HR Specialist

ITW•Washington, DC

4d•$70,000 - $90,000

About The Position

The Human Resources Specialist supports organizational effectiveness by collecting, analyzing, and interpreting HR data to inform business decisions. The role partners with the HR Director and leaders on workforce planning, recruitment, onboarding, employee retention, compliance, compensation, training, and performance management. It develops actionable insights, maintains HR metrics and dashboards, and recommends improvements to talent acquisition, employee engagement, and organizational performance. The position supports talent management and recognition initiatives, conducts compensation analyses, and contributes to recruiting and onboarding activities. It also helps maintain compliance with employment laws and regulations, audits HR processes and records, and recommends improvements to HR policies, programs, and processes. The role gathers and maintains data from HRIS, payroll, survey, applicant tracking, and other workforce systems, and develops reports and KPIs across core HR areas. ITW Medical, a division of ITW, supplies filtration and flow control solutions through the Coeur and Filtertek brands to global OEMs in surgical, infusion, bioprocessing, and diagnostic imaging markets.

Requirements

Bachelor's degree in Human Resources, Business Administration, Industrial Psychology, Analytics, or a related field.
3–5+ years of progressive Human Resources experience, including recruitment, onboarding, talent development, HR analytics, and reporting.
Strong analytical, critical-thinking, and problem-solving skills.
Excellent verbal, written, and presentation communication skills.
Strong attention to detail and ability to manage multiple priorities.
Knowledge of recruitment, onboarding, workforce planning, compensation, benefits, and employee relations practices.
Thorough understanding of federal, state, and local employment laws and regulations.
Advanced proficiency in Microsoft Excel, Microsoft Office Suite, Power BI or equivalent, and HR reporting tools.
Experience with HRIS, payroll systems, applicant tracking systems (ATS), and workforce analytics platforms.
Ability to handle sensitive and confidential information with discretion.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or comparable certification.

Responsibilities

Analyze workforce trends and organizational metrics to identify talent and skill gaps, succession planning opportunities, retention risks, and workforce needs; provide data-driven recommendations for workforce forecasting and business objectives.
Support performance management, talent reviews, succession planning, career development, and competency framework administration, including goal setting, evaluations, calibration activities, reporting, and maintenance of career paths and development tools.
Administer and improve employee recognition programs by evaluating participation and effectiveness, maintaining initiatives, and recommending programs to improve engagement, retention, and culture.
Conduct compensation analyses, including salary benchmarking, job classification reviews, pay equity assessments, and market comparisons; present findings and recommendations to HR leadership.
Support full-cycle recruiting, onboarding program administration, employer branding, talent pipeline development, and analysis of recruitment and onboarding effectiveness.
Build relationships with external recruiting partners, educational institutions, and community organizations to support workforce needs and develop diverse talent pipelines.
Ensure compliance with federal, state, and local employment laws and regulations, including requirements concerning data privacy, records retention, employee records, and compensation practices.
Conduct periodic audits of HR processes and records, including employee data, compensation, job classifications, and compliance; recommend corrective actions or process improvements.
Evaluate, develop, and recommend improvements to HR policies, programs, and processes with HR leadership and site HR teams, and support implementation and communication.
Collect, validate, analyze, and maintain HR data from HRIS, payroll systems, surveys, exit interviews, performance evaluations, applicant tracking systems, and other workforce management tools.
Develop and maintain HR dashboards, reports, and KPIs for headcount, turnover, retention, compensation, recruiting, onboarding, employee engagement, performance management, and workforce planning.
Perform other related duties as assigned.