Sr. Human Resources Manager

Captive Resources•Itasca, IL

About The Position

The Sr. Human Resources Manager will work closely with the CHRO, HR Team, and Department Management to support HR functions across the organization. This role will focus on onboarding and developing talent, enhancing employee engagement, and driving organizational effectiveness through data-informed practices, including HR policy, recruitment, employee relations, benefits, compliance, talent development, payroll processes, and technology-enabled automation. EDUCATION AND EXPERIENCE: Bachelor’s degree in human resources, Business Administration, or related field. 10+ years in management level position with HR generalist experience. SPHR certification preferred. SKILLS/COMPETENCIES REQUIREMENTS: Strong knowledge of HR principles, employment law, and compliance requirements, including multi-state environments, with demonstrated experience across policy, employee relations, recruiting, and HR metrics. Proven experience overseeing talent development, benefit administration and compliance, and payroll process. Strong proficiency in Microsoft Office, with advanced Excel skills preferred for reporting and analysis. Strong working knowledge of UKG or similar HRIS, with the ability to leverage systems for reporting, automation, and process improvement. Familiarity with salary and performance processes. Experience with staff planning and budgeting. Ability to handle deadlines and work under pressure at times. Organizational, planning, and prioritization skills. Strong analytical, problem-solving, and judgment skills, with the ability to translate data into actionable insights for leadership. Works well independently and in a team environment. Detail oriented and a high level of accuracy. High level of confidentiality and ability to maintain an impartial attitude. Strong business acumen. Demonstrated strategic mindset and ability to analyze impact. Sense of accomplishment. Strong initiative. Interpersonal skills and open communication. Commitment to company values. Demonstrated ability to adapt to new technologies, automation, and AI-enabled tools impacting HR operations.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field.
10+ years in management level position with HR generalist experience.
Strong knowledge of HR principles, employment law, and compliance requirements, including multi-state environments, with demonstrated experience across policy, employee relations, recruiting, and HR metrics.
Proven experience overseeing talent development, benefit administration and compliance, and payroll process.
Strong proficiency in Microsoft Office, with advanced Excel skills preferred for reporting and analysis.
Strong working knowledge of UKG or similar HRIS, with the ability to leverage systems for reporting, automation, and process improvement.
Familiarity with salary and performance processes.
Experience with staff planning and budgeting.
Ability to handle deadlines and work under pressure at times.
Organizational, planning, and prioritization skills.
Strong analytical, problem-solving, and judgment skills, with the ability to translate data into actionable insights for leadership.
Works well independently and in a team environment.
Detail oriented and a high level of accuracy.
High level of confidentiality and ability to maintain an impartial attitude.
Strong business acumen.
Demonstrated strategic mindset and ability to analyze impact.
Sense of accomplishment.
Strong initiative.
Interpersonal skills and open communication.
Commitment to company values.
Demonstrated ability to adapt to new technologies, automation, and AI-enabled tools impacting HR operations.

Nice To Haves

SPHR certification preferred.

Responsibilities

Acclimate: Gain strong understanding and ability to support each department and overall company, including structure of business processes, policies, collaboration of services, key growth areas.
Employee Relations: Act as a point of contact for employee concerns, fostering a positive workplace environment and culture through effective and clear communication, and conflict resolution. Intricately involved in all performance improvement plans and processes, termination processes. Work with Legal team as needed.
Talent Acquisition and Development: Collaborate with the recruiting team and hiring managers to identify and evaluate candidates. Conduct HR interviews for qualified applicants, providing honest and constructive feedback. Maintain a positive candidate experience throughout the hiring process, including sourcing and assessing qualified candidates and timely communication.
Onboarding & Training: Collaborate as needed with Recruiting, L&D, and Benefits on onboarding programs for new hires and identifying training needs to enhance employee skills and performance.
Performance Management: Collaborate with managers on Colleague communications including performance feedback, connections, performance improvements, competencies, etc., and provide coaching to managers on performance-related opportunities.
Policy Development: Assist in the development and implementation of HR policies and procedures in compliance with legal requirements and best practices.
Compensation & Benefits: Support the administration of compensation and benefits programs, ensuring they meet employee needs and align with organizational goals and in line with compliance requirements. Conduct market data and FLSA analysis.
Compliance: Ensure HR practices, payroll processes, and benefits administration comply with labor laws and regulations, conduct audits and implement corrective actions as necessary. Compliance with Colleague documentation requirements.
Data Management: Utilize and support use of data driven metrics and analysis across the company. Ensure team retains accurate employee records and HR databases, analyzing data to identify trends and support decision-making.
Organizational Development: Collaborate on initiatives to enhance culture, engagement, and retention. Partner with leaders on succession planning, workforce development, and change management initiatives, including those driven by automation and AI adoption.