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director, controller

director hr strategy

CCC Intelligent Solutions

<div>Salary range is:
$157,417.86 - $200,000.00
This position is equity and bonus and/or commission eligible.
CCC Intelligent Solutions Inc. (CCC) is a leading cloud platform for the multi-trillion-dollar insurance economy , creating intelligent experiences for insurers, repairers, automakers, part suppliers, and more. At CCC, we&rsquo;re making life just work by empowering more than 35,000 businesses with industry-leading technology to get drivers back on the road and to health quickly and seamlessly. We&rsquo;re pushing boundaries with innovative AI solutions that simplify and enhance the claims and repair journey. Through purposeful innovation and the strength of its connections, CCC technologies empower the people and industry relied upon to keep lives moving forward when it matters most. Learn more about CCC at www.cccis.com . 
 
<h1 class="jobSectionHeader">The Role
</h1>We are seeking a Director of HR Strategy to architect the future of our workforce through data-backed insights and scalable human capital frameworks. Acting as a trusted internal consultant, you will be pivotal in shaping the organization's future by optimizing our talent ecosystem, enhancing employee experience, and aligning HR strategy with overall business objectives.
 
 
This role requires a strategic thinker who is passionate about people and has a deep understanding of the HR function. The ideal candidate will be a visionary leader who thrives on solving complex organizational puzzles and delivering measurable business results. 
 
<h1 class="jobSectionHeader">Key Responsibilities:
</h1><div><div>HR Strategy
</div><div><ul><li>Strategic Roadmap Development: Translate long-term business goals into a multi-year people strategy, focusing on organizational effectiveness and workforce planning.
</li></ul></div><div><ul><li>Project Excellence: Oversee the planning and execution of strategic HR projects, building strong cross-functional partnerships to ensure successful delivery.
</li></ul></div><div><ul><li>Organizational Design: Continuously evaluate our structure to ensure agility; identify opportunities to streamline workflows and improve cross-functional collaboration.
</li></ul></div><div><ul><li>Change Management Leadership: Lead large-scale transformation initiatives (e.g., M&amp;A integration, operating model shifts, or digital HR implementation) using structured consulting methodologies.
</li></ul></div><div><ul><li>Capability Building: Further embed an analytical mindset and project management best practices across the HR function to bolster internal execution capabilities.
</li></ul></div><div>People Analytics &amp; Insights
</div><div><ul><li>Analytics Capability: Maximize the implementation of people analytics capabilities to derive business value and enhance overall talent decisions.
</li></ul></div><div><ul><li>Data-Driven Decisioning: Utilize insights to inform HR decisions, measure effectiveness, and identify emerging trends through sophisticated KPIs and metrics.
</li></ul></div><div><ul><li>Strategic Workforce Planning: Partner with HRBPs on workforce planning and analysis to anticipate future talent needs and deliver an HR roadmap that drives measurable business impact.
</li></ul></div><div>HR Technology &amp; Digital Strategy
</div><div><ul><li>Human-Centered AI Strategy: Design and execute an HR AI strategy that acts as a blueprint for enterprise AI adoption at CCC. You will ensure that technology serves the person, not the other way around, focusing on &quot;reimagining how we work.&quot;
</li></ul></div><div><ul><li>AI &amp; Automation Roadmap: Collaborate with HR COEs and IT partners to deliver a roadmap that prioritizes AI-driven automation, predictive tools, and modern Employee Experience (EX) platforms to drive measurable value.
</li></ul></div></div><div><div><ul><li>Digital Value Creation: Accountable for identifying and implementing emerging HR technology solutions that deliver measurable efficiency gains and a competitive advantage in a rapidly changing environment.
</li></ul></div><div>Chief of Staff to the CHRO
</div><div><ul><li>Executive Support &amp; Governance: Provide high-level strategic support to the CHRO, acting as a conduit between the HR Leadership Team and the broader business. Lead strategic planning and special initiatives by collaborating across functions to drive best-in-class solutions.
</li></ul></div><div><ul><li>Enterprise Integration Leadership: Drive HR&rsquo;s contribution to high-stakes cross-functional workstreams. This includes partnering with IT on AI Governance, collaborating with Internal Audit on Risk Management frameworks (ERRM), and leading the end-to-end execution of the HR workstream for M&amp;A, from due diligence through to day -one integration and delivery. 
</li></ul></div></div> 
<h1 class="jobSectionHeader">Requirements:
</h1><div><div>We are seeking a candidate with a diverse professional background that spans strategic advisory and operational execution. Success in this role typically requires a combination of the following:
</div><div><ul><li>Management Consulting: Significant tenure within a top-tier fir m , specifically within a Human Capital or HR Transformation practice.
</li></ul></div><div><ul><li>HR Strategy &amp; Operations: Proven experience within a corporate HR function, with a focus on organizational design, strategic workforce planning, and demonstrated business acumen through successful collaboration within HR and throughout the company .
</li></ul></div><div><ul><li>Technology Sector Expertise: Experience navigating the unique talent and operational challenges of a global technology or high-growth SaaS organization.
</li></ul></div><div>Education
</div><div><ul><li>Bachelor&rsquo;s degree required
</li></ul></div><div><ul><li>MBA or relevant Master&rsquo;s degree is highly preferred. 
</li></ul></div><div>Core Competencies
</div><div><ul><li>Structured Problem Solving: The ability to take &quot;messy,&quot; ambiguous business problems and break them down into logical, actionable workstreams and frameworks.
</li></ul></div><div><ul><li>Analytical Rigor: A natural tendency to lead with data; the ability to define KPIs that bridge the gap between &quot;HR activities&quot; and &quot;Business ROI.&quot;
</li></ul></div><div><ul><li>Strategic Agility: A high degree of adaptability; the ability to pivot quickly as market conditions, technology (AI), or company priorities shift without losing momentum.
</li></ul></div><div><ul><li>Executive Presence: Natural gravitas and composure; proven experience maintaining credibility while advising C-suite stakeholders and preparing &quot;Board-ready&quot; strategic materials.
</li></ul></div><div><ul><li>High-Stakes Communication: Exceptional storytelling skills with a focus on data translation; the ability to turn complex HR metrics and tech roadmaps into a compelling narrative that drives executive buy-in.
</li></ul></div></div><div><div><ul><li>Influence Without Authority: A proven &quot;internal consultant&quot; mindset with the business acumen to build trust and drive alignment across all levels of the organization, specifically with senior business leaders outside of the HR function. 
</li></ul></div></div> 
<div><div><div><div><div><div><div><h1 class="jobSectionHeader">About CCC's Commitment to Employees:
</h1></div></div></div></div></div></div></div>CCC Intelligent Solutions understands that our employees play an integral role in our vision to shape a world where life just works. Our team is defined by our values of Integrity, Customer-Focus, Innovation, Inclusion &amp; Diversity, Tenacity, and Connection. Through diverse perspectives, purposeful innovation, and the strength of connections, our technologies empower the people and industry relied upon to keep lives moving forward when it matters most.
At CCC, together everyone can thrive as we innovate and collaborate, creating employee experiences that just work. We are committed to providing opportunities for our people to make real-life impacts, advance in their careers, and contribute to CCC&rsquo;s success.
CCC offers competitive compensation and benefits to support you and your families, including:
<ul><li>401K Match
</li><li>Paid time off
</li><li>Annual Incentive Plan Performance Bonus
</li><li>Comprehensive health insurance
</li><li>Adoption Assistance
</li><li>Tuition Reimbursement
</li><li>Wellness Programs
</li><li>Stock Purchase Plan options
</li><li>Employee Resource Groups
</li></ul>For more information about our benefits, please check out our careers site .
Here, you belong. You are seen, valued, and respected. We celebrate you for who you are and all you bring. Every voice is heard and is important to our success. You can hear what employees have to say about our culture here
If you require reasonable accommodation to complete a job application, please contact (800) 621-8070.</div>

Director, HR Strategy

TransUnion

<div>TransUnion's Job Applicant Privacy Notice
Personal Information We Collect
Your Privacy Choices
What We'll Bring:
At TransUnion, we strive to build an environment where our associates are in the driver&rsquo;s seat of their professional development, while having access to help along the way. We encourage everyone to pursue passions and take ownership of their careers. With the support of colleagues and mentors, our associates are given the tools needed to get where they want to go. Regardless of job titles, our associates have the opportunity to learn new things and be a leader every day.
 
 
Come be a part of our team &ndash; you&rsquo;ll work with great people, pioneering products and cutting-edge technology.
 
 
Global People Operations is responsible for delivering high quality experiences to associates, managers, and the broader HR organization. Global People Operations facilitates critical employee lifecycle transactions in a seamless way and are vital consultants for associates and business leaders when they have any questions or concerns about HR-related programs, policies or procedures. From onboarding new hires into the company, to coordinating an outstanding associate journey and working closely with external vendors, the focus is simple: to provide a stellar level of support to our associates and business partners.
 
 
As TransUnion continues to evolve to a globally aligned, product-oriented operating model, Global People Operations plays a critical role in simplifying work, improving efficiency, and delivering consistent, scalable HR services across the enterprise. People Operations serves as the operational backbone of HR&mdash;ensuring services, processes, and insights enable the broader people strategy while reducing complexity and capacity strain across the function.
 
 
We are looking for a leader to continue our evolution and build a worldclass global people operations organization &ndash; someone who knows what great looks like and how to create it. This leader will help define and deliver a simplified, globally consistent service experience that scales with the business and supports TransUnion&rsquo;s long-term people strategy.
What You'll Bring:
<ul><li>Lead and manage the global employee and manager inquiry experience, including case management, tiered support models, service standards, and SLAs
</li><li>Own global People Operations service delivery across the employee lifecycle, ensuring consistent, high-quality execution at scale
</li><li>Establish and refine global people operations strategy and optimize the organization, operating model and technology platforms to deliver an employee-centric, high quality, consistent and scalable experience.
</li><li>Serve as a key business leader in operationalizing GenAI within People Operations, including partnering with technology on application of TransUnion&rsquo;s OneTru AI platform. Define use cases, service standards, governance, and adoption practices. This role ensures AI capabilities are responsibly embedded into HR platforms (e.g., Workday and case management) to enhance decision support, knowledge access, and service effectiveness.
</li><li>Define and manage the People Operations service portfolio, including what services are delivered globally versus locally, and how work is segmented across Tier 1, Tier 2, and specialist support
</li><li>Establish clear roles, handoffs, and decision rights between People Operations, HRBPs, and COEs in alignment with the evolved HR operating model
</li><li>Apply a product and journey mindset to HR services, using GenAI-driven insights, associate feedback, operational data, and trend analysis to simplify processes and improve experiences
</li><li>Identify opportunities for continuous improvement, standardization, and automation to reduce complexity and improve capacity across HR. Use GenAI-powered insights, including TransUnion&rsquo;s proprietary OneTru AI trend and pattern analysis, to proactively identify experience risks, emerging inquiry drivers, and capacity constraints. This enables People Operations to address issues before they impact associates and managers, improving trust, engagement, and service resilience at scale.
</li><li>Partner with other HR COEs, HR Business Partners and other key stakeholders to operationalize new programs, policies, and acquisitions in a scalable and sustainable way
</li></ul>Impact You'll Make:
Strategic Intent &amp; Leadership
<ul><li>The leader refines and reprioritizes People Operations strategy in alignment with HR&rsquo;s multiyear plan, tracking outcomes related to service quality, efficiency, capacity, and associate experience.
</li></ul>Transformation Roadmap
<ul><li>Global People Operations is on an operational journey, transforming from geographic silos to a global team leveraging one common platform and unified ways of working. The leader owns the execution of the journey, the leadership of the team, and the change management of the process.
</li><li>This includes simplifying legacy processes, reducing unnecessary variation, and building scalable operating practices that support a globally aligned HR function.
</li></ul>Technology &amp; Systems Partnership
<ul><li>The Senior Director partners closely with HR and Technology leadership to translate People Operations requirements into clear priorities, service needs, and adoption plans. This role is accountable for operational readiness, process design, data quality, change adoption, and ongoing optimization of HR platforms (including Workday and Dovetail case management) for People Operations service delivery.
</li><li>Providing thought leadership and partnership in operationalizing the use of AI to enhance the efficiency and effectiveness of People Operations service delivery is a key priority for this role.
</li></ul>Process Efficiency &amp; Scale
<ul><li>This role will be a key identifier of enterprise people processes that can be done differently with continuous improvement or technology investment. The leader, with the support of team resources, will have a mandate to continuously improve the associate and manager experience.
</li><li>The role uses operational metrics, case trends, and service insights to proactively identify pressure points, risks, and opportunities to improve efficiency, reduce burnout, and strengthen HR&rsquo;s capacity to deliver both transformation and day-to-day services.
</li></ul>Talent Builder
<ul><li>The Global People Operations leader manages a large global organization and influences across the HR team at TransUnion. Team building for collaboration, knowledge sharing, and encouraging a continuous improvement mindset is critical to the success of the function, as is developing individual talent within the team to become well-rounded HR professionals.
</li><li>This role builds a globally connected People Operations team with strong service, process, data, and change capabilities, developing leaders who can operate effectively within a global, product oriented HR model.
</li></ul>Scale
<ul><li>As TransUnion continues to grow organically and via acquisition, the Global People Operations team must scale to meet the increased headcount and volumes that enter the employee lifecycle system.
</li><li>This role ensures that People Operations capabilities, capacity, and service models evolve to support growth while maintaining consistency, compliance, and a strong associate experience.
</li></ul>#LI-KJ1
Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable law, including the Los Angeles County Fair Chance Ordinance for Employers, the San Francisco Fair Chance Ordinance, Fair Chance Initiative for Hiring Ordinance, and the California Fair Chance Act.
Adherence to Company policies, sound judgment and trustworthiness, working safely, communicating respectfully, and safeguarding business operations, confidential and proprietary information, and the Company&rsquo;s reputation are also essential expectations of this position.
This is a hybrid position and involves regular performance of job responsibilities virtually as well as in-person at an assigned TU office location for a minimum of two days a week.
Benefits:
TransUnion provides flexible benefits including flexible time off for exempt associates, paid time off for non-exempt associates, up to 12 paid holidays per year, health benefits (including medical, dental, and vision plan options and health spending accounts), mental health support, disability benefits, up to 12 weeks of paid parental leave, adoption assistance, fertility planning coverage, legal benefits, long-term care insurance, commuter benefits, tuition reimbursement, charity gift matching, employee stock purchase plan, 401(k) retirement savings with employer match, and access to TransUnion&rsquo;s Employee Resource Groups. Spousal, domestic partner, and other eligible dependent coverage is available on select health and welfare plans.
We are committed to being a place where diversity is not only present, it is embraced. As an equal opportunity employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability status, veteran status, genetic information, marital status, citizenship status, sexual orientation, gender identity or any other characteristic protected by law. Additionally, in accordance with Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans&rsquo; Readjustment Assistance Act of 1974, TransUnion takes affirmative action to employ and advance in employment qualified individuals with a disability and protected veterans in all levels of employment and develops annual affirmative action plans. Components of TransUnion&rsquo;s Affirmative Action Program for individuals with disabilities and protected veterans are available for review to any associate or applicant for employment upon request by contacting ERCoE@transunion.com.
<h2 class="jobSectionHeader">Pay Scale Information :
</h2>The U.S. base salary range for this position is $166,800.00 - $250,000.00 annually. *The salary range for this position reflects a reasonable estimate of the range of compensation for this job. At TransUnion, actual compensation is based on careful consideration of additional factors such as (but not limited to) an individual&rsquo;s education, training, work experience, job-related skill set, location, and industry knowledge, as well as the scope and responsibilities of the position and market considerations.
Regular, fulltime non-sales positions may be eligible to participate in TransUnion&rsquo;s annual bonus plan. Certain positions may be also eligible for long-term incentives and other payments based on applicable company guidance and plan documents. 
 
TransUnion's Internal Job Title:
Sr Director, HR Operations
Company:
TransUnion LLC</div>

Senior Director, Global People Services, Human Resources

Botany Bay

<div>
 
 
 A Bit About Botany Bay
 
 
 
 Botany Bay is a cannabis management services company that supports licensed operators across cultivation, processing, and retail. We provide centralized expertise in operations, compliance, finance, HR, construction, and strategic growth: allowing our partners to focus on running high-performing, compliant businesses in highly regulated markets.
 
 
 &nbsp;
 
 
 Our work spans multiple states and regulatory environments. That means precision, sound judgment, and operational discipline are essential. We prioritize regulatory integrity, measurable performance, and long-term sustainability while maintaining a practical, hands-on approach to problem solving.
 
 
 We&rsquo;re growing thoughtfully and intentionally, and this role will play a key part in shaping what our next phase looks like.
 
 
 
 &nbsp;
 
 
 
 
 Our Culture
 
 
 
 We are building a team that takes pride in delivering exceptional customer experiences while driving strong business results. In a highly regulated industry, accountability and attention to detail protect both our customers and our business.
 
 
 &nbsp;
 
 
 We believe in personal responsibility, clear communication, and showing up prepared every day. We collaborate across roles, step in when needed, and support one another during busy shifts to keep operations running smoothly.
 
 
 &nbsp;
 
 
 We are committed to continuous improvement: individually and as a team.
 
 
 &nbsp;
 
 
 If you value reliability, teamwork, high standards, and measurable performance, you&rsquo;ll fit well here.
 
 
 
 &nbsp;
 
 
 
 
 About the Role
 
 
 
 We&rsquo;re looking for a people-centered Director of Human Resources to help lead and scale our HR function during a period of growth. This role exists because Botany Bay continues to grow, and our people strategy, HR infrastructure, and employee experience need to grow, too.
 
 
 &nbsp;
 
 
 This role is both strategic and hands-on. You&rsquo;ll serve as a trusted advisor to senior leadership while actively building and improving the systems, processes, and talent pipelines that support the business day to day. You&rsquo;ll lead the HR function while stepping in to support execution: hiring foundational leaders, strengthening performance standards, and ensuring operational consistency across locations.
 
 
 &nbsp;
 
 
 You&rsquo;ll partner across operations, compliance, finance, and corporate teams to support approximately 300 employees across retail, cultivation, production, and corporate environments. This is an opportunity for a player-coach who enjoys building while doing: someone comfortable setting direction and rolling up their sleeves to get the work done.
 
 
 
 &nbsp;
 
 
 
 
 The Opportunity
 
 
 
 In this role, you will:
 
 
 &bull; Lead the development and execution of HR strategies that support business growth and operational excellence
 
 
 &bull; Translate company goals into people priorities through workforce planning, organizational design, and talent initiatives
 
 
 &bull; Build, improve, and maintain HR systems, processes, and programs across multiple states and entities
 
 
 &bull; Partner with leaders and cross-functional teams to solve people, performance, and compliance challenges
 
 
 &bull; Learn, adapt, and iterate as the organization continues to scale and evolve
 
 
 
 &nbsp;
 
 
 
 
 What We&rsquo;re Looking for in You
 
 
 
 We&rsquo;re looking for someone who brings:
 
 
 &bull; 7+ years of progressive HR experience, including 3+ years in a leadership role overseeing multi-site operations
 
 
 &bull; Experience leading an HR team while remaining actively involved in hands-on HR work, including recruiting and sourcing
 
 
 &bull; Deep expertise across recruitment and sourcing (including hiring and developing frontline and leadership roles), employee relations, employment law, talent strategy, and organizational development
 
 
 &bull; Proven ability to hire high-quality leaders efficiently in support of business growth
 
 
 &bull; Experience strengthening HR infrastructure, including systems, metrics, and scalable processes
 
 
 &bull; Experience supporting hourly retail or manufacturing employee populations alongside corporate teams
 
 
 &bull; Strong executive-level communication, sound judgment, and the ability to influence leaders constructively
 
 
 &bull; Comfort navigating growth, ambiguity, and highly regulated environments
 
 
 &bull; Ability to travel up to 25% across Illinois and Kentucky
 
 
 
 &nbsp;
 
 
 
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field required
 
 
 Master&rsquo;s degree or HR certifications (SPHR, SHRM-SCP) preferred
 
 
 
 &nbsp;
 
 
 
 
 How You&rsquo;ll Really Stand Out
 
 
 
 You&rsquo;ll stand out if you also bring:
 
 
 &bull; Experience working in highly regulated industries such as cannabis, healthcare, or pharmaceuticals
 
 
 &bull; A track record of scaling HR systems and practices in fast-growing organizations
 
 
 &bull; Experience moving people initiatives from idea &rarr; execution &rarr; measurable impact
 
 
 &bull; Strong change management instincts during periods of expansion or organizational evolution
 
 
 
 &nbsp;
 
 
 
 
 What Your First Six Months Might Look Like
 
 
 
 
 Within your first month, you will:
 
 
 
 &bull; Learn our organizational structure, locations, and regulatory landscape
 
 
 &bull; Build relationships with senior leaders, site leaders, and employees
 
 
 &bull; Gain clarity on HR priorities, risks, and opportunities across the business
 
 
 
 &nbsp;
 
 
 
 
 Within three months, you will:
 
 
 
 &bull; Own and execute HR initiatives tied to compliance, workforce stability, and manager effectiveness
 
 
 &bull; Deliver HR guidance and processes that are actively used by leaders and teams
 
 
 &bull; Navigate employee relations matters with confidence, consistency, and sound judgment
 
 
 
 &nbsp;
 
 
 
 
 Within six months, you will:
 
 
 
 &bull; Stabilize and strengthen workforce engagement and retention across retail and cultivation operations to support our sustainable growth
 
 
 &bull; Improve the quality and efficiency of leadership hiring for foundational roles that support expansion
 
 
 &bull; Strengthen HR infrastructure, including clear metrics, reporting, and scalable systems
 
 
 &bull; Build consistency in performance standards and leadership accountability across locations
 
 
 &bull; Be a trusted partner by the COO, leadership team and our employees
 
 
 
 &nbsp;
 
 
 
 
 A Bit More About Botany Bay
 
 
 
 We work across functions and locations, to navigate the complexity of our industry. We value problem solving, accountability, and thoughtful decision-making in an environment where compliance and people experience both matter.
 
 
 
 &nbsp;
 
 
 
 
 What We Offer
 
 
 
 &bull; Salary range: $120,000&ndash;$145,000, based on experience and qualifications
 
 
 &bull; Medical, dental, vision, and 401(k) benefits
 
 
 &bull; Paid time off and company holidays
 
 
 &bull; Employee discounts
 
 
 &bull; Professional development opportunities
 
 
 
 &nbsp;
 
 
 
 
 A Note to Candidates
 
 
 <ul>
 <li>
 If you&rsquo;re excited about this role but don&rsquo;t meet every requirement, we still encourage you to apply. We value learning, growth, and diverse perspectives. We know strong leaders come from many paths.
 </li>
 </ul>
</div>

Director of Human Resources

University of Illinois

<div><div><div><div>Director of Library Human Resources 
Hiring Department: University Library

Location: Chicago, IL USA

Requisition ID: 1039910
Posting Close Date: April 10, 2026
Salary: The budgeted salary for this position is $120,000 - $125,000.
About the University of Illinois Chicago
UIC is among the nation&rsquo;s preeminent urban public research universities, a Carnegie RU/VH research institution, and the largest university in Chicago. UIC serves over 34,000 students, comprising one of the most diverse student bodies in the nation and is designated as a Minority Serving Institution (MSI), an Asian American and Native American Pacific Islander Serving Institution (AANAPSI) and a Hispanic Serving Institution (HSI). Through its 16 colleges, UIC produces nationally and internationally recognized multidisciplinary academic programs in concert with civic, corporate and community partners worldwide, including a full complement of health sciences colleges. By emphasizing cutting-edge and transformational research along with a commitment to the success of all students, UIC embodies the dynamic, vibrant and engaged urban university. Recent &ldquo;Best Colleges&rdquo; rankings published by U.S. News &amp; World Report, found UIC climbed up in its rankings among top public schools in the nation and among all national universities. UIC has over 300,000 alumni, and is one of the largest employers in the city of Chicago. 
This position is intended to be eligible for benefits. This includes Health, Dental, Vision, Life Insurance, a Retirement Plan, Paid time Off, and Tuition waivers for employees and dependents. 

Job Summary
Reporting to the University Librarian and Dean of Libraries, the Director of Library Human Resources leads the human resources department in all areas of transactional and strategic activity which supports the mission and goals of the University Library. The individual will work in close collaboration with library leadership and will have HR responsibilities at two library sites in Chicago as well as two regional locations.
The director will have a broad range of experience in human resource strategies and practices and will provide oversight for all Library Human Resources services: HR operations, recruitment, training and organizational development, performance management, compensation, faculty affairs, employee relations and policy interpretation. The director will apply these strategies and practices in compliance with UIC Policy and the State of Illinois employment regulations.
The director will develop and implement programs that are consistent with the library&rsquo;s strategic plan, and which support the vision and values of the library. The Director of Library Human Resources will provide appropriate counsel and expertise to library leadership, department heads, managers, and employees on various complex HR issues.
Duties &amp; Responsibilities<ul><li>
Partner with library administrative leadership to develop long and short-term objectives for the Human Resources department in support of Library strategic and operational goals.</li><li>
Formulate and implement policies and procedures related to human resources operations in the library that are consistent with the campus and the university system. Ensure compliant, fair and consistent application of university guidelines, as well as state laws and regulations regarding personnel practices. 
</li><li>
 Provide regular reports of internal and external data to library leaders and stakeholders related to compensation, position classification, recommendations, tracking of HR metrics and evaluation of HR programs and activities. Analyze data to guide strategic employment planning.</li><li>
Direct, oversee and manage the work of HR department team members to ensure deadlines and goals are met. Provide mentoring, guidance and feedback to staff to support increased knowledge and career development.</li><li>
Lead effort to sustain and enhance a culture of diversity, collaboration and teamwork. Develop and coordinate employee programs to support professional development and engagement and foster an inclusive work environment.</li><li>
Serve as the library representative and liaison to campus administrative offices which include the Office of the Vice Chancellor for Faculty Affairs, Office of Access and Equity, Benefits and Payroll, Labor &amp; Employee Relations, and the Office of University Counsel.</li><li>
Provide faculty affairs-related support to the dean and Library faculty on HR matters.</li><li>
Provide counsel and expertise to managers and employees in all areas of human resources, including, but not limited to: employee and labor relations, professional development and engagement, recruiting, performance management, and compensation.</li><li>
Facilitate the recruitment and retention of faculty, academic professionals, and civil service staff. Direct the recruiting activities from initial outreach through onboarding.</li><li>
Oversee and continually improve operations and workflows for all Library HR processes (i.e. HRIS transactions, onboarding, offboarding, payroll, leaves of absence, etc.) Oversee leave of absence management and accommodation request processes for the University Library.</li><li>
Perform other related duties and participate in special projects as assigned.</li></ul> 
Minimum Qualifications<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, Communication, Management, Organizational Effectiveness, Psychology or in a similarly related field.</li><li>
Minimum of seven (7) years of proven progressive experience in HR leadership experience, of which four (4) years were in a supervisory role related to the responsibilities of the position.</li><li>
Strong knowledge of HR practices and employment law.</li><li>
Experience and skills in employee relations, performance management, training and development, workplace culture development, critical thinking, planning abilities, decision making, teamwork, collaboration, motivation and problem solving.</li><li>
The ability to clearly convey information, actively listen, and adapt communication style to different situations and audiences, both verbally and in writing and able to give and receive feedback effectively, and build rapport with others.</li><li>
Excellent organization, administrative, and project management skills to prioritize and address multiple tasks. Ability to identify organizational and business needs to lead continuous improvement.</li><li>
Ability to maintain confidentiality and demonstrate a high level of discretion.</li></ul>
Preferred Qualifications<ul><li>
 HR experience at a public or private academic institution of higher education</li><li>
Master&rsquo;s degree in a related field</li><li>
HR Certification (SHRM-P, PHR, HRCI)</li><li>
Experience with Human Resources Information System (HRIS) platforms</li></ul>
Application Instructions: 
For fullest consideration, apply by April 3, 2026, with C.V., cover letter, and the name and contact information for at least three professional references. The position close date is April 10, 2026. All applicants must submit an online application through https://jobs.uic.edu/. Any applicant who does not submit all required materials will not be considered. 
 
The University of Illinois System is an equal opportunity employer, including but not limited to disability and/or veteran status, and complies with all applicable state and federal employment mandates. Please visit Required Employment Notices and Posters to view our non-discrimination statement and find additional information about required background checks, sexual harassment/misconduct disclosures, and employment eligibility review through E-Verify.
The university provides accommodations to applicants and employees. Request an Accommodation
Artificial Intelligence (AI) tools may be used in some portions of the candidate review process for this position, however, all employment decisions will be made by a person.</div></div></div></div><div></div>

Director of Library Human Resources

TALNT

<div>About the Role: 
The HR Manager is a human resources leader responsible for overseeing core HR operations, talent management, employee relations, and HR compliance within a dynamic organization. This role supports business objectives by developing and implementing effective HR strategies, managing day to day human resources functions, and ensuring a positive employee experience. The HR Manager partners closely with leadership and department managers to drive workforce planning, performance management, talent development, and compliance with employment laws and HR best practices.
Responsibilities:<ul><li>
Lead and manage core human resources functions including employee relations, performance management, talent management, and HR operations.</li><li>
Partner with leadership and department managers to support workforce planning, organizational development, and hiring strategies.</li><li>
Oversee the full employee lifecycle including onboarding, employee engagement, performance reviews, promotions, and offboarding.</li><li>
Provide guidance and resolution on employee relations matters including workplace concerns, conflict resolution, and policy interpretation.</li><li>
Ensure compliance with federal, state, and local employment laws as well as internal HR policies and procedures.</li><li>
Develop and implement HR programs focused on employee engagement, retention, and organizational culture.</li><li>
Manage HR systems including Human Resources Information Systems, employee records, and HR data reporting.</li><li>
Support recruiting and talent acquisition efforts by partnering with hiring managers and overseeing recruitment processes when needed.</li><li>
Analyze HR metrics such as turnover, retention, engagement, and workforce trends to inform HR strategy and leadership decisions.</li><li>
Maintain and update employee handbooks, HR policies, and workplace guidelines to ensure regulatory compliance and operational consistency.</li></ul>
Qualifications:<ul><li>
Bachelors degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent professional HR experience.</li><li>
Minimum of 5 years of progressive experience in human resources including HR operations, employee relations, and HR compliance.</li><li>
Strong knowledge of employment law, HR policies, and regulatory compliance including federal and state labor regulations.</li><li>
Experience managing HR systems and Human Resources Information Systems for employee data management and reporting.</li><li>
Proven ability to manage employee relations issues and provide sound guidance to managers and leadership teams.</li><li>
Strong communication, leadership, and interpersonal skills with the ability to build trust across all levels of the organization.</li><li>
Ability to manage multiple HR initiatives and priorities in fast paced environments while maintaining strong attention to detail.</li></ul>
Desired Qualifications:<ul><li>
Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.</li><li>
Experience supporting HR functions in growing organizations or multi department environments.</li><li>
Background implementing HR programs related to employee engagement, performance management, and leadership development.</li><li>
Experience using HR analytics and workforce data to guide HR strategy and organizational decision making.</li><li>
Familiarity with HR technology platforms, HRIS systems, and digital HR tools that support modern human resources operations.</li></ul></div>

HR Manager

Claire's

<div>
 
 
 About the Role
 
 
 
 The Manager, Talent Acquisition is responsible for full life cycle recruiting process reporting to the Director HRBP Corporate. The ideal candidate will have experience providing entry to senior level recruiting in a fast-paced, corporate environment. The Manager Talent Acquisition will also have experience advising, guiding and influencing senior level hiring managers throughout the entire recruiting life-cycle. We are seeking an enthusiastic individual who is passionate about providing excellent customer service, providing oversight, support &amp; development to ensure business recruitment needs are met, while directly recruiting for select roles.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Lead and manage both Corporate and Field Recruitment teams, setting clear performance goals aligned to business objectives; provide coaching, development, and succession planning to drive high performance and engagement.
 </li>
 <li>
 Serve as a hands-on, working manager by owning full-cycle recruitment for select corporate and field roles while actively supporting team requisitions as business needs fluctuate.
 </li>
 <li>
 Flex up or down as hiring volumes shift &mdash; stepping into high-volume field recruiting, urgent searches, or strategic corporate roles as needed.
 </li>
 <li>
 Partner closely with senior leaders and hiring managers to understand workforce needs and translate them into proactive, effective recruiting strategies.
 </li>
 <li>
 Drive execution of talent acquisition strategies across the organization, ensuring consistent, efficient, and scalable recruiting processes from sourcing through offer.
 </li>
 <li>
 Continuously improve recruiting operations, including sourcing, screening, interviewing, and candidate experience, reinforcing Claire&rsquo;s culture and values.
 </li>
 <li>
 Develop diverse talent pipelines using multiple sourcing channels including networking, referrals, social media, job boards, and external partnerships.
 </li>
 <li>
 Monitor market trends and leverage innovative tools and best practices to strengthen recruiting outcomes.
 </li>
 <li>
 Manage external vendors and recruiting partners to ensure accountability, quality, and results.
 </li>
 <li>
 Lead and execute key talent acquisition initiatives and projects that support evolving business priorities.
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree or equivalent experience
 </li>
 <li>
 7+ Years of progressive Talent Acquisition experience, including hands-on recruiting
 </li>
 <li>
 3+ Years managing a high-performing team in a dynamic, fast-paced environment
 </li>
 <li>
 Strong people leader with proven ability to set goals, provide feedback, coach, and develop talent.
 </li>
 <li>
 Experience leveraging data and analytics to understand business trends, inform strategy, and drive results.
 </li>
 <li>
 Demonstrated flexibility and agility to adjust priorities, manage fluctuating workloads, and step into hands-on recruiting as needed.
 </li>
 <li>
 Deep expertise in full-cycle recruitment, sourcing strategies, and talent acquisition best practices for both corporate and field roles.
 </li>
 <li>
 Excellent research, writing, editing, project management, and communication skills (verbal, written, and presentation).
 </li>
 <li>
 Proven thought-leadership in developing and implementing innovative talent acquisition solutions and tools.
 </li>
 <li>
 Ability to collaborate effectively with HR, business leaders, recruiting teams, and other internal stakeholders.
 </li>
 </ul>
 
 Proficient in Microsoft Office, including intermediate-level Excel.
 
</div>

Talent Acquisition Manager

Miller Cooper

<div>Job Description: 
PEOPLE OPERATIONS LEAD
Thresh Consulting - Strategy in Action for the AI Era
Salary:$130,000 - $150,000 + up to 20% annual bonus
Location: Chicago or NYC Area Preferred Open to Hybrid w/Travel
ABOUT THRESH
Thresh Consulting is a modern digital consulting firm built for the AI era-where strategy, execution, and craft come together to deliver real outcomes with speed. Our specialty is helping organizations design, build, and scale digital products that create exceptional customer experiences and drive measurable value.
At Thresh, we believe our people are our product. This role exists because talent operations should be about human experience, not processing paperwork. We value clarity over complexity, quality over shortcuts, and using technology to empower our team.
ROLE OVERVIEW
The People Operations Lead is a strategic and hands-on leader responsible for building, scaling, and running a modern People Operations function capable of moving at the pace of the AI era. You will partner directly with Thresh's founding team to drive talent strategy, scale people operations, and own all HR functions.
This is a builder-operator role. You will set the strategy, stand up the systems, advise leadership, and help ensure the right balance as we rapidly grow. We believe deeply in creating a positive human experience for Thresh team members amidst the AI wave and you will be at the center. 
 
Experience and Skills:
WHAT YOU'LL DO
Build and Run People Operations<ul><li>
Own People Ops End-to-End: Define the vision, strategy, and roadmap for all people-related initiatives in lockstep with Partners and Directors. Ensure alignment with Thresh's growth objectives and AI-era ethos.</li><li>
Catalyze HR Innovation: Select, implement, and manage a modern stack across areas such as HRIS, payroll, and ATS. Use AI and automation to streamline administrative work (onboarding workflows, expense approvals, compliance checks, data entry), optimizing how talent at Thresh can focus on high-value client efforts.</li><li>
Champion Governance &amp; Compliance: Establish, maintain, and evolve best practices fit for the AI era, spanning HR, recruiting, legal compliance, and internal governance across all operational areas.</li></ul>
Lead Talent Strategy<ul><li>
Define and Execute Talent Strategy: Collaborate with leadership to attract exceptional talent across strategy, product, engineering, and design - from early-career practitioners to senior leaders.</li><li>
Build the Recruiting Engine: Own strategy, implementation, and optimization of recruiting systems, tools, and processes (ATS, interview scheduling, pipeline analytics).</li><li>
Shape Compensation Philosophy: Advise on compensation bands, total rewards, and market-based hiring strategies. The goal is to be the firm that sets the market, not the one reacting to it.</li></ul>
Create a Premier Employee Experience<ul><li>
Manage Performance &amp; Career Growth: Develop a fair, transparent performance management process focused on coaching, growth, and continuous feedback.</li><li>
Oversee &amp; Scale Benefit Offerings: Oversee Thresh vendors across the end-to-end administration of all employee benefits (health, dental, 401k/match) and payroll processing to ensure accuracy and timeliness. Continuously evaluate vendor fit for emerging needs at scale.</li><li>
Facilitate Learning &amp; Development: Architect and deliver firm-wide training programs, including leadership development, professional skill-building, and ongoing fluency with AI tools and modern craft.</li><li>
Own Employee Relations: Serve as the primary, trusted point of contact for employee relations, conflict resolution, and workplace investigations.</li></ul>
WHAT YOU BRING<ul><li>
5-8+ yearsof progressive experience in Talent, People Operations, or Human Resources, ideally in a fast-paced consulting or technology environment.</li><li>
Strategic &amp; Execution Discipline: You can zoom out to define high-level strategy, then zoom in to manage a vendor or troubleshoot a compliance issue.</li><li>
AI/Automation Fluency: You have a bias toward using technology to make processes better, faster, and more human. Bonus if you've actually implemented AI tooling in a People Ops context.</li><li>
Builder Mindset: You've stood up systems before (or are hungry to). You're energized by the opportunity to build, not intimidated by it.</li><li>
Compliance Knowledge: Experience navigating employment law and HR compliance across key operating states (e.g., NY, IL, CO preferred).</li><li>
Exceptional Communication: Proven ability to coach, advise, and drive alignment with senior leaders and Partners.</li></ul>
WHY THRESH<ul><li>
Competitive compensation with performance bonus upside</li><li>
Healthcare benefits and 401(k) with company match.</li><li>
A culture that is builder-first, low-ego, and hyper-focused on craft and measurable client outcomes.</li><li>
The opportunity to shape the foundation of a rapidly growing firm focused on premier talent.</li><li>
A front-row seat to how AI is reshaping professional services and the chance to build the people function that proves a better model exists.</li></ul>
AN EQUAL OPPORTUNITY EMPLOYER
Individual salaries that are offered to a candidate are determined after consideration of numerous factors including internal equity, market data, the candidate's qualifications- including but not limited to specialty skills, prior relevant industry experience, relevant degrees or certifications. The salary range estimate below is inclusive of all departments, and offered salaries may vary within the given range between departments. A reasonable estimate of the base salary range for this level is $130,000 to $150,000 annualized and other competitive benefits. 
From: Miller Cooper</div>

People Operations Lead

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