations, as well as campus development professionals to create fundraising programs and opportunities that benefit the University.</p><p>
The Senior Prospect Development Analyst, University Initiatives, supports university-wide fundraising efforts by leading research initiatives focused on principal and chancellor-level prospects. Reporting to the Director of Research and Portfolio Management, UIF with a dotted reporting line to the Senior Director of Development, University Initiatives, this position serves as the lead researcher for top-tier prospects and will primarily focus on principal gift-level prospect identification, research, and reporting, and will monitor and offer strategic consultative support for the development of the principal gift pipeline. This position will combine reactive research with proactive discovery to identify individuals and organizations with the capacity and alignment to make a significant impact on UIC&rsquo;s mission.</p><p><b>
DUTIES AND RESPONSIBILITIES:</b></p><ul><li>
Serve as the lead researcher for university-wide initiatives, principal gifts, and chancellor-level prospects, delivering comprehensive, strategic research to inform high-level cultivation and solicitation strategies.</li><li>
Proactively identify new high-net-worth individuals, foundations, and organizations aligned with UIC&rsquo;s mission and strategic priorities.</li><li>
Collaborate with the senior director of development for university initiatives and director of principal gift engagement to provide insight and recommendations on prospects&rsquo; interests, giving capacity, philanthropic affiliations, and potential pathways to engagement.</li><li>
Develop detailed prospect profiles and briefing information in support of major, principal and transformational gift activities.</li><li>
Monitor philanthropic trends, industry news, and donor movement to identify emerging opportunities and challenges for engagement.</li><li>
Maintain University of Illinois Foundation standards, in accordance with University of Illinois Development Policies, Processes and Procedures, and maintain high standards for data accuracy, privacy and compliance in all research and prospect development activities.</li><li>
Leverage internal database, external tools, and analytical resources to develop insights on wealth, capacity and philanthropic alignment.</li><li>
Support senior leadership with tailored research deliverables to guide high-level engagement strategies.</li><li>
Monitor daily media alerts on top prospects and share information relevant to prospect strategies with appropriate team members.</li><li>
Establish a deep understanding of the top prospects and ensure that research and information in all systems is kept current and available. Read contact reports related to all top prospects.</li><li>
Maintain the highest standards of discretion and confidentiality.</li></ul><p><b>
REQUIRED QUALIFICATIONS:</b></p><ul><li>
A minimum of 8 years of experience in prospect research, prospect development, or related advancement roles, preferably in a complex academic or research environment.</li><li>
Demonstrated experience conducting high-level research for principal and transformative gift prospects.</li><li>
Deep knowledge of wealth screening tools, databases and CRM systems (e.g., Blackbaud).</li><li>
Proven ability to synthesize complex data into concise, strategic recommendations for senior stakeholders.</li><li>
Knowledge of evaluating and analyzing financial information including SEC filings, government documents, deeds and property tax assessments, and other wealth documents to assess potential philanthropic capacity.</li><li>
Excellent written and verbal communication skills, with the ability to present findings to a range of audiences including senior leadership.</li><li>
Strong understanding of fundraising and development strategy, particularly within principal and major gift contexts.</li><li>
Bachelor&rsquo;s degree required; advanced degree or relevant certifications in research, library science, nonprofit management, or related fields preferred.</li></ul><p><b>
Application Deadline: </b>January 4th, 2026</p><p>
The starting salary range for this position is projected to be $56,000 - $62,000 per year. While our job postings include salary ranges, your compensation will be based on your specific experience and qualifications&mdash;we're not limited by these posted ranges.</p><p>
Your comprehensive benefits package includes medical, vision, and dental coverage, company paid life insurance, generous vacation time including 24 days annually, and more. Generous pension benefits are also included. We invest in your present and future wellbeing, providing the support you need to succeed.</p><p><b>
Application Process:</b> For full consideration for the role, all candidates must complete an online application and include a cover letter and resume. Candidates may create a profile through https://jobs.uif.uillinois.edu. For further information regarding application procedures, contact Foundation Human Resources at uifhrsearches@uif.uillinois.edu.</p><p><br>
THE UNIVERSITY OF ILLINOIS FOUNDATION IS AN EQUAL OPPORTUNITY EMPLOYER</p></div>

Senior Prospect Development Analyst, University Initiatives-UIC

InMarket

<div><p><b>Job Title: Sr. HR Manager</b></p>
<p><b>
Location:</b> Remote, US Only</p><br>
<p></p>
<p><b>
About InMarket</b></p>
<p>
Since 2010, InMarket has been the leader in 360-degree consumer intelligence and real-time activation for thousands of today's top brands. Through InMarket's data-driven marketing platform, brands can build targeted audiences, activate media in real time, and measure success in driving return on ad spend. InMarket's proprietary Moments offering outperforms traditional mobile advertising by 6x.* Our LCI attribution platform, which won the MarTech Breakthrough Award for Best Advertising Measurement Platform, was validated by Forrester to drive an average of $40 ROAS for our clients.</p>
<ul><li>Source: Wordstream US Google Display Benchmarks for Mobile Media</li></ul>
<p><b>
About the Role</b></p>
<p>
We are excited to welcome a dynamic and strategic HR professional to join our team in a hybrid role that blends HR operations expertise with business partner responsibilities. This role is ideal for someone who thrives in fast-paced, high-growth environments and is motivated by improving existing processes, systems, and tools, as well as, building from the ground up. You will collaborate closely with leaders from key client groups and VP of HR to influence organizational decisions, drive high performance culture, and promote operational excellence.</p>
<p>
The ideal candidate leans on data to influence and inform decisions, is highly skilled in employee relations, diversity &amp; inclusion, and organizational development, and has a proven track record of designing programs that align with business outcomes. . You stay ahead of emerging trends in people operations and bring a forward-thinking, progressive approach to performance management and talent development. In this critical role, you will partner with executives and managers across the organization to shape strategy, deliver measurable results, and help build a culture of excellence and innovation.</p><br>
<p></p>
<p><b>
Your daily responsibilities as a Sr. HR Manager</b></p>
<ul>
<li>Serve as a trusted advisor to designated business units, building productive relationships with senior leaders and influencing decision-making through data and insights.</li>
<li>Diagnose organizational situations and provide actionable solutions to improve performance, engagement, and effectiveness.</li>
<li>Lead employee relations initiatives including sensitive exits, address employee concerns, facilitate conflict resolution, and conduct investigations as needed.</li>
<li>Influence and guide performance management processes, including vendor selection, tool upgrades, and implementation of systems to support performance and development programs.</li>
</ul><ul><li>Build, refine, and optimize HR processes, systems, and tools to create greater efficiency, improve employee experience and enhance scalability across the organization.</li>
<li>Own, optimize and manage HR operational functions including onboarding, offboarding, compliance tracking, immigration, record maintenance, and reporting.</li>
<li>Leverage data and analytics to package value propositions, influence leaders, and drive operational decisions.</li>
<li>Administer and track HR initiatives such as quarterly performance cycles, talent reviews, and process improvements.</li>
<li>Partner with cross-functional teams to design and implement scalable programs for professional growth and organizational development.</li>
Mentor and coach HR Generalists to support performance and development<br>
<li>
</li>
</ul><h3 class="jobSectionHeader"><b>Your experience and expertise</b></h3>
<ul><li>7+ years of experience in Human Resources, People Operations, and at least 2+ years in HR Business Partner role, with a proven track record of supporting business goals and driving HR initiatives</li>
<li>Ability to quickly establish effective partnerships and credibility with business leaders, ability to communicate and influence leaders in a productive manner and proven experience partnering with leaders to diagnose organizational issues and implement talent solutions leveraging data driven insights. .</li>
<li>Proficient knowledge of federal and CA state employment laws (multi-state is a plus)</li>
<li>Proven experience in employee relations, conducting investigations and managing sensitive exits.</li>
<li>Skilled in HR systems, process design, and project management, with experience building scalable tools from scratch and leading system implementations.</li>
<li>Exceptional aptitude with spreadsheets, data analysis, reporting, proficient with HR systems and considered a &quot;power user&quot; in functionality&quot; and tech vendor management.</li>
<li>Experience with performance management tools, including selecting vendors and upgrading systems.</li>
<li>Demonstrates humility and strong emotional intelligence, fostering a collaborative and inclusive working environment</li>
<li>Strong team player who builds trust and partners effectively across all levels of the organization</li>
<li>Comfortable shifting between hands-on execution and strategic thinking as business needs evolve</li>
<li>Agile, tech-savvy, and able to operate in a fast-paced, evolving environment.</li></ul><br>
<p></p>
<h3 class="jobSectionHeader"><b>
Nice-to-Have's:</b></h3>
<ul><li>Experience in both larger organizations (500+ employees) and scrappy, high-growth companies.</li>
<li>SHRM-SCP, HRCI, AIRS CDR, PRC, or A/CIR certification.</li>
<li>Familiarity with benefits and compensation programs (general awareness sufficient; deep expertise not required).</li>
<li>Prior experience in the adtech or technology industry, with a strong understanding of industry trends and business models</li>
</ul>
<p><b>Benefits Summary</b></p>
<ul>
<li>Competitive salary, stock options, flexible vacation</li>
<li>Medical, Dental and Flexible Spending Account (FSA)</li>
<li>Company Matched 401(k)</li>
<li>Unlimited PTO (Within reason)</li>
<li>Talented co-workers and management</li>
<li>Agile Development Program (For continued learning/professional development)</li>
<li>Paid Paternity &amp; Maternity Leave</li></ul><br>
<p></p>
<p>
For candidates in California, Colorado, and New York City, Illinois, Minnesota, New Jersey, Vermont, Washington and Massachusetts, the Targeted Base Salary Range for this role is $140,000 to $160,000. This role is also eligible for an 8% bonus based on achievement of company goals.</p>
<p>
Actual salaries will vary depending on factors including but not limited to work experience, specialized skills and training, performance in role, business needs, and job requirements. Base salary is subject to change and may be modified in the future. Base salary is just one component of InMarket's total rewards package that also may include bonus, equity, and benefits. Ask your recruiter for more information!</p>
<p>
At InMarket, diversity is not just a value, it's the very essence of who we are. It's about recognizing and celebrating the unique perspectives each of us brings, from our colleagues to the communities we serve.We are committed to embracing the full spectrum of backgrounds, beliefs, abilities, and life experiences, knowing that this diversity strengthens us. At InMarket, our commitment to Diversity, Equity, and Inclusion means valuing each individual's unique contributions. Together, we thrive.</p>
<p>
InMarket is an Equal Opportunity Employer (EOE). Qualified applicants are considered for employment without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, or veteran status.</p>
<p>
Privacy Notice for California Job Applicants: https://inmarket.com/ca-notice-for-job-applicants/</p>
<p>
#LI-Remote</p></div>

Sr. HR Manager

Shift Digital

<div><p>Our team is engaged, driven and excited about the work we do. We&rsquo;re bringing big ideas to life daily and are looking for talented individuals to grow with us. Does this sound like you?</p><p><b>
About The Role</b></p><p>
As a digital marketing expert resource, you will work directly with our client and their dealers to implement industry leading digital best practices through in-person consultations, training, data analysis, videos, and webinars.</p><p>
The goal is to optimize the dealer&rsquo;s digital performance, deliver strategic digital consulting, analytics reporting, and establish a premium online customer experience when someone is shopping for a vehicle.</p><p><b>
About You</b></p><p>
Like us, you have a passion for all things automotive and digital. Previous automotive experience as a Marketing Manager, eCommerce Director, Internet Manager, or previous work experience in the Automotive industry as a Digital Resource makes you an ideal candidate. You should have in depth knowledge of dealership sales strategy, marketing, and operations to properly coordinate digital strategy elements into business plans. You are exceedingly professional, organized, and detail orientated. You enjoy traveling extensively and building relationships with key stakeholders inside and outside the brand.</p><p>
Shift Digital Business Consultants supporting the brand have a vital understanding of how dealerships operate and the digital tools they use to engage their customers. Expert proficiency with the following tools is required:</p><br>
<ul><li>
Dealership Websites</li><li>
Search Engine Optimization (SEO)</li><li>
Search Engine Marketing (SEM)</li><li>
Social Media and Reputation Management</li><li>
CRM / DMS Systems</li><li>
Google Adwords / Analytics</li><li>
Automotive experience</li></ul><p>
This position requires extensive travel in Illinois, Michigan, Indiana and adjacent states.</p><p>
 <i>At Shift, many factors are taken into account when determining a reasonable compensation range for any given role. Some of these factors include, but are not limited to: skillset, location, years of experience, licenses, certifications, and business/organizational needs. The following compensation range is specific to New York City, Colorado, Nevada, California, and Washington residents only. While we do provide an estimated salary range, it is not typical for an individual to be hired near the top range for their role. A reasonable estimate for this role is: $95,000 - $105,000. A summary of the benefits offer for the role is available at </i><i>https://www.shiftdigital.com/company/Careers</i><i>.</i></p><p>
This is a full-time position with Shift Digital. In addition to our great benefits, we offer very competitive compensation, paid holidays, generous paid time off (PTO) and other employee perks.</p><p></p><p><b><br>
Why Should You Apply?</b></p><ul><li>
Full time position with a growing company</li><li>
Excellent health insurance plans!</li><li>
Paid Holidays and generous Paid Time Off, as well as time off to volunteer within your community and wellness days.
</li><li>Voted Best Midsize Company to work for in Detroit by Detroit Free Press</li></ul></div>

Dealer Marketing Consultant - Chicago

Explore 331+ Director compensation benefits hr systems in Chicago this December. Find roles across top companies and apply now to boost your career.