Human Resources Manager (Bilingual in Mandarin)

Bodorlaser•Schaumburg, IL

4d•Onsite

About The Position

Bodorlaser Inc. is seeking an experienced HR Manager to lead end-to-end HR operations across the United States and Canada while serving as the HR business partner to senior leaders based in North America and China. The HR Manager will advise leaders on workforce planning, organizational effectiveness, talent and succession, manager capability, employee relations, and change management, using people data to identify risks and measure outcomes. This role also owns or leads payroll, benefits, compensation, recruiting, performance management, training, policy governance, and immigration/global mobility; partners cross-functionally with Finance, Legal, Compliance, IT, and EHS.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
5+ years of progressive HR experience with increasing scope and accountability, including direct HRBP or client-group ownership, manager-level responsibility, and the ability to translate business priorities into measurable people actions.
Demonstrated strength in multi-state U.S. compliance and familiarity supporting Canada HR operations (multi-province exposure strongly preferred).
Proven ability to manage highly confidential and complex matters with discretion, professionalism, and urgency.
Hands-on leadership experience in U.S. payroll, benefits, leave administration, recruiting, performance management, training, and HR policy development/implementation (e.g., handbook, SOPs, and compliance-driven programs).
Experience designing and implementing compensation programs.
Experience supporting immigration and global mobility/expatriate matters.
Strong business and financial acumen, consultative skills, executive presence, and people-analytics capability, with the ability to build a business case, challenge constructively, and influence as a credible advisor.
Experience facilitating talent reviews and succession planning and supporting organizational design or change-management initiatives.
Experience managing workers’ compensation claims, OSHA compliance, workplace safety programs, and related regulatory reporting requirements.
Excellent logical analysis, judgment, learning agility, and clear written/verbal communication.
Ability to work effectively under pressure, manage competing priorities, and navigate ambiguity.
Ability to collaborate effectively with teams across different time zones, including occasional participation in evening meetings with China-based teams.
Proficiency with HRIS systems and Microsoft Office / Google Workspace.
Bilingual in English and Mandarin (written and verbal).

Nice To Haves

SHRM-CP/SHRM-SCP or PHR/SPHR preferred.
8+ years of progressive HR experience preferred, including team leadership.
Experience in a multinational environment and/or supporting a China-headquartered company’s U.S. subsidiary preferred, with demonstrated ability to work effectively across time zones and cultures.

Responsibilities

Serve as the strategic HR business partner to the North American leadership team, translating business priorities and operating needs into an actionable people roadmap.
Lead workforce planning, headcount forecasting, organizational design, and capability-gap analysis to support business growth and team effectiveness.
Use HR metrics, talent reviews, and succession planning to identify people risks, strengthen the talent pipeline, and support organizational change.
Ensure HR policies and practices comply with applicable U.S. federal and state laws and Canadian provincial requirements.
Manage complex employee relations matters, including investigations, corrective actions, complaints, and terminations, with sound judgment and confidentiality.
Partner with Legal, Compliance, and EHS on audits, claims, inspections, policy governance, and people-related risk management.
Lead U.S. payroll, benefits, and leave administration and coordinate Canadian HR operations with internal teams and external vendors.
Improve HRIS data quality, workflows, operational controls, and HR service delivery.
Supervise, coach, and develop HR team members; set priorities, and ensure accurate and timely execution.
Lead compensation programs, including job architecture, market benchmarking, salary structures, incentive plans, pay equity, and labor-cost planning.
Partner with business leaders on recruiting, selection, onboarding, performance management, manager development, and employee engagement.
Use employee feedback and workforce insights to drive targeted retention, culture, and employee-experience initiatives.
Support employment-based immigration, business visitor visas, expatriate assignments, vendor coordination, and related compliance documentation.