Corporate HR Manager

Jetstream of Houston•Downers Grove, IL

2d•$100,000 - $125,000•Hybrid

About The Position

The Corporate HR Manager will support enterprise talent development initiatives, including leadership development, succession planning, and high-potential programs. This role partners with business leaders to identify capability gaps and design targeted development strategies, while also overseeing performance management processes that drive accountability, growth, and alignment with organizational values. Additionally, the manager will support change management efforts for enterprise initiatives and contribute to the organization’s people analytics and HR reporting capability, enabling data-driven decision-making. This includes developing dashboards and predictive analytics to identify workforce trends, risks, and opportunities, and providing strategic insights to leadership on organizational health, talent pipelines, turnover, and workforce planning. The role also ensures HR data integrity and optimization of HR systems and tools. Furthermore, the Corporate HR Manager supports the design, implementation, and governance of competitive compensation programs, oversees salary structures, market benchmarking, and annual compensation cycles. They partner with Finance and Legal to ensure compliance with compensation regulations and support the development of incentive plans and compensation strategies related to acquisitions. The role also involves partnering with the Director of Health & Welfare on total rewards strategies. Finally, the manager will build strong relationships with cross-functional leaders, serve as a trusted partner to the senior HR leadership team, foster a culture of continuous improvement within HR, and perform other assigned duties.

Requirements

Bachelor’s degree in human resources, business administration, or related field required.
5+ years of progressive corporate/generalist HR experience within a multi-site or multi-state enterprise environment.
Demonstrated expertise in talent development, people analytics and compensation.
Strong business acumen with the ability to translate data into actionable insights.
Proven experience supporting enterprise-level HR initiatives.
Exceptional communication skills.
Experience supporting or playing a leading role in managing complex, cross-functional projects.

Nice To Haves

Recognized HR designation (e.g., SHRM-SCP, SPHR) preferred.

Responsibilities

Support enterprise talent development initiatives, including leadership development, succession planning, and high-potential programs.
Partner with business leaders to identify capability gaps and design targeted development strategies.
Oversee performance management processes that drive accountability, growth, and alignment with organizational values.
Support change management efforts for enterprise initiatives.
Support the organization’s people analytics and HR reporting capability, enabling data-driven decision-making at all levels.
Develop dashboards and predictive analytics to identify workforce trends, risks, and opportunities.
Provide strategic insights to leadership on organizational health, talent pipelines, turnover, and workforce planning.
Ensure HR data integrity and ensure optimization of HR systems and tools.
Support the design, implementation, and governance of competitive compensation programs across all corporate and field locations that support the attraction and retention of talent and that are aligned with company objectives.
Support processes and provide oversight of salary structures, market benchmarking, and annual compensation cycles and processes.
Partner with Finance and Legal to ensure compliance with applicable compensation regulations, disclosure requirements and governance standards.
Support processes for annual compensation cycles partnering with HR teams to ensure effective delivery during each stage of the cycle.
Support the development of short- and long-term incentive plan design work in partnership with business and HR leaders.
Support the development of compensation strategies and structures related to acquisitions.
Partner with the Director of Health & Welfare on key total rewards strategies, projects and analysis.
Build strong relationships with cross-functional leaders across a multi-site enterprise.
Serve as a trusted partner to the senior HR leadership team, contributing to long-term HR strategy and organizational planning.
Foster a culture of continuous improvement, innovation, and operational excellence within HR.
Perform other duties, assignments and special projects as assigned.