Human Resources Salary in Chicago, IL

DepartmentBSD MED - Administration - Human ResourcesAbout the DepartmentOur department was the first department created when the medical school began over 110 years ago. It has evolved into the largest department not only in the medical school with over 300 full time faculty and research faculty but is the largest department in the University. The main missions of the Department of Medicine, scholarship, discovery, education and outstanding patient care, occur in a setting of multicultural and ethnic diversity. These missions are supported by exceptional faculty and trainees in the Department. We believe you will quickly agree that the DOM's faculty, fellows and trainees very much represent the forefront of academic medicine - extraordinary people doing things to support the missions of our department. The result is a Department which reaches far beyond the walls of our medical school to improve humanity and health throughout our community and the world providing high quality patient care and training of the next generation of leaders in medicine. The Department of Medicine has a long and proud history of research and discovery in the basic, clinical and translational sciences. Currently, the Department of Medicine is among an elite group of medical centers who are leading in the discovery and delivery of personalized medicine. Our impressive pool of talented researchers are renowned for bridging the bench to the bedside, and clinical research evaluations of new drugs and devices. The educational mission of the Department of Medicine is to train exceptional healers and the future leaders in academic medicine. The Department is home to four top residency programs (Internal Medicine, Emergency Medicine, Dermatology and Medicine-Pediatrics) and twelve fellowship programs, including seven federally funded training grants. Our residents obtain their 1st choice of fellowship programs over 80% of the time with these positions usually obtained in the very best academic programs nationwide, a fact clearly reflecting the high esteem in which our program and house staff is held. Diversity of house staff and faculty is a key priority in our enterprise, both to cultivate leadership from underrepresented minorities and women and to reflect the ethnic and racial makeup of the patients we serve. Our trainees and faculty are recruited from top medical schools in the country. The Department of Medicine also takes great pride in providing unparalleled, comprehensive and innovative patient care. The Department's clinical excellence is continually recognized by the highly regarded US News and World Report. Each of the Department's subspecialty practices are recognized as programs of national, regional, and local distinction for our novel diagnostic and therapeutic patient care offerings.Job SummaryThe Human Resources Coordinator will be a main point of contact for all general HR related matters and will proactively assist with the day-to day operations for the Department of Medicine's Human Resources Office.This position is eligible for a hybrid work arrangement.ResponsibilitiesAssist HR leadership to proactively streamline the on boarding process for staff, temporary, student hires and visitors. Assist managers and employees with time adjustments, benefits and payroll questions.Routinely audit internal HR files for accuracy and compliance.Assist with visa requests through the Office of International Affairs.Assist with yearly mandatory clinical compliance trainings.Complete pre-boarding requirements and systems set up for incoming staff hires.Authenticate I-9 documentation and maintains employment verification records.Supports staff hiring processes, including developing job descriptions, interviewing and reference checking, handling employment offers, and conducting orientation. Maintains appropriate human resources data and records.May help counsel employees on benefits and compensation. Coordinates with managers and senior colleagues to determine employee compensation. Analyzes data and prepares charts, graphs, and trend lines for management review with a moderate to high level of guidance.Provides professional support to a unit's employee/labor relations efforts, including handling grievances, disciplinary warnings, and employee complaints.Performs other related work as needed.Minimum QualificationsEducation:Minimum requirements include a college or university degree in related field.---Work Experience:Minimum requirements include knowledge and skills developed through ---Certifications:---Preferred QualificationsEducation:Bachelors degree in a related field.Experience: Human resources experience.University or Academic Medical Center experience. Workday or similar HRIS system experience. Preferred CompetenciesExcellent verbal and written communication skills.Interpersonal skills.Customer service skills.Decision-making skills.Presentation skills.Analytical skills.Ability to work long hours when necessary.Ability to work independently and as part of a team.Ability to maintain confidentiality.Ability to work on multiple projects simultaneously, set priorities, and meet deadlines.Knowledge of Microsoft Office.Working knowledge of employment regulations and typical human resources procedures.Ability to coordinate the work of others.Application DocumentsResume/CV (required)Cover Letter (required)When applying, the document(s) MUSTbe uploaded via the My Experience page, in the section titled Application Documents of the application.Job FamilyHuman ResourcesRole ImpactIndividual ContributorFLSA StatusNon-ExemptPay FrequencyBiweeklyScheduled Weekly Hours37.5Benefits EligibleYesDrug Test RequiredNoHealth Screen RequiredNoMotor Vehicle Record Inquiry RequiredNoPosting StatementThe University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/Veterans and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender, gender identity, national or ethnic origin, age, status as an individual with a disability, military or veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.We seek a diverse pool of applicants who wish to join an academic community that places the highest value on rigorous inquiry and encourages a diversity of perspectives, experiences, groups of individuals, and ideas to inform and stimulate intellectual challenge, engagement, and exchange.All offers of employment are contingent upon a background check that includes a review of conviction history. A conviction does not automatically preclude University employment. Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.The University of Chicago's Annual Security & Fire Safety Report (Report) provides information about University offices and programs that provide safety support, crime and fire statistics, emergency response and communications plans, and other policies and information. The Report can be accessed online at:http://securityreport.uchicago.edu.Paper copies of the Report are available, upon request, from the University of Chicago Police Department, 850 E. 61st Street, Chicago, IL 60637.

DepartmentDSS Management and Auxilary ServicesAbout the DepartmentThe Department of Safety and Security's (DSS) primary divisional units include Campus Safety, DSS Management Operations, Emergency Management, Environmental Health & Safety, Transportation and Parking Services and the University of Chicago Police Department (UCPD). As an operational unit of the University of Chicago, DSS reports to the Vice President and General Counsel. The Department is tasked with the development and implementation of comprehensive safety strategies that serve the University community, strengthen collaborations between DSS and students, faculty, staff and neighbors, and are appropriately aligned with institutional values and priorities. The University of Chicago campus is part of Chicago's Hyde Park neighborhood, which contains a significant amount of off-campus university property. In addition to the students housed on campus and in the areas adjacent, more than a third of the University's staff resides in areas surrounding the campus, and more than 50% of the University's faculty resides in the Hyde Park area.Job SummaryThe Human Resources Manager works independently to manage human resources operations for the Department of Safety and Security (DSS) by providing consulting services and generalist support for day-to-day human resources operations. This position works independently to design, implement and monitor a variety of human resource programs. Anticipates and plans for long-term human resource needs and trends in partnership with business management.ResponsibilitiesManages internal efforts to ensure education on and compliance with all federal, state and local laws; University human resources policies, procedures, and practices; and University collective bargaining agreements. Evaluate, develop, and evaluate various aspects of internal human resources policies and processes to ensure best practices are implemented department wide.Develops human resources employee programs that promote career development, engagement, and diversity, inclusion, and engagement initiatives.Manages staff hiring processes, including developing job descriptions, sourcing candidates, interviewing, and conducting orientation.Maintains appropriate human resources data and records, solving a range of problems using best practices.Guides staff hiring processes, including developing job descriptions, interviewing and reference checking, handling employment offers, and conducting orientation. Develops templates and drafts routine offer letters. Maintains appropriate human resources data and records, solving a range of problems using best practices.Counsels employees on benefits and compensation. Coordinates with managers and senior colleagues to determine employee compensation. Analyzes data and prepares charts, graphs, and trend lines for management review with a minimal level of guidance.Has a deep understanding of unit's employee/labor relations efforts, including handling grievances, disciplinary warnings, and employee complaints.Develops and administers the HR budget for the department, monitors for variances, and manages employment expenses within established guidelines.Performs other related work as needed.Minimum QualificationsEducation:Minimum requirements include a college or university degree in related field.---Work Experience:Minimum requirements include knowledge and skills developed through 5-7 years of work experience in a related job discipline.---Certifications:---Preferred QualificationsEducation:Bachelor's degree in human resources.Master's degree.Experience:Experience in management, human resources, or operations.Experience in human resources at a higher education institution and working with labor unions.Supervisory experience.Certifications:SHRM Human Resources (PHR/SPHR) certification.Technical Skills or Knowledge:Knowledge of Microsoft Windows, Microsoft Word, Excel, PowerPoint, and Outlook, Microsoft Project, and Visio.Proficient with HR systems, such as Workday.Preferred CompetenciesKnowledge of major content areas of human resources administration, policies, practices, and laws.Excellent interpersonal, communication, and presentation skills.Demonstrated facilitation and negotiation skills.Integrity and ability to maintain confidentiality with sensitive data.Identify and resolve complex problems and generate alternative solutions and alignment from diverse constituents with a high degree of initiative, judgment, discretion, and decision-making.Consult with management on performance, organizational, and leadership matters; understanding of organizational development.Develop and maintain collaborative relationships with diverse constituencies.Work on multiple projects simultaneously, set priorities and meet deadlines.Strong analytical and organizational skills.Working ConditionsOccasional evening/weekend work schedule.Hybrid work arrangement.Application DocumentsResume/CV (required)Cover Letter (preferred)When applying, the document(s) MUSTbe uploaded via the My Experience page, in the section titled Application Documents of the application.Job FamilyHuman ResourcesRole ImpactIndividual ContributorFLSA StatusExemptPay FrequencyMonthlyScheduled Weekly Hours40Benefits EligibleYesDrug Test RequiredYesHealth Screen RequiredNoMotor Vehicle Record Inquiry RequiredNoPosting StatementThe University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/Veterans and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender, gender identity, national or ethnic origin, age, status as an individual with a disability, military or veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.We seek a diverse pool of applicants who wish to join an academic community that places the highest value on rigorous inquiry and encourages a diversity of perspectives, experiences, groups of individuals, and ideas to inform and stimulate intellectual challenge, engagement, and exchange.All offers of employment are contingent upon a background check that includes a review of conviction history. A conviction does not automatically preclude University employment. Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.The University of Chicago's Annual Security & Fire Safety Report (Report) provides information about University offices and programs that provide safety support, crime and fire statistics, emergency response and communications plans, and other policies and information. The Report can be accessed online at:http://securityreport.uchicago.edu.Paper copies of the Report are available, upon request, from the University of Chicago Police Department, 850 E. 61st Street, Chicago, IL 60637.

OVERVIEWThe Bureau of Human Resources seeks a Director of Human Resources to supportthe Chief Human Resources Officer to plan, develop and implement programs forthe improvement of personnel effectiveness as it pertains to maintenance andmanagement of divisions in the Human Resources Department under the Director'sjurisdiction.Cook County offers great benefits and the chance to parcipate in a strong tradionof public service. Cook County is home to more than five million residents, roughly45% of Illinois' populaon. Cook County Government provides a range of vitalservices and programs that enhance the quality of life for residents across theregion. These services range from health care to urban planning. Cook County iscommited to empowering its employees to bring our constuents the best thatpublic service has to offer.WHY PURSUE A CAREER WITH COOK COUNTY?In addion to providing employees with a challenging, rewarding environment forcareer and personal growth, we are proud to also offer some of the best benefits inthe public sphere, including: Top Tier Medical Benefits: Medical Plans, Prescripon Drug Benefit, Dental Plans, Vision Plan and 7 Addional voluntary benefit plans Flexible Teleworking Opons Generous, Flexible Paid Time Off (13 paid designated holidays; Minimum of 10 vacaon days annually; Up to 4 personal days annually; and Paid sickleave) Pension Plan Financial Support Programs and Resources: Life Insurance, Flexible SpendingAccounts - Dependent Day Care, Commuter Benefits, Discounted Parking,PSLF Eligibility, Deferred Compensaon and Educaon Tuion Spend Health/Wellness Perks: Flexible Spending Accounts-Health Care, Employee Assistance Program and MyHealth Connecons wellness program.Please review carefully the Employee Benefits page. For benefits quesons contactRisk Management at 312-603-6385 or email [email protected] OF COOK COUNTY: Serves 5.28 million residents of Chicago and its inner suburbs o 2nd largest county in America o Larger than 27 states Cook County employs over 22,000 employees who work in a variety of skilled jobs and trades. o Nearly 80% unionized workforce o 15 unions representedo 63 separate collecve bargaining agreements Highway - Cook County maintains almost 600 miles of roads and highways. Land - Cook County assesses the value of more than 1.5 million parcels of taxable land and collects and distributes tax funds as a service for local government taxing bodies. Safety - Cook County provides vital services to local government, from conducng elecons in suburban areas to offering 911 services in unincorporated areas and municipalies.LOCATION:Located in the Loop District of downtown Chicago, one of the most formidable business districts in the world, the areahas an astounding number of cultural foundaons, stunning parks such as Millennial Park and Maggie Daley Park, stepsaway from the Chicago Riverwalk, award-winning restaurants, and plenty of shopping! In addion, Chicago is servicedby mulple bus and train lines for public transportaon from the suburbs to the city, taxis are plenful, public parkinggarages for motorist, and bicycle share rentals and local bike lanes for bicyclist.ROLE SUMMARYUnder the direcon of the Bureau Chief of Human Resources, the Director of Human Resources directs the operations and manages day to day functions of divisions in the Human Resources Department with a specificconcentration in employee administration. The divisions under the jurisdiction of the Director include EEO, HRIS, LeaveManagement, Personnel Services, Training and Development and Workforce Strategy. Coordinates the efforts ofmanagers and consults regularly and in a confidential manner with the Chief Human Resources Officer to formulatepolicy and review and evaluate staff efforts. Plans, proposes and develops projects and programs particular to areasunder the Director's jurisdiction. Assumes primary responsibility for special projects and assignments as necessary aswell as oversight of the Bureau's public service counter and public facing activities. Represents the Bureau and/or theChief Human Resources Officer in meetings with elected and administrative officials to discuss hiring and otherpersonnel related matters. Finalizes and signs off on a variety of personnel actions requiring the Bureau's approval andapprises the Chief Human Resources Officer of matters requiring his/her/their attention.KEY RESPONSIBILITIES AND DUTIES:Oversees Human Resources Bureau functions related to the central administration of matters such as wage and salaryadministration, job classification and compensation, and recruitment and selection. Assists the Chief Human ResourcesOfficer as needed in areas related to training and career development; human relations; EEO; employee healthscreening; leave management; employment processing and drug testing.Troubleshoots a wide variety of day-to-day issues, problems and concerns which may arise, requiring direct andimmediate intervention by the Director; this often includes contacting high-ranking personnel within elected and otheroffices of the County in order to resolve matters related to employee rights and benefits, salary adjustments, return towork and/or job placement.Helps ensure that the centralized aspects of County personnel administration are properly and effectively coordinatedto meet various departmental needs; provides an effective forum for discussing issues of mutual concern with outsideagencies and offices.Reviews the effectiveness of County personnel policies and procedures and recommends innovative changes.Ensures compliance with recognized County, rules and regulations pertaining to terms of employment; evaluatesHuman Resources policies work related problems that adversely affect employee morale and productivity.Assists in the coordination of the Human Resources Bureau's activities with other agencies and bureaus, as needed, inrelated aspects of hiring and employment, wage and salary administration, position classification, and payrollmanagement. Processes and authorizes various personnel actions such as hires, promotions, employee placement, andbudgetary line-item changes such as reclasses, subject to the President's and/or the Chief Human Resources Officer'sapproval.Assists the Chief Human Resources Officer in formulating goals and objectives to be met in divisions within theDirector's jurisdiction, developing timetables, and responding to special needs and concerns. Assists in meeting variouscompliance goals and timetables of the Shakman Relief Order or the County's Employment Plan.Conducts research and analysis of County trends including review of reports and metrics from the County's HRIS andtalent management systems.Ensures that departments have the necessary resources to perform their duties and fulfill all expectations.Monitors and identifies staffing and recruiting needs; develops and executes best practices for hiring and talentmanagement that align with the County's Employment Plan.Delegates duties and responsibilities as necessary to enhance the orderly operation of the Human ResourcesDepartment.Knowledge, Skills and AbiliesKnowledge of human resources administration and personnel management, particularly within the context of a largemunicipal governmental setting.Knowledge of federal, state and county laws, regulations and ordinances governing employment in the public sectorand the relationship between employer and employee.Ability to articulate clearly and effectively the terms and conditions of employment in Cook County Government. Abilityto interpret official policy relative to the above and explain it to others.Skill in the management of a large and highly specialized human resources staff; ability to coordinate diversified effortsrelated to job classification and compensation; examinations and selection; screening, testing and processing ofemployees.Ability to interact effectively in coordinating human resources (personnel administration) issues with related agencies,such as Workers Compensation, Risk Management and Safety.Ability to plan, organize and administer policy changes, programs and new initiatives relative to the areas of personnelmanagement; skill in researching new and existing policies and practices in the field and formulating policyrecommendations, reports and papers for the Chief Human Resources Officer.Understanding of the budgetary aspects of organizing, developing, training, classifying and compensating the workforce.Skill and judgment of a high order in handling confidential matters requiring executive decision making and the abilityto recommend and provide input relative to changes in policy.Knowledge of industry trends.MINIMUM QUALIFICATIONS:Graduaon from an accredited college or university with a bachelor's degree PLUS a minimum of three (3) years of professional work experience in a managerial or supervisory capacity OR, an equivalent combinaon of professional work experience, training and educaon.PREFERRED QUALIFICATIONS:Master's degree in human resources, business, public administraon, sociology, polical science or labor relaons OR, Juris Doctor degree.PHYSICAL REQUIREMENTS:Sedentary WorkSedentary Work involves exerng up to 10 pounds of force occasionally or a negligible amount of force frequently to li, carry, push, pull, or otherwise move objects. Sedentary work involves sing most of the me but may involve walking or standing for brief periods of me.The dues listed are not set forth for purposes of liming the assignment of work. They are not to be construed as a complete list of the many dues normally to be performed under a job tle or those to be performed temporarily outside an employee's normal line of work.EMPLOYMENT TERMSRESIDENCY REQUIREMENT: Pursuant to the Shakman Consent Decree, Supplemental Relief Order and the Cook County Personnel Rules, this posion is exempt from the County's career service rules, is at-will and polical reasons or factors may be considered when taking any employment action. As an employee in a Shakman Exempt Posion, if you do not currently live in Cook County, you will have six (6) months from date of hire to establish actual residency within Cook County.

Introduction to the Business RLDatix is on a mission to change healthcare. We help organizations drive safer, more efficient care by providing governance, risk, compliance, and workforce management tools that drive overall improvement and safety. Our suite of cloud-based software helps organizations reduce healthcare-acquired infections, report on adverse events, and ensure patient safety learnings are deployed effectively. RLDatix [RLD] is truly global, with over 1,800 employees worldwide in the UK, Europe, Middle East, Australia, Canada, and the United States allowing us to be at the forefront of global patient safety and Governance, Risk, and Compliance movement. We envision a world where patients have access to the best and safest care possible and our team is made up of people who genuinely believe in what we do. We are always looking for people who are passionate about making a positive change in healthcare to join our team. Come and make an impact in a growing organization committed to patient care! Introduction to the Job As a Human Resources Business Partner [HRBP], you hold a pivotal role in aligning business goals with employees and management. Moreover, you will collaborate closely with our global Human Resources team, contributing to the evolution of our function during this exciting phase of growth. Are you propelled by the ambition to shape and deliver Human Resources products and services that drive business outcomes and show a compelling employee value proposition? Do you thrive on the prospect of reimagining policies, processes, and tools to better suit our evolving needs, all while keeping an optimistic outlook? Are you deeply passionate about cultivating relationships, fostering collaboration, wielding influence, and providing impactful coaching? If so, we invite you to explore this remarkable opportunity to make a considerable impact! High-level Job Outcomes Help business leaders get, develop, and keep key talent. Foster employee engagement efforts. Ensure the HR function is helping the business through effective talent management solutions and customer-focused operations. Manage change inspirationally and effectively. Leverage data to make decisions and show return on investment. Ensure compliance with relevant laws and regulations. Facilitate workforce planning activities to predict current and future talent pipeline and development needs. Detailed Job Responsibilities Serve as a high impact advisor to the business leaders, providing proactive guidance and support on HR-related matters and helping to drive organizational performance. Handle complex employee relations issues, including investigations, corrective actions, grievances, and conflict resolution with a focus on fairness and consistency. Lead organizational development activities including performance development, talent reviews, succession planning, learning and leadership development, and workforce diversity and inclusion efforts. Develop and implement policies, programs and procedures that support RLD’s goals and values while ensuring compliance with legal and regulatory requirements. Provide coaching and development to business leaders to enhance their skills and capabilities. Foster effective communication and collaboration across HR, Finance, and other functional areas of RLD to ensure alignment and integration of HR initiatives with broader business strategies. Leverage data and metrics to offer deep analytical insight to drive informed decision making, offer proactive solutions, and clear strategic outcomes to support our business partners. Analyze and interpret qualitative and quantitative data (exit interviews, reporting, employee survey data) to solve problems and drive continuous improvement. Work proactively and collaboratively with HR canters of excellence (HR shared services, recruiting, talent development) to optimize the effectiveness of the function. Roll up your sleeves to perform core HR functions, including resolving requests and inquiries in such areas as: employment practices, federal and state employment laws, performance, and conflict resolution, recruiting and hiring. Expected Competency & Experience Over a decade of dynamic HR experience in fast-paced environments, including five years in a strategic business partner capacity. Demonstrated ability in cultivating meaningful relationships with key stakeholders, offering expert guidance to shape decision-making processes. Proven track record of influencing and garnering consensus across diverse groups on complex subjects. Deep understanding of business operations, including financial acumen, enabling informed HR strategies. Skilled in project and change management to drive successful initiatives. Comprehensive knowledge of U.S. employment law, with desirable familiarity with Canadian employment regulations given the role's cross-border support. Exposure to organizational design and job architecture, including job and level design, job description drafting, and high-performance team structuring. Consistent ability to think critically and devise solutions for challenging problems. Agile adaptation to new circumstances and unexpected changes. Effective communication skills—capable of articulating information persuasively in verbal, written, and presentation formats. Proficient in remote and in-person facilitation, fostering effective collaboration. Embraces a growth mindset and prioritizes continuous professional development. Competent in interpreting data related to employee performance, engagement, and retention. Exceptional organization and time management abilities, adept at juggling competing priorities and meeting deadlines in dynamic environments. Highly motivated self-starter with a keen attention to detail and a proactive approach to initiative-taking. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, age, marital status, pregnancy, genetic information, or other legally protected statusPI239179713

Description The University of Chicago's Department of Neurology in the Biological Sciences Division is searching for a tenured or tenure-track faculty member at any rank working in the general area of network-neuroscience in human subjects with a focus on cognition and brain injury. The appointee will be expected to develop a productive and impactful research program and to contribute to the educational mission of the department, which includes teaching at the undergraduate and graduate levels and training of graduate and post-graduate Ph.D. and M.D. researchers. Academic rank and compensation (including a generous package of fringe benefits) are dependent upon qualifications.The Department has many opportunities for collaboration in the areas of cerebrovascular disease, traumatic brain injury, epilepsy, and multiple sclerosis. In addition, the resources and environment for research at the University of Chicago are excellent, including a vibrant neuroscience community organized around the Neuroscience Institute (https://neuroscience.uchicago.edu/), a research-dedicated MRI facility, and an array of instrumentation for human neuroscience available through the Center for Neurocognitive Outcomes Improvement Research in the Department of Neurology (https://cnoir.bsd.uchicago.edu/). Prior to the start of employment, qualified applicants must:1) have a doctoral degree or equivalent in Biological or Biomedical Sciences or related disciplines and 2) have completed postdoctoral training.We especially welcome applications from candidates with research interests that fall broadly within the human-neurosciences of brain networks and brain injury, including topics and methods such as lesion-network mapping, structural and functional MRI connectivity, neuromodulation, large-dataset curation, and assessment of cognition, memory, and functional outcomes. Publication record and ability to obtain extramural grants will be considered. To be considered, those interested must apply through The University of Chicago, Academic Recruitment job board, which uses Interfolio to accept applications: http://apply.interfolio.com/140407. Applicants must upload a cover letter, CV including bibliography, contact information for three references, and statement of research interests. Review of complete applications will continue until the position is filled.For instructions on the Interfolio application process, please visit http://tiny.cc/InterfolioHelp.

DescriptionAlvarez & Marsal Private Equity Performance ImprovementSenior Associate, HR M&AAlvarez & Marsal is a leading independent global professional services firm, specializing in providing turnaround management, performance improvement and corporate advisory services, is seeking to expand its Private Equity Performance Improvement (PEPI) HR M&A team. With more than 4,000 professionals based in 40 locations across North America, Europe, Asia, and Latin America, our firm excels in problem solving and value creation. Drawing on a strong operational heritage and hands-on-approach, our professionals work closely with organizations and stakeholders to help tackle complex business issues and maximize value.A&Ms Private Equity Performance Improvement Services (PEPI) practice, with offices throughout the US, focuses on serving upper middle market and large cap private equity firms who have engaged A&M to help improve operating results at their portfolio companies. The companies we assess are upper middle market in the 50 million to 1 billion plus range.Our professionals are aligned with a PEPI service line to promote the development of deep functional skills & experiences and to maximize our ability to tailor solutions to solve our clients' business issues.Our PEPI services include:CDD/StrategyInterim ManagementMerger Integration & Carve-outs HR M&A ITRapid ResultsSupply ChainCFO ServicesJob DescriptionPEPIs HR M&A team is comprised of seasoned HR consulting professionals experienced in providing practical advice to private equity clients and their portfolio companies throughout the transaction lifecycle. PEPI provides holistic, cross-functional M&A services across finance, IT, and operational functions, while the HR M&A professionals provide pre-deal and post-deal advice across a number of areas within HR. The team focuses on total rewards, talent, and HR operations.The HR M&A practice is a specialty team within PEPI, providing a broad range of human capital support to clients on both the buy and sell side of transactions. Our transaction advisors leverage both financial and technical experience in addition to operational and industry specific experience to identify and quantify issues that may impact or shape the transaction.Typical engagements for the HR M&A practice include:Pre-acquisition human capital due diligence, with a focus on employee benefits and remuneration plans including defined benefit pensions, pre and post-retirement welfare plans, and equity compensation programsReview and implementation of HR cost savings and revenue enhancement solutions for private equity portfolio companiesPost-acquisition human capital consulting support, including merger integration and divestiture support.Workforce management following transaction activity, including organization design, talent selection, and redundancy management.ResponsibilitiesWe are seeking a Senior Associate level project manager for a dedicated PEPI HR M&A position. A strong candidate will have 3-6 years of experience in an HR consulting role. Candidates may not need to be explicitly dedicated to M&A work, but should have depth in a given area of HR consulting such as retirement / actuarial, healthcare / benefits, executive compensation, or HR operations. HR generalists with strong project management skills may also apply, however, preference will be given to those who have depth in total rewards or supported M&A projects in the past.The role of the Senior Associate will vary throughout the lifecycle of a transaction. A Senior Associate will need to demonstrate strong project management skills, ability to juggle tasks of varied priority levels, and showcase articulate communication skills. Senior Associates have high levels of interaction to other colleagues across A&Ms Private Equity Services teams, as well as private equity investment professionals, legal counsel, and executives of potential acquisition targets.On a given average transaction, the Senior Associate may be responsible for managing the online data room, providing calculations of risk and exposure to key HR issues, liaising with other client advisors, and drafting formal diligence reports. Specific responsibilities include:Preparing initial observations through public document reviewsReview virtual data room and prepare subsequent request listsBuild and manage financial models (workforce planning tools, total rewards quantification, compensation planning, etc)Coordination across other practice groups within A&MInput into Human Capital diligence reportsQualificationsBachelors degree in human resources management, actuarial science, statistics, economics, mathematics, business, accounting, or finance.3 to 6 years of experienceStrong analytic skills; in particular, high level of functionality with Microsoft Office productsPrior M&A experience highly consideredOutstanding communication skills both oral and written essential.Flexible work schedule; M&A projects often involve tight timelinesThe salary range is $100,000 - $150,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.#LI-CP1

DescriptionDirector, HR M&AAlvarez & Marsal is a leading independent global professional services firm, specializing in providing turnaround management, performance improvement and corporate advisory services, is seeking to expand its Private Equity Performance Improvement (PEPI) HR M&A team. With more than 3,500 professionals based in 40 locations across North America, Europe, Asia, and Latin America, our firm excels in problem solving and value creation. Drawing on a strong operational heritage and hands-on-approach, our professionals work closely with organizations and stakeholders to help tackle complex business issues and maximize value.A&Ms Private Equity Performance Improvement Services (PEPI) practice, with offices throughout the US, focuses on serving upper middle market and large cap private equity firms who have engaged A&M to help improve operating results at their portfolio companies. The companies we assess are upper middle market in the 50 million to 1 billion plus range.Our professionals are aligned with a PEPI service line to promote the development of deep functional skills & experiences and to maximize our ability to tailor solutions to solve our clients' business issues.Our PEPI services include:CDD/StrategyInterim ManagementM&A Services HR M&A Rapid ResultsSupply ChainCFO ServicesJob Description PEPIs HR M&A team is comprised of seasoned HR consulting professionals experienced in providing practical advice to private equity clients and their portfolio companies throughout the transaction lifecycle. PEPI provides holistic, cross-functional M&A services across finance, IT, and operational functions, while the HR M&A professionals provide pre-deal and post-deal advice across a number of areas within HR. The team focuses on total rewards, talent, and HR operations.The HR M&A practice is a specialty team within PEPI, providing a broad range of human capital support to clients on both the buy and sell side of transactions. Our transaction advisors leverage both financial and technical experience in addition to operational and industry specific experience to identify and quantify issues that may impact or shape the transaction.Typical engagements for the HR M&A practice include:Pre-acquisition human capital due diligence, with a focus on employee benefits and remuneration plans including defined benefit pensions, pre and post-retirement welfare plans, and equity compensation programsReview and implementation of HR cost savings and revenue enhancement solutions for private equity portfolio companiesPost-acquisition human capital consulting support, including merger integration and divestiture support.Workforce management following transaction activity, including organization design, talent selection, and redundancy management.ResponsibilitiesWe are seeking a Director level project manager for a dedicated PEPI HR M&A position. A strong candidate will have 10+ years of experience in HR; candidates with depth in a given area will be strongly considered; including actuarial, healthcare consulting, executive compensation, or organization design. Some level of M&A experience is a requirement; depth of experience with private equity clients will be heavily considered.The Director will have high levels of exposure to senior M&A professionals, key client contacts, and senior management of A&M. Directors frequently work on the following types of engagements:Review of data rooms, interviews with management, collection and tracking of requested informationAnalytic and financial review of the total cost of human capitalManaging divestiture and merger integration project plansBuild and manage financial models (workforce planning tools, total rewards quantification, compensation planning, etc)Communication with advisory groups and ultimately the clientDraft and delivery of Human Capital diligence reportsTrack and maintain incurred time against pre-determined budgetsQualificationsBachelors degree in human resources management, actuarial science, statistics, mathematics, business, accounting, or finance.10+ years of experienceStrong analytic skillsPrior M&A experience, with particular focus on private equity clientsProven track record of strong project management skills; managing multiple projects and meeting deadlines without compromising qualityOutstanding communication skills both oral and written essential.Flexible work schedule; M&A projects often involve tight timelinesThe salary range is $150,000 - $225,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.#LI-CP1

JOB DESCRIPTION Mauser Packaging Solutions is a global leader in solutions and services across the packaging lifecycle, providing packaging worldwide to companies in industries from food, personal care, paints and chemicals.Responsibilities: Provides day-today employee relations and performance counseling. Assures fair and consistent administration of all human resources policies and practices. Resolves any employee concerns or issues within the location(s) they support. Ensures strong communication of all employee programs to increase employee engagement and morale. Implements programs related to human resources and employee relations Partners with management in communicating various human resource policies, procedures, laws, standards and governmental regulations. Administers payroll processing, time and attendance recording, paid time off benefits, processing company compensation and benefits programs. Delivers and administrates training programs Maintains compliance with federal and state regulations concerning employment or any other HR related policies and procedures. Conducts new hire orientation and any other necessary on-boarding activities. Maintains accurate records within HRIS system and prepares any necessary reports. Performs any recruitment activities which include posting open positions, reviewing resumes, screening applicants as well as setting up/coordinating any interviews with hiring manager. May be involved in investigating employee related issues and/or concerns. Performs other duties as assigned. Bachelor degree in Human Resource or related field 3 years HR Generalist experience in a manufacturing environment PHR/SPHR certification a plus but not required Demonstrated ability to model leadership behaviors on a continual basis, partnering with business leaders in a dynamic business setting Knowledge of Federal/State laws as they pertain to human resources administration. Strong conflict resolution skills Strong oral, written and presentation communication skills Good organizational, planning and follow up skills Ability to travel as needed Bilingual - Spanish EEO StatementMauser Packaging Solutions is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.ABOUT US Do you want to work with people who are dedicated to innovation and making the world a better place? Do you want to build a career with a company that provides opportunities for growth and development?Mauser Packaging Solutions is that company.Our mission is to help our customers achieve better sustainability with their packaging. And we do that by giving our people the opportunity to do important work, solve interesting problems and be part of a diverse, forward-looking team.At Mauser Packaging Solutions, you can be proud to work for a company that's always striving to innovate and serve customers better-and help them be better stewards of the environment.Whether you're a seasoned professional-or just beginning your career-there's a place where you can help make a difference at Mauser Packaging Solutions. Join us! Mauser Packaging Solutions is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.

At Stout, we're dedicated to exceeding expectations in all we do - we call it Relentless Excellence . Both our client service and culture are second to none, stemming from our firmwide embrace of our core values: Positive and Team-Oriented, Accountable, Committed, Relationship-Focused, Super-Responsive, and being Great communicators. Sound like a place you can grow and succeed? Read on to learn more about an exciting opportunity to join our team.The Senior Manager - Human Resource Business Partner (HRBP) serves as a consultant to management on human resource-related issues, acting as a colleague champion and change agent. The HRBP assesses and anticipates HR-related needs, communicating proactively with the HR department and business management. This role formulates partnerships across the HR function to deliver value-added service to management and colleagues that reflect the business objectives of the organization and foster a culture of Relentless Excellence.Major Duties and Responsibilities:Develop and implement strategic HR initiatives that align with business objectives.Facilitate and liaison key HR processes within the businessPartner with senior management to understand business goals and provide HR insights and solutions that support achievement of those goals.Enhance colleague engagement and retention through the creation and execution of compelling programs.Act as a trusted advisor to leaders, providing guidance on all HR-related matters including performance management, talent development, and employee relations.Lead organizational change management initiatives, ensuring effective communication and smooth transitions.Collaborate closely with HR Centers of Excellence to align HR strategies, programs, and initiatives with organizational goals and objectives.Analyze HR metrics to inform strategic decision-making and measure the effectiveness of HR initiatives.Provide coaching and guidance to enhance team and individual performance.Foster leadership development within the organization, supporting the growth of high-potential colleagues.Represent HR interests in company-wide projects and initiatives, providing HR insights and best practices.Collaborate effectively with other HR Business Partners, sharing knowledge, best practices, and resources to ensure consistency and alignment of HR initiatives across the organization. Actively contribute to a supportive and collaborative team environment, fostering a culture of continuous learning and development among HR peers.Efficiently manage complex HR projects and functions.Knowledge, Skills & Abilities: Minimum of 6 years of experience in HR, with at least 3 years as an HR business partner.Proven strategic thinking abilities and strong business acumen.Professional services or banking experience required.Excellent communication, interpersonal, and project management skills.Ability to build and maintain strong relationships across all levels of the organization.Bachelor's degree in Business, Human Resources or a related field.Professional HR certification (e.g., PHR, SPHR, SHRM-CP) preferred.Must be authorized to work in the US without employer sponsorship.Attributes:Strategic thinker with a proactive approach.Adaptability and flexibility in a fast-paced environment.High level of integrity and confidentiality.Problem-solving and decision-making skills.Team-oriented with a customer service mindset.For individuals assigned to work in California, Colorado, New York City, or Washington, Stout is required by law to include a reasonable estimate of the compensation range for this role. The range for this role considers several factors including but not limited to prior work and industry experience, education level, and unique skills. The disclosed range estimate has not been adjusted for any applicable geographic differential associated with the location at which the position may be filled. It is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $125,000 - $140,000 Annual. This role is also anticipated to be eligible to participate in an annual bonus plan. Information about benefits can be found here - https://www.stout.com/en/careers/benefits .#LI-CM2Why Stout? Our goal is to provide a comprehensive Total Rewards program that includes competitive compensation, benefits & wellness programs that allows employees to choose what's most important to them at any life stage. At Stout, we are committed to the personal and professional development of our employees while fostering a diverse and inclusive environment.Stout Culture: We honor the fundamental value and dignity of all individuals. We are committed to representing and including the unique experiences, perspectives, and backgrounds of our people, partners, and the communities we serve. Our core values embrace a culture of inclusion and the equitable treatment of all team members, starting with Stout's leadership and spreading across the organization. We strive to recruit, develop, and retain individuals with an array of talents, ideas, and experiences that propel the entrepreneurial spirit and exceptionalism that drive our success. To learn more about our commitment to diversity, equity, and inclusion, click here .Professional Development: To foster employee development we offer ongoing training and learning opportunities, employee resources groups, mentorship programming, and professional designation reimbursement. We believe in timely and proactive performance excellence, ongoing 360 feedback, clear performance expectations at each level, and quarterly check-ins with your manager ensure you are supported and growing your career.Stout Benefits : Stout offers a variety of benefits to meet the ever-changing needs of our employees throughout their career at Stout. View our Benefits page to see what this can look like for you. Flexible Work Schedules: Work-life balance is important to us and we want our employees to have balanced lives, which is why we have a discretionary time off policy for all salaried exempt employees. This gives you the ability to take time off as appropriate.The specific statements shown in each section of this description are not intended to be all-inclusive. They represent typical elements and criteria necessary to successfully perform the job. Stout is an Equal Employment Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment on the basis of valid job requirements, qualifications and merit without regard to race, color, creed, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, physical or mental disability, age, protected genetic information, protected veteran status or any other characteristic protected by applicable local, state or federal law. Stout values a diverse workforce and strongly encourages women, people of color, members of the LGBTQ+ communities, veterans, people with disabilities and members of other underrepresented communities to apply . Interested in joining a rapidly growing group of bright, ambitious professionals in a work environment that values culture, diversity, and personal growth? Stout might just be the right place for you.

Accelerate your career at RXO. RXO is a leading provider of transportation solutions. With cutting-edge technology at the center, we’re revolutionizing the industry with our massive network and commitment to finding solutions for every challenge. We create more efficient ways for shippers and carriers to transport goods across North America. Applicants for this role will be considered in the following markets: Chicago, IL and Lake Forest, IL. As a Generalist, Human Resources at RXO, you will communicate workplace goals and deliver appropriate action plans for implementation. We’ll count on your skills and experience to be a champion of our company values, ensuring an engaged workforce, loyal customers, efficient operations, and a bright future for yourself and RXO. What your day-to-day will look like: Support with leading a successful on-boarding experience and practices by partnering with the Learning and Development team while understanding the business needs and demands Conduct exit interviews and capture data to build trends for continuous improvement Lead efforts of the day-to-day support of HR data changes in collaboration with a shared services team. Assist in the development and implementation of programs or information regarding HR policies, procedures, or information, review and analyze data in excel as needed Support a values-based culture by driving the highest level of employee engagement. Assist local engagement committee with coordinating and driving value add engagement activities Analyze employee feedback data and build trends and actionable items. Lead employee roundtable discussions Assume the role of lead for the local internship program and employee development programs with support from the greater HR team and leaders Support with various HR duties which includes, reasonable accommodation requests, drafting pertinent communications at the site level and at the corporate level on the internal social platform Support with leader skip-level feedback process, training compliance, etc. What you’ll need to excel: At a minimum, you’ll need: Bachelor’s degree or equivalent related work or military experience 1 year of experience as a HR generalist or an equivalent combination of education and experience Demonstrated functional knowledge of payroll software, HRIS programs and Microsoft Office specifically Microsoft Excel It’d be great if you also have: Experience with advanced Excel functions such as VLookups, pivot tables, etc. An interest/niche for social media In this role, you’ll be supported by a passionate team motivated by fast-paced innovation and the desire to deliver for customers. We’re a company where you can continually advance your career, no matter your background - the opportunities are endless and yours for the taking. If you’re driven and looking for a place to grow, come join us. Does this sound like you? Check out what else RXO has to offer. Massive Benefits Competitive pay Health, dental and vision insurance 401(k) with company match Life insurance, disability Employee Assistance Program (EAP) Paid time off Tuition reimbursement program Our Culture We do great things when we are inclusive and work together. To perform with excellence, we learn from one another, value diverse perspectives, operate safely, and build strong relationships. We welcome everyone regardless of background, identity or ability. The Next Step Ready to join our team? We’d love to hear from you. Fill out an application now and join our talent community to learn about future opportunities. We are proud to be an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test. The above statements are not an exhaustive list of all required responsibilities, duties and skills for this job classification. Review RXO's candidate privacy statement here and RXO's Privacy Notice to California Job Applicants here .