HR Representative

James Hardie•Berwyn, IL

2d•Hybrid

About The Position

The HR Representative partners with the HR team to support the Global Functions organizations, including Products, Marketing, Finance, IT, Legal, Strategy, Communications, and R&D. This role is responsible for executing core HR processes, supporting talent and engagement initiatives, and delivering high-quality day-to-day support to employees and managers primarily across the U.S., and occasionally partnering with HR leaders in Europe, and Australia. The HR Representative plays a critical role in ensuring a consistent, compliant, and positive employee experience across the full lifecycle, from onboarding through offboarding, while also driving operational excellence and continuous improvement within HR service delivery. This position will be based in Chicago, Illinois, operating out of our two offices on a hybrid schedule (in office 3 days/week).

Requirements

2+ years of HR generalist or related experience, including exposure to HR operations and employee lifecycle processes (onboarding, offboarding, LOA administration).
Foundational knowledge of HR practices, including employee relations, performance management, and employment law.
Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.
Experience working with HR data, reporting, and tracking employee milestones.
Ability to build relationships and work effectively with remote teams and frontline managers.
Strong communication skills with a customer-service mindset.
High attention to detail and ability to handle confidential information with discretion.
Proficiency in Microsoft Office and HR systems.
Bachelor’s degree in Human Resources, Business, or related field.

Responsibilities

Support Talent & Development Initiatives (25%): Partner with the Global Functions HR team to execute talent and development initiatives. Coordinate and support training programs, leadership development efforts, and talent planning activities. Deliver a consistent, high-quality onboarding experience. Support new hire integration through structured onboarding plans and early milestone tracking and check-ins (e.g., 30/60/90-day touchpoints). Track development progress and assist with succession planning and high-potential programs.
Drive Employee Engagement & Retention (25%): Support implementation of engagement strategies tailored to geographically dispersed teams. Support employee surveys and partner on follow-up action planning. Coordinate and execute employee recognition programs, including service anniversaries, new hire welcome experiences, and milestone celebrations (e.g., baby kits, team recognition initiatives). Conduct listening sessions or focus groups to gather feedback and identify trends. Partner with leaders to address engagement challenges and improve team effectiveness.
HR Operations & Employee Support (25%): Serve as a primary point of contact for employee inquiries, providing timely, accurate, and high-touch HR support. Execute core employee lifecycle processes, including onboarding, internal movement, and offboarding, ensuring a seamless and compliant experience. Coordinate and manage leave of absence (LOA) processes, including employee communication, documentation, and partnership with Global Functions HR team, managers, and internal and external benefits providers. Maintain accurate employee records and ensure compliance with company policies and legal requirements. Own and deliver recurring HR reporting (e.g., new hires, 90-day milestones, turnover, service anniversaries, and employee milestones) to support HR and business visibility. Identify opportunities to improve HR processes, tools, and service delivery, and partner with the People Solutions team to implement enhancements.
Manager Support & HR Program Execution (25%): Partner with frontline leaders to reinforce HR programs, policies, and processes. Provide guidance on performance management, employee relations, and day-to-day HR matters. Support execution of key HR cycles, including performance reviews, goal setting, compensation processes, and engagement surveys. Monitor trends and escalate risks or opportunities to HR leadership, partnering on solutions as appropriate.