People Operations

• Consults with branch management, providing HR guidance when appropriate.
• Assist with the onboarding of new management to ensure understanding of HR practices, policies, programs, and protocols.
• Analyzes trends and metrics in partnership with your HRD and operations leadership to identify areas of need and develop solutions and programs to help meet business and HR goals.
• Manages and resolves complex employee relations issues.
• Conducts effective, thorough, and objective investigations.
• Provides day-to-day performance management guidance.
• Assist in coaching, counseling, career development, and disciplinary actions as needed.
• Works closely with management and employees to ensure an engaged and productive work environment with a focus on retention.
• Manage the utilization of companywide engagement and communications programs including the Elara Heroes program, online recognition platform, and Elara Care app.
• Provides HR policy guidance and interpretation counseling to ensure policy understanding and adherence.
• Ensure state, CMS, and accreditation agency requirements of employment are met.
• Maintain HR files with assistance of HR Coordinator and audit for regulatory compliance.
• Deploy Human Resources Support Resources to meet client group’s need.
• Ensure excellent HR service delivery through coordinated efforts with the HR Service Center for frontline support, Learning and Development, Comp and Benefits, Worker’s Comp, Leave Management, and UE support, and HR Operations/Payroll.
• Proactively assist in resolving employee and manager issues or concerns to ensure a great employee experience at Elara Care.
• Perform other duties and needed and/or assigned.

People Partner

• Collaborates with the management team in supervision of store operations functions
• Acts as a brand ambassador and reflects the company values
• Partners with the store leadership team on the creation of an engaging experience
• Creates selling initiatives that enhance the customer experience
• Delivers a seamless, omni-channel shopping experience
• Acts as an elevated team member, exercising decision-making and multitasking capabilities
• Actively participates in managing the store environment and customer experience
• Teaches and shares product knowledge, brand messaging
• Supports the store management team by participating in daily office procedures

Key Holder

• Provide expert guidance and support on complex People Relations concerns
• Lead People Relations initiatives supporting local and global RPR deliverables
• Handle high-risk concerns and support RPR Advisors in meeting SLA expectations
• Coach and develop RPR Advisors and/or Specialists
• Build strong connections with the global team
• Lead development and continuous improvement of People Relations policies
• Ensure People Relations support aligns with local legislation and bp policies
• Promote employee wellbeing and a more inclusive workplace

Senior People Relations Advisor

• Partner with business leaders to develop and execute talent strategies aligned to business goals
• Build succession pipelines and develop internal talent
• Support workforce planning and organizational design
• Coach leaders to improve performance, engagement, and team effectiveness
• Provide guidance on employee relations matters and risk mitigation
• Lead talent reviews, performance management, and development planning
• Partner with L&D to deliver impactful learning solutions
• Ensure alignment with compensation programs and regional strategies
• Identify and address future talent gaps
• Build strong relationships across business units
• Collaborate with COEs to ensure alignment on programs and initiatives
• Co-create and design practical solutions that meet business needs
• Use data and insights to inform decision-making
• Lead cross-functional HR projects and continuous improvement initiatives

Manager, People Partnering

• Serve as a key connector between SEI and Intelerad, supporting alignment of people strategies, operating models, and organizational priorities across both organizations.
• Partner with HR leadership, business leaders, and an external change‑management firm to ensure effective coordination and adoption of people‑related initiatives.
• Develop a strong understanding of Intelerad’s people processes, systems, talent landscape, and organizational dynamics to support continuity and informed decision‑making.
• Support execution of integration‑related priorities including organizational design, talent transitions, workforce planning, and employee engagement initiatives.
• Act as a trusted partner to leaders by translating enterprise people strategies into practical execution within the software organization.
• Coordinate cross‑functional activities across HR, Product, Engineering, and leadership teams to ensure alignment and consistency in people programs.
• Support leadership effectiveness through participation in planning sessions, facilitation, and development of manager‑ready tools and guidance.
• Leverage data and insights (e.g., retention, engagement, mobility) to identify risks, inform decisions, and recommend actions.
• Ensure alignment of people‑related initiatives with HR policies, employment practices, and regulatory considerations.
• Provide continuity across initiatives by documenting processes, maintaining institutional knowledge, and supporting sustainable operating practices.

Senior Manager, People Strategy – Integration

• Supports the selling, service, and operations of the store
• Acts as a brand ambassador and reflects the company values
• Creates selling initiatives that enhance the customer experience
• Guides the team to prioritize the customer service and styling recommendations
• Participates as the manager-on-duty by driving engagement in each zone
• Sustains daily operating standards by assessing sales forecasting and supporting scheduling and payroll
• Utilizes company tools to analyze business opportunities
• Collaborates with key partners to effectively execute shipment processing
• Leads with an inclusive and people-first philosophy

Assistant Store Manager

• Lead the Execution of the People Strategy
• Operationalize the People Strategy set by the CPO, translating strategic priorities into actionable programs and initiatives
• Partner with People leadership and business leaders to align talent strategy with growth objectives and financial goals
• Confirm alignment between People, Corporate Strategy, and VCP initiatives to drive enterprise impact
• Lead execution of IPO-related People initiatives, including workforce strategy, governance, and readiness activities
• Serve as a strategic advisor to the CPO and executive leadership on organizational effectiveness and workforce strategy
• Lead the day-to-day operations of the People organization, driving efficiency, consistency, and scalability across segments and geographies
• Design and optimize HR operating models, service delivery frameworks, and core People processes
• Lead workforce change initiatives, including restructuring, transformation, and M&A integration support
• Drive effective communication and execution of change across the enterprise, supporting leaders through complex transitions
• Build and lead a high-performing People Operations function with strong program management, execution rigor, and accountability
• Support executive leadership and Board readiness through talent reporting, workforce insights, and leadership transition support
• Partner with the CIO and technology teams to implement and optimize HR technology platforms, including HRIS and workforce analytics tools
• Drive the integration of AI, automation, and digital solutions to modernize HR processes and improve service delivery
• Lead workforce analytics and reporting, developing dashboards and insights to inform decision-making (e.g., QBRs, MBRs)
• Use data to identify workforce trends, risks, and opportunities, enabling proactive management of talent and organizational health
• Drive continuous improvement across People processes through technology, data, and operational innovation
• Establish scalable infrastructure and processes to support a growing, global, and increasingly complex organization

Executive Director, People Operations

• The People Experience Lead will serve as a strategic and operational leader responsible for designing, shaping, and delivering a differentiated, end-to-end employee experience across Guidehouse, from onboarding through offboarding.
• This role will identify and address friction points, apply data and journey mapping insights, and lead enterprise-wide initiatives that strengthen engagement, improve retention, and enhance overall employee satisfaction.
• Partner across Human Capital, business leadership, and corporate functions to deliver a consistent, high-quality experience aligned with firm priorities and long-term growth objectives
• Define and lead the enterprise-wide employee experience strategy aligned to business outcomes, retention, and engagement
• Design and implement end-to-end employee journey mapping across the full lifecycle (hire to retire)
• Develop and evolve the employee value proposition, ensuring alignment with Guidehouse culture and priorities
• Serve as a strategic advisor to senior leaders on employee engagement, experience design, and culture
• Lead cross-functional teams to deliver high-impact employee experience initiatives across onboarding, development, and offboarding
• Analyze qualitative and quantitative data (e.g., surveys, feedback, retention metrics) to inform continuous improvement
• Oversee engagement measurement efforts (e.g., GPTW surveys, internal feedback loops) and drive action planning with business leaders
• Identify and address gaps in the employee experience, recommending and implementing actionable solutions
• Foster a culture of inclusion, belonging, and well-being across the employee base
• Influence peers and senior leaders to adopt best practices in employee experience
• Build and scale a data-driven approach to employee experience, including metrics, dashboards, and reporting on engagement and retention
• Diagnose friction points through journey mapping, surveys, and crowdsourced insights, and translate findings into prioritized actions
• Drive continuous improvement across key experience moments, including onboarding, integration, development, and transition
• Lead enterprise communication of experience insights, progress, and impact to stakeholders
• Ensure alignment with labor laws, internal policies, and organizational standards
• Support change management efforts tied to employee experience transformation initiatives

Executive Director, People Experience

• Design short and long-term talent strategies in areas such as strategic workforce planning, leader effectiveness, leadership capabilities, talent development, and succession planning, that drive the vision, strategy, and execution of HR functions in alignment with ClearChoice’s business objectives.
• Serve as an advisor to the President & CEO ClearChoice on all people related topics and issues.
• Lead and develop a high-performing team of HR leaders that drive employee engagement and workforce planning and development.
• Partner with talent acquisition leaders to align workforce planning and to drive hiring initiatives that meet the high hiring demands and constantly changing needs of the business.
• Work with talent management and learning leaders to develop, implement and track talent programs that include succession planning, Career Pathing and employee development.
• Lead the identification of objectives and key results for the People team and assess the team’s success based on these metrics.
• Lead the people change management processes to meets the constant evolution of business needs.
• Ensure HR policies and programs comply with all legal and regulatory requirements.
• Partner with cross-functional teams (IT, Field Team Leaders, Talent Acquisition, and other stakeholders) Collaborate with HR COE’s to develop and implement HR strategies and practices.
• Serve as a partner to the employee relations leaders and corporate legal teams to provide counsel on complex employee relations issues when necessary.
• Provide interpretation of company policies and procedures in relation to all people's disciplines; guide leaders in the administration of people's plans to ensure seamless execution of all programs.
• Use internal and external data to measure success: learn and improve; analyze trends and develop proactive actions to increase HR efficiency.

Vice President of People

• Lead our human resources function for ClearChoice
• Develop and execute a comprehensive human resources strategy
• Oversee a team of senior HR leaders focused on employee engagement
• Partner with talent acquisition leaders to align workforce planning
• Collaborate with cross-functional teams to align people strategies

• Serve as an advisor and hands-on partner to leadership teams, aligning people strategies with business objectives.
• Shape the employee lifecycle, including performance management and leadership coaching.
• Provide real-time problem-solving for management challenges.
• Support managers in identifying performance gaps and executing the Performance Review cycle.
• Partner in designing leadership development programs and managing external training vendors.
• Lead Employee Experience Surveys, translate data into reports and actionable strategies.
• Drive action planning process for Employee Experience Survey feedback.
• Serve as the primary mediator for interpersonal conflicts and lead workplace investigations.
• Maintain and interpret company policies, providing guidance on ER cases.

Senior People Business Partner

• Driven by a passion for service and delivering exceptional customer experiences
• Consistently demonstrates patience, active listening, and a solutions-focused approach to address needs effectively
• Utilizes procedures, policies, ERP, and other reference materials to assist in answering team member and manager inquiries
• Responds to escalated inquiries into the Human Resources Service Center via telephone, website, or email
• Documents incoming calls using a case management tool to resolve issues within identified service level agreements
• Proactively escalates issues to People Operations Specialist and COE teams and HRIS team on the customer's behalf
• Achieves high teammate satisfaction and service quality scores

People Experience Rep I

• Build engaged, community-powered editorial experiences
• Create serious-fun, expert-driven editorial and audience experiences that grow subscribers, increase newsletter engagement, and build loyal finance audiences
• Develop content informed by real practitioner insight, including interviews, contributor conversations, finance communities, surveys, Q&As, and social listening
• Help program and support webinars, livestreams, roundtables, podcasts, and editorial event experiences
• Repurpose editorial IP into newsletter blocks, social content, video clips, lead magnets, reports, and community assets
• Ensure editorial output reflects the publication’s tone, usefulness, authority, and audience relevance
• Continuously identify opportunities to increase audience participation, contribution, sharing, and return engagement
• Create insight-led decision-support content that performs
• Produce and improve decision-support formats such as benchmark reports, salary guides, AI reports, workflow roundups, expert interviews, surveys, member exclusives, and lead magnets
• Expand audience reach, relationships, and distribution

Senior Editor

• Own the full employee lifecycle, ensuring every stage is seamless, compliant, and reflective of Voxel's culture and values
• Continuously improve onboarding and offboarding programs that accelerate productivity, foster connection, and surface actionable feedback to improve the employee experience
• Serve as the owner of the HRIS (Rippling), ensuring accurate employee data, organizational structures, scalable workflows, and reporting, while managing payroll inputs and coordinating with Finance to ensure accurate and timely payroll execution with Finance
• Maintain compensation frameworks, including salary bands and equity guidelines, and partner with recruiting and leadership to ensure offers align with leveling philosophy, internal equity, and headcount plans
• Lead the company's performance management process, including mid-year and annual cycles, while supporting managers through coaching, documentation, and performance improvement conversations with consistency and sound judgment
• Manage employee lifecycle changes, including promotions, transfers, and restructurings, ensuring consistency, compliance, and a strong employee experience
• Own Voxel's employee benefits programs, including broker and third-party administrator relationships, annual open enrollment, and employee support for benefits questions and escalation
• Develop and maintain people analytics and reporting to provide leadership with insights on headcount, hiring, compensation, retention, and workforce trends to support decision-making
• Ensure HR policies, processes, and practices remain compliant with federal, state, and local employment laws, proactively evolving them as regulations change

People Operations Manager

• Processing of pre-employment checks: Coordinating the end-to-end management of our due diligence process for legal talent across North America.
• Processing of pre-employment checks: Independently managing own workload to effectively process background checks, right to work verification, and managing pre-employment paperwork.
• Processing of pre-employment checks: Proactive decision making to resolve screening issues and escalating to Associates or manager where appropriate to achieve 100% screening completion in all cases.
• Processing of pre-employment checks: Contributing to weekly progress meetings to review turnaround times and completion rates against agreed SLAs.
• Processing of pre-employment checks: Monitoring automated employment agreements for new hires and ensuring 100% completion rate by start date.
• Responsible for actioning a wide scope of operational business processes: Direct engagement with new hires and hiring managers to answer onboarding questions and to offer live support with onboarding completion in our HRIS, Workday.
• Responsible for actioning a wide scope of operational business processes: Daily review of onboarding progress trackers for all hired candidates in North America.
• Responsible for actioning a wide scope of operational business processes: Daily processing of new legal talent hires in North America.
• Responsible for actioning a wide scope of operational business processes: Processing absence returns and job updates for legal talent employees returning to active engagement.
• Commercial pipeline support: Independently managing client attestation requests, contributing to client surveys and Request For Proposal (RFP) documents, and knowing when to escalate as necessary.
• Reporting and auditing: Contributing to internal audits to stay ahead of client audit requests and ensure compliance with client screening requirements.

People Operations Analyst

• Serve as the data and analytics expert for ES4ES — owning people data requests, using Tableau dashboards, triangulating data across systems (including Employee360), and proactively surfacing trends and insights to support ES leaders and ESBPs.
• Provide operational and analytical support to the ES Strategic Initiatives team on high-priority, cross-functional people programs including org design, talent strategy, change management, and leadership development initiatives.
• Monitor and interpret trends and metrics around employee satisfaction, attrition, turnover, and organizational health.
• Use HR analytic tools to make data-driven recommendations and translate complex data into executive-ready narratives and presentations.
• Support digital transformation efforts through use of AI/Agents and continuous improvement of processes — actively exploring and piloting AI tools to improve the efficiency and scale of data analytics and program execution.
• Partner with the ES Strategic Initiatives team, ESBPs, HR Centers of Excellence (COEs), and global partners to help deliver seamless HR processes, programs, and insights across the organization.
• Create tools, templates, and resources for consistent service delivery at scale across both ES4ES and Strategic Initiatives.
• Act as a trusted resource for ESBPs and leaders — navigating processes, answering questions, and creating supporting documents across both teams.

Employee Success Consultant Manager

• Direct the team in determining and using appropriate techniques that may include diagnostic analysis, active monitoring and/or multivariate modeling methods that can be used to influence strategic business decisions by balancing constraints and opportunities.
• Be a mentor or resource for less experienced analytic talent, onboard new employees and interns, and provide support for recruiting and talent assessment efforts.
• Explore and implement new data and analytic tools, techniques and industry best practices to apply to business problems.
• Interpret and synthesize findings across multiple analyses and influence optimal business action based on balancing business constraints and analytical findings.
• Build organizational partnerships across lines and functional teams to define and inform key strategic decisions.
• Ensure sound data strategy, quality, and coding best practices and bring recommendations and suggestions for improvements to supporting areas.
• Perform other duties as assigned.

Director, Decision Science – Corporate & People Analytics

• Serve as a trusted advisor to executive and senior leadership, translating business strategy into actionable people initiatives
• Build deep understanding of business drivers, financial performance, and operational priorities to influence decision-making
• Lead workforce planning efforts aligned to growth, efficiency, and transformation objectives
• Lead and support enterprise and business unit-level transformation initiatives (e.g., restructuring, operating model evolution, org design)
• Guide leaders through ambiguity and change, ensuring clear communication, adoption, and minimal disruption
• Champion a culture of agility, accountability, and continuous improvement
• Navigate a complex, matrixed environment, influencing without direct authority across functions
• Partner closely with COEs (Talent, Total Rewards, Learning, Talent Acquisition, HR Operations) to deliver integrated solutions
• Ensure alignment and consistency in HR practices while adapting to business-specific needs
• Leverage HR and business data to identify trends, risks, and opportunities
• Translate analytics into compelling narratives that drive leadership action and business outcomes
• Conduct audits of people data (e.g., headcount, spans/layers, compensation, attrition) to ensure accuracy and inform decisions
• Drive execution of key HR processes (performance management, talent reviews, succession planning, engagement, compensation cycles) with rigor and discipline
• Ensure alignment between talent outcomes and business priorities
• Monitor progress against key people metrics and adjust strategies as needed
• Identify and partner with assigned business units to deliver people initiatives and monitor progress and influence actions for best in class employee experience.
• Assess organizational health and effectiveness; recommend and implement improvements
• Partner with leaders to build high-performing teams, strengthen leadership capability, and enhance employee experience
• Identify critical talent risks and develop mitigation strategies
• Ensure all people-related decisions align with applicable employment laws and regulatory requirements by advising and coaching leaders on compliant practices, thorough documentation, and consistent policy application, mitigating risk and safeguarding the organization against legal exposure.

Senior People Partner

• As a member of the Human Resources organization, the Senior People Insights & Engagement Analyst plays a key role in executing Constellation Brands’ global HR strategy.
• Supports enterprise-wide employee engagement and listening efforts, people analytics and insight generation, and company recognition programs.
• Responsible for designing and executing employee research, building dashboards and data visualizations, translating people data into actionable insights, and supporting initiatives that strengthen engagement, culture, and organizational health across the company.
• Manage end-to-end survey processes, including questionnaire development, survey design, data analysis, report creation, and stakeholder presentations.
• Coordinate and support company-wide engagement surveys and pulse surveys, ensuring effective communication and execution.
• Integrate insights from multiple data sources to deliver cohesive, compelling narratives that drive decision-making.
• Navigate and leverage multiple survey platforms to extract and analyze data based on custom reporting needs.
• Translate survey data into polished, report-ready PowerPoint charts, tables, and visualizations.
• Partner with external survey vendors to ensure studies are designed accurately, tested thoroughly, delivered on time, and within budget.
• Provide guidance and support to HR partners and managers on survey access, reporting, and interpretation of results.
• Maintain and update employee engagement–related content on OpenBar.
• Collaborate with HR to identify meaningful metrics, build metric dashboards and data visualizations that clearly communicate people insights.
• Support the quarterly development and analysis of the Organizational Health Dashboards.
• Assist in the design and enhancement of Workday Discovery Boards aligned to organizational health metrics.
• Support additional tools and technologies to expand and automate people analytics capabilities and insights delivery.
• Support Constellation Brands’ enterprise-wide recognition programs and the evolution of the company’s recognition strategy.
• Develop data-informed recommendations to increase recognition participation and foster a culture of appreciation.
• Support the U.S. and Mexico Service Award Program, including vendor partnership, issue resolution, expense tracking, and maintenance of accurate reporting and data.
• Support the Shining Stars Milestone Leave program, including leadership of RPA bot creation and ongoing enhancements.
• Support and enhance the CBI Shine recognition platform, including feature optimization and capability improvements.
• Maintain and update recognition content within the Total Rewards Hub to elevate best practices and visibility.
• Provide program support for the Global HR/Security/Facilities/Meetings, Travel & Events Excellence Award Support the company-wide Marvin Sands Heritage Award process, including:
• Chairing the Steering Committee and supporting the final selection process
• Administering the annual communications campaign for nominees and winners
• Coordinating award logistics, travel, and associated expense processing

Senior Analyst, People Insights & Engagement

• Acts as a brand ambassador and reflects the company values
• Supports selling, service, and operations of the store with emphasis on merchandising and display
• Trains the team on store processes and merchandise placement
• Participates as the manager-on-duty driving engagement in each zone
• Manages visual direction from planning through execution
• Drives effective shipment and omni process to prioritize getting product to the customer
• Engages employees and ensures important communication reaches all levels of the team

People Operations jobs in Illinois

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People Partner

Key Holder

Senior People Relations Advisor

Manager, People Partnering

Senior Manager, People Strategy – Integration

Assistant Store Manager

Executive Director, People Operations

Executive Director, People Experience

Vice President of People

Vice President of People

Senior People Business Partner

People Experience Rep I

Senior Editor

People Operations Manager

People Operations Analyst

Employee Success Consultant Manager

Director, Decision Science – Corporate & People Analytics

Senior People Partner

Senior Analyst, People Insights & Engagement

Assistant Visual Manager