director, compensation, benefits & hr systems Jobs in Chicago

director, compensation, benefits & hr systems

global director of transformation solutions Jobs in Chicago

global director of transformation solutions

senior compensation analyst Jobs in Chicago

senior compensation analyst

senior director i, integrated marketing - west Jobs in Chicago

senior director i, integrated marketing - west

senior director-global total rewards Jobs in Chicago

senior director-global total rewards

senior director global total rewards

S&C Electric Company

<div><p>As an S&amp;C Electric team member, you&rsquo;ll work on projects that have real-world impact. You&rsquo;ll help transform the grid for resilient and reliable power worldwide. S&amp;C has more than a 100-year history of innovation and has been 100% employee-owned since 2012. We continue this legacy as a trusted, forward-thinking leader in the electrical industry. You will advance a safer, more reliable, and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. We&rsquo;re big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively.<br>
</p><p></p><p>Join S&amp;C to make an impact on tomorrow&rsquo;s energy challenges and become an employee-owner!
</p><p><b>Hours
</b></p><ul><li><b>8:00 am &ndash; 5:00 pm (Mon-Fri) Hybrid<br>
</b></li></ul><p></p><p><b>Compensation
</b></p><p>At S&amp;C, we are dedicated to providing competitive and equitable compensation for all our team members, and we are committed to transparency in our pay practices. <b>The estimated annual base salary range for this position in the United States is $220,770 - $292,549.40. </b>Individual pay within this salary range is determined by several compensable factors, including performance, knowledge, job-related skills and experience, and relevant education or training. This role is also eligible for S&amp;C&rsquo;s annual incentive plan (AIP), subject to eligibility criteria.<br>
</p><p></p><p><b>Join Our Team as a Senior Director-Global Total Rewards!
</b></p><p>The Global Total Rewards team is responsible for shaping and implementing S&amp;C&rsquo;s comprehensive team member total rewards strategy with the aim of attracting, retaining, and motivating top-tier talent across global operations. The function focuses beyond base compensation and benefits to create an all-encompassing employee value proposition, including incentive programs, retirement programs, unique perks, and professional development opportunities in a performance-driven culture.
</p><p>The Senior Director-Global Total Rewards is responsible for leading the strategic direction of S&amp;C&rsquo;s global total rewards landscape, encompassing benefits, compensation, retirement programs, and other perks. This pivotal role involves crafting and leading the overarching strategy and driving the design, implementation, and administration of total rewards programs. The Director ensures internal equity, external competitiveness, and compliance with regulations and policies. The Senior Director is also responsible for leading the shared services team.<br>
</p><p></p><p><b>Key Responsibilities:
</b></p><ul><li><p><b>Global Total Rewards Strategy: </b>Develop and deploy a holistic global total rewards strategy aligned with the company&rsquo;s overarching business goals and objectives. Recommend specific strategic objectives tailored to the organization&rsquo;s global total rewards requirements, addressing current needs and anticipating future demands. Articulate and execute strategies and programs that optimize the company&rsquo;s total rewards framework, ensuring internal equity and external competitiveness. Develop and communicate comprehensive global pay policies that articulate and guide the organization through S&amp;C&rsquo;s total rewards strategies, encompassing various components such as compensation, benefits, and recognition. Regularly assess the effectiveness and impact of total rewards efforts, fostering a continuous improvement mindset to enhance organizational success and align with evolving business dynamics.
</p></li><li><p><b>Strategic Total Rewards Partnership: </b>Collaborate closely with functional leaders to align total rewards strategies with organizational objectives and support organization-wide workforce planning. Build robust cross-functional relationships, acting as a strategic advisor to executives, the Board of Directors HR Compensation Committee (HRCC), and other key stakeholders on total rewards and providing insights on policies and industry trends. Refine program structures based on executive feedback and offer recommendations to optimize total rewards strategies. Facilitate ongoing communication between the total rewards team and functional leaders, ensuring alignment with organizational goals.
</p></li><li><p><b>Shared Services Organization Leadership </b>: Leadership of the Shared Services/Benefits Services team.
</p></li><li><p><b>Financial Reporting: </b>Partner with the finance team to develop and maintain comprehensive financial reporting for global total rewards programs. Ensure accurate tracking and reporting of total rewards expenses, providing valuable insights to support strategic decision-making. Collaborate on budgetary planning, forecasting, and financial modeling related to total rewards initiatives. Establish and maintain key performance indicators (KPIs) for financial metrics, presenting findings to leadership. Drive financial transparency and accountability within the total rewards function, fostering a collaborative approach to optimize the impact of compensation and benefits programs on the organization&rsquo;s financial goals.
</p></li><li><p><b>Performance Management: </b>Partner with Talent Enablement to support the annual compensation planning cycles, including merit awards and short-term incentive awards. Ensure compensation plans are delivered within budget.
</p></li><li><p><b>Retirement Program &amp; KSOP: </b>Responsible for the comprehensive oversight and management of the company&rsquo;s Global retirement programs, including the KSOP. This includes ensuring legal compliance, overseeing financial aspects, managing vendor relations, communicating program details to employees, conducting data analysis for performance assessment, and implementing changes seamlessly.
</p></li><li><p><b>Executive Compensation Planning: </b>Lead executive compensation planning, including benchmarking and competitive analysis and annual compensation planning cycles, including merit awards, short-term incentive awards, and Stock Appreciation Rights (SARs) awards. Administers the Stock Appreciation Rights (SARs) program, including management of the relationship with Global Shares with regards to SARs plan administration, and serves as a liaison to participants in the plan.
</p></li><li><p><b>Compensation Committee Support: </b>In coordination with the Chief Human Resources Officer, support activities of the Board HR Compensation Committee. This includes leading discussions, providing insights, coordinating the preparation of materials for Committee meetings, ensuring alignment of total rewards strategies with the company&rsquo;s overall strategic direction, and addressing any committee-specific requirements.
</p></li><li><p><b>Total Reward Program Leadership: </b>Act as a primary consultant in a number of other total rewards initiatives, including sales compensation, mobility, the disability process, benefit offering changes, total reward communications, and more.
</p></li><li><p><b>Budget Management: </b>Develop and manage the global total rewards budget, ensuring accuracy and appropriate allocation of resources to maximize ROI and the achievement of departmental strategies and objectives.
</p></li><li><p><b>Change Management: </b>Develop a practical approach to leading change and support department-wide, large-scale initiatives through change management interventions.
</p></li><li><p><b>Leadership &amp; People Management: </b>Lead, inspire, and develop a high-performing team. Role model appropriate and professional workplace behaviors, address/mediate conflicts to restore harmony, and support a positive, healthy, and inclusive workplace culture in accordance with S&amp;C's mission, vision, values, and guiding principles. Manage departmental team member processes including but not limited to recruitment, induction, vacation management, performance reviews, performance management, and workforce/succession planning. Proactively establish, monitor, and hold team members accountable to clear responsibilities and accountabilities, provide ongoing performance feedback, both positive and developmental, address performance gaps promptly, and recognize and reward achievements Foster a culture that supports the growth and development of team members and proactively train, mentor and coach team members.
</p></li><li><p><b>Compliance: </b>Understand and comply with all applicable regulations and Company policies.<br>
</p></li></ul><p></p><p><b>What you&rsquo;ll Need To Succeed:
</b></p><ul><li>Bachelor&rsquo;s degree in Business Administration, Finance, Human Resources, or an equivalent field
</li><li>Demonstrated success in overseeing a global compensation function in a mid-sized to large company or recognized compensation consulting firm.
</li><li>Track record of possessing a creative, analytical thinking and results-driven orientation demonstrated through the ability to draw conclusions and trends from data analysis. Ability to conduct and interpret complex analyses and reporting requirements to determine efficient solutions.
</li><li>Excellent knowledge of global benefits and compensation systems and HR technology. Effectively applies knowledge to decisions affecting plan design and the impact of those plans on other areas of the business.
</li><li>Excellent consultancy skills and ability to consult at all levels of the organization on issues and decisions that require extensive knowledge of compensation strategies, policies, programs, and practices. Ability to implement a new strategy and &ldquo;sell&rdquo; ideas and concepts.
</li><li>Ability to act as a deep subject matter expert on executive compensation. Experience in creating and delivering presentations with confidence. Experience in compiling &ldquo;executive ready&rdquo; material for HRCC meetings.
</li><li>Excellent understanding of financial reporting requirements and the ability to analyze complex financial models. Demonstrated experience in managing an ESOP or similar program with a sound understanding of the importance of finance internal controls, capable of identifying, evaluating, and documenting internal controls.
</li><li>Excellent leadership skills with an ability to lead, guide, motivate, and delegate to deliver results, build teams and capabilities, embrace change, drive decisions and results, embrace culture and inclusion, and exhibit integrity
</li><li>Strong organizational, planning, and project management skills, coordinating internal and external resources, creative problem-solving when obstacles arise, and juggling a heavy volume of diverse projects, including both strategic and tactical assignments
</li><li>Exceptional interpersonal skills to establish meaningful relationships built on mutual trust and respect, navigate and resolve conflict, moderate behaviors, and foster collaborative working relationships amongst a diverse audience
</li><li>Excellent communication skills (written, verbal, listening, and presentation). Able to liaise with internal and external stakeholders at all levels, from senior executives to support staff, and present compellingly to achieve buy-in from executives, managers, and team members
</li><li>Excellent business acumen and analytical skills with the ability to use and analyze data to drive informed decisions, problem-solve complex issues, and leverage data and learnings to drive continuous improvement
</li><li>Skilled at navigating through ambiguity and leading teams and organizations through change
</li><li>Proven success partnering across HR and global functional teams, creating effective partnerships at all levels, and collaborating at a broad strategic level
</li>Ability to travel as required<br>
<li>
</li></ul><p></p><p><b>Preferred:
</b></p><ul><li>Master&rsquo;s degree in Business Administration, Finance, Human Resources, or an equivalent field
</li><li>Certified Total Rewards Specialist (CTRS)
</li><li>Certified Benefits Professional (CBP)
</li><li>Certified Compensation Professional (CCP)
</li><li>Society for Human Resource Management (SHRM) Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR), or equivalent
</li><li>Experience working with Oracle HCM (HRIS)
</li><li><b>Experience working in an ESOP environment
</b></li><li><b>Exerience working in a manufacturing environment or with a heavily non-exempt workforce.<br>
</b></li></ul><p></p><p>S&amp;C Electric is committed to equal-opportunity employment. All employees and applicants will be considered without regard to age, color, disability, gender, national origin, race, religion, sexual orientation, gender identity, protected veteran status, or any other classification protected by federal, state, or local law. If you are an individual with a disability and need an accommodation to complete the application, please email us at TAsupport@sandc.com .
</p><p><b>No fixed deadline
</b></p><p><b>#LI-BB1</b></p></div>

Senior Director-Global Total Rewards

Ventas, Inc.

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

Director, Compensation, Benefits & HR Systems

<div></div><div><div><div>Chicago
</div></div><div><div>IL - Illinois
</div></div><div><div>Communications
</div></div><div><p><b>Job Description</b></p>
<div><b>Director Integrated Media Relations - Chicago, IL</b><br>
ADM Global Communications<br>
<br>
At ADM, we unlock the power of nature to enrich the quality of life. As one of the world&rsquo;s leading agricultural supply chain managers and nutrition companies, we connect farmers, partners, and communities to feed and nourish the planet.<br>
<br>
We&rsquo;re looking for a seasoned communicator to join our Global Communications team as Director, Integrated Media Relations. This leader will be ADM&rsquo;s voice with global and national media, shaping how our story is told through paid, earned, shared and owned (PESO) channels, and protecting our<br>
reputation on the world stage. The role will be based in ADM&rsquo;s Global Headquarters in Chicago to work closely both with key reporters based in the city and ADM&rsquo;s executive team.<br>
<br>
<b>What You&rsquo;ll Do</b><ul><li>
Serve as ADM&rsquo;s primary media spokesperson with top-tier global and national outlets.</li><li>
Build and strengthen relationships with leading reporters, editors, and influencers across priority markets and sectors.</li><li>
Manage an in-house team responsible for leading marketing communications and trade media outreach</li><li>
Coordinate proactive media campaigns across all of our global markets, including North America, Europe, Middle East, Africa, Asia Pacific, China, and Latin America using the PESO model.</li><li>
Guide ADM&rsquo;s crisis and issues response with confidence, clarity, and consistency &mdash; including preparedness, risk-sensing, and rapid response protocols.</li><li>
Partner directly with executives to shape messaging and prepare for high-profile interviews.</li><li>
Oversee global media monitoring and reporting to track impact and inform strategy with clear metrics and insights for continuous improvement.</li></ul><b>
What We&rsquo;re Looking For</b><ul><li>
10+ years of media relations experience, including crisis communications and familiarity with leveraging the PESO model in today&rsquo;s media environment and integrating earned strategies with digital discoverability (SEO/SEM).</li><li>
Strong record of success leading high-profile media campaigns with measurable outcomes.</li><li>
Exceptional ability to cultivate trusted relationships with journalists and stakeholders built on credibility, responsiveness, and strategic value.</li><li>
Skilled at advising and supporting senior executives on communications strategy and spokesperson coaching.</li><li>
Calm, agile problem-solver with sharp attention to detail and storytelling ability in fast-paced, complex environments.</li><li>
Experience leading teams and managing agency partners in a global environment with cultural fluency and cross-functional collaboration skills.</li><li>
Familiarity and experience leveraging technology resources like AI for media monitoring, content development, and trend identification; comfort with analytics dashboards, social listening, and GEO/geotargeting tools.</li><li>
Bachelor&rsquo;s degree required. Fluency in English required; additional languages a plus.</li><li>
Experience in highly regulated or enterprise-scale industries beneficial.</li></ul><b>
Why Join ADM?</b><br>
At ADM, you&rsquo;ll work alongside senior leaders and global teams to shape the reputation of one of the world&rsquo;s most influential companies in food, agriculture, and nutrition. This is an opportunity to make a measurable impact &mdash; not just on ADM&rsquo;s brand, but on the way the world thinks about the future of food and the essential role our business plays in global sustainability and food security.<br>
<br>
Excited about this role but don&rsquo;t think you meet every requirement listed? We encourage you to apply anyway. You may be just the right candidate for this role or another one of our openings.<br>
<br>
ADM requires the successful completion of a background check.<br>
<br>
REF:104174BR</div><br>
</div><p></p><div><div>Base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. Hourly and salaried non-exempt employees will also be paid overtime pay when working qualifying overtime hours.
<br>
<br>
If hired, employees will be in an &ldquo;at-will position&rdquo; and the Company reserves the right to modify base pay (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.
<br>
<br>
The pay range for this position is expected to be between:</div>
</div><p></p><div><div>$137,300.00 - $210,600.00</div>
</div><div><p><b>Salaried Incentive Plan</b></p>
<div>The total compensation package for this position will also include annual bonus and a long-term incentive plan
</div></div><p></p><div><div><b>Benefits and Perks</b>
<br>
<br>
Enriching the quality of life for the world begins by taking care of our colleagues. In addition to competitive pay, we support your diverse needs with a comprehensive total rewards package to enhance your well-being, including:
<br>
<ul><li><b>Physical wellness</b> &ndash; medical/Rx, dental, vision and on-site wellness center access or gym reimbursement (as applicable).</li>
<li><b>Financial wellness</b> &ndash; flexible spending accounts, health savings account, 401(k) with matching contributions and cash balance plan, discounted employee stock purchasing program, life insurance, disability, workers&rsquo; compensation, legal assistance, identity theft protection.</li>
<li><b>Mental and social wellness</b> &ndash; Employee Assistance Program (EAP), Employee Resource Groups (ERGs) and Colleague Giving Programs (ADM Cares).</li></ul>
Additional benefits include:
<br>
<ul><li>Paid time off including paid holidays.</li>
<li>Adoption assistance and paid maternity and parental leave.</li>
<li>Tuition assistance.</li>
<li>Company-sponsored training and development resources, such as LinkedIn Learning, language training and mentoring programs.</li></ul><ul><li>Benefits may vary for bargained locations, confirm benefit eligibility with your recruiter.</li></ul></div>
</div><p></p><div><div><b>#IncludingYou</b><br>
<br>
Diversity, equity, inclusion and belonging are cornerstones of ADM&rsquo;s efforts to continue innovating, driving growth, and delivering outstanding performance. We are committed to attracting and retaining a diverse workforce and create welcoming, truly inclusive work environments &mdash; environments that enable every ADM colleague to feel comfortable on the job, make meaningful contributions to our success, and grow their career. We respect and value the unique backgrounds and experiences that each person can bring to ADM because we know that diversity of perspectives makes us better, together.<br>
<br>
We welcome everyone to apply. We are committed to ensuring all qualified applicants receive consideration for employment regardless of race, color, ethnicity, disability, religion, national origin, language, gender, gender identity, gender expression, marital status, sexual orientation, age, protected veteran status, or any other characteristic protected by law</div>
</div><p></p><div><div><b>About ADM</b>
<br>
<br>
At ADM, we unlock the power of nature to provide access to nutrition worldwide. With industry-advancing innovations, a complete portfolio of ingredients and solutions to meet any taste, and a commitment to sustainability, we give customers an edge in solving the nutritional challenges of today and tomorrow. We&rsquo;re a global leader in human and animal nutrition and the world&rsquo;s premier agricultural origination and processing company. Our breadth, depth, insights, facilities and logistical expertise give us unparalleled capabilities to meet needs for food, beverages, health and wellness, and more. From the seed of the idea to the outcome of the solution, we enrich the quality of life the world over. Learn more at www.adm.com.</div>
</div><div><p><b>Req/Job ID</b></p>
<div>104174BR</div>
</div><p></p><div><div>#LI-Onsite
</div></div><div><p><b>Ref ID</b></p>
<div>#LI-KK2</div></div></div>

Director Integrated Media Relations - Chicago, IL

YMCA

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

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

Molson Coors Brewing Company

<div><p><b>Requisition ID: </b>36988</p>
<p>
Cheers to creating an incredible tomorrow!</p><br>
<p></p>
<p>
At Molson Coors, we tackle big challenges and defy the status quo. With a proud legacy of excellence, an incredible portfolio of beer, seltzers, spirits, and non-alcohol brands, and a bold vision for our future... we&rsquo;re on the path to transforming the beverage industry. That requires remarkable individuals who are curious, tenacious, and never afraid to fail forward.</p>
<p>
We seek, value and respect everyone&rsquo;s unique perspectives and experiences knowing that we are stronger together. We collaborate as a team and celebrate each other&rsquo;s successes.</p>
<p>
Here&rsquo;s to crafting careers and creating new legacies.</p><br>
<p></p>
<p>
Crafted Highlights:</p><br>
<p></p>
<p>
The Strategy Manager based in Chicago, Illinois, is a key member of the Strategy team and will focus driving the long-range planning process with key stakeholders across LATAM, supply chain, and other functional areas. The role will be responsible for partnering with key stakeholders to develop a three-year strategic roadmap for their business. The role will also support the development of our enterprise strategy, by leading competitive, macroeconomic, and financial analysis that will inform the three-year plan for Molson Coors. This role is forward-looking and requires both conceptual and analytical thinking, as well as financial modeling skills.</p><br>
<p></p>
<p>
What You&rsquo;ll Be Brewing:</p>
<ul>
<li>Leads the development of the long-range strategy for LATAM, including ambition, market strategy, market/brand prioritization and strategic actions. Also partner with finance to develop three-year financial projections for LATAM</li>
<li>Leads the development of the long-range strategy for supply chain and other functional areas (i.e. HR, CD), including strategic roadmap, actions, and required investment</li>
<li>Support the Senior Director and Chief Strategy Officer in developing the Molson Coors enterprise strategy, by leading analysis of the external competitive and economic landscape.</li>
<li>Lead internal financial analysis and modeling of company three-year plan, to support the team with scenario planning and board management</li>
</ul>
<p>Key Ingredients:</p>
<ul>
<li>5-8 years of industry experience
</li><li>Must have a strong background in corporate or business strategy roles in CPG, strategy consulting experience, or CPG finance</li>
<li>Demonstrated ability and knowledge of financial models, P&amp;L and scenario modeling</li>
<li>Ability to scope business problems by understanding both the nature of the problem and senior management vision for the ultimate impact, distilling complex data into simple, actionable stories</li>
<li>Demonstrated executive presence and influence and management of key stakeholders</li>
<li>Strong interpersonal skills; ability to function effectively in a cross-functional team environment as well as present to high-level partner decision makers</li>
</ul>
<p>Beverage Bonuses:</p>
<ul>
<li>We care about our People and Planet and have challenged ourselves with stretch goals around our key priorities</li>
</ul><ul><li>We care about our communities, and play our part to make a difference &ndash; from charitable donations to hitting the streets together to build parks, giving back to the community is part of our culture and who we are</li>
</ul><ul><li>Engagement with a variety of Business Resource Groups, which can provide volunteer opportunities, leadership experience, and networking through the organization</li>
</ul><ul><li>Ability to grow and develop your career centered around our First Choice Learning opportunities</li>
</ul><ul><li>Participation in our Total Rewards program with a competitive base salary, incentive plans, parental leave, health, dental, vision, retirement plan options with incredible employer match, generous paid time off plans, an engaging Wellness Program, and an Employee Assistance Program (EAP) with amazing resources</li>
</ul><ul><li>Access to cool brand clothing and swag, top events and, of course... free beer and beverages!</li>
</ul><ul><li>Work within a fast paced and innovative company, meeting passionate colleagues and partners with diverse backgrounds and experiences</li>
</ul><ul><li>Benefits include 15 days vacation, 10 paid holidays, 4 personal floating holidays and 64 hours of sick time.</li></ul><p></p><p><br>
Molson Coors is an equal opportunity employer. We invite applications from candidates of all backgrounds, race, color, religion, sex, national origin, age, disability, veteran status or any other characteristic. If you have a disability and believe you need a reasonable accommodation during the application or recruitment processes, please e-mail jobs@molsoncoors.com.</p><br>
<p><br>
<b>Pay and Benefits:</b><br>
<br>
At Molson Coors, we&rsquo;re committed to paying people fairly and equitably for the work they do.</p><br>
<p><br>
<b>Job Posting Total Rewards Offerings</b>: <b>$94,600.00</b> - <b>$124,200.00</b> (posting salary range) + <b>15</b>% target short term incentive + <b>$23,000</b> on average spent on benefits per employee, including but not limited to health, dental, vision, retirement with above market employer match, wellness incentives and EAP + paid time off (including holidays, vacation days and sick days).</p><br>
<p><br>
The posting range provided above for salary is what we, in good faith, believe we would pay for this role at the time of this posting. We ultimately pay based on a number of non-discriminatory factors that inform pay decisions including but not limited to the required work location, previous work experience, skill set and internal equity.</p></div>

Strategy Manager

Marmon Group

<div>The Marmon Group LLC<p></p><p>
As a part of the global industrial organization Marmon Holdings&mdash;which is backed by Berkshire Hathaway&mdash;you&rsquo;ll be doing things that matter, leading at every level, and winning a better way. We&rsquo;re committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone&rsquo;s empowered to be their best.</p><p></p>
As a key member of Marmon&rsquo;s Corporate Total Rewards team, the Compensation Analyst supports the Center of Expertise for Marmon&rsquo;s enterprise compensation programs and serves as an advisor to our HR partners at the Group and business level. Reporting to the Manager, Compensation, and in partnership with other Corporate functional areas, this role is accountable for delivering a blend of compensation expertise and tactical support, including administering cyclical compensation and performance processes, managing salary survey participation, and ensuring compliance. The position also supports the development of tools, technology, and market pricing guidance, while contributing to enterprise initiatives such as job architecture and pay harmonization to maintain competitive and compliant compensation practices across the organization.<p></p><p><b>
</b><b> The Vibe</b></p><p>
You + Total Rewards = power duo. You&rsquo;ll be the go&#8209;to for comp ops across the enterprise&mdash;mixing market intel, Workday wizardry, and &ldquo;we got this&rdquo; energy to keep our pay programs competitive, compliant, and &#10024;clean&#10024;. Expect action, ownership, and big&#8209;kid impact.</p><p><b><br>
</b><b> What You&rsquo;ll Do (aka your daily slay)</b></p><ul><li><b>
Run the money season:</b> Help build tools, comms, and Workday config for annual <b>merit + incentive</b> cycles. You&rsquo;re the calm in the planning&#8209;cycle storm.</li><li><b>
Performance glow&#8209;ups:</b> Support the performance management process and its Workday flows. &#10024;</li><li><b>
Total comp storytelling:</b> Level up <b>total compensation statements</b> each year&mdash;because numbers deserve good design.</li><li><b>
Automate &gt; duplicate:</b> Spot process upgrades for Rewards and partner with HRIS/Finance to ship tech improvements.</li><li><b>
Quarterly receipts:</b> Team with Finance on incentive accrual reporting and close activities.</li><li><b>
Survey main character:</b> Own salary survey participation (and ad hoc ones) so our market data stays .</li><li><b>
Leader program admin:</b> Keep info + data flowing for supplemental 401k/deferred comp and LTIP.</li><li><b>
Compliance is a lifestyle:</b> Guide HR partners so all comp programs stay audit&#8209;ready. &#65039;</li></ul><p><b><br>
</b><b> Consulting Mode: ON</b></p><ul><li>
Be the plug for <b>market pricing</b>&mdash;maintain tools, create guidance, and help HR partners nail competitiveness in their local markets.</li><li>
Build <b>enterprise&#8209;level</b> comp programs, tech, and tools that scale from Corporate to individual businesses.</li>
Keep vendor relationships smooth (external advisors, plan admins, etc.).<li>
Refresh comp content on <b>@Marmon</b> so the intranet stays useful, current, and clickable.</li></ul><p><b><br>
</b><b> Special Ops</b></p><ul><li>
Bring analytical + PM firepower to <b>job architecture</b> and <b>pay/incentive harmonization</b> efforts.</li><li>
Co&#8209;own the <b>MPower</b> compensation module with HRIS (yes, we said ownership).</li>
Keep the books neat: review &amp; pay consulting/vendor invoices.</ul><p></p><p><br>
#LI-Hybrid</p><p></p><p><b>
&#9989;</b><b> You&rsquo;ll Thrive If You Have</b></p><ul><li>
Bachelor&rsquo;s in finance/accounting (or close enough) <b>+ 2 years</b> in comp. Consulting experience = chef&rsquo;s kiss; global experience = bonus points.</li><li><b>
Workday</b> skills on lock; HRIS fluent. Change management on large projects? Say less.</li><li>
Compliance brain: you know the regs and keep reporting tight.</li><li><b>
Excel / PowerBI / PowerPoint</b> supremacy. (Pivot tables, DAX, charts&mdash;your natural habitat.)</li><li>
Top&#8209;tier communication across all levels; strong business/financial acumen; time&#8209;management + decision&#8209;making with a bias for action.</li><li>
Comfort with ambiguity (fog? you make a map) and <b>uncompromising integrity</b>.</li></ul><p><b><br>
</b><b> Why You&rsquo;ll Love It</b></p><p>
Impact that touches every business. Tools that scale. Stakeholders who care. A team that blends strategy + ops and lets you build real things&mdash;not just slide decks.</p><p></p><p>
Pay Range:</p>
53,333.34 - 80,000.00<p></p><p>
We offer a comprehensive benefits package that may include medical, dental, vision, 401k matching, and more!</p><p></p><p>
Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law.</p><p></p><p>
We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to careers@marmon.com, and please be sure to include the title and the location of the position for which you are applying.</p></div>

Compensation Analyst

MARMON HOLDINGS

<div>The Marmon Group LLC
<p></p><p>As a part of the global industrial organization Marmon Holdings&mdash;which is backed by Berkshire Hathaway&mdash; you&rsquo;ll be doing things that matter, leading at every level, and winning a better way. We&rsquo;re committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone&rsquo;s empowered to be their best.
</p><p></p>As a key member of Marmon&rsquo;s Corporate Total Rewards team, the Compensation Analyst supports the Center of Expertise for Marmon&rsquo;s enterprise compensation programs and serves as an advisor to our HR partners at the Group and business level. Reporting to the Manager, Compensation, and in partnership with other Corporate functional areas, this role is accountable for delivering a blend of compensation expertise and tactical support, including administering cyclical compensation and performance processes, managing salary survey participation, and ensuring compliance. The position also supports the development of tools, technology, and market pricing guidance, while contributing to enterprise initiatives such as job architecture and pay harmonization to maintain competitive and compliant compensation practices across the organization.
 <p></p><p><b>The Vibe
</b></p><p>You + Total Rewards = power duo. You&rsquo;ll be the go&#8209;to for comp ops across the enterprise&mdash;mixing market intel, Workday wizardry, and &ldquo;we got this&rdquo; energy to keep our pay programs competitive, compliant, and &#10024;clean&#10024;. Expect action, ownership, and big&#8209;kid impact.<br>
 <br>
</p><p><b>What You&rsquo;ll Do (aka your daily slay)
</b></p><ul><li><b>Run the money season: </b>Help build tools, comms, and Workday config for annual <b>merit + incentive </b>cycles. You&rsquo;re the calm in the planning&#8209;cycle storm.
</li><li><b>Performance glow&#8209;ups: </b>Support the performance management process and its Workday flows. &#10024;
</li><li><b>Total comp storytelling: </b>Level up <b>total compensation statements </b>each year&mdash;because numbers deserve good design.
</li><li><b>Automate &gt; duplicate: </b>Spot process upgrades for Rewards and partner with HRIS/Finance to ship tech improvements.
</li><li><b>Quarterly receipts: </b>Team with Finance on incentive accrual reporting and close activities.
</li><li><b>Survey main character: </b>Own salary survey participation (and ad hoc ones) so our market data stays .
</li><li><b>Leader program admin: </b>Keep info + data flowing for supplemental 401k/deferred comp and LTIP.
</li><li><b>Compliance is a lifestyle: </b>Guide HR partners so all comp programs stay audit&#8209;ready. &#65039;<br>
 <br>
</li></ul><p><b>Consulting Mode: ON
</b></p><ul><li>Be the plug for <b>market pricing </b>&mdash;maintain tools, create guidance, and help HR partners nail competitiveness in their local markets.
</li><li>Build <b>enterprise&#8209;level </b>comp programs, tech, and tools that scale from Corporate to individual businesses.
</li>Keep vendor relationships smooth (external advisors, plan admins, etc.).<li>
</li><li>Refresh comp content on <b>@Marmon </b>so the intranet stays useful, current, and clickable.<br>
 <br>
</li></ul><p><b>Special Ops
</b></p><ul><li>Bring analytical + PM firepower to <b>job architecture </b>and <b>pay/incentive harmonization </b>efforts.
</li><li>Co&#8209;own the <b>MPower </b>compensation module with HRIS (yes, we said ownership).
</li>Keep the books neat: review &amp; pay consulting/vendor invoices.<br>
<li>
</li></ul><p></p><p>#LI-Hybrid
</p><p></p><p><b>&#9989; </b><b>You&rsquo;ll Thrive If You Have
</b></p><ul><li>Bachelor&rsquo;s in finance/accounting (or close enough) <b>+ 2 years </b>in comp. Consulting experience = chef&rsquo;s kiss; global experience = bonus points.
</li><li><b>Workday </b>skills on lock; HRIS fluent. Change management on large projects? Say less.
</li><li>Compliance brain: you know the regs and keep reporting tight.
</li><li><b>Excel / PowerBI / PowerPoint </b>supremacy. (Pivot tables, DAX, charts&mdash;your natural habitat.)
</li><li>Top&#8209;tier communication across all levels; strong business/financial acumen; time&#8209;management + decision&#8209;making with a bias for action.
</li><li>Comfort with ambiguity (fog? you make a map) and <b>uncompromising integrity </b>.<br>
 </li></ul><p><br>
<b>Why You&rsquo;ll Love It
</b></p><p>Impact that touches every business. Tools that scale. Stakeholders who care. A team that blends strategy + ops and lets you build real things&mdash;not just slide decks.
</p><p></p><p>Pay Range:
</p>53,333.34 - 80,000.00
<p></p><p>We offer a comprehensive benefits package that may include medical, dental, vision, 401k matching, and more!
</p><p></p><p>Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law .
</p><p></p><p>We are an equal opportunity employer, and all applicants will be considered for employment without attention to their membership in any protected class. If you require any reasonable accommodation to complete your application or any part of the recruiting process, please email your request to careers@marmon.com, and please be sure to include the title and the location of the position for which you are applying.</p></div>

Explore 210+ Senior director global total rewards in Chicago this December. Find roles across top companies and apply now to boost your career.

210 senior director global total rewards jobs IN Chicago

Senior Director-Global Total Rewards

Director, Compensation, Benefits & HR Systems

Director Integrated Media Relations - Chicago, IL

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

Strategy Manager

Compensation Analyst

Compensation Analyst