assistant director, hr & operations Jobs in Chicago

assistant director, hr & operations

director - programming

hr business partner

hr manager

hr director

GritHR Solutions

<div>About the Role 
GritHR Solutions is partnering with a leading non-profit healthcare provider in the area to build a world-class HR department that will serve as a true business driver for the organization. We are seeking a strategic, forward-thinking HR Director to lead the onsite HR team and elevate HR into a center of excellence. This is not just another HR job. This is a chance to design, build, and lead a modern HR function from the bottom up that shapes culture, drives compliance, and supports the critical mission of community healthcare. 
What You&rsquo;ll Do<ul><li>
Lead, develop, and inspire a multi-disciplinary HR team covering Employee Relations, Benefits, Recruiting, Payroll, and HR Operations</li><li>
Partner with senior leadership and department heads to align HR strategy with organizational goals and patient-centered care</li><li>
Drive compliance with federal, state, and local employment laws, ensuring risk mitigation and audit readiness</li><li>
Oversee talent management: workforce planning, recruiting, onboarding, employee engagement, and retention initiatives</li><li>
Implement and improve HR systems, processes, and policies to deliver seamless employee experiences</li><li>
Act as a trusted advisor and culture builder, setting the tone for a high-performance, inclusive workplace</li></ul> 
What We&rsquo;re Looking For<ul><li>
7+ years of progressive HR leadership experience, including direct people management</li><li>
Healthcare industry and/or non-profit experience strongly preferred (hospital, clinical, or large healthcare system)</li><li>
Expertise in employee relations, compliance, benefits, and organizational development</li><li>
A proven record of building or transforming HR functions into strategic business partners</li><li>
Strong leadership, communication, and influencing skills &mdash; you can sit at the executive table and be heard</li><li>
Bachelor&rsquo;s degree required; HR certification (SHRM-CP/SCP, PHR/SPHR) strongly preferred</li></ul> 
Why Join Us 
Through this unique partnership, you&rsquo;ll be at the forefront of a transformation. You&rsquo;ll have the resources and executive support to build something impactful and lasting. This is a high-visibility role where your leadership will directly affect patient care by ensuring employees are supported, engaged, and thriving.
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HR Director

Midwest Express Clinic

<div>About the Company 
Chicago-based provider of urgent and primary care centers for individuals in the Midwest, focused on an affordable approach to delivering urgent and primary care services. Our primary focus is to provide a quality, convenient, and affordable healthcare option, with a specific focus on a more personal approach to care. 
 
Job Summary 
The successful Vice President of Human Resources will support the CEO and COO. As the Vice President of Human Resources, you play a crucial role in helping senior leadership develop HR strategies and ensure that all HR operations are in order and efficient. The Vice President of Human Resources is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying and implementing long-range strategic talent management goals. As a member of the senior leadership team the Vice President has significant impact on shaping the Company&rsquo;s goals of scaling by leveraging data and insights to meet the needs of a rapidly evolving organization. The Vice President will work with the executive team and department leaders to ensure that we have efficient and valuable HR policies and procedures in growing organization. This role will be responsible for providing strategic leadership along with operational management. The position will also be responsible for continually build/maintain compliant practices with global HR process standards. The Vice President will partner with management and investor leadership to operate and navigate a fast-paced, highly entrepreneurial, private equity backed environment. 
 
The successful candidate will be responsible for the following:<ul><li>
Collaborates with executive leadership to define the long-term mission and goals of the organization; identifies ways to support this mission through policy creation and talent management</li><li>
Lead the integration and diligence process from an HR, benefits, and payroll perspective to ensure a smooth transition for acquisition
</li><li>Works to design and deliver innovative and adaptive talent acquisition strategies, in partnership with business leaders and HR Team</li><li>
Identifies key performance indicators for the organizations human resource and talent management functions; assesses the organizations success and market competitiveness based on these metrics</li><li>
Research, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs</li><li>
Provides guidance and leadership to the human resource management team; assists with resolution of human resources, compensation, and benefits questions, concerns, and issues</li><li>
Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.</li><li>
Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management</li><li>
Establish and maintain audits of business process performance across regions and identify performance gaps</li><li>
Drafts and implements the organization&rsquo;s staffing budget, and the budget for the human resource department</li><li>
Calculates and provides staff with annual fringe benefit allowance, reviews enrollment forms for accuracy and coordinates enrollment with third-party administrator</li><li>
Ensure compliance with COBRA guidelines by preparing letters and other paperwork as directed; receives and records COBRA insurance premium payments</li><li>
Coordinates health, life and disability insurance enrollments and communicates with service providers concerning routine administration of programs
</li><li>Processes personnel action forms and ensures proper approvals; disseminates approved forms</li><li>
Maintains the employee handbook with updated resolutions and other pertinent information, as needed</li><li>
Conducts orientation programs for new employees</li><li>
Performs other duties as assigned</li></ul> 

Education and Experience<ul><li>
Bachelor&rsquo;s degree required, preferably in HR, Business Administration, or related field</li><li>
At least 6 years of strategic HR management experience required; multi-site, multi-state</li><li>
Deep knowledge of human resources processes typically in managerial capacity as well as expertise in the use and support of the related ERP modules, methods, and activation</li><li>
Excellent interpersonal and conflict resolution skills; Strong supervisor and leadership skills</li><li>
Thorough knowledge of employment-related laws and regulations</li><li>
Ability to use metrics and analytics</li><li>
Healthcare background preferred
</li></ul> 
Personal Attributes<ul><li>
Proactive thought leader consistently delivering results of the highest quality</li><li>
Progressive ability to engage and manage stakeholders across the business, particularly HR function and broad internal and external partners</li><li>
Ability to investigate and analyze organizational needs; Agile and innovative</li><li>
Strategic thinker with demonstrated experience in developing creative solutions to complex problems</li></ul>
This role has an expected salary range of $170,000 - $225,000. 
 
Benefits: Midwest Express Clinic is proud to offer our employees a competitive selection of employer sponsored medical, dental, vision, and short term disability plans that meet the diverse needs of our employees and their families. Employees can also opt into a wide range of voluntary benefit plans including, but not limited to pre-tax spending accounts (FSA, HSA, Dependent Care, and Commuter), life insurance, critical illness, and even pet insurance. We offer a company-sponsored 401K plan, with employer match, to help them plan for a financially secure future. We also believe in the importance of work-life balance, with all full-time employees eligible for Wellness or Paid Time Off benefits. 
 
Midwest Express Clinic is an equal opportunity employer committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local law.
7VI8NQGb9T</div>

VP of Human Resources

Navs

The Sr. VP-Operations &amp; Strategy serves as a trusted advisor and right hand to the Executive Director of NAVS, ensuring that NAVS&rsquo; strategic plan, budget, and operations are executed with excellence. This role is central to driving organizational alignment, overseeing cross-departmental collaboration, and ensuring that finance, HR, compliance, and governance processes run smoothly.The Sr. VP-Operations &amp; Strategy provides operational leadership, improves internal processes, and keeps the organization focused on priorities&mdash;helping NAVS deliver maximum mission impact efficiently and effectively. This leader directly manages and supports NAVS staff, fostering a culture of accountability, respect, and high performance. This role ensures seamless collaboration across all program, operational, and administrative teams, aligning staff capacity and resources with organizational priorities.The Sr. VP-Operations &amp; Strategy also provides operational support, either directly or indirectly (by delegating responsibilities to NAVS staff), for NAVS&rsquo; sister organization, the International Foundation for Ethical Research (IFER).Key Responsibilities1. Strategic Planning &amp; Alignment<ul><li>Partner with the Executive Director to lead the annual strategic planning process, ensuring goals are clear, measurable, and aligned with NAVS&rsquo; mission.</li><li>Translate strategic priorities into clear departmental work plans with measurable outcomes; ensure accountability across departments.</li><li>Develop timelines and systems to ensure strategic plan and organizational budget are drafted, reviewed, and approved on schedule.</li><li>Track organizational progress against strategic goals and report on outcomes. Create updates to be shared with the Board of Directors.</li><li>Drive cross-departmental coordination, ensuring programs and operations align with strategic priorities.</li></ul>2. Operational Excellence &amp; Compliance<ul><li>Ensure day-to-day operations&mdash;including finance, HR, and administration&mdash;are effective, compliant, and timely.</li><li>Manage relationships with external service providers (finance, HR, legal, auditors, and consultants), ensuring quality and accountability.</li><li>Oversee compliance with nonprofit governance requirements, including IRS filings, charitable registrations, and Board policies.</li><li>Maintain, update, and enforce organizational policies, systems, and procedures that reflect nonprofit best practices.</li><li>Oversee timely and accurate charitable registration filings in collaboration with third parties.</li></ul>3. Financial Stewardship<ul><li>Partner with the Executive Director and Finance/Accounting provider to oversee timely budget development and monitoring.</li><li>Ensure financial performance is transparent, compliant, and aligned with Board-approved goals.</li><li>Review and approve expenditures within budget, ensuring fiscal accountability.</li><li>Coordinate timely audits, reconciliations, and financial reporting.</li><li>Ensure timely submission of grant requests, related budgets, and final reports from invited third parties.</li><li>Approve payroll.</li><li>Approve monthly ACH revenues (e.g., payments, grants, donations).</li><li>Monitor banking balances and initiate wire transfers and ACH payments (e.g., grants to IFER, IFER Fellowships, Humane Science Awards).</li><li>Administer Capital One credit card account on behalf of NAVS.</li></ul>4. Human Resources &amp; Staff Support<ul><li>Oversee HR operations in collaboration with external HR provider, ensuring compliance and consistency. Administer insurance and 403b accounts (BCBS, OneAmerica, Principal).</li><li>Coordinate collaboration and information flow among all staff to ensure alignment across departments and effective execution of programs and operations.</li><li>Directly supervise program, operations, and support staff, ensuring clarity of roles, professional development, and alignment with organizational goals.</li><li>Lead succession planning and workforce planning efforts to ensure NAVS has the right talent in place to achieve its long-term goals.</li><li>Support talent management processes, including performance reviews, training, and staff development.</li><li>Establish consistent performance management practices that include goal-setting, feedback, and accountability, ensuring professional growth opportunities for staff.</li><li>Work with the Executive Director and HR provider to develop competitive compensation and benefits strategies that support recruitment and retention.</li><li>Oversee key people initiatives, ensuring open communication channels, employee engagement, performance management, and the consistent review and maintenance of the employee handbook.</li><li>Foster a culture of collaboration, accountability, and respect across the organization.</li></ul>5. Board &amp; Leadership Support<ul><li>Partner with the Executive Director to prepare materials for Board meetings, ensuring timely and accurate reports.</li><li>Maintain Board records, including rosters, terms, policies, and compliance disclosures.</li><li>Support the Executive Director in managing organizational priorities and follow-through on key decisions.</li></ul>6. Other Duties as AssignedQualifications &amp; Experience<ul><li>Bachelor&rsquo;s degree required (Master&rsquo;s preferred) in nonprofit management, business administration, or related field.</li><li>10+ years of progressive leadership experience in nonprofit operations, strategy, or administration.</li><li>Demonstrated success in strategic planning, budgeting, and operational oversight.</li><li>Proven ability to lead and develop staff, with experience in coaching, mentoring, and building high-performing teams</li><li>Experience with HR compliance and talent management, including performance systems, staff development, and organizational culture-building</li><li>Strong knowledge of nonprofit governance, compliance, and financial management.</li><li>Exceptional communication, problem-solving, and organizational skills.</li><li>Ability to build trust, foster collaboration, and manage cross-functional teams.</li><li>Commitment to NAVS&rsquo; mission and values.</li></ul>CompensationCommensurate with experienceApplication Instructions:To apply, please submit your resume and cover letter to NAVS website (www.navs.org) by November 14, 2025.NAVS is an equal opportunity employer.Job Type: Full-timeBenefits:<ul><li>401(k)</li><li>Dental insurance</li><li>Health insurance</li><li>Paid time off</li><li>Vision insurance</li></ul>Work Location: Hybrid remote in Chicago, IL 60654. Relocation is not offered, candidates should be local to the area.Job Type: Full-timeBenefits:<ul><li>401(k)</li><li>Dental insurance</li><li>Health insurance</li><li>Paid time off</li><li>Vision insurance</li></ul>Work Location: Hybrid remote in Chicago, IL 60654

Senior VP of Strategy and Operations

Erikson Institute

<div>Position Summary
The Assistant Director, HR &amp; Operations is a dynamic, cross-functional role that manages a wide range of administrative, operational, Human Resources, and event coordination responsibilities. Reporting to the Director, People &amp; Culture, this position ensures seamless administrative support, oversees key HR processes, manages facilities logistics, and serves as a facilitator and manager for institutional events. The role serves as a key administrative liaison across various departments, including Facilities and Human Resources. This is a hybrid role depending on institutional needs.
Key Responsibilities
Human Resources Operations<ul><li>
Manages and updates employee records in the HRIS (e.g., ADP Workforce Now).</li><li>
Manages all onboarding and offboarding processes.</li><li>
Coordinates recruitment logistics, including background checks, interview scheduling, and new hire orientation.</li><li>
Maintains I-9 documentation and ensures compliance with employment laws.</li><li>
Designs and delivers employee training on HR policies, compliance, procedures and professional development.</li><li>
Process all human resources and benefits invoices.</li><li>
Organizes all HR sponsored events and maintains the HR calendar.</li><li>
Provides administrative support to the Director, People &amp; Culture, including scheduling, reporting, and intranet updates.</li></ul> 
Facilities Coordination Management<ul><li>
Serves as the primary administrative liaison for internal (academic, administrative, student) and external users of campus facilities.</li><li>
Acts as the facilities logistics manager, providing consultation and facilitation for all Erikson events. Serves as an administrator for the room scheduling software (EMS) and manages/edits reservations for all staff.</li><li>
Manages the rental of Erikson space by external organizations, including correspondence, billing, room configuration, and event troubleshooting.</li><li>
Supervises security personnel and day porter staff. This includes scheduling, managing onboarding and training.</li><li>
Manages outgoing/incoming mail, equipment, and providers, including the postage machine and coordinating bulk mail.</li><li>
Oversees and maintains all stock supplies (paper, toner, stationery, kitchens) including maintains vending/coffee contracts and oversees service level agreements</li></ul>
Proactively identify and implement process improvements to evaluate and optimize processes and enhance operational efficiency and reduce time or cost.
Other duties as assigned in support of activities related to HR and Facilities support as needed. 
Qualifications
Education
Bachelor&rsquo;s degree required; Associate&rsquo;s degree with significant experience may be considered.
Experience<ul><li>
Minimum 5+ years of applicable administrative experience, with at least 3+ years in HR or academic operations preferred.</li><li>
Experience in event planning and facilities coordination is a plus.</li></ul>
Skills &amp; Certifications<ul><li>
Strong organizational and time management skills.</li><li>
Excellent interpersonal, written, and verbal communication.</li><li>
Proficiency in Microsoft Office Suite and HRIS systems (e.g., ADP Workforce Now).</li><li>
Ability to manage confidential information with discretion.</li><li>
PHR/SPHR or SHRM certification preferred.</li></ul>
Erikson is open to individual candidates from all backgrounds and experiences. Candidates should apply whether or not they feel that they meet all the requirements or qualifications for the position. We are looking forward to having exciting conversations with engaging candidates and will welcome your application.
TO APPLY: Please include a cover letter and resume in a single PDF.
About Erikson Institute
We are the premier early childhood development organization committed to ensuring that all children have equitable opportunities to realize their potential.
Erikson Institute&rsquo;s graduate school uniquely prepares child development, education, and social work leaders to improve the lives of young children and their families. Our impact and influence are further amplified through our innovative academic programs, applied research, direct services in the community, advocacy, policy and leadership.
Erikson Institute is an equal opportunity employer. We consider all applicants for employment without regard to race, color, religion, national or ethnic origin, sexual orientation, marital status, age, disability, veteran status, family responsibilities, or any other classes protected by federal, state, or local laws. In addition, Erikson Institute provides reasonable accommodations to qualified individuals with disabilities in accordance with the Americans With Disabilities Act and applicable state and local laws (including during the application or hiring process).
To learn more, please visit our web site at www.erikson.edu</div>

Assistant Director, HR & Operations

Pete's Fresh Market

<div>Title
Human Resources Retail Generalist
Pay Grade
Human Resources (HR)
Major Department
Management
Minor Department
Management
Report to
HR Director &amp; Store General Manager 
Job Summary The Human Resources Retail Generalist will primarily oversee Human Resource (HR) functions at the store level and communicate regularly with the corporate HR department. In addition to coordinating all communication and requests of the corporate office, the Corporate Liaison will work in conjunction with the General Manager (GM) of the Store to help manage the people side of this robust business. 
 Essential Job Responsibilities
<ul><li>Coordinate with the HR Department</li><li>
Serve as liaison and advocate for employees and corporate office</li><li>
Implement Performance Management</li><li>
Prepare and discuss the 30 Day Performance Review with new hires</li><li>
Facilitate the Annual Performance Review Process for all employees</li><li>
Recognize employee or department excellence (e.g., perfect attendance, no accidents, Employee of the Month)</li><li>
Provide Corrective Action Notices and Performance Improvement Plans when necessary</li><li>
Schedule meetings and communicate employee relations issues to the HR Department</li><li>
Recruitment and Onboarding</li><li>
Coordinate with Corporate Recruiter to identify store recruitment needs</li><li>
Schedule and help facilitate interviews with GM and Department Manager</li><li>
Conduct orientation for new employees</li><li>
Maintain accuracy and integrity of HRIS (Human Resources Information System)</li><li>
Collect any outstanding New Hire paperwork, specifically I-9 documentation</li><li>
Ensure employee demographics and job classifications are correct</li><li>
Input employee schedules</li><li>
Facilitate Vacation Requests &amp; Absence Requests</li><li>
Check payroll and hours daily</li><li>
Review, correct, submit, and process time punches, edits, and information to payroll</li><li>
Prepare corrections and check requests for biweekly payroll</li><li>
Uniform request forms</li><li>
Process Transfers (inter-departmental and inter-company)</li><li>
Maintain and organize employee files</li><li>
Benefits</li><li>
Answer questions about benefits</li><li>
Help facilitate annual open enrollment and new hire eligibility every month</li><li>
Lead wellness initiatives at the store level</li><li>
Investigate, write, and follow up on workers compensation and general liability claims and report status to HR department</li><li>
Ensure all employee terminations are reviewed with HR and properly documented</li><li>
Ensure employees benefits are terminated, including medical, dental, etc.</li><li>
Ensure employees final checks are delivered in accordance with state law</li><li>
Prepare for and occasionally attend unemployment hearings</li><li>
Run and analyze reports (e.g., late, overstaying break, no punch, auto clock out, etc.)</li><li>
Coordinate all communication for the store</li><li>
Work with store and department managers to provide support, information, and communication for team meetings/department huddles</li><li>
Take and distribute meeting minutes</li><li>
Act as central communication source for corporate office (e.g., Pricing, Accounting, Buying, HR, etc.)</li><li>
Disseminate and respond to e-mails and phone calls</li><li>
Implement Marketing Initiatives</li><li>
Provide weekly report of endcap space usage to Marketing Analyst</li><li>
Monitor in store signage needs and communicate with Marketing Team</li><li>
Implement Customer Service Initiatives</li><li>
Act as next level of customer service if issues are escalated</li><li>
Collaborate with the Corporate Customer Service Manager when complaints, requests, and suggestions are filtered through the website or corporate phone number. When appropriate, provide praise or constructive feedback for employees.</li><li>
Organize and help implement customer suggestions as they are relayed at store level</li><li>
Facilitate donation fulfillment</li><li>
Manage all administrative duties of the store</li><li>
Ensure neatness of office and front end</li><li>
Organize store monthly calendar</li><li>
Organize and re-order office supplies</li><li>
Fill out the Daily Store Log</li><li>
Reorder gift cards as needed</li><li>
Review alarm report</li><li>
Ensure breakrooms are clean and inviting</li><li>
Facilitate decorating store for holidays</li><li>
Work on special projects</li></ul>
Assist with the day to day efficient operation as an extension of the HR Department; Other duties as assigned 
Education, Certifications, and Requirements
<ul><li>Bachelors degree in human resources, industrial organizational psychology, related field, or equivalent work experience; and</li><li>
At least two (2) years of generalist human resources experience</li><li>
Preferred: two (2) years of grocery or retail experience</li></ul> 
Other Knowledge, Skills, and Abilities
<ul><li>Understand and be up to date with local, state, and federal employment and safety laws</li><li>
Ability to manage and work with people of varying backgrounds and culture</li><li>
Ability to manage multiple projects simultaneously and make critical deadlines</li><li>
Ability to make fair, unbiased decisions and stay level-headed in difficult situations</li><li>
Self-directed and ambitious</li><li>
Possess a high level of integrity and discretion</li><li>
Strong communication skills via phone, e-mail, and in person discussions</li><li>
Thorough and clear documentation skills</li><li>
Advanced with Microsoft Office Suite: Outlook, Excel, Word, and PowerPoint</li><li>
Willingness and ability to learn systems (e.g., HRIS, Back Office System, POS System)</li><li>
Exceptional organization skills</li><li>
Attention to detail</li><li>
Excellent fluency with the English language; command of the Spanish language a plus</li><li>
High level of emotional intelligence and interpersonal skills, especially when communicating verbally</li><li>
Must be capable of providing and modeling exceptional customer service, to both internal and external customers</li><li>
Flexibility to adapt in a variety of situations; willingness to wear many hats</li></ul> 
Work Environment/Physical Demands
<ul><li>The potential for prolonged sitting, standing, walking, squatting and/or bending</li><li>
The ability to lift up to 50 lbs. on occasion</li><li>
Travel to store locations required</li><li>
Occasional high stress when dealing with systems, customers, and/or staff members</li></ul> 
The above declarations are not intended to be an all-inclusive list of the duties and responsibilities of the job described, nor are they intended to be such a listing of the skills and abilities required to do the job. Rather, they are intended only to describe the general nature of the job. 
Benefits<ul><li>Health Insurance Plan (Medical, Dental, Vision)</li><li>Supplemental Insurance Plans (Voluntary Life Insurance, Short-Term Disability, Accident Insurance, and Critical Illness Insurance)</li><li>Paid Vacation</li><li>Paid Lunch Break</li><li>Direct Deposit</li><li>Employee Lunch Program and more!</li></ul> 
Starting hourly rates will be no less than the local minimum wage and will vary based on things like location, experience and qualifications. All positions are eligible for Overtime, and some positions will have guaranteed Overtime available. 
 
Hourly Rate is local minimum + $10 range. 
 
Brand: Pete's Fresh Market
 
Address: 3520 W 87th St Chicago, IL - 60652
 
Property Description: 87th and Kedzie
 
Property Number: 18</div>

Human Resources Retail Generalist

Bain & Company

<div>WHAT MAKES US A GREAT PLACE TO WORK
We are proud to be consistently recognized as one of the world&rsquo;s best places to work. We are currently the #1 ranked consulting firm on Glassdoor&rsquo;s Best Places to Work list and have maintained a spot in the top four on Glassdoor&rsquo;s list since its founding in 2009. Extraordinary teams are at the heart of our business strategy, but these don&rsquo;t happen by chance. They require intentional focus on bringing together a broad set of backgrounds, cultures, experiences, perspectives, and skills in a supportive and inclusive work environment. We hire people with exceptional talent and create an environment in which every individual can thrive professionally and personally.
WHO YOU&rsquo;LL WORK WITH
This role is a key member of the Chicago Program Management (PM) team that focuses on staffing, professional development, performance evaluation, and employee experience for the Chicago consulting team. This role includes a mix of Program Manager responsibilities as well as PM team operational responsibilities, which require a blend of organizational skills, analytics, effective communication, and high emotional intelligence to drive impactful people results for Bain Chicago.
WHERE YOU&rsquo;LL FIT WITHIN THE TEAM
This role reports into a Director on the PM team with regular touchpoints across the full PM team, with the HR Partner, the Office Head, the local Human Resources team, and regional HR Operations team.
WHAT YOU&rsquo;LL DO
AC1 Staffing and Program Management
AC1 STAFFING<ul><li>
In partnership with broader PM team, coordinate with case team leadership to understand staffing needs, including nature of assignment, staffing requirements, and support staffing of teams to projects based on understanding of client, office and individual needs.</li><li>
Work with Program Management leadership team and HR Partner to ensure staffing decisions best optimize tradeoffs between client service, utilization and retention, specific to AC1 class.</li><li>
Ensure current capacity at the AC1 level is up to date and accurate as well as support the broader staffing team in determining both short-term and long-term pyramid planning to inform personnel decisions (e.g. transfers, etc.) and weekly GP capacity planning (e.g.: overall current capacity, forecasted capacity).</li></ul>
AC1 PROGRAM MANAGEMENT<ul><li>
Lead onboarding processes and integration of new AC classes into the office.</li></ul><div><ul><li>
Develop one-on-one relationships with the AC1 cohort to provide guidance and mentoring on career management. Regularly meet with each AC to discuss their career development, goals, objectives, and interests. Make trade-offs between client needs, office utilization and individual needs.</li><li>
Monitor case team assignments to ensure ACs have a variety of consulting projects and diverse experiences.</li><li>
Manage professional development of AC staff throughout their first year. Review all case end and professional development reviews to ensure quality feedback and clear messaging. Manage the First Cycle Review process for AC1 cohort, and in the first ratings cycle, help determine appropriate ratings for individuals in partnership with PD Advisors, Program Management and the Performance Evaluation Committee (PEC).</li><li>
Work with non-traditional AC hires (industry, etc) in a bespoke, customized way based on their pre-Bain experience, their tenure in the role, and their PD &ndash; and refine our best practices and approach to how we incorporate new types of employees into our systems.</li><li>
Hold regular AC1 class meetings and trainings; invite relevant parties to ensure ACs are provided relevant content as pertains to their careers. Support Director in similar activities for AC2 and SAC cohorts, maintaining holistic view of (S)AC program learning and development.</li><li>
Coordinate with in-office training leads to help curate local AC training programs, including Pre-ACT and the First Year Training program.</li><li>
Partner with HR on performance management, employee relations and other issues related to employment law, risk and policy matters.</li><li>
Coordinate with HR on transfer process and leaves of absence for ACs.</li><li>
Participate in the development and recommendation operating policy and procedural improvements for AC/Consultant staff.</li><li>
Work with HR on processes impacting including Upward Feedback, Ratings, case-end and consensus reviews, and CTSU.</li></ul></div>
Perform other duties and projects as assigned including leading strategic initiatives such as sustainability task force, AC value proposition, etc. 
Support of Office Talent operations
Talent processes
<div><ul><li>Work with AC Promotion Committee to support promotion decisions</li><li>
Manage the diligence process by setting the calendar, assigning to-dos and reviewing Guardian assignments</li><li>
Develop first pass strawman of promotion outcomes and first pass tailored messaging for ACs</li><li>
Proactively identify areas for process improvement and drive execution across cycles, applying deep functional knowledge of processes</li></ul></div>
PD advisor program<div><ul><li>
Own PD Advisor matching processes</li><li>
Run annual process to gather and collate input on preferences, match preferences and communicate assignments</li><li>
Prepare dashboard of current subscriptions and maintain master reference list</li><li>
Manage ad hoc PD advisor assignments for transfers in as well as assignment of sponsors</li><li>
Monitor program and identify / drive continuous improvement opportunities</li><li>
Coordinate regular cadence of advisor trainings are calendared (e.g. &ldquo;Advisor BDPs&rdquo; for those new to the advisor role, &ldquo;How to use your advisor&rdquo; for new ACs/Cs)</li></ul></div>
Affinity Group support<div><ul><li>
Own Sponsor matching processes for ACs-SMAPs in relevant Affinity Groups</li><li>
Keep tabs on new starts / promotes who are eligible for a sponsor</li><li>
Run ongoing process to gather and collate input on preferences, match preferences and communicate assignments</li><li>
Ensure Ring of Support check-ins and individual sponsor/sponsee check-ins are happening and have the right participants.</li><li>
Plan and deliver ongoing training for sponsors and sponsees</li><li>
Coordinate with the Program Management teams to prepare for and facilitate the regularly occurring Affinity group pulse check meetings (e.g. reach out to sponsors for updates, work with Program Managers to establish priorities, arrange for required content)</li><li>
Identify and drive continuous improvement opportunities for sponsorship programs (e.g. via regular surveys of sponsors and sponsorees)</li></ul></div>
ABOUT YOU<div><ul><li>
Bachelor&rsquo;s Degree is required</li><li>
A minimum of 6+ years of professional experience is required in human capital and/or program management, preferably at a professional services firm</li><li>
Deep knowledge of Bain &amp; Company is preferable</li><li>
Strong ownership for areas of responsibility, excellent organizational skills, meticulous attention to detail and strong customer service orientation</li><li>
Ability to work with limited supervision and a knack for staying on-track of multiple timelines, processes and competing demands (&ldquo;self-starter&rdquo;)</li><li>
Proven track record of designing, developing and implementing streamlined, repeatable and innovative processes that create clarity and alignment for stakeholders</li><li>
Strong analytical mindset and business acumen</li><li>
Outstanding interpersonal and strong written/verbal communication skills; able to confidently communicate with senior leaders</li><li>
Ability to handle highly confidential information in a professional manner</li><li>
Extensive experience with Microsoft Word/Excel/PowerPoint is required</li></ul></div> 
U.S. Compensation Information
Compensation for this role includes base salary, annual discretionary performance bonus, 401(k) plan with an annual employer contribution based on years of service and Bain&rsquo;s best in class benefits package (details listed below).
Some local governments in the United States require a good-faith, reasonable salary range to be included in job postings for open roles. The estimated annualized compensation for this role is as follows:<ul><li>In Chicago, IL, the good-faith, reasonable annualized full-time salary range for this role is between $145,000-174,500; placement within this range will vary based on several factors including, but not limited to experience, education, licensure/certifications, training and skill level</li><li>Annual discretionary performance bonus</li><li>This role may also be eligible for other elements of discretionary compensation</li><li>4.5% 401(k) company contribution, which increases after 3 years of service and is 100% vested upon start date</li></ul>
Bain &amp; Company's comprehensive benefits and wellness program is designed to help employees achieve personal independence, protection and stability in the areas most important to you and your family.<ul><li>Bain pays 100% individual employee premiums for medical, dental and vision programs, offering one of the most comprehensive medical plans for employees without impacting your paycheck</li><li>Generous paid time off, including parental leave, sick leave and paid holidays</li><li>Fully vested 401(k) company contribution</li><li>Paid Life and Long-Term Disability insurance</li><li>Annual fitness reimbursements</li></ul></div>

Manager, Consulting Programs

One Million Degrees

<div>About One Million Degrees:
One Million Degrees accelerates community college students&rsquo; progress on career pathways to economic mobility.
Over 60% of students who start community college do not complete a degree or successfully transfer to a four-year institution. However, 84% of jobs in the US require skills training beyond high school. OMD&rsquo;s holistic support model is designed to support community college students as they work toward degrees and careers. From tutors and coaches to financial assistance and professional development, OMD helps community college students succeed in school, work, and life, transforming their futures and the futures of those around them for generations.
The OMD student support model is rooted in evaluation and evidence: A randomized controlled trial conducted with the University of Chicago Inclusive Economy Lab shows that OMD scholars are 70% more likely to enroll, 94% more likely to persist, 73% more likely to earn a degree.
Currently, OMD serves scholars in all 7 of the City Colleges of Chicago (CCC) and is scaling to reach over 3000 community college scholars by 2026 through our unique partnership with CCC. In addition to direct services, OMD partners with employers across industries to build on-ramps to in-demand jobs through internships and apprenticeships, and supports institutions nationwide to design and implement models of holistic student support.
Through this growing body of work, OMD continues to have a profound impact in Chicagoland while becoming a national model for sustainable, scalable, and systemic change.
OMD Values:
OMD is deeply committed to our core values, as demonstrated in the work we do, our approach to change and growth, and our commitment to our staff.<ul><li>
Equity: We address historical and existing systemic inequities by taking a holistic approach to supporting students on their path to economic mobility.</li><li>
Excellence: We hold ourselves to a high bar and provide exceptional support so that students are empowered to achieve their ambitions.</li><li>
Community: We unite around putting students first, collaborating with partners, and celebrating our collective wins.</li><li>
Learning: We each adapt to a changing world and refine our approach to support students, community members, staff, and stakeholders along the way.</li><li>
Amplify: We advocate for our students and share what we've learned as leaders in the field.</li></ul>
Position Summary:
One Million Degrees (OMD) is seeking a hands-on, solutions-driven HR Manager to help strengthen and modernize our people operations. Reporting to the Director of Human Resources, this role is ideal for a builder&mdash;someone who thrives on creating order out of complexity, designing and implementing systems, and putting scalable processes in place. The HR Manager will take a proactive, customer service&ndash;oriented approach to supporting employees and leaders, balancing compliance with creativity to solve problems and improve the employee experience. Success in this role requires exceptional judgment, strong critical thinking, and a high comfort with ambiguity&mdash;knowing how to figure things out when no guidebook exists and then creating the guidebook and playbook for others to follow. The ideal candidate is resourceful, detail-oriented, and skilled at developing SOPs, while also maintaining an end-to-end perspective on how HR connects across the organization. We&rsquo;re looking for someone with a &ldquo;get it done&rdquo; mentality who can roll up their sleeves, establish strong foundations, and elevate HR into a trusted, high-functioning partner for the organization. Specific duties and responsibilities are listed below.
Specific duties and responsibilities include but are not limited to:
Recruitment &amp; Hiring<ul><li>
Enhance OMD&rsquo;s recruitment and hiring practices to attract and retain high-quality, diverse talent across all levels.</li><li>
Partner with managers to identify the skills, competencies, and qualifications needed for open roles.</li><li>
Facilitate a seamless and supportive hiring journey for managers and candidates, combining expertise with a customer-first approach.</li><li>
Standardize and document recruitment workflows, creating scalable SOPs for consistent practices across departments.</li></ul>
Employee Relations<ul><li>
Handle employee concerns and complaints, conducting investigations as needed.</li><li>
Process FMLA paperwork and other employee leave requests in accordance with policy and law.</li><li>
Partner with managers to support performance improvement plans (PIPs) and address ongoing employee issues.</li><li>
Conduct exit interviews, analyze feedback, and recommend strategies to strengthen the employee experience.</li></ul>
Union Relations<ul><li>
Support the implementation and administration of OMD&rsquo;s collective bargaining agreement, providing ongoing guidance and interpretation.</li><li>
Provide supervisors of unionized employees with guidance on policies and practices to ensure contract compliance.</li><li>
Build and maintain strong, collaborative relationships with union representatives.</li></ul>
People Operations &amp; Compliance<ul><li>
Administer HR programs including compensation, benefits, leave, investigations, and disciplinary actions.</li><li>
Monitor, track, and document compliance with required and optional trainings, continuing education, and employee performance assessments.</li><li>
Ensure compliance with all labor and employment laws while maintaining required labor postings and accurate employee records.</li></ul>
Systems &amp; Process Improvement<ul><li>
Develop, document, and maintain standard operating procedures (SOPs) across all HR functions, ensuring clarity, consistency, and scalability.</li><li>
Serve as subject matter expert (SME) in with HRIS (Paycom), ensuring effective use and optimization.</li><li>
Analyze HR workflows and recommend system enhancements, ensuring requirements are identified, tested, and successfully implemented.</li><li>
Partner with leadership to plan and deliver new HR system functionality and enhancements on schedule.</li><li>
Conduct regular HRIS audits and system checks to ensure accuracy and functionality.</li></ul>
Culture &amp; Employee Experience<ul><li>
Bring a customer service mindset to HR, ensuring all employees receive timely, empathetic, and effective support.</li><li>
Champion creative problem-solving and continuous improvement in how HR supports OMD&rsquo;s mission and people.</li></ul>
Qualifications and Requirements:
Education<ul><li>
Bachelor&rsquo;s degree required</li><li>
PHR/SPHR and/or SHRM-CP/SCP is a plus</li></ul>
Experience<ul><li>
5+ years of progressive human resources experience, preferably in fast-growing, mission-driven organizations where building HR programs and processes from the ground up is required.</li><li>
Proven track record of designing, implementing, and optimizing HR systems, policies, and SOPs.</li><li>
Hands-on experience managing employee relations, including investigations, leave administration, and partnering with managers on performance or conduct concerns.</li><li>
Deep knowledge of federal, state, and local labor and employment laws, with a history of ensuring compliance across diverse HR programs.</li><li>
Demonstrated ability to thrive in ambiguous environments, developing processes, workflows, and playbooks where none previously existed.</li><li>
Experience as a subject matter expert in HRIS systems and leveraging HR technology to streamline operations, reporting, and data analytics.</li></ul>
Skills &amp; Competencies<ul><li>
Collaborative: Builds trust and strong working relationships across teams, fostering cooperation and a culture of partnership rather than &ldquo;us vs. them.&rdquo;</li><li>
Critical thinking &amp; judgment: Makes thoughtful, equitable decisions in complex situations with multiple stakeholders.</li><li>
Process and systems expertise: Ability to design, document, and optimize workflows and HR programs; highly comfortable creating SOPs and playbooks.</li><li>
Strong communicator: Able to clearly translate HR or compliance information for employees at all levels in a way that is understandable and actionable.</li><li>
Trustworthy and discreet: Handles sensitive information with the utmost professionalism, maintaining confidentiality at all times.</li><li>
Calm and professional demeanor: Maintains composure under pressure and navigates challenging situations with poise.</li><li>
Detail-oriented: Enjoys crossing I&rsquo;s and dotting T&rsquo;s, ensuring accuracy and completeness in all work.</li><li>
Comfort with ambiguity &amp; problem-solving: Thrives in situations without clear precedents; resourceful and action-oriented in figuring out solutions.</li><li>
Customer service orientation: Delivers high-touch, white-glove support to managers and employees, balancing care with operational efficiency.</li><li>
Change management: Experienced in implementing new systems, processes, and programs, gaining buy-in across diverse stakeholders.</li></ul>
Compensation and Benefits:<ul><li>
Salary : $63,500-$74,500*</li><li>
Full Health Benefits &ndash;Provided for all full-time employees, including medical, dental, and vision. OMD pays 100% of individual&rsquo;s basic monthly health premium and 80% dependent coverage.</li><li>
Employee assistance program, which offers confidential emotional support, work-life solutions, legal guidance, financial resources, and more.</li><li>
Retirement Benefits &ndash; For full-time employees, OMD offers a 401(k) plan and matches retirement contributions up to 4% of total salary.</li><li>
Generous Paid Time Off Policy&ndash; OMD has 12 paid holidays and offers up to 15 days PTO in year one; in addition to two weeks paid time off for winter break.</li><li>
Compensatory time for designated duties performed outside of normal work hours**</li><li>
Monthly cell phone and internet reimbursement up to $50/month.</li><li>
12 weeks of paid parental leave for birthing and non-birthing parents.</li><li>
Professional Learning Opportunities &ndash; OMD supports employee development in areas relevant to professional and organizational goals and will pay for training such as workshops and conferences as agreed upon by the employee and supervisor.</li><li>
Hybrid Work Schedule &ndash; One in-office day required a week; other days can be remote (in-person day set by you and your manager).</li><li>To allow OMD to set salaries based on market data and internal equity, and to ensure fair and equal pay for every role, we offer our best offer first.</li></ul>
**All employees are expected to work a set number of Saturdays and evening hours per year due to organizational-wide events.
One Million Degrees is an equal opportunity employer. We encourage applications from all individuals regardless of age, gender, race, ethnicity, religion, or sexual orientation, and evaluate all candidates based on merit.
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HR Manager

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