Senior Human Resources Manager

Job Description

Job Description:\n\nJOB SUMMARY \nThe Senior Human Resources Manager provides strategic and operational leadership for the human resources function at the Illinois Public Health Institute (IPHI). Reporting to the Chief Operating Officer (COO), the Director is responsible for developing, leading, and continuously strengthening human resources strategies, systems, policies, programs, and practices that support IPHI's mission, organizational priorities, workforce needs, and culture. \nThe Senior Human Resources Manager serves as IPHI's senior human resources leader and a trusted advisor to the COO, Executive and Leadership Team, supervisors, and employees on workforce strategy, employee relations, performance management, talent acquisition and retention, compensation, benefits, employee development, organizational culture, HR compliance, and workforce risk. \nThe Senior Human Resources Manager leads the implementation and continuous improvement of HR systems across the employee lifecycle and ensures HR practices are consistent, equitable, legally compliant, operationally effective, and aligned with organizational values. The Director independently manages complex and sensitive employee matters, identifies organizational and workforce risks, develops recommendations, and partners with the COO and legal counsel when appropriate. \nAs a people leader and organizational thought partner, the Director builds the capacity of supervisors and leaders to effectively manage teams, strengthens accountability and employee experience, uses workforce data to inform organizational decisions, and leads HR initiatives that support IPHI's continued growth and organizational effectiveness. \nThe successful candidate will demonstrate exceptional judgment, discretion, strategic thinking, leadership, communication, relationship management, and problem-solving skills and will have the ability to translate organizational priorities into effective people strategies and HR practices. \nThis position is full-time, exempt, and reports to the Chief Operating Officer. IPHI's standard work week is 37.5 hours. \n \nDUTIES AND RESPONSIBILITIES \nHR Strategy, Leadership & Organizational Effectiveness \n\n Lead the development, implementation, evaluation, and continuous improvement of IPHI's human resources strategy, programs, policies, systems, and practices. \n Translate IPHI's organizational strategy, workforce needs, and operational priorities into actionable human resources strategies and initiatives. \n Serve as the organization's senior HR subject-matter expert and strategic advisor to the COO, Executive and Leadership Team, supervisors, and employees. \n Assess organizational and workforce needs and recommend strategies related to organizational structure, staffing, talent development, retention, succession, employee engagement, and organizational effectiveness. \n Lead multiple complex HR initiatives and projects simultaneously, establishing priorities, timelines, accountability, deliverables, and measures of success. \n Identify opportunities to improve HR systems, processes, employee experience, organizational effectiveness, and supervisor capability. \n Develop and maintain HR infrastructure, standards, procedures, tools, and resources that promote consistent and effective people management across IPHI. \n Use sound independent judgment to make HR decisions within established authority and elevate significant organizational, legal, financial, or reputational risks to the COO as appropriate. \n Ensure that accurate and confidential employee records are maintained and ensure HR documentation is complete, accurate, timely and appropriate. \n Partner with the Senior HR Manager to develop, implement, and evaluate HR programs, policies, and procedures.\n\n \nEmployee Relations, Workplace Culture & HR Risk Management \n\n \n Lead employee relations strategy and case management across the organization, including complex and sensitive workplace concerns, performance matters, conduct issues, complaints, corrective actions, investigations, accommodations, and separations. \n \n Serve as a trusted advisor to supervisors and organizational leaders regarding employee relations, performance management, workplace concerns, conflict resolution, policy interpretation, and appropriate corrective action. \n \n Conduct and/or oversee fair, timely, thorough, and well-documented workplace investigations and recommend appropriate organizational responses. \n \n Identify and assess employee relations and workforce risks and advise the COO regarding appropriate mitigation strategies. \n \n Partner with the COO and employment counsel, when matters present significant legal, regulatory, financial, or organizational risk. \n \n Ensure consistent and equitable interpretation and application of organizational policies, procedures, and employment practices. \n \n Ensure proper coaching of supervisors on effective employee communication, conflict resolution, documentation, performance management, accountability, and other people-management responsibilities. \n \n Monitor employee relations trends and recommend proactive interventions, training, policy changes, or organizational improvements. \n \n Foster a workplace culture grounded in accountability, trust, inclusion, collaboration, ethical leadership, and IPHI's organizational values. \n \n Provide initial guidance to managers and employees on routine employee relations matters, workplace concerns, policies, and HR practices. \n\nTalent Acquisition, Workforce Planning, & Onboarding \n\n \n Lead IPHI's talent acquisition and workforce planning strategy in partnership with the CEO, COO, CFO, and organizational leaders. \n \n Establish and oversee consistent, equitable, legally compliant, and effective recruitment and selection practices. \n \n Partner with hiring managers to assess staffing needs, position requirements, organizational readiness, recruitment strategies, and selection decisions. \n \n Provide strategic guidance regarding job descriptions, position classification, compensation ranges, candidate selection, offers, internal equity, and hiring decisions. \n \n Oversee recruitment operations, including job postings, candidate screening, interview processes, reference and background checks, candidate communications, offers, and hiring documentation. \n \n Monitor recruitment metrics and workforce trends, including time-to-fill, candidate pipelines, turnover, vacancies, and other indicators, and recommend improvements. \n \n Lead and continuously improve IPHI's onboarding and employee integration strategy to promote role clarity, organizational connection, compliance, and employee success. \n \n Support hiring managers throughout the recruitment process and provide guidance regarding established recruitment practices and procedures. \n \n Coordinate with the Office Manager, IT Manager, and HR Generalist the onboarding activities and ensure new hires receive required information, resources, and documentation. \n\nPerformance Management & Talent Development \n\n \n Lead IPHI's organization-wide performance management strategy and processes, including goal setting, annual performance reviews, 90-day assessments, performance improvement, and professional development for the organization. \n \n Advise and coach supervisors on establishing performance expectations, providing effective feedback, addressing performance concerns, and developing employees. \n \n Lead implementation and ongoing administration of IPHI's HR related frameworks, policies, and philosophies ensuring it is appropriately incorporated into performance, development, hiring, and promotion practices. \n \n Partner with the COO, Executive Leadership, and Leadership Team to strengthen talent development, career pathways, succession planning, leadership development, and organizational capacity. \n \n Support consistent and equitable promotion and advancement decisions by assessing demonstrated readiness, organizational/program needs, role expectations, internal equity, and budget considerations. \n \n Identify organizational training and development needs and develop or coordinate learning opportunities to strengthen supervisor and employee capabilities. \n \n Analyze performance and talent trends and recommend interventions or organizational improvements. \n\nHR Compliance, Systems, & Policies \n\n \n Lead HR compliance efforts and monitor changes in applicable federal, Illinois, and Chicago employment laws, regulations, and requirements. \n \n Assess the impact of employment law and regulatory changes and recommend necessary updates to organizational policies, procedures, practices, and communications. \n \n Lead the development, review, implementation, and administration of HR policies and employee handbook provisions. \n \n Partner with the COO and legal counsel on employment compliance matters, policy development, workplace investigations, organizational risk, and other complex HR matters as appropriate. \n \n Lead and coordinate HR-related audits, compliance reviews, recordkeeping requirements, and corrective actions. \n \n Oversee HRIS processes and identify opportunities to improve HR technology, workflows, automation, reporting, and data quality. \n \n Maintain confidentiality and exercise appropriate judgment when handling sensitive employee and organizational information. \n\nCompensation, Benefits & Leave Administration \n\n \n Lead and oversee the administration of IPHI's employee benefits and leave programs, ensuring effective administration, compliance, employee communication, and vendor performance. \n \n Serve as the organizational HR lead for benefits brokers, HR/payroll vendors, and other employee benefit service providers. \n \n Oversee leave administration and ensure compliance with applicable federal, state, and local requirements and organizational policies. \n \n Partner with the COO and Finance to support compensation planning, salary administration, internal equity analysis, compensation studies, salary structures, and organizational compensation practices. \n \n Support the development and implementation of IPHI's compensation philosophy and ensure compensation decisions are consistent with established organizational practices and internal equity considerations. \n \n Lead annual benefit renewal and open enrollment activities in partnership with organizational leadership, brokers, and vendors. \n \n Partner with benefits vendors and internal stakeholders to resolve routine issues and ensure timely processing. \n \n Ensure that accurate records related to benefits, leave, and other employee programs are maintained. \n\n \nEmployee Engagement, Culture, & Communication \n\n \n In partnership with the Director of Communications, and the COO, develop and implement HR communication and employee engagement strategies that strengthen transparency, organizational connection, accountability, and employee experience. \n \n Develop clear and accessible communications regarding HR policies, benefits, compensation, performance management, organizational changes, employee programs, and other workforce matters. \n \n Partner with organizational leadership to assess employee engagement, workplace culture, and organizational needs and recommend appropriate interventions. \n \n Design, facilitate, or oversee HR trainings, supervisor development, orientations, employee meetings, and other workforce initiatives. \n \n Build trusted relationships across levels of the organization while maintaining appropriate confidentiality, professional boundaries, neutrality, and sound HR judgment. \n \n Model IPHI's mission, values, culture, ethical standards, and expectations in interactions with employees, supervisors, partners, and vendors. \n \n Build positive working relationships with employees, managers, and organizational partners. \n \n Contribute to a positive, inclusive, and equitable workplace culture through effective HR practices and employee support.\n\nCross-Functional Collaboration, Leadership, & Supervision \n\n \n Supervise, coach, develop, and evaluate assigned HR staff, consultants, contractors, interns, and vendors, establishing clear expectations and accountability for performance and deliverables. \n \n Establish priorities and manage HR team workload to ensure appropriate capacity, responsiveness, quality, and timely completion of organizational priorities. \n \n Collaborate across departments and Centers to ensure HR strategies and practices support organizational priorities and operational needs. \n \n Participate meaningfully as a member of IPHI's Leadership Team and contribute an HR, workforce, and professional development perspective to organizational decision-making. \n \n Develop and maintain effective relationships with external partners, consultants, attorneys, brokers, vendors, and professional resources. \n \n Lead complex cross-functional HR and organizational initiatives and remove barriers that impede effective implementation. \n \n Champion organizational decisions once finalized and support leaders and employees through organizational change. \n\nOrganizational Leadership \n\n \n Serve as a strategic thought partner to the COO and Leadership Team regarding workforce strategy, organizational structure, talent, culture, employee experience, change management, and organizational effectiveness. \n \n Anticipate workforce implications of organizational decisions and provide HR analysis, options, risks, and recommendations to support informed decision-making. \n \n Participate in organizational planning and change initiatives and lead the people-related components of organizational change. \n \n Balance employee experience, organizational values, operational needs, compliance requirements, risk management, and organizational sustainability when developing HR recommendations. \n \n Represent HR in organization-wide planning, Leadership Team discussions, Board-related preparation when requested, and other organizational initiatives. \n \n Maintain awareness of emerging HR practices, workforce trends, employment requirements, and nonprofit-sector developments that may affect IPHI. \n\n \nOther duties as assigned.