Human Resources

• Handles incoming telephone calls / emails in accordance with service model.
• Responds to general inquiries concerning transition activities.
• Creates electronic record to capture customer interactions.
• Assist with customer escalations and issues resolution.
• Assist in training of new associates and team members.
• May provide assistance with and/or lead People Support Center projects.
• Coordinates with internal shared services to ensure all aspects of transitions are covered.
• Establishes and maintains record keeping and filing systems.
• Processes all salary changes due to merit increases.
• Answers routine payroll/Kronos questions for managers and employees.
• Answers benefits questions for managers and employees.
• Ensures all necessary forms and documentation are completed for any leave of absence.
• Assists with processing of terminations.

Senior Associate, HR Service Center

• Investigating and resolving plant team member relations issues, including supporting and coaching Plant Management in working through team member relations issues, making appropriate recommendations, and guiding management on fair, appropriate, and compliant resolutions.
• Assisting with legal compliance by routinely auditing employment law postings for accuracy and adherence to established guidelines and applicable federal and state laws.
• Supporting performance management by helping managers to both set business-aligned and measurable goals and to provide ongoing performance feedback in a compliant, fair way and within timelines.
• Completing day-to-day administration of Human Resource programs including completing necessary documents to enroll, terminate and change team member statuses.
• Maintaining required documentation, including personnel files, discipline records, electronic documentation, in support of Company Policies, Affirmative Action, Attendance, and Performance Management.
• Process and coordinate with team members and supervisors on FMLA/Short Term Disability claims, Workers Compensations claims and leaves of absence, as well as fulfilling OSHA requirement for the facility.
• Conducting new hire onboarding, both virtually and in person, and processing all documents (E-Verify, I-9 processing, etc.) for new team members for Oswego, IL ensuring accurate team member data is entered into the HCM (Human Capital Management) system, Workday.

Plant Associate – HR Generalist

• Ensure a welcoming employee experience through timely communication, responsiveness, and thoughtful follow-through.
• Administer Grove's U.S. benefits programs, including medical, dental, vision, life and AD&D, HSA, FSA, COBRA, and 401(k) plans.
• Serve as the primary day-to-day point of contact for employees, benefit carriers, brokers, and third-party administrators to resolve benefit-related questions and administrative issues.
• Process employee benefit enrollments, qualifying life event changes, and terminations accurately and within required payroll and carrier deadlines.
• Partner with our leave of absence and disability vendor to administer employee leaves, review requests, coordinate documentation, and partner with HR Business Partners on leave-related matters.
• Review and reconcile monthly benefit invoices and partner with Finance to support timely and accurate premium payments.
• Perform routine audits of benefit enrollments, payroll deductions, HRIS data, and carrier records to ensure data integrity and resolve discrepancies proactively.
• Maintain employee benefit records and documentation in accordance with company policies and applicable federal, state, and local regulations.
• Support compliance activities related to benefits administration, including ACA, COBRA, Form 5500, nondiscrimination testing (NDT), San Francisco Health Care Security Ordinance (SFHCSO), and other required reporting.
• Own the annual Open Enrollment strategy and execution end-to-end, partnering with our broker to evaluate plan design, timelines, and vendor logistics — including employee communications, education sessions, system configuration, testing, and implementation.
• Partner with the Director of People Experience, CFO, broker, and carriers throughout the annual benefits renewal process by gathering information, evaluating plan options, preparing recommendations, and supporting implementation.
• Stay informed on federal, state, and local legislative and regulatory changes impacting employee benefits and leave administration.
• Support the employee lifecycle through new hire orientation, employee inquiries, and other People Experience initiatives and special projects as assigned.
• Assist with immigration and visa administration.

Senior Benefits Specialist

• Support the day-to-day administration of CAF's Human Resources department by coordinating employee lifecycle activities, HR operations, compliance, and HR systems
• Working closely with the Director of Human Resources, provide administrative and operational support for recruitment, onboarding, benefits, leave administration, performance management, employee relations, and compliance
• Serve as a resource for managers and team members, maintain accurate HR records and systems, support HR reporting and process improvements, and assist with implementing HR initiatives that strengthen organizational effectiveness

Human Resources Generalist

• Investigate and determine the correct Coordination of Benefits (COB) for members with multiple health insurance plans
• Review insurance eligibility, policy coverage, and documentation to verify the proper payer order
• Contact insurance carriers, Medicare (CMS), employer groups, healthcare providers, and members by phone, email, fax, and mail to validate coverage information
• Research complex healthcare eligibility issues and apply Medicare CMS and NAIC guidelines to determine primary and secondary coverage
• Document findings accurately in company systems while maintaining complete and detailed records
• Review Explanation of Benefits (EOBs) and other insurance documentation to support payment determinations
• Process incoming COB correspondence and updating eligibility records as needed
• Handle inbound and outbound calls related to Coordination of Benefits inquiries
• Meet established productivity, quality, and turnaround time goals
• Maintain HIPAA compliance and adhere to all federal, state, and client requirements
• Collaborate with teammates while working independently in a remote environment
• Identify opportunities to improve processes, documentation, and communication

Benefits Specialist

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Serve as a trusted resource for employees, providing guidance on Uline’s benefits programs and answering questions throughout their time at Uline.
• Partner with internal teams and vendors to develop and deliver clear, engaging benefits communications that help employees make the most of their program selections.
• Support open enrollment, wellness initiatives and benefits education sessions for employees.
• Work closely with HR teams and vendors to deliver health, retirement and wellness programs.

• Conducts investigations of complaints and concerns, including allegations of policy violations, working conditions, disciplinary actions, and employee grievances, including harassment, discrimination, retaliation, etc.
• Make recommendations on the appropriate course of action in partnership with the key stakeholders for Employee Relations issues.
• Document findings and write investigation summaries to be maintained in ThinkLP.
• Coach and advise all levels of management through employee relations matters (e.g. performance management, corrective action processes, policy interpretation, conflict resolution, terminations, etc).
• Monitor and ensure compliance with federal, state, and local employment laws, and Identify emerging employee relations and compliance risks and coordinate with appropriate stakeholders to support timely mitigation.
• Perform other related duties as required.
• Must be willing to travel at least 90% of the time to visit sites in your region.

Employee Relations Specialist

• Develop and update employee handbooks and HR policies for clients
• Conduct comprehensive benefits audits and recommend improvements
• Build and maintain organizational charts and workforce planning tools
• Define, track, and analyze HR‑related KPIs
• Create and support ongoing employee growth and development plans
• Manage onboarding and offboarding processes
• Administer and track leaves of absence
• Partner with managers on disciplinary actions and performance improvement plans
• Ensure HR compliance across multiple states and regulatory environments
• Optimize existing HR technology and support implementation of new systems

Human Resources Management Consultant

• Partner with Clinical teams to align people strategies with operational goals
• Provide guidance on organizational design and team structure
• Analyze workforce data and support workforce planning efforts
• Serve as the primary HR advisor on employee relations matters
• Lead and support performance management processes
• Develop understanding of clinical roles and challenges
• Support initiatives to improve retention and engagement
• Ensure compliance with employment laws and regulations

HR Business Partner

• Own day-to-day Rippling administration for TCC internal and service MC employees, including new hires, terminations, employee changes, and reporting.
• Build and maintain automated workflows in Rippling to reduce manual processing over time.
• Utilize AI responsibly to automate recurring HR processes and procedures where it improves speed, accuracy, or employee experience.
• Support the evaluation of the current HRIS to confirm Rippling fits TCC's needs or identify a better-fit system.
• Keep HRIS data clean and audit-ready across multiple entities and states.
• Run the administrative side of onboarding for all TCC and service MC hires, including offer paperwork, I-9 and E-Verify, benefits enrollment, and Rippling setup.
• Process employee changes (comp, title, entity, state, manager) accurately and on time.
• Serve as the first point of contact for TCC and service MC employees on benefits questions, payroll changes, and general HR admin.
• Deliver a clean, consistent employee experience from offer accepted through day one.
• Own benefits administration end-to-end: open enrollment, new hire enrollments, qualifying life events, and vendor coordination.
• Maintain the recurring compliance calendar (ACA reporting, I-9 maintenance, workers' comp audits, 401(k) audit prep) and partner with TCC Finance where the work overlaps.
• Keep personnel files, org charts, and HR documentation organized and audit-ready.
• Track state registrations and multi-state payroll implications as TCC and the service MCs grow.
• Perform monthly audits - balancing the 401(k) contributions and benefits charges to payroll.
• Partner with TCC FinOps on payroll cycles, 401(k) audit coordination, and reconciliation.
• Support the MC People Partner with template creation, toolbox organization, and new-MC compliance intake.
• Coordinate with HR contacts at the service MCs on benefits, payroll, and onboarding questions.

HR Generalist

• Manages an inventory of moderate to high complexity and exposure commercial claims by following company protocols to verify policy coverage
• Conducts focused investigation to determine compensability, liability and covered damages
• Establishes and maintains working relationships with appropriate internal and external work partners
• Verifies coverage and establishes timely and adequate reserves
• Authorizes claim disbursements within authority limit by determining liability and compensability of the claim
• Contributes to expense management by timely and accurately resolving claims
• Achieves quality standards on every file by following all company guidelines
• Maintains compliance with state/local regulatory requirements

Workers Compensation Claims Specialist – Disposition

• utilizing problem-solving and analytical skills to address client challenges while collaborating with a global team virtually
• delivering high-quality outcomes that meet client expectations
• gaining expertise in Defined Benefit plans
• understanding internal systems
• integrating into Alight's culture
• learning about DB through client interactions and requirements
• being accountable for end to end client delivery through following established processes and working in a collaborative environment
• applying plan provisions and best practices to complex participant benefit issues
• using developed understanding of Defined Benefits to interpret client’s requirements
• researching complex participant benefit issues and recommend solutions by analyzing fact patterns and apply provisions
• participating in planning and supporting client acceptance and implementation testing
• consulting and coordinating with customer care colleagues

Defined Benefits Client Specialist

• Provides job offers verbally and in writing to approved candidates
• Supports candidates with pre-employment action steps and onboarding
• Connects with IT, HR, and Training teams for new employee supports
• Ensures compliance and accurately develops employee profiles in HRMS systems
• Manages screening, interviewing, and selection of Direct Support Personnel
• Initiates Approval to Hire processes and delivers verbal offers of employment
• Develops and delivers written offer letters and HR termination letters
• Conducts orientations and onboarding for new employees
• Completes new employee hiring procedures in HRMS systems
• Creates employee personnel files and ensures compliance with deadlines

• Manages the screening, interviewing and selection of all Direct Support Personnel for Hope Residential Academy Melrose Park
• Initiates Approval to Hire processes and procedures
• Delivers verbal offers of employment and provides thorough explanation of terms and conditions of the offer of employment
• Develops and delivers written offer letters and HR termination letters
• Reviews pre-employment requirements and actions including, written instructions and guidelines, paper and electronic forms and associated deadlines
• Conducts orientations and onboardings for new employees
• Completes new employee hiring procedures in HRMS systems
• Creates employee personnel files
• Communicates bargaining unit posting needs to the Employment Specialist
• Manages accounts; audits and processes invoices for background checks and drug screening agencies

• Collaborate with the VP of Talent and the Senior Director of TM & OE to lead talent management strategy and succession and performance activities for the enterprise to ensure we strengthen our pipeline of people leaders and technical talent.
• Shape and mature enterprise succession management practices to accelerate leadership readiness, address near-term succession needs, and build a sustainable leadership pipeline for the future.
• Define and refine the critical success factors for excelling in executive and other key leadership roles, and translate these into clear profiles, criteria, and tools that guide development decisions.
• Design and enable development strategies that ensure employees receive the right development moves and experiences to prepare them for critical roles.
• Determine how we can use AI, automation, and other enabling technologies to enhance performance, succession, and development practices, and help guide the transformation needed to leverage new technologies effectively.
• Facilitate the Enterprise Organizational Leadership Review (OLR) process in partnership with sector HR, OE, and Talent teams and support all related executive talent discussions.
• Evaluate the effectiveness of our performance management process—Quarterly Connections and systems, including goal setting, feedback, and coaching—and make recommendations for continuous improvement.
• Collaborate with cross-functional teams to ensure integration of talent management and performance management initiatives with overall business objectives and to strengthen the role of people leaders as talent developers.
• Analyze internal talent data to identify trends and areas for improvement and stay current on industry trends and best practices in talent management and performance management.
• Promote and enhance our enterprise-wide utilization of succession planning processes, metrics, and system functionality, including awareness, training, and resources for stakeholders.
• Partner with and influence stakeholders across the company to build consistent talent management and performance management practices that drive overall business strategies.
• Work collaboratively with teams across the enterprise in Leadership Development, Critical Skills, Organization Effectiveness, People Insights and Intelligence, Compensation, Executive Recruiting, Legal, and other subject matter experts.

Manager, Talent Management

• Designing, piloting, and evolving HR service models using a phased, proof-driven approach including pilots to test, refine, and validate service offerings to determine potential for expansion
• Developing initial pilot for above property support, including onboarding a team and establishing a foundational performance infrastructure
• Validating opportunities for additional pilots
• Actively supporting HR Evolution including evolution of the HR operating model
• Leading other global initiatives, such as Great Place to Work

Director, Global HR Services

• Assist the HR Manager with environmental, safety, and health efforts at the site.
• Be part of environmental and safety improvement projects and activities that support health and safety programs and campaigns.
• Motivate plant employees to prioritize safety, considering safety in all plant projects, offering positive feedback, and coaching.
• Set a good example with your behavior.
• Schedule interviews.
• Maintain personnel files, both physical and electronic.
• Assist with administrative tasks of safety and HR policy compliance.
• Assist HR Manager with various duties as requested.
• Assist with development of programs, procedures, work instructions, and training.
• Lead health and safety projects, audits, and inspections at the plant or department level.
• Assist with project to define safety training needs for facility employees to meet safety requirements.
• Expect high level of administrative duties in this role.
• Assist with translation needs as required.
• Assist other office personnel with work activities as time permits.
• Assist other plant supervisory personnel with work activities as time permits.

Seasonal HR Clerk

• Oversees administration of employee benefit programs, including health, welfare, retirement, leave programs, open enrollment, vendor coordination, compliance and employee benefit communications
• Monitors and coordinates the performance development program by utilizing the Human Resources Information System (HRIS) to process evaluations and implement the program’s workflow
• Manages and resolves employee relations issues, including disciplinary actions, employee conflicts, and investigations as an internal consultant to all levels of management
• Researches, evaluates, and prepares recommendations for new HR initiatives
• Maintains awareness of ethics laws, standards, legislation, and trends that may impact organizational HR practice
• Updates job knowledge by participating in educational opportunities, reading professional publications, maintaining personal networks, and participates in professional organizations
• Establishes one’s self as credible and trustworthy source of employees to voice concerns
• Communicates and demonstrates support for HR decisions
• Performs other duties as assigned

Human Resources Manager

• Partner with leaders to drive talent, engagement, performance, and workforce initiatives
• Provide guidance and coaching on employee relations matters and policy interpretation
• Support talent acquisition, development, succession planning, and retention efforts
• Help lead organizational and people-related change initiatives
• Analyze workforce trends and recommend solutions that support business objectives
• Foster an inclusive, positive workplace culture
• Make recommendations to senior management on employee-related issues
• Administer compensation programs

Human Resources jobs in Illinois

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Senior Associate, HR Service Center

Plant Associate – HR Generalist

Senior Benefits Specialist

Human Resources Generalist

Benefits Specialist

Senior Human Resources Business Partner

Benefits Specialist

Employee Relations Specialist

Human Resources Management Consultant

HR Business Partner

HR Generalist

Workers Compensation Claims Specialist – Disposition

Defined Benefits Client Specialist

Human Resources Generalist

Human Resources Generalist

Manager, Talent Management

Director, Global HR Services

Seasonal HR Clerk

Human Resources Manager

Human Resources Generalist