Human Resources Manager

COMPENSATION & LOCATION The compensation range is $80,000-$100,000 based on experience. This role is onsite at our Elk Grove Village location, with potential for a hybrid schedule in the future. POSITION SUMMARY The HR Manager is responsible for the execution of employee relations, workplace risk management, employment law compliance, people policy application, and HR‑developed people programs. This role ensures that People processes are applied consistently, fairly, and in compliance with employment laws, while providing hands‑on support and guidance to managers. This role also supports employee engagement initiatives by executing Culture Committee actions and reinforcing culture standards in daily people practices, in partnership with the Senior HR Business Partner. The HR Manager executes within People Operations strategy and partners closely with the Senior HR Business Partner, Training team, Payroll, and HR Administrator. ESSENTIAL RESPONSIBILITIES Employee Relations & Workplace Risk Execution Independently manage employee relations cases involving performance, conduct, attendance, and workplace concerns, ensuring timely, fair, and well‑documented outcomes Conduct thorough, neutral investigations, including interviews, documentation review, and fact‑finding aligned with company standards Draft and administer corrective actions, performance improvement plans, and termination documentation with a strong focus on risk mitigation and consistency Assess risk level of ER matters and appropriately escalate high‑risk or legally sensitive situations Ensure consistent application of policies and practices across departments and locations Identify recurring themes, risk patterns, or manager gaps and proactively surface insights to People leadership Employment Law & People Compliance Execution Apply and interpret federal, state, and local employment laws in day‑to‑day people practices across a multi‑state environment Ensure consistent, compliant application of company policies, documentation standards, and disciplinary practices Monitor employee relations decisions and manager actions for potential compliance risk and intervene as needed Maintain audit‑ready personnel files, ER documentation, and corrective action records in alignment with regulatory and internal standards Identify compliance risks, policy gaps, or inconsistent practices and partner with People leadership on mitigation Support compliance audits, inspections, and regulatory reviews, including preparation and response activities Leave & Accommodation Compliance Decisions Own eligibility determinations and compliance decisions related to FMLA, ADA, and other protected leave programs Review, approve, and manage reasonable accommodations and exceptions, ensuring alignment with legal requirements and company standards Apply federal, state, and local leave laws, including managing complex or overlapping leave scenarios Partner with HR Administration and Payroll to ensure accurate and compliant execution of approved leaves and accommodations Assess and elevate high‑risk or complex leave situations as appropriate Manager Enablement – Execution & Reinforcement Provide practical, hands‑on coaching to managers on performance management, documentation, corrective action, and employee conversations Reinforce company expectations related to people leadership, policy application, and documentation quality Support managers through complex or sensitive employee situations with a focus on consistency, fairness, and risk mitigation Ensure manager adherence to HR‑developed tools, templates, and processes Identify manager capability gaps and reinforce training through day‑to‑day coaching and real‑time guidance HR‑Developed Program Execution & Training Execute and facilitate HR‑developed programs, including manager fundamentals, performance management, and compliance training Partner with the Training team to reinforce practical application of learning in day‑to‑day management practices Ensure programs are delivered consistently and aligned with People Operations standards Provide feedback on program effectiveness based on manager adoption and real‑world application People Process Oversight Support the rollout and adoption of People Operations policies, processes, and initiatives Ensure consistent execution of HR processes across departments and locations Participate in audits and internal reviews to ensure process compliance and documentation accuracy Identify process gaps, inefficiencies, or risks and escalate recommendations for improvement Employee Engagement & Culture Committee Execution Partner with the Senior HR Business Partner to execute approved employee engagement and culture initiatives Serve as the operational lead for Culture Committee execution, including coordination, follow‑up, and tracking of initiatives Translate Culture Committee recommendations into actionable plans with clear timelines and ownership Ensure engagement initiatives are executed consistently and aligned with company policies and People Operations standards Monitor progress and elevate risks, capacity constraints, or barriers to People leadership Reinforce engagement efforts through manager enablement and day‑to‑day people practices Other duties and responsibilities as required KPIS AND PERFORMANCE METRICS Timely and compliant resolution of employee relations cases, aligned with defined service expectations and documentation standards Consistent and compliant application of policies and corrective action practices across departments and locations Quality and defensibility of ER documentation and investigations, as measured by audit outcomes and leadership review Manager adherence to documentation, performance management, and corrective action standards Reduction in repeat employee relations issues driven by manager error or inconsistent application of expectations Timely identification, assessment, and escalation of employment law and compliance risks Audit‑ready personnel files and employee relations documentation Demonstrated improvement in manager capability through reduced reliance on HR intervention for routine ER matters QUALIFICATIONS Education Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience) Experience 5–7+ years of progressive HR experience with significant employee relations responsibility Demonstrated experience managing ER issues in a multi‑state environment Certifications (preferred) PHR or SHRM‑CP Work Environment & Travel Requirements Onsite role Minimal travel requirements, less than 5% Employee Benefits Medical Coverage, Dental, and Vision Coverage 401(k) with employer match Accident and Critical Illness coverage Company‑paid life insurance options Generous PTO, paid holidays, and floating holidays Tuition reimbursement program Equal Employment Opportunity Orsini Rare Disease Pharmacy Solutions is committed to the principle of Equal Employment Opportunity for all employees and applicants. It is our policy to ensure that both current and prospective employees are afforded equal employment opportunity without consideration of race, religious creed, color, national origin, nationality, ancestry, age, sex, marital status, sexual orientation, or present or past disability (unless the nature and extent of the disability precludes performance of the essential functions of the job with or without a reasonable accommodation) in accordance with local, state and federal laws. Americans With Disabilities Act Applicants as well as employees who are or become disabled must be able to perform the essential job functions either unaided or with reasonable accommodation. The organization shall determine reasonable accommodation on a case‑by‑case basis in accordance with applicable law. E-Verify Participation Notice We participate in the federal E‑Verify program to confirm the identity and employment eligibility of all newly hired employees. All offers of employment are contingent upon the successful completion of Form I‑9 and verification through the E‑Verify system. #J-18808-Ljbffr