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FHLBank Chicago

<div><div>At the Federal Home Loan Bank of Chicago, employees come first - that&rsquo;s why we offer a highly competitive compensation and bonus package, and access to a comprehensive benefits program designed to meet the needs of our employees.<ul><li>
Collaborative, in-office operating model</li></ul></div><div><ul><li>
Retirement program (401k and Pension)</li></ul></div><div><ul><li>
Medical, dental and vision insurance</li></ul></div><div><ul><li>
Lifestyle Spending Account</li></ul></div><div><ul><li>
Competitive PTO plan</li></ul></div><div><ul><li><div>
11 paid holidays per year</div> 

</li></ul></div>Who we are
Our mission at FHLBank Chicago: To partner with our members in Illinois and Wisconsin to provide them competitively priced funding, a reasonable return on their investment, and support for their community investment activities.
Simply said, we're a bank for banks and other financial institutions, focused on being a strategic partner for our members and working together to reinvest in our communities, from urban centers to rural areas. Created by Congress in 1932, FHLBank Chicago is one of 11 Federal Home Loan Banks, government sponsored in support of mortgage lending and community investment.
What it&rsquo;s like to work here
At FHLBank Chicago, we bring people together. We are committed to a high performing, engaged workforce, and to supporting the communities we serve across Illinois and Wisconsin. Our Buddy Program pairs new hires with tenured employees to guide their onboarding. Our professional development and training opportunities through upskilling, mentorship programs, and tuition reimbursement allow employees to grow their career with us. Our collaborative, in-office operating model brings teams together to foster innovation, connection, and shared success. To support balance and flexibility, employees are provided an allocation of remote days to use as needed throughout the year.
What you'll do:
The Sr. HR Business Partner serves as a strategic advisor and trusted consultant to senior leaders, aligning people strategy with business objectives to drive organizational performance, engagement, and growth. This role operates with a high degree of autonomy and influence, providing expert guidance across workforce planning, talent management, organizational design, employee relations, and change initiatives.
The Sr. HR Business Partner translates business strategy into actionable people priorities, proactively identifies risks and opportunities through data and insight, and partners with leaders to strengthen leadership capability, culture, and workforce effectiveness. In addition, this role owns and advances enterprise workforce planning practices, supports complex employee relations matters, and ensures HR programs, policies, and practices are applied consistently, equitably, and in compliance with applicable laws. The Sr. HR Business Partner plays a critical role in shaping the employee experience and enabling leaders to build high‑performing, inclusive teams.
How you'll make an impact:<ul><li>
You directly influence how the Bank executes its strategy through people, translating business objectives into people strategies that drive performance, engagement, and organizational effectiveness.</li><li>
You help leaders build high‑performing and engaged teams by coaching leaders through change, advancing talent development and succession planning, and cultivating a positive culture</li><li>
You bring data, insight, and innovation to HR decision‑making</li></ul>
What you can expect:
Strategic Business Partnership<ul><li>
Serve as a strategic advisor and trusted partner to senior leaders, aligning workforce strategy with business priorities to drive performance, engagement, and organizational effectiveness.</li><li>
Translate business strategies into integrated people plans across workforce planning, talent, leadership capability, and culture.</li><li>
Proactively assess organizational health using qualitative and quantitative insights to identify risks, opportunities, and future capability needs.</li><li>
Coach senior leaders and managers on leadership effectiveness, change management, and building high‑performing teams.</li><li>
Lead and influence organizational design, role clarity, and change initiatives to support evolving business needs.</li><li>
Partner with other HR areas such as Total Rewards and Learning &amp; Development to ensure workforce solutions are aligned, scalable, and enterprise‑consistent.</li><li>
Foster a culture of trust and inclusion within lines of business; coach senior leaders, managers, and individual contributors as appropriate to sustain trust within and across teams</li><li>
Act as a communication agent for employee feedback while encouraging participation in feedback survey opportunities</li></ul>
Talent Management and Development<ul><li>
Facilitate talent review and succession planning processes and support actions that follow talent conversations</li><li>
Hold business leaders accountable for talent outcomes, including early talent success, leadership readiness, and development of high‑potential employees.</li><li>
Drive accountability for new hire success, ensuring 30-, 60-, and 90-day milestones are met, development plans are established quickly, and new hires are supported through ramp-up.</li><li>
Collaborate with other HR team members to develop and assess effective career pathing, talent mapping, and job descriptions ensuring consistency within the business area.</li><li>
Work with the Learning &amp; Development team to identify training needs and monitor learning progress within business areas to ensure success.</li></ul>
Workforce Planning<ul><li>
Own and advance the Bank&rsquo;s enterprise workforce planning strategy, establishing best practices and aligning HR partners and leaders to a consistent, forward‑looking approach.</li><li>
Partner with executive leaders and Talent Acquisition to forecast workforce needs, prioritize hiring strategies, and align headcount planning to business direction.</li><li>
Use workforce and talent data to inform decisions related to growth, retention, and organizational capability.</li></ul>
Employee Relations<ul><li>
Serve as the senior advisor and escalation point for complex, high‑risk, or sensitive employee relations matters.</li><li>
Provide strategic counsel to leaders on managing performance, conduct, and workplace concerns in a fair, consistent, and legally compliant manner.</li><li>
Lead complex employee investigations and partner with Legal as appropriate.</li><li>
Identify and mitigate people‑related risk through proactive coaching, policy interpretation, and leader education.</li><li>
Guide leaders in applying policies and practices thoughtfully, balancing business needs, employee experience, and risk management.</li><li>
Manage sponsorship programs, policies, procedures, and relationships with legal counsel</li><li>
Coach leaders on effective people management, communication, and conflict resolution</li><li>
Counsel managers in the interpretation of general or routine workforce policies and procedures</li></ul>
Data, Reporting, and Technology<ul><li>
Leverage people data, analytics, and trends to provide actionable insights related to engagement, retention, performance, and workforce planning.</li><li>
Own and execute reporting for assigned HR focus areas, translating data into meaningful stories for leaders.</li><li>
Utilize HR systems, including Workday, in addition to emerging technologies like AI to improve efficiency and generation of data-driven insights</li><li>
Continuously seek opportunities to modernize HR processes and enhance the leader and employee experience.</li><li>
Other duties as assigned</li></ul>
What you'll bring:<ul><li>
Bachelor Degree or equivalent experience is required</li><li>
7+ years experience as an HR business partner,</li><li>
Banking or Financial Services a plus</li><li>
Advanced degree or PHR/SPHR certification a plus.</li><li>
Excellent communication (oral, written, and listening) skills required.</li><li>
Excellent interpersonal skills with ability to develop relationship across all levels of organization.</li><li>
Customer service skills must be exceptional.</li><li>
Ability to maintain highly confidential and sensitive information</li><li>
High degree of diplomacy and professionalism</li><li>
Solid business acumen</li><li>
Agent of change</li><li>
Ability to be agile and resourceful</li><li>
Workday HRIS</li><li>
Sponsorhip procedures and legal framework</li><li>
Employee lifecycle and relations</li><li>
Workforce planning</li><li>
Conflict management</li><li>
Employee sponsorship</li><li>
Communications coaching</li><li>
Customer service</li><li>
Team member retention strategies</li><li>
Basic data and analytics reporting required; intermediate reporting preferred</li></ul>
The Perks
At FHLBank Chicago, we believe in rewarding our high performing workforce. We offer a highly competitive compensation and bonus package, and access to a comprehensive benefits program designed to meet the needs of our employees. Our retirement program includes a 401(k) and pension plan. Our wellbeing program supports employees at work and in their personal lives: Our PTO plan provides five weeks of vacation for new employees and 11 paid holidays per year; our Lifestyle Spending Account provides an annual stipend for employees to support wellbeing activities; and our central downtown location at the Old Post Office provides easy access to public transportation and breathtaking views from our award-winning rooftop. Visit FHLBCbenefits.com for additional details about our benefits. Step into a brighter future with us.
Salary Range:
$125,825.00 - $221,275.00
The above represents the expected salary range for this job requisition. Ultimately, in determining your pay, we may also consider your experience, and other job-related factors. In addition to the base salary, we offer a comprehensive benefits package which can be found here: https://hrportal.ehr.com/fhlbc</div>

Senior HR Business Partner

KOOTH

<div>About Us:
At Kooth, our mission is to create welcoming, accessible spaces for personalized digital mental health care that empowers young people to thrive. Grounded in an early-intervention model, we help youth aged 13&ndash;25 build resilience, access timely support, and lead fulfilling lives. We are more than a digital service &mdash; we are a movement for inclusive, evidence-informed mental health care.
Our culture is rooted in our values: Alongside You, Flexible, Compassionate, Committed, and Safe. These guide everything we do - how we show up for young people, how we collaborate as a team, and how we build solutions that meet communities where they are. With Kooth, you&rsquo;ll be part of something bigger than yourself: meaningful work with measurable impact.
We bring this mission to life through Soluna, California&rsquo;s first-in-the-nation digital behavioral health service for 13&ndash;25-year-olds. Soluna removes barriers to care by providing nearly immediate access to 1:1 coaching, Care Navigation, and self-guided tools helping young people find real support, build resilience, and discover hope when they need it most. Together with state and local partners, we&rsquo;re transforming access to mental health support for youth. Learn more at solunaapp.com/impact.
What We&rsquo;re Looking For:
Strategic People Partnership:<ul><li>
Collaborate with department leaders to understand business, priorities, and success drivers as well as workforce dynamics and capability needs</li><li>
Translate business strategy into targeted People strategies including: organizational design, talent development and succession planning, retention and engagement, team effectiveness, and organizational health</li><li>
Coach leaders and managers on performance management, team dynamics and effectiveness, and navigating complex People/HR decisions. Create feedback loops with Talent Management to support iterating on talent profiles and competency frameworks</li><li>
Proactively identify and address People/HR-related challenges and opportunities, recommending solutions that drive business outcomes</li></ul>
Employee Experience:<ul><li>
Steward key employee moments that matter &mdash; onboarding, performance, promotions, leaves, and exits &mdash; with consistency, care, and compliance</li><li>
Act as a central connector across the People function, guiding employees and managers to the right resources and expertise, including: benefits, payroll, leave management, etc</li><li>
Identify performance trends and recommend strategies to improve individual and team performance</li><li>
Collaborate across People, IT, and other functions to improve the digital employee experience by identifying friction points in systems, processes, and workflows</li><li>
Partner with People Operations to find opportunities to align processes across geographies (UK and US)
</li></ul>Employee Relations:<ul><li>
Lead employee relations across the US, including: performance management, employee conflict, disciplinary processes, workplace investigations, terminations and risk mitigation</li><li>
Review employee relations cases to assess patterns and identify need for interventions beyond the individual (i.e., team, department, country, or enterprise-levels)</li><li>
Partner with People Partners in the UK to find opportunities to align processes across geographies
</li></ul>People Analytics and Insights:<ul><li>
Leverage data to tell a holistic story of team health and performance, such as employee engagement (eNPS, survey insights), retention and turnover trends, candidate pipeline and hiring insights (application volume, declination reasons, conversion rates), benefits utilization and wellbeing signals</li><li>
Connect disparate data points to identify what is driving success and where teams are blocked or at risk</li><li>
Translate insights into clear, actionable recommendations</li><li>
Proactively use data to provide foresight to manage engagement, well-being retention and absence rates</li><li>
Build high-quality presentations and dashboards to track key performance indicators and People/HR metrics</li></ul>
How You&rsquo;ll Make an Impact:
What Success Looks Like:<ul><li>
Leaders view you as a trusted, proactive advisor</li><li>
Data is consistently used to drive better people and business decisions</li><li>
Employee lifecycle moments are delivered with consistency and care</li><li>
Employee relations risks are managed effectively and confidently</li><li>
You are seen as important to the success of the leaders and teams you support</li><li>
The People function is experienced as connected, responsive, and strategic</li></ul> 

Requirements 
 
What You&rsquo;ll Bring:<ul><li>
5+ years of HR experience with a Bachelor&rsquo;s Degree (7+ with an Associates Degree and 9+ years with a high school diploma), including People/HR Business Partner roles</li><li>
Multi-state US employment experience (including California)</li><li>
Proven ability to influence senior leaders and navigate ambiguity</li><li>
Comfortable using data to generate insights and recommendations</li><li>
Experience leading employee relations including workplace investigations, disciplinary action, compliance, and risk mitigation</li><li>
Exceptional communication skills &mdash; written, verbal, and in presentations</li><li>
High emotional intelligence; sound judgment in sensitive, high-stakes situations</li></ul> 
Benefits 
 
What You&rsquo;ll Get:
Compensation: The base salary for this role is $90,000 to $100,000 annually. We&rsquo;re committed to transparency and value our candidates time, which is why we share salary ranges in all states&mdash;regardless of local requirements. Final compensation will be based on a variety of factors, including your education, experience, skills, and overall alignment with the role.
Kooth offers a competitive base salary, employee equity program, and comprehensive benefits including:<ul><li>
Excellent Medical, Dental, and Vision Coverage</li><li>
Long-Term Incentive Plan (LTIP)</li><li>
401(K) Retirement Plan with company match</li><li>
Generous Paid Time Off</li><li>
Remote-first flexibility and work-from-home support</li><li>
Paid parental leave</li><li>
Learning &amp; development opportunities</li><li>
8 Paid Holidays, plus two half-day holidays (Christmas Eve and New Year&rsquo;s Eve)</li></ul>
Equal Employment Opportunity:
Kooth is committed to creating an inclusive workplace and provides equal employment opportunities to all individuals regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. All employment decisions are based on merit, qualifications, and business needs.
Reasonable Accommodations:
Kooth is committed to providing reasonable accommodations for candidates with disabilities, sincerely held religious beliefs, or other protected reasons under applicable law. If you require accommodations during the application or interview process, please contact our HR team.
Ready to Join Us?
If you&rsquo;re ready to make a meaningful impact and be part of a team that values purpose-driven work, apply today. Together, we&rsquo;re shaping the future of digital mental health care.</div>

People Partner (HR Business Partner)

SupremeX Inc.

<div>
 
 We&rsquo;re looking for a
 
 hands-on, strategic HR Business Partner
 
 to support three manufacturing sites and partner closely with operations leadership. This role is ideal for someone who thrives in a fast-paced environment and enjoys balancing
 
 strategy with execution
 
 .
 
 
 
 
 
 📍 Chicago, Naperville &amp; Indianapolis | Manufacturing |
 
 
 
 
 
 
 What You&rsquo;ll Do
 
 
 <ul>
 <li>
 Act as a trusted advisor to leaders, aligning HR strategies with business goals
 </li>
 <li>
 Lead employee relations, performance management, and engagement initiatives
 </li>
 <li>
 Drive full-cycle recruitment for hourly roles
 </li>
 <li>
 Support workforce planning, retention strategies, and succession planning
 </li>
 <li>
 Partner on compensation, payroll, and benefits programs
 </li>
 <li>
 Ensure compliance with U.S. employment laws and safety standards
 </li>
 <li>
 Use HR metrics and insights to influence decision-making
 </li>
 </ul>
 
 
 
 
 
 What You Bring
 
 
 <ul>
 <li>
 5+ years of HR experience in manufacturing or multi-site environments
 </li>
 <li>
 Strong employee relations and leadership coaching skills
 </li>
 <li>
 Solid understanding of U.S. employment law
 </li>
 <li>
 Bilingual (English/Spanish) required
 </li>
 <li>
 Hands-on mindset with strong business acumen
 </li>
 </ul>
 
 
 
 
 
 Why Join Us?
 
 
 <ul>
 <li>
 High-impact role with visibility across multiple sites
 </li>
 <li>
 Opportunity to shape culture, engagement, and performance
 </li>
 <li>
 Collaborative environment with strong leadership partnership
 </li>
 <li>
 Benefits: Comprehensive Medical, Dental, and Health Benefits to support your well-being
 </li>
 <li>
 Retirement Plan &ndash; A retirement plan to help you plan for the future.
 </li>
 <li>
 Bonus &ndash; Annual bonus opportunities based on Company performance and/or Individual goals
 </li>
 <li>
 Collaborative Culture&ndash; A workplace built on communication, integrity, excellence, respect, and teamwork.
 </li>
 <li>
 Work-Life Balance &ndash; Support for a healthy balance between work and life.
 </li>
 </ul>
 
 
 
 
 NOTE: This job description in no ways states or implies that these are the only responsibilities of this position. The employee will be required to accept additional responsibilities as deemed appropriate by the Manager.
 
 
 
 SupremeX is committed to employment equity and equal opportunity in compliance with all applicable Federal, Provincial, and State legislation in both Canada and the United States. We recruit and promote individuals based on merit and without regard to race, color, religion, national origin, sex, age, disability, veteran status, or any other protected characteristic under applicable law.
 
 
 
 
 We welcome and encourage applications from qualified women, men, visible minorities, Indigenous peoples, persons with disabilities, and other underrepresented groups. If you require an accommodation during the recruitment process, please let us know.
 
 
</div>

Human Resources Business Partner

Apis Services Inc.

<div>Now Hiring: Human Resources Business Partner (HRBP)
Job Type: Full-time
Location: Hybrid (minimum 3 days in office)
Will support multiple locations and/or affiliates.
Human Resources Business Partner (HRBP)
Performs human resource functions to ensure compliance with human resources policies and procedures to include recruitment, discipline, compensation, benefits, leaves, recognition and regulatory compliance. This position may also provide first-level assistance to the employees at a facility to routine and general human resources questions and inquiries. The work involved in this position is typically regarded as confidential in nature.<ul><li>
Acts as human resources liaison for the employees at the program/facility under the direction and guidance of Human Resources Manager.</li><li>
Inputs personnel actions, including new hires, requisitions, terminations, salary changes, performance ratings, transfers, promotions, benefits related issues, and other personnel functions.</li><li>
Verifies appropriate paperwork (i.e., tuition assistance, personnel action form, termination checklist, and staffing requisition) prior to processing with corporate human resources.</li><li>
Interprets human resources policies and procedures and responds to employee inquiries regarding policies and procedures.</li><li>
Acts as a human resources liaison with payroll at the program, facility, or regional location.</li><li>
Conducts new hire employee HR orientation training.</li><li>
Assists with supervisory training such as human resources supervisory training on an as needed basis.</li><li>
Maintains both current and terminated personnel files.</li><li>
Advises management with appropriate resolutions regarding employee related issues such as corrective action, performance review process, management and staff member counseling and utilize corporate human resources department as needed.</li><li>
Assists with performance review program to ensure effectiveness, compliance, and equity within program/facility.</li><li>
Assists with investigating accidents and prepares reports.</li><li>
Prepares employee separation notices and related documentation and provides exit interviews.</li></ul>
MINIMUM EDUCATION AND EXPERIENCE QUALIFICATION REQUIREMENTS:<ul><li>
Bachelor's degree in human resources or similar field preferred and</li><li>
A minimum of five (5) years of related HR and/or payroll experience.</li><li>
SHRM-CP/PHR certification or higher preferred.</li><li>
Must have IDD/BHH Knowledge</li></ul>
OTHER QUALIFICATIONS:<ul><li>
At least twenty-one (21) years of age.</li><li>
Criminal clearances (Act 33 and 34, specific State &amp; child clearances and, if necessary, FBI).</li><li>
Non-communicable diseases physical exam and drug screening.</li><li>
Ability to work with computers and the necessary software typically used by the department</li></ul> 
About Company:
Apis Services, Inc. (a wholly owned subsidiary of Inperium, Inc.) provides a progressive platform for delivering Shared Services to Inperium and its Constellation of affiliate companies. Allowing these entities to advance their mission and vision. By exploring geographical program expansion and focusing on quality outcome measures to create cost savings that result in reinvestment into the organizations stakeholders through capacity creation and employee compensation betterment.
Apis Services, Inc. and affiliate&rsquo;s provide equal employment opportunities for all employees and applicants for employment in compliance with all federal and all applicable state and local laws and regulations, including nondiscrimination in hiring and employment. All employment decisions are made without regard to race, color, religion, gender, national origin, ancestry, age, sexual orientation, gender identity and expression, disability, genetic information, marital status, pregnancy/childbirth, veteran status or any other basis protected by law. This policy of non-discrimination and equal employment opportunities extends to every phase and aspect of hiring and employment.</div>

HUMAN RESOURCES BUSINESS PARTNER

SPINS

<div><div>Who We Are

For over 20 years, SPINS has been a leader in recognizing the transformative power of data in retail. We offer our clients cutting-edge tools to attract attention from a fast-growing segment within the Health &amp; Wellness industry, the values-based consumer. Nearly half of shoppers prioritize products that emphasize wellness, social responsibility, and sustainable practices. SPINS retail consumer insights, analytics, and consulting services give our clients a competitive advantage to increase their share of this growing market. Our data is the most comprehensive and accurate in the industry, allowing clients to power AI models and machine learning algorithms that help them better understand and meet their customers' needs. At SPINS, behind all of our impressive data is our real differentiator, our people. We pride ourselves on our collaborative, flexible, and communicative culture that puts people at the center of everything we do.</div><div>
<div>
<div><div>This role is based in Chicago, IL with a hybrid schedule of two in-office days per week.
</div>
</div></div></div>Director, People Operations

The Director of People Operations leads the team responsible for operating the company's core people systems and employee lifecycle processes. This role ensures People Ops programs run consistently and reliably across a workforce of 500+ employees located across the United States, Europe, LATAM and APAC.

The Director leads the People Operations team overseeing recruiting operations, HRIS administration, payroll coordination, and employee relations. The role is responsible for ensuring people systems operate smoothly while helping leaders navigate complex employee situations with sound judgment and practical solutions. The Director will transition People Operations toward an AI-first operating model by modernizing workflows, embedding automation, and operationalizing AI-enabled tools to reduce manual effort and enhance accuracy.

This position partners with leaders at all levels and internal G&amp;A functions to maintain operational excellence. The role is a coach in supporting leaders in managing their teams effectively.

Job Duties &amp; Responsibilities

Lead the People Operations Team
<ul>
<li>Lead and develop the People Operations team</li>
<li>Ensure consistent execution of People Ops programs and processes</li>
<li>Maintain operational standards across recruiting, onboarding, and employee lifecycle activities</li>
<li>Provide trusted operational support to leaders across the organization</li>
<li>Provide HR business partner support to functional leaders, offering guidance on team structure, performance management, workforce planning and organizational effectiveness</li>
</ul><h4 class="jobSectionHeader">Navigate Employee Relations Issues</h4>
<ul><li>Lead and support employee relations matters and workplace investigations</li>
<li>Partner with leaders to address team challenges, performance concerns, and workplace conflicts</li>
<li>Ensure People Ops policies are applied consistently and fairly</li>
<li>Partner with Legal when needed on sensitive or complex situations</li>
</ul><h4 class="jobSectionHeader">Operate People Systems and Payroll Coordination</h4>
<ul><li>Manage People Ops technology platforms including Paylocity (HRIS and payroll) and Deel</li>
<li>Operationalize AI-driven tools and automation to improve efficiency, streamline processes and elevate data accuracy and insights.</li>
<li>Oversee payroll coordination in partnership with Finance / Accounting</li>
<li>Maintain vendor relationships supporting People Ops systems and benefits</li>
</ul>
Administer Core Talent Processes
<ul>
<li>Run and continuously improve annual performance rand compensation review cycles</li>
<li>Execute promotion and salary adjustment processes</li>
</ul>
Support Workforce Planning
<ul>
<li>Maintain headcount and workforce reporting</li>
<li>Support Finance / Accounting with workforce data requests</li>
<li>Ensure people data across systems remains accurate and accessible</li>
</ul>
Requirements
<ul>
<li>8+ years of experience in People Operations or People Ops leadership roles</li>
<li>Demonstrated hands-on experience leading a small People Operations team in high ambiguity organizations with 500+ employees.</li>
<li>Strong experience navigating employee relations issues and workplace investigations</li>
<li>Experience managing People Ops teams and employee lifecycle processes</li>
<li>Expertise with HRIS platforms such as Paylocity, Deel, or comparable systems</li>
<li>Hands on experience implementing technology-enabled or AI supported HR processes, including workflow automation, AI based tools (e.g. Microsoft Copilot), or process redesign.</li>
<li>Experience administering performance and compensation cycles</li>
<li>Experience providing HR business partner support to leaders, including performance coaching, organizational planning, and guiding teams through change</li>
<li>Strong judgment, problem-solving, and communication skills</li>
<li>PHR or SPHR certification</li>
</ul>
Salary Range: $175,000/yr - $200,000/yr + plus eligibility for a performance-based bonus.<div>
What SPINS Offers

We have enjoyed tremendous growth over the years and, as a leader in a fast-growing industry, we have no plans to slow down! While all that growth brings excitement, it is also an opportunity for SPINS to show it values the health and wellness of its team members.
<ul>
<li>We embrace hybrid work options so that you have the flexibility to create a work/life balance that actually works!</li>
<li>Each employee is allotted paid time to use to volunteer with an organization of their choice and charitable donations are matched.</li>
<li>Semi-annual company-wide employee survey that is used to shape company programs, perks, and culture.</li>
</ul>
 The SPINS Way
<ul>
<li>Direct &ndash; We communicate with clarity, honesty and respect in all situations and embrace opportunities to provide solution-oriented feedback.</li>
<li>Determined &ndash; We are committed to overcoming all obstacles to achieve results. We adapt to change, seek opportunities to learn and rapidly translate that learning into action.</li>
<li>Passionate &ndash; We go above and beyond to help our partners achieve their goals. We challenge assumptions and are comfortable forging new paths.</li>
<li>Collaborative &ndash; We leave our egos at the door, believing that working together we will produce an outcome that's greater than each individual contribution.</li>
</ul>
For details about the information SPINS's collects about our applicants and how we use it, please see the SPINS Privacy Policy here.</div></div>

Director, People Operations

Newly Weds Foods

<div>Job Summary

The Talent Acquisition Specialist is responsible for executing full-cycle recruitment with a primary focus on corporate roles, while supporting talent acquisition efforts across plant locations. This role serves as a key partner to hiring managers and plant HR teams to ensure consistent, efficient, and compliant hiring practices across the organization.

The Talent Acquisition Specialist will own recruitment systems and processes, including the Applicant Tracking System (ATS), candidate sourcing through various hiring platforms, and administration of pre-employment assessments. In addition, this role will coordinate onboarding activities and contribute to employee engagement and employer branding initiatives.

Essential Functions
<div>
Talent Acquisition</div>
<ul>
<li>Manage full-cycle recruitment for corporate positions, including requisition intake, sourcing, screening, interviewing, and offer coordination</li>
<li>Own and manage overall US hiring processes and practices and ensure consistency across all US locations. This includes hiring for all levels of the organization from executive level to production hourly roles.</li>
<li>Partner with hiring managers to understand role requirements and develop effective sourcing strategies</li>
<li>Provide recruiting support and guidance to plant HR teams to ensure alignment and consistency across locations</li>
<li>Build and maintain candidate pipelines using LinkedIn, job boards, and other sourcing channels</li>
<li>Ensure a positive and professional candidate experience throughout the recruitment lifecycle</li>
</ul>
<div>Systems &amp; Compliance</div>
<ul>
<li>Maintain and administer the Applicant Tracking System (ATS), ensuring data integrity, compliance, and accurate reporting</li>
<li>Support recruitment metrics tracking (e.g., time-to-fill, candidate flow, source effectiveness)</li>
<li>Administer pre-employment testing and background screening processes in accordance with company policies</li>
</ul>
<div>Onboarding &amp; New Hire Experience</div>
<ul>
<li>Coordinate onboarding processes, including offer letters, new hire documentation, and system setup</li>
<li>Partner with HR and hiring managers to ensure a smooth and compliant onboarding experience</li>
<li>Serve as a point of contact for new hires during the onboarding process</li>
</ul>
<div>Employer Branding &amp; Engagement</div>
<ul>
<li>Represent the company at job fairs, career events, and community outreach initiatives</li>
<li>Support employee engagement activities and internal HR initiatives</li>
<li>Promote a positive employer brand and act as an ambassador of company culture and values</li></ul> 
<div></div>
<div>
Required Knowledge and Experience</div>
<div>
Required</div>
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field</li>
<li>3&ndash;5 years of recruiting or HR experience, with exposure to full-cycle recruitment</li>
<li>Experience using an Applicant Tracking System (ATS) and sourcing tools such as LinkedIn</li>
<li>Experience supporting recruitment in a multi-site and manufacturing environment</li>
<li>Strong organizational skills with the ability to manage multiple priorities</li>
<li>Excellent communication and interpersonal skills</li>
</ul>
<div>Preferred</div>
<ul>
<li>Familiarity with pre-employment testing, onboarding processes, and HR compliance practices</li>
</ul>
<div>Key Competencies</div>
<ul>
<li>Strong attention to detail and follow-through</li>
<li>Ability to build relationships and collaborate across teams</li>
<li>Sound judgment and professionalism when handling confidential information</li>
<li>Proactive and solutions-oriented mindset</li>
<li>Positive, energetic approach with a focus on delivering a strong candidate experience</li>
</ul>
<div>Work Environment</div>
<div>
Office-based with periodic travel to plant locations and recruiting events as needed.</div></div>

Talent Acquisition Specialist

Financial Health Network

<div><div>Human Resources Intern</div>
<div> 
INTERNSHIP PROGRAM OVERVIEW</div>
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The Internship Program is designed to provide a structured, hands-on experience that integrates meaningful work with intentional learning and development. Interns are embedded within a team to contribute to real business priorities while gaining exposure to organizational practices, tools, and cross functional collaboration. 
 
Throughout the program, interns will engage in project-based work aligned with team goals, participate in curated professional development sessions, and receive ongoing support through regular check-ins and feedback. The program is structured to ensure clarity in expectations, consistency in experience, and accountability in both performance and development. 
 
The program also includes phases and key touchpoints such as onboarding, orientation, midpoint feedback, and final presentations or deliverables. These components are designed to support intern engagement, reinforce learning, and provide opportunities for reflection and growth. 
 
SCOPE OF INTERNSHIP 
Reporting to the Senior Director of Talent &amp; Culture, the Human Resources Intern serves as a key member of the Talent team, supporting day-to-day priorities while gaining hands-on experience in how a dynamic HR function operates within a national nonprofit focused on improving financial health for all. The intern will contribute to meaningful projects that span HR operations, systems and technology, data insights, and employee experience. This role offers a unique opportunity to apply innovative thinking and emerging tools to help shape the future of how we work. 
 
The intern should be available to work 40 hours a week beginning June 1st through August 28th. 
 
EDUCATION REQUIREMENTS 
Currently enrolled Undergraduate or Graduate (current Sophomore or higher) seeking a Bachelor&rsquo;s Degree, Master&rsquo;s or Ph.D. preferably in Human Resources, Organizational Psychology, Business Administration, or a related field. 
 
LOCATION 
Chicago, IL 
 
13 WEEK PAID INTERNSHIP 
$25.00 (Hourly) 
 
QUALIFICATIONS</div>
<ul><li>Strong interpersonal, written, and verbal communication skills, with the ability to work effectively across teams and stakeholders</li>
<li>Strong writing and organizational skills with a keen attention to detail</li>
<li>Dependable, curious, and eager to learn, with a growth mindset and openness to giving and receiving feedback</li>
<li>Comfortable working across documents, spreadsheets, and HR-related tools and systems</li>
<li>Ability to work independently and collaboratively as part of a team</li>
<li>Human Resources industry knowledge preferred</li>
<li>Interest in HR operations, people and culture, learning and development, or nonprofit work preferred</li>
<li>Experience with Google Workspace (Slides, Docs, Sheets), or project management platforms such as Asana preferred.</li>
<li>Curiosity about AI tools and emerging technologies, with a willingness to explore how they can improve HR processes.</li>
</ul><div>RESPONSIBILITIES 
The responsibilities of the internship could include the following:</div>
<ul><li>Contribute to the build-out of an HR dashboard within current HR system, tracking key people metrics such as headcount, turnover, hiring activity, and culture and employee engagement</li>
<li>Support the design and launch of HR AI-enabled tools, including an FAQ bot and automated employee recognition for key milestones</li>
<li>Analyze feedback from new hire surveys to assess onboarding impact and recommend enhancements to Talent Team</li>
<li>Co-administer internal Financial Health survey to employees including scheduling, communications, and analysis of results</li>
<li>Create a learning and development calendar on the internal intranet to promote available courses, webinars and resources for employees</li>
<li>Collaborate on the development of presentation decks for organization-wide programs facilitated by the Talent team</li>
<li>Support the Talent team on day-to-day HR operations, tasks, and other projects as needed</li>
</ul><div>ABOUT FINANCIAL HEALTH NETWORK 
At Financial Health Network, we are working to improve financial health for all, especially for people who are most vulnerable. We partner with business leaders, policymakers, and innovators to advance solutions that help individuals and communities become more financially resilient and thrive. 
 
As an intern, you will participate in a highly collaborative environment where your contributions support meaningful, real-world impact. Through groundbreaking research, advisory work, and cross-sector collaboration, we advance awareness, understanding, and proven best practices in support of improved financial health for all. With offices in Chicago and Washington, DC, Financial Health Network is a highly collaborative environment, seeking interns who share our values. 
 
We are committed to building a diverse workplace and believe that a wide range of perspectives strengthens our work. We welcome individuals from all backgrounds and experiences and value the unique perspectives each person brings to our team and organization. 
 
TO APPLY 
If you are energized by the opportunity to contribute to meaningful work and gain hands-on experience in a mission-driven organization, we encourage you to apply by submitting your resume and a brief statement of interest. 
 
We are excited about our internship program and truly appreciate the strong interest from applicants. To ensure an equitable and organized process, all communication should be directed through the application portal. Candidates should refrain from reaching out to individual Financial Health Network team members directly. 
 
All applications will be reviewed, and candidates selected to move forward will receive communication no later than April 10.</div></div>

Human Resources Intern

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