manufacturing hr business partner Jobs in Chicago

manufacturing hr business partner

human resources business partner Jobs in Chicago

human resources business partner

hr business partner

Gateway Foundation

<div><p><b>Who is Gateway Foundation?</b></p><p>
Gateway Foundation, Inc. is a national non-profit dedicated to helping individuals with substance use and mental health disorders. Established in 1968, Gateway provides essential tools and knowledge for recovery, positively impacting hundreds of thousands of lives. Operating through its Community Services, Corrections Divisions, and Corporate Headquarters, the organization is recognized for innovative, effective treatment approaches and maintaining high standards.</p><p></p><p><b><br>
Why join us?</b></p><p>
Discover a rewarding career where you can find both personal and professional fulfillment while aligning your values with your work. You'll have the opportunity to make a meaningful impact by aiding individuals in overcoming addiction. We pride ourselves on being an organization that values you and strives to be an employer of choice, fostering a vibrant culture that promotes teamwork and professional growth. Your voice matters here; we actively listen to and value our employees' thoughts, allowing you to be part of organizational decisions. Join Gateway Foundation today and become part of a team dedicated to making a positive difference in the lives of others.</p><p></p><p><b><br>
The Human Resources Business Partner is responsible for:</b></p><p>
To solve organizational challenges, understand all aspects of the business and serve as an internal consultant and thought partner to leadership on employee-related and organizational topics. Develops and implements HR strategies that will drive the business to meet its goals. This role requires strategic reasoning, critical thinking, use of data to guide work and the ability to challenge decisions and influence leaders to reassess how work is done in order to foster a positive work environment.</p><ul><li>
Partners with leadership in multiple business units to design and execute HR strategies to develop, motivate, and retain employees</li><li>
Execute programs and leads initiatives, such as talent management, performance management, leadership coaching, data analysis, compensation and rewards, learning and development, and strategic organizational development</li><li>
Acts as a subject matter expert regarding organizational and employee-related planning and execution</li><li>
Provide insightful data to guide decision making and offer proactive solutions, solving problems and getting to the root cause of any issue, regardless of complexity.</li><li>
Consult with leadership to create comprehensive action plans to influence lasting and sustainable efficiencies. Design and quickly implement solutions that cut across multiple disciplines, even those beyond human resources and organizational solutions.</li></ul><p></p><p><b><br>
Job Requirements:</b></p><ul><li>
 Bachelor&rsquo;s degree in human resources, business administration or a related field required</li><li>
5 years of relevant work experience, progressively more related experience</li><li>
Experiene in the healthcare field, especially behavioral health, is strongly preferred.</li><li>
Strong analytical and problem solving skills, ability to analyze data, understand trends, develop and monitor action plans and recommendations for action based on the analysis</li><li>
Strong ability to influence leaders by building effective relationships and manage complex</li><li>
Flexible - comfortable jumping in to get things done and being part of complex strategic discussions</li><li>
Strong sense of the importance of teamwork and collaboration</li><li>
Good communication skills to understand and communicate large, complex change</li></ul><p>
The compensation range for this role is $75,000 - $90,000 based on experience level.</p><p></p><p><b><br>
PHYSICAL REQUIREMENTS:</b>
</p><ul><li>Proofreading and checking documents for accuracy on a continual basis (critical).</li><li>
Ability to use a keyboard and computer display monitor to receive, retrieve, and/or audit information and data.</li><li>
Ability to respond to telephone calls.</li><li>
Normal or corrected vision in order to read and audit files.</li></ul><p></p><p><b><br>
Benefits at Gateway Foundation:</b></p><p><b>
Health and Wellness:</b></p><ul><li>
Medical, dental, and vision insurance for employees and dependents</li><li>
Employee wellness program promoting health and fitness and offering cash-saving premiums</li><li>
Employee assistance programs focused on mental health</li></ul><p></p><p><b><br>
Financial wellbeing:</b></p><ul><li>
403(b) Retirement Plan with 3% employer match</li><li>
Short-term and Long-term Disability and Life and AD&amp;D Insurance paid for by Gateway</li><li>
Flexible Spending Accounts for medical and dependent care</li><li>
Public Service Loan Forgiveness (PSLF)</li></ul><p></p><p><b><br>
Flexibility and time off:</b></p><ul><li>
18 paid time off days per year &ndash; accrual rates increase with years of service</li><li>
9 paid company holidays</li><li>
Work-life-balance</li></ul><p></p><p><b><br>
Personal Development:</b></p><ul><li>
Training &amp; Development Programs</li><li>
Tuition Reimbursement - up to $5,250 per calendar year</li><li>
eLearning access to online courses that provide CEU&rsquo;s and job-related training</li><li>
Clinical Supervision: Formal and informal guidance</li></ul><p></p><p><br>
Gateway Foundation is an Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/ Gender Identity/Religion/National Origin/Disability/Vets. Please view Equal Employment Opportunity Posters provided by OFCCP here.</p></div>

HR BUSINESS PARTNER

Ford Motor Company

<div>
 <strong>
  Job Description
  <br/>
  <br/>
 </strong>
 <strong>
  In this position...
  <br/>
  <br/>
 </strong>
 The Manufacturing HR Business Partner serves as a critical strategic partner and hands-on HR leader, deeply embedded within our automotive manufacturing plants and parts depots. This role is responsible for supporting the hourly and salaried workforce, collaborating closely with leadership to drive business objectives through a comprehensive HR lens. The HRBP will foster a positive and productive work environment, manage all aspects of the employee lifecycle, ensure compliance, and champion talent development, employee engagement, and effective labor relations directly on the production floor. This position requires strong business acumen, a proactive approach to problem-solving, and an unwavering commitment to ethical practice and continuous improvement.
 <br/>
 <br/>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 <strong>
  What you'll do...
  <br/>
  <br/>
 </strong>
 <strong>
  HR Business Partnership
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Strategic Business Partnership &amp; Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience. Leverage deep operational acumen, gained through immersive Gemba walks and direct engagement with leadership, to proactively identify and address human capital needs within our lean manufacturing and logistics environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high-performance culture.
  </li>
  <li>
   Talent Management &amp; Workforce Transformation: Design and execute advanced talent management strategies, encompassing performance optimization, leadership development, robust succession planning, strategic compensation, and integrated talent acquisition. Proactively analyze future workforce needs and capabilities, implementing innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives, strategic placements) that build a high-performing, engaged, and resilient workforce pipeline essential for future growth and our organizational transformation.
  </li>
  <li>
   Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms (e.g., Visier, Voice) to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level. Lead complex change management initiatives across diverse stakeholder groups, effectively shifting organizational mindsets and mitigating risks to successfully achieve critical business objectives during our ongoing lean and organizational transformation.
  </li>
  <li>
   Culture Development &amp; Employee Advocacy: Champion a high-performance, inclusive culture, fostering open communication, trust, and mutual respect in alignment with our 7 Proactive Leadership Standards. Act as a visible and influential HR leader, spearheading employee recognition, diversity, equity, and inclusion (DEI) initiatives, and cultural events to significantly boost engagement and drive continuous organizational improvement. Maintain a proactive presence on the plant floor, conducting regular engagements to build strong employee relationships, ensure HR accessibility, and proactively address general workplace concerns.
  </li>
  <li>
   External Relations &amp; Community Stewardship: Orchestrate strategic interactions with local governmental agencies and lead impactful charitable initiatives, significantly strengthening the plant's community engagement and enhancing its positive external brand reputation.
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Labor Relations Expertise
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Strategic Labor and Positive Employee Relations &amp; Negotiation: Lead strategic engagement with labor unions and employee representatives, fostering a proactive and high-trust partnership essential for operational stability and continuous improvement. Play a pivotal role in collective bargaining, negotiating innovative and mutually beneficial agreements that advance long-term business objectives and enhance labor-management relations within our highly dynamic unionized landscape. This strategic leadership directly contributes to stable labor environments, supports sustainable business growth, and ensures employee well-being.
  </li>
  <li>
   Grievance Management &amp; Dispute Resolution: Master the resolution of complex, high-volume union grievances, arbitrations, and disciplinary actions, serving as a critical architect of fair, consistent, and timely outcomes central to our operational environment. Conduct incisive and impartial investigations into sensitive union-related matters, applying advanced conflict resolution and critical thinking to mitigate risk, uphold equity, and safeguard organizational interests.
  </li>
  <li>
   Ethical Practices and Contractual Compliance and Interpretation: Demonstrate expert command of local and national collective bargaining agreements, ensuring precise interpretation and application across all operational facets. Collaborate proactively with operational leaders and union representatives to drive consistent and ethical implementation of contractual terms, proactively resolving inquiries and ensuring fair application. Ensure meticulous adherence to contractual obligations for representative compensation, mitigating financial risks and upholding operational continuity through rigorous compliance and ethical stewardship.
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  HR Operations
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Strategic Risk Mitigation: Lead comprehensive HR compliance and risk management, proactively identifying, assessing, and mitigating legal, reputational, and operational exposures across all employment laws and company policies. Champion an ethical culture, collaborating with legal counsel and corporate investigatory teams on sensitive ethics and compliance matters to reinforce integrity and transparency. This strategic oversight builds a robust compliance framework, safeguards organizational integrity, and protects our brand reputation.
  </li>
  <li>
   Employee Lifecycle Expertise: Optimize critical HR operational processes, including payroll, attendance management, and vacation tracking, ensuring accuracy, compliance, and seamless efficiency. Administer complex leave of absence programs (FMLA, WC, ADA), leveraging HRIS systems for meticulous tracking and compliance, ensuring comprehensive employee support and adherence to regulatory requirements.
  </li>
  <li>
   Workplace Wellness &amp; Safety Leadership: Drive initiatives with safety and occupational health leaders to foster a proactive culture of employee well-being, supporting strategic safety audits and promoting innovative wellness programs that enhance a healthy, safe, and compliant workplace.
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 <strong>
  You'll have...
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor&rsquo;s degree in human resources, Organizational Development, or any other related discipline or commensurate work experience required.
  </li>
  <li>
   Minimum 1-3 years of relevant HR and labor work experience with a bachelor&rsquo;s degree, preferably in a manufacturing setting.
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Even better, you may have...
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   PHR or SHRM-CP certification
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Work Requirements&hellip;
  <br/>
  <br/>
 </strong>
 This role requires onsite presence at the manufacturing plant to fulfill job responsibilities. Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, climbing, etc. Role does require time walking and standing on plant manufacturing floor at least 20% of the time. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment.
 <br/>
 <br/>
 <strong>
  Skills...
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Strategic Partnership
  </li>
  <li>
   Data Storytelling
  </li>
  <li>
   Talent Management
  </li>
  <li>
   Employee Lifecycle Expertise
  </li>
  <li>
   Business and Operational Acumen
  </li>
  <li>
   Positive Employee and Labor Relations
  </li>
  <li>
   Risk Management
  </li>
  <li>
   Change Management
  </li>
  <li>
   Ethical practice
  </li>
  <li>
   Labor Relations and Negotiation
  </li>
  <li>
   Contractual Compliance and Interpretation
  </li>
  <li>
   Grievance Management
  </li>
  <li>
   Workforce Planning
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically.
 <br/>
 <br/>
 You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply!
 <br/>
 <br/>
 As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder&hellip;or all the above? No matter what you choose, we offer a work life that works for you, including:
 <br/>
 <br/>
 <ul>
  <li>
   Immediate medical, dental, vision and prescription drug coverage
  </li>
  <li>
   Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more
  </li>
  <li>
   Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more
  </li>
  <li>
   Vehicle discount program for employees and family members and management leases
  </li>
  <li>
   Tuition assistance
  </li>
  <li>
   Established and active employee resource groups
  </li>
  <li>
   Paid time off for individual and team community service
  </li>
  <li>
   A generous schedule of paid holidays, including the week between Christmas and New Year&rsquo;s Day
  </li>
  <li>
   Paid time off and the option to purchase additional vacation time.
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 This position is a salary grade 6.
 <br/>
 <br/>
 For more information on salary and benefits, click here: New Hire Benefits
 <br/>
 <br/>
 Visa sponsorship is not available for this position.
 <br/>
 <br/>
 Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire.
 <br/>
 <br/>
 We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call 1-888-336-0660.
 <br/>
 <br/>
</div>


Manufacturing HR Business Partner

<div><p><b>In this position...
</b></p><p>The Manufacturing HR Business Partner serves as a critical strategic partner and hands-on HR leader, deeply embedded within our automotive manufacturing plants and parts depots. This role is responsible for supporting the hourly and salaried workforce, collaborating closely with leadership to drive business objectives through a comprehensive HR lens. The HRBP will foster a positive and productive work environment, manage all aspects of the employee lifecycle, ensure compliance, and champion talent development, employee engagement, and effective labor relations directly on the production floor. This position requires strong business acumen, a proactive approach to problem-solving, and an unwavering commitment to ethical practice and continuous improvement.</p></div>
<br><div><p><b>You'll have...
</b></p><ul><li>Bachelor&rsquo;s degree in human resources, Organizational Development, or any other related discipline or commensurate work experience required.
</li><li>Minimum 1-3 years of relevant HR and labor work experience with a bachelor&rsquo;s degree, preferably in a manufacturing setting.
</li></ul><p><b>Even better, you may have...
</b></p><ul><li>PHR or SHRM-CP certification
</li></ul><p><b>Work Requirements&hellip;
</b></p><p>This role requires onsite presence at the manufacturing plant to fulfill job responsibilities. Involves occasional (defined as one-third or less of the time) lifting of no more than 10 pounds at a time. Work is performed primarily in a seated position and entails no significant stooping, climbing, etc. Role does require time walking and standing on plant manufacturing floor at least 20% of the time. Many sedentary jobs require good use of the hands and fingers for repetitive hand-finger actions. Working conditions occur within low to moderate noise levels related to the use of standard office or classroom equipment.
</p><p><b>Skills...
</b></p><ul><li>Strategic Partnership
</li><li>Data Storytelling
</li><li>Talent Management
</li><li>Employee Lifecycle Expertise
</li><li>Business and Operational Acumen
</li><li>Positive Employee and Labor Relations
</li><li>Risk Management
</li><li>Change Management
</li><li>Ethical practice
</li><li>Labor Relations and Negotiation
</li><li>Contractual Compliance and Interpretation
</li><li>Grievance Management
</li><li>Workforce Planning
</li></ul><p>This description outlines the general nature and scope of work typically performed in this job. It is not intended to be an exhaustive list of all duties, responsibilities, knowledge, skills, work requirements, etc. It may vary slightly based on business or geographic needs and is subject to being reviewed and updated periodically.
</p><p>You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply!
</p><p>As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder&hellip;or all the above? No matter what you choose, we offer a work life that works for you, including:
</p><ul><li>Immediate medical, dental, vision and prescription drug coverage
</li><li>Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more
</li><li>Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more
</li><li>Vehicle discount program for employees and family members and management leases
</li><li>Tuition assistance
</li><li>Established and active employee resource groups
</li><li>Paid time off for individual and team community service
</li><li>A generous schedule of paid holidays, including the week between Christmas and New Year&rsquo;s Day
</li><li>Paid time off and the option to purchase additional vacation time.
</li></ul><p>This position is a salary grade 6.
</p><p>For more information on salary and benefits, click here: New Hire Benefits
</p><p>Visa sponsorship is not available for this position.
</p><p>Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire.
</p><p>We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call 1-888-336-0660.
</p><p>#LI-Onsite #LI-LP3</p></div>
<br><div><p><b>What you'll do...
</b></p><p><b>HR Business Partnership
</b></p><ul><li>Strategic Business Partnership &amp; Business Acumen: Serve as a trusted advisor to plant leadership, translating business strategy into impactful HR initiatives that optimize organizational effectiveness and elevate the employee experience. Leverage deep operational acumen, gained through immersive Gemba walks and direct engagement with leadership, to proactively identify and address human capital needs within our lean manufacturing and logistics environments, delivering strategically aligned HR solutions that directly accelerate business success and cultivate a high-performance culture.
</li><li>Talent Management &amp; Workforce Transformation: Design and execute advanced talent management strategies, encompassing performance optimization, leadership development, robust succession planning, strategic compensation, and integrated talent acquisition. Proactively analyze future workforce needs and capabilities, implementing innovative hourly talent programs (e.g., apprenticeship pathways, reskilling initiatives, strategic placements) that build a high-performing, engaged, and resilient workforce pipeline essential for future growth and our organizational transformation.
</li><li>Data Storytelling and Workforce Planning: Champion a data-first approach, leveraging HR analytics platforms (e.g., Visier, Voice) to extract critical insights, predict workforce trends, and inform strategic decision-making at the operational leadership level. Lead complex change management initiatives across diverse stakeholder groups, effectively shifting organizational mindsets and mitigating risks to successfully achieve critical business objectives during our ongoing lean and organizational transformation.
</li><li>Culture Development &amp; Employee Advocacy: Champion a high-performance, inclusive culture, fostering open communication, trust, and mutual respect in alignment with our 7 Proactive Leadership Standards. Act as a visible and influential HR leader, spearheading employee recognition, diversity, equity, and inclusion (DEI) initiatives, and cultural events to significantly boost engagement and drive continuous organizational improvement. Maintain a proactive presence on the plant floor, conducting regular engagements to build strong employee relationships, ensure HR accessibility, and proactively address general workplace concerns.
</li><li>External Relations &amp; Community Stewardship: Orchestrate strategic interactions with local governmental agencies and lead impactful charitable initiatives, significantly strengthening the plant's community engagement and enhancing its positive external brand reputation.
</li></ul><p><b>Labor Relations Expertise
</b></p><ul><li>Strategic Labor and Positive Employee Relations &amp; Negotiation: Lead strategic engagement with labor unions and employee representatives, fostering a proactive and high-trust partnership essential for operational stability and continuous improvement. Play a pivotal role in collective bargaining, negotiating innovative and mutually beneficial agreements that advance long-term business objectives and enhance labor-management relations within our highly dynamic unionized landscape. This strategic leadership directly contributes to stable labor environments, supports sustainable business growth, and ensures employee well-being.
</li><li>Grievance Management &amp; Dispute Resolution: Master the resolution of complex, high-volume union grievances, arbitrations, and disciplinary actions, serving as a critical architect of fair, consistent, and timely outcomes central to our operational environment. Conduct incisive and impartial investigations into sensitive union-related matters, applying advanced conflict resolution and critical thinking to mitigate risk, uphold equity, and safeguard organizational interests.
</li><li>Ethical Practices and Contractual Compliance and Interpretation: Demonstrate expert command of local and national collective bargaining agreements, ensuring precise interpretation and application across all operational facets. Collaborate proactively with operational leaders and union representatives to drive consistent and ethical implementation of contractual terms, proactively resolving inquiries and ensuring fair application. Ensure meticulous adherence to contractual obligations for representative compensation, mitigating financial risks and upholding operational continuity through rigorous compliance and ethical stewardship.
</li></ul><p><b>HR Operations
</b></p><ul><li>Strategic Risk Mitigation: Lead comprehensive HR compliance and risk management, proactively identifying, assessing, and mitigating legal, reputational, and operational exposures across all employment laws and company policies. Champion an ethical culture, collaborating with legal counsel and corporate investigatory teams on sensitive ethics and compliance matters to reinforce integrity and transparency. This strategic oversight builds a robust compliance framework, safeguards organizational integrity, and protects our brand reputation.
</li><li>Employee Lifecycle Expertise: Optimize critical HR operational processes, including payroll, attendance management, and vacation tracking, ensuring accuracy, compliance, and seamless efficiency. Administer complex leave of absence programs (FMLA, WC, ADA), leveraging HRIS systems for meticulous tracking and compliance, ensuring comprehensive employee support and adherence to regulatory requirements.
</li><li>Workplace Wellness &amp; Safety Leadership: Drive initiatives with safety and occupational health leaders to foster a proactive culture of employee well-being, supporting strategic safety audits and promoting innovative wellness programs that enhance a healthy, safe, and compliant workplace.</li></ul></div>

Acrisure LLC

<div></div><div><div>Job Description</div><div>
About Acrisure</div><div>
A global fintech leader, Acrisure empowers millions of ambitious businesses and individuals with the right solutions to grow boldly forward. Bringing cutting-edge technology and top-tier human support together, we connect clients with customized solutions across a range of insurance, reinsurance, payroll, benefits, cybersecurity, mortgage services &ndash; and more.</div><div></div><div>
In the last eleven years, Acrisure has grown in revenue from $38 million to almost $5 billion and employs over 19,000 colleagues in more than 20 countries. Our culture is defined by our entrepreneurial spirit and all that comes with it: innovation, client centricity and an indomitable will to win.</div><div></div><div>
About the Role:<br>
We&rsquo;re in search of a dynamic HR professional who thrives on driving results and collaborating with high-performing teams to join us as a Human Resources Business Partner (HRBP). In this role, you will serve as a proactive liaison between HR and a variety of corporate functions. As a trusted advisor and change agent, you will work closely with business leaders to align people strategies with organizational goals and enhance employee engagement across these critical support areas.</div><div></div><div>
This role requires strong business acumen, exceptional interpersonal skills, and the ability to implement HR strategies that support a high-performance, high-accountability culture.</div><div></div><div>
Key Responsibilities:</div><ul><li>
Partner with leaders across Specialty functions to identify critical talent needs and workforce challenges that impact the delivery of business objectives.</li><li>
Translate business strategy into HR initiatives and ensure people-related considerations are built into functional planning efforts.</li><li>
Lead the implementation of HR solutions and ensure alignment with organizational goals and employee needs.</li><li>
Support hiring efforts across corporate teams, including collaboration with Talent Acquisition, onboarding of new hires, and internal mobility.</li><li>
Stay current on external workforce and HR trends to bring fresh, relevant insights that inform internal people strategies.</li><li>
Provide proactive guidance and resolution for employee relations issues, ensuring fair and consistent application of company policies.</li><li>
Partner with leadership on organizational design, change management, and strategic transformation initiatives.</li><li>
Drive effective change management strategies across corporate functions to support successful adoption of structural, technological, or process changes.</li><li>
Facilitate cross-functional alignment and cultural integration within corporate departments, with a focus on inclusivity and engagement.</li><li>
Ensure consistent and high-quality onboarding and offboarding experiences for employees in corporate roles.</li><li>
Collaborate with leaders to develop retention strategies for key talent, including recommendations for compensation, recognition, and career development.</li><li>
Collect, validate, analyze and report HR data findings to stakeholders to inform business decisions.</li><li>
Work with Compensation and HR leadership to conduct job evaluations and support equitable pay practices across corporate roles.</li><li>
Identify and support the development of high-potential employees and ensure leadership pipelines are built to meet future needs.</li><li>
Partner with managers to create customized career paths and development plans, fostering a culture of continuous growth.</li><li>
Support performance management efforts, including feedback cycles, goal setting, and coaching.</li><li>
Maintain clear, transparent communication with employees and leaders to address concerns, clarify expectations, and build organizational trust.</li><li>
Ensure HR policies and procedures are applied effectively and contribute to continuous improvement efforts in service delivery and compliance.</li><li>
Coach and consult with assigned Specialty leaders, helping them lead through ambiguity and change while strengthening team performance.</li><li>
Collaborate with peers across HR to build cohesion, share knowledge, and ensure consistent delivery of HR services across the organization.</li><li>
Serve as a strategic thinker, identifying and challenging assumptions, and providing leaders with alternative talent strategies.</li><li>
Flexibly respond to shifting priorities and support urgent, business-critical HR initiatives.</li></ul><div></div><div>
Qualifications:</div><ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field&mdash;or an equivalent combination of education and experience.</li><li>
5+ years of progressive HR experience, including support across multiple locations.</li><li>
1+ years of experience supporting Insurance business functions (Claims, Underwriting, Risk/Loss Control, Brokerage, etc.) strongly desired.</li><li>
Solid knowledge of HR best practices, employment law, and organizational development principles.</li><li>
Experience supporting workforce planning, talent management, or succession planning efforts.</li><li>
Demonstrated ability to build relationships and influence at all organizational levels.</li><li>
Proven experience handling complex employee relations matters and navigating change.</li><li>
Strong analytical, problem-solving, and decision-making skills.</li><li>
Ability to thrive in fast-paced, dynamic, or matrixed work environments.</li></ul><div></div><div>
Preferred Qualifications:</div><ul><li>
SHRM-SCP, SPHR, or equivalent certification.</li><li>
Experience working in a corporate setting within the Finance or Insurance industries.</li><li>
Familiarity with Workday or other HRIS platforms.</li><li>
Proficiency in Microsoft Office tools (PowerPoint, Excel, Word, Teams, etc.).</li></ul><div></div><div>
#LI-Onsite</div><div>
#LI-MF2</div><div></div><div>
Pay Details:</div><div></div>
The base compensation range for this position is $84,405 - $119,160. This range reflects Acrisure's good faith estimate at the time of this posting. Placement within the range will be based on a variety of factors, including but not limited to skills, experience, qualifications, location, and internal equity.<div></div><div>
Candidates should be comfortable with an on-site presence to support collaboration, team leadership, and cross-functional partnership.</div><div></div><div><br>
Why Join Us:</div><div>
At Acrisure, we&rsquo;re building more than a business, we&rsquo;re building a community where people can grow, thrive, and make an impact. Our benefits are designed to support every dimension of your life, from your health and finances to your family and future.</div><div></div><div>
Making a lasting impact on the communities it serves, Acrisure has pledged more than $22 million through its partnerships with Corewell Health Helen DeVos Children's Hospital in Grand Rapids, Michigan, UPMC Children's Hospital in Pittsburgh, Pennsylvania and Blythedale Children's Hospital in Valhalla, New York.</div><div></div><div><br>
Employee Benefits</div><div>
We also offer our employees a comprehensive suite of benefits and perks, including:</div><ul><li><div>
Physical Wellness: Comprehensive medical insurance, dental insurance, and vision insurance; life and disability insurance; fertility benefits; wellness resources; and paid sick time.</div></li><li><div>
Mental Wellness: Generous paid time off and holidays; Employee Assistance Program (EAP); and a complimentary Calm app subscription.</div></li><li><div>
Financial Wellness: Immediate vesting in a 401(k) plan; Health Savings Account (HSA) and Flexible Spending Account (FSA) options; commuter benefits; and employee discount programs.</div></li><li><div>
Family Care: Paid maternity leave and paid paternity leave (including for adoptive parents); legal plan options; and pet insurance coverage.</div></li><li><div>
&hellip; and so much more!</div></li></ul><div><i>
This list is not exhaustive of all available benefits. Eligibility and waiting periods may apply to certain offerings. Benefits may vary based on subsidiary entity and geographic location.</i></div><div></div><div><br>
Acrisure is an Equal Opportunity Employer. We consider qualified applicants without regard to race, color, religion, sex, national origin, disability, or protected veteran status. Applicants may request reasonable accommodation by contacting <i>leaves@acrisure.com</i>.</div><div></div><div><br>
California Residents: Learn more about our privacy practices for applicants by visiting the <div>Acrisure California Applicant Privacy Policy</div>.</div><div></div><div><br>
Recruitment Fraud: Please visit here to learn more about our <div>Recruitment Fraud Notice</div>.</div><div></div><div><br>
Welcome, your new opportunity awaits you.</div></div>

Human Resources Business Partner

Hood Container

<div><p>Be a key partner and steward of our culture as the <b>Human Resources Manager</b> for our Chicago, IL corrugated box plant. This role will be overseeing all HR functions for approximately 200+ non-union employees (and growing), partnering closely with leadership and employees in the organization. We are looking for a driven individual who can confidently interact with people at all levels, is committed to serving others, effectively drives change, compassionately collaborates, and embodies authenticity and humility.</p><p><b>
How You Will Contribute:</b></p><ul><li>
Strategic HR Planning: Develop and implement HR strategies aligned with plant business goals and partner with leadership to optimize organizational structure for labor efficiency.</li><li>
Employee Relations: Advise and partner with supervisors on complex work situations and design programs to enhance employee engagement, satisfaction, and retention.</li><li>
Recruitment: Attract, evaluate, and hire a diverse pool of skilled talent.</li><li>
Performance Development: Implement and support performance management systems to drive productivity and goal attainment, and coach supervisors on team development.</li><li>
Compensation: Administer competitive compensation programs to attract and motivate high performers.</li><li>
Compliance: Ensure compliance with all labor laws and regulations, working with legal counsel as needed.</li><li>
HR Analytics and Reporting: Utilize HR metrics and analytics to improve programs and initiatives and prepare regular reports on key performance indicators for senior management.</li></ul><p><b>
What it Takes:</b></p><ul><li>
Bachelor&rsquo;s degree in business, psychology or related field or equivalent experience.</li><li>
Previous experience in a Human Resources role, preferably in a manufacturing environment.</li><li>
Strong interpersonal, communication, and negotiation skills.</li></ul><p><b>
Here's why you'll love working at Hood Container:</b></p><ul><li><b>
Competitive pay &amp; benefits:</b> We offer a <b>base salary starting at $75,000</b>, a <b>quarterly bonus program</b>, and a comprehensive benefits package to keep you healthy and happy.</li><li><b>
Continuous learning:</b> We invest in <b>paid training and development</b> to help you grow your skills and advance your career.</li><li>
Caring &amp; Empowering <b>Company Culture</b>: Supportive &amp; collaborative team dedicated to seeing you unbox your potential to help make a difference &amp; make customers happy.</li><li><b>
Growing </b>Company in a Sustainable Industry:<b> </b>Consider a Future in Corrugated Packaging</li></ul><p>
Our goal is to have a diverse workforce that is representative, at all job levels, of the citizens and customers we serve. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills.</p><p>
Hood Container Corporation is a family-owned, Mill to Market company, specializing in containerboard and kraft paper, corrugated boxes, high graphic displays, and contract packaging. Our commitment to customer happiness, employee well-being, environmental stewardship, and operational excellence drive our business. Over the last decade, Hood Container Corporation has grown to become one of the top ten Paper and Packaging Companies in the United States. To learn more about Hood Container Corporation visit www.hoodcontainer.com or check us out on social media!</p></div>

Plant HR Manager

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

Adyen

<div><p><b>This is Adyen</b></p>
<p>
Adyen provides payments, data, and financial products in a single solution for customers like Meta, Uber, H&amp;M, and Microsoft - making us the financial technology platform of choice. At Adyen, everything we do is engineered for ambition.</p>
<p>
For our teams, we create an environment with opportunities for our people to succeed, backed by the culture and support to ensure they are enabled to truly own their careers. We are motivated individuals who tackle unique technical challenges at scale and solve them as a team. Together, we deliver innovative and ethical solutions that help businesses achieve their ambitions faster.</p>
<p>
The Adyen Internal Communications team is looking for a Senior Communications Business Partner to help scale our global Tech organization (Product &amp; Engineering).</p>
<p><b>
What to expect</b></p>
<p>
In this role, you will build foundational communication systems and content that shape how thousands of colleagues connect, collaborate, and deliver impact globally.</p>
<p>
This position is based in Chicago. The Internal Communications team sits across San Francisco and Amsterdam, so the role requires a high degree of autonomy, comfort with ambiguity, strong decision-making, and the flexibility to travel (particularly to Amsterdam several times per year).</p>
<p><b>
What you'll achieve:</b></p>
<ul>
<li>Become as a strategic partner to Tech leadership, shaping and executing internal communications that align with business priorities.</li>
<li>Design a communications matrix that works across global, local, and functional levels.</li>
<li>Be a multiplier: Empower teams by creating scalable communication approaches that enable - not bottleneck - them.</li>
<li>Lead content strategy and storytelling for high-impact Tech events, announcements, and initiatives.</li>
<li>Develop communication plans that bring clarity, consistency, and momentum to cross-functional programs.</li>
<li>Translate complex technical topics into clear, compelling narratives that resonate with diverse audiences.</li></ul><br>
<p><br>
<b>What we're looking for:</b></p>
<ul>
<li>Proven expertise: at least 8+ years of experience in internal communications, ideally supporting technology or product teams in a global organization.</li>
<li>Someone who can think big-picture but also loves rolling up their sleeves and getting the details right.</li>
<li>A listener who asks smart questions, isn't afraid to challenge or be challenged, and cares about learning and improving.</li>
<li>A collaborator who enjoys partnering with different teams and working in a constantly evolving environment.</li>
<li>A strong storyteller and writer who can simplify complexity without flattening it.</li>
<li>Someone who is collaborative and relationship-driven - skilled at building trust with stakeholders and aligning across teams.</li>
<li>A person who is comfortable in a fast-paced, scaling environment and can bring structure where it doesn't yet exist.</li>
<li>Curious by nature, excited to really understand how the Tech function works, and willing to dive deep.</li>
</ul>
<p><b>Our Diversity, Equity and Inclusion commitments</b></p>
<p>
Our unique approach is a product of our diverse perspectives. This diversity of backgrounds and cultures is essential in helping us maintain our momentum. Our business and technical challenges are unique, and we need as many different voices as possible to join us in solving them - voices like yours. No matter who you are or where you're from, we welcome you to be your true self at Adyen.</p>
<p>
Studies show that women and members of underrepresented communities apply for jobs only if they meet 100% of the qualifications. Does this sound like you? If so, Adyen encourages you to reconsider and apply. We look forward to your application!</p>
<p><b>
What's next?</b></p>
<p>
Ensuring a smooth and enjoyable candidate experience is critical for us. We aim to get back to you regarding your application within 5 business days. Our interview process tends to take about 4 weeks to complete, but may fluctuate depending on the role. Learn more about our hiring process here. Don't be afraid to let us know if you need more flexibility.</p>
<p>
Adyen is an equal opportunity employer. We do not discriminate based on race, color, ethnicity, ancestry, national origin, religion, sex, gender, gender identity, gender expression, sexual orientation, age, disability, veteran status, genetic information, marital status or any legally protected status.</p>
<p>
All your information will be kept confidential according to EEO guidelines.</p>
<p><i>
The annual base salary range for this role is $110,000 - $145,000; to learn more about our compensation philosophy, please click </i><i>here</i><i>.</i></p>
<h3 class="jobSectionHeader"><b>
Chicago</b></h3>
<p>
This role is based out of our Chicago office. We are an office-first company and value in-person collaboration; we do not offer remote-only roles.</p></div><p></p>

Senior Communication Business Partner - Tech

Explore 283+ Hr business partner in Chicago this December. Find roles across top companies and apply now to boost your career.

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