HR Director

IDEX•Wheeling, IL

6d•Onsite

About The Position

If you’re looking for a special place to build or grow your career, you’ve found it. Whether you’re an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses around the globe, chances are, we have something special for you. Fluid Management, Inc., a Unit of IDEX Corporation , is the leading global manufacturer of precision dispensing and mixing equipment for the architectural paint, coatings, personal care, cosmetics, and food and beverage industries. Fluid Management has created a global product development environment through strategic growth initiatives. By leveraging our 80+ years of expertise and passion, Fluid Management delivers unequalled product innovation. From initial design to equipment selection, delivery and after-sales service, Fluid Management strives for close teamwork with its customers, delivering high-quality, easy-to-operate products for every size and type of operation. Position Summary This Human Resources Director is a hands-on, onsite at wheeling, standalone HR leader responsible for delivering both strategic and operational HR support for our Chicago site. This role partners directly with the General Manager and site leadership team to shape the employee experience, strengthen organizational capability, and ensure compliance with all employment regulations. As the sole HR leader on-site, the HR Director manages all aspects of HR—including employee relations, recruiting, performance management, culture building, HR operations, and workforce planning—while serving as a trusted advisor to leaders and employees across all levels.

Requirements

Bachelor’s degree in Human Resources, Business, or related field; Master’s preferred.
10+ years of progressive HR experience, with strong generalist background.
Experience in a standalone HR role or small HR team strongly preferred.
Experience in manufacturing or industrial environments required.
Strong working knowledge of employment law and HR best practices.
Proven ability to balance strategic thinking with hands‑on execution.
Excellent communication, interpersonal, and coaching skills.
Proficiency in Microsoft Office; experience with Workday or similar HRIS a plus.
Ability to operate independently in a fast-paced, multi-shift environment.

Nice To Haves

Bilingual Spanish ideal (manufacturing environment).

Responsibilities

Strategic Leadership & Culture Development Serve as the primary HR business partner to the General Manager and site leadership.
Align HR strategies with business goals to support operational excellence and growth.
Lead initiatives that build a high-performance, inclusive, and accountable culture.
Act as the cultural lead for the Chicago site, ensuring consistency with Global Dispensing values.
Employee Experience & Engagement Own the full employee lifecycle—from onboarding through exit processes.
Design and implement initiatives that improve communication, belonging, and workplace satisfaction.
Manage engagement survey processes, interpret findings, and lead resulting action planning.
Maintain strong visibility on the shop floor and across all shifts to foster trust and approachability.
Talent Acquisition & Workforce Planning Lead full-cycle recruiting for all site roles, including hourly, professional, and management positions.
Develop sourcing strategies that support a diverse and high-quality talent pipeline.
Partner with local workforce agencies, technical schools, and community organizations.
Forecast workforce needs and plan for future capabilities.
Leadership Development & Coaching Provide coaching to managers on effective leadership, communication, and performance management.
Support succession planning and development planning for key roles.
Facilitate training sessions and learning programs that build organizational capability.
Performance Management Lead the annual goal-setting, check‑in, and performance review cycles.
Support managers in setting clear expectations, delivering feedback, and managing underperformance.
Promote a culture of continuous improvement and accountability.
Ensure consistent and fair administration of recognition and reward programs.
Employee Relations & Compliance Serve as the primary contact for all employee inquiries and issues.
Investigate and resolve employee relations matters with fairness and confidentiality.
Maintain compliance with all federal, state, and local laws (EEOC, OSHA, DOL).
Ensure consistent application of company policies and procedures.
Compensation, Benefits & HR Systems Administer salary planning, job evaluations, and annual compensation cycles.
Oversee benefits administration and ensure employee understanding and engagement.
Maintain accuracy of HRIS and payroll data; partner with corporate HR on systems and reporting.
Organizational Effectiveness & Change Leadership Lead site-level change management initiatives related to structure, process, or culture.
Support due diligence and integration activities for M&A as required.
Strengthen operational efficiency through continuous improvement of HR practices.