What Jobs are available for Hr Business Partner in Chicago?

As a global marketing experience company, Quad's goal is to help our clients win every day. We use our data-driven integrated marketing and manufacturing platform to streamline solutions for our clients, reduce friction and enhance their marketing spend effectiveness. We've built a rich legacy by believing in our people, allowing them to act like owners and to take charge of their own success. Whether an operator, sales rep, a graphic artist or a clinician, we're all driven to perform at our best- for ourselves and our clients. At our core, we're a company that believes we can always create a better way.
Overview:
The HR Business Partner (HRBP) will serve as a strategic and operational partner supporting both day-to-day HR needs and longer-term organizational initiatives to Rise, Quad's full-service omni-channel media agency. Rise delivers data-driven marketing solutions for brands, combining speed, precision, and integrity in all we do. This role will focus on talent management, employee relations, performance and development, and workforce planning, while driving HR initiatives that strengthen the agency's culture, support business goals, and enable high-performing teams.
Key Responsibilities:
+ Partner with Rise leadership to manage staffing, onboarding/offboarding, performance management, and employee relations.
+ Provide guidance and support on HR policies, compliance, and workforce planning.
+ Lead and implement HR initiatives and projects that align with agency goals.
+ Analyze HR metrics, identify trends, and make recommendations to improve performance, engagement, and retention.
+ Collaborate with other HRBPs to ensure consistent support across the agency and shared coverage of responsibilities.
+ Support employee development, recognition, and engagement initiatives to foster a positive workplace culture.
+ Serve as a trusted advisor to leadership and employees, addressing complex HR challenges with discretion and professionalism.
+ Track HR metrics, assist with reporting, and provide analysis to inform HR decisions.
+ Contribute to culture-building, engagement, and recognition initiatives within the agency.
Qualifications:
+ 3-5+ years of HR experience, with a strong preference for prior HRBP experience.
+ Bachelor's degree in Human Resources, Business Administration, or related field.
+ Demonstrated ability to manage multiple priorities and navigate complex HR issues.
+ Strong interpersonal, communication, and problem-solving skills.
+ Ability to work on-site in Chicago and collaborate in person with agency leadership and employees.
Employees can be expected to be paid an annualized salary range of $68,000-$90,000, based on variations in knowledge, skills, experience and market conditions.
#LI-BB1
We offer excellent benefits to eligible employees, including 401(k), holidays, vacations and more.
Quad is proud to be an equal opportunity employer. We are committed to creating a place of belonging - a space where employees do not need to sacrifice who they are to exist and grow in our workplace. Quad does not discriminate on any unlawful basis including race, religion, color, national origin, disability, gender, gender identity, sexual orientation, age, marital status, veteran status, genetic information, or any other basis prohibited by applicable federal, state, or local laws. Quad also prohibits harassment of applicants and employees based on any of these protected categories.

**A Day in the Life:**
Hertz is looking for a dynamic and agile HR Business Partner (HRBP) to join our team in Chicago, IL, Cincinatti, OH, Detroit, MI, or Indianapolis, IN! The HR Business Partner is responsible for driving and supporting human capital strategy and high-value HR processes aligned to overall business strategy.
Company car provided for work and personal use
The salary range for this position is $70,000 - $85,000.
**What You'll Do:**
+ Provide timely, effective and direct coaching to client group managers, assisting in the development of strong, contemporary leadership skills.
+ Provide strategic coaching to business leaders and key talent related to succession planning, career path development, and performance management.
+ Ensure consistent discipline practices and legal compliance.
+ Guide, train and direct leaders on the execution of HR policies and processes to ensure appropriate legal and corporate compliance.
+ Employee Relations: Provide HR consulting expertise to all levels of management and employees. Consults with employees and managers to address root causes of issues and resolve through a systematic and analytical approach, including investigations.
+ Identify and recommend training & development for the business unit(s) and assist in developing programs that enhance the skillset of employees.
+ Help to continue to drive a safety focused culture within Hertz.
+ Identify any compensation issues and recommend solutions.
+ Identify problems central to business strategy and forecast potential obstacles to success.
+ Act as an organizational & simplification champion coach who builds organizational capabilities, reduces complexity and partners with clients to maximize team performance.
+ Strategically partner with client managers to design and implement the most effective global organizational structures and manage transitions.
+ Lead leadership assessment in the organization, identifying key employee strengths and development needs in order to recognize, select, retain and develop key talent.
+ Lead succession planning and talent development strategies for the organization, identifying critical roles and preparing potential talent and pipelines mentoring, training, etc.
+ Partner with HR team to ensure high quality implementation of critical HR operating rhythms such as Hertz Organization & Talent Reviews, compensation planning and performance management, leveraging assistance as appropriate.
+ Develop and oversee strategies to attract, develop, engage and retain strong and diverse talent and help to drive improvement based on feedback from the annual employee voice survey.
+ Work with leaders and employees to create a positive and contemporary work environment.
+ Provide HR team with appropriate coaching, mentoring and development opportunities including exposure to HR Business Partner skills and experiences.
+ Ensure continual performance improvement within the corporate functions, driving processes to facilitate improvement.
**What We're Looking For:**
+ Bachelor's Degree or equivalent HR Experience
+ PHR/SPHR Certification Preferred
+ 2-4 years' experience in an HR Generalist role
+ Cross functional HR knowledge
+ Business Acumen and knowledge
+ Working Knowledge of Employment Laws
+ Strong Leadership Skills
+ Strong People Management
+ Excellent Verbal and Written Communication Skills
+ Financial Management skills
+ Detail Oriented
+ Strong organizational and prioritization skills
+ Strategic mindset with strong business acumen resulting in the ability to connect dots and drive HR agenda with proactive thought leadership
+ Demonstrated experience in making sound strategic HR decisions & assessing executive leadership talent
+ Strong presence, seen as influential & respected by leadership
+ Ability to work in changing environments, see through complexity and strategically promote an inclusive / diverse workforce
+ Confidence to voice opinions & ideas and willingness to deliver tough feedback / coaching to leadership
+ Strong analytical and problem-solving skills; ability to assess situations make judgments based on practice or previous experience
+ Excellent collaboration, project management, organizational and change agent skills
+ Ability to energize and lead in complex, matrix, goal-driven organizations
**What You'll Get:**
+ Up to 40% off the base rate of any standard Hertz rental
+ Paid Time Off
+ Medical, Dental & Vision plan options
+ Retirement programs, including 401(k) employer matching
+ Paid Parental Leave & Adoption Assistance
+ Employee Assistance Program for employees & family
+ Educational Reimbursement & Discounts
+ Voluntary Insurance Programs - Pet, Legal/Identity Theft, Critical Illness
+ Perks & Discounts -Theme Park Tickets, Gym Discounts & more
The Hertz Corporation operates the Hertz, Dollar Car Rental, Thrifty Car Rental brands in approximately 9,700 corporate and franchisee locations throughout North America, Europe, The Caribbean, Latin America, Africa, the Middle East, Asia, Australia and New Zealand. The Hertz Corporation is one of the largest worldwide airport general use vehicle rental companies, and the Hertz brand is one of the most recognized in the world.
**US EEO STATEMENT**
At Hertz, we champion and celebrate a culture of diversity and inclusion. We take affirmative steps to promote employment and advancement opportunities. The endless variety of perspectives, experiences, skills and talents that our employees invest in their work every day represent a significant part of our culture - and our success and reputation as a company.
Individuals are encouraged to apply for positions because of the characteristics that make them unique.
EOE, including disability/veteran

**What We're Looking For**
At HNTB, you can create a career that is meaningful to you while building communities that matter to all of us. For more than a century, we have been delivering solutions for some of the largest, most complex infrastructure projects across the country. With our historic growth, it is an exciting time to join our team of employee-owners.
This opportunity entails being an HR Business Partner to an office or multiple offices, providing support and guidance to the business in all areas of Human Resources and may include talent management, employee relations, benefits, compensation, and HR data analytics and reporting. This position serves as the primary point of contact for the business unit leaders and employees, providing expertise in HR policies, procedures, and best practices to drive business performance.
**What You'll Do:**
+ Partners with business leaders to understand their needs and align HR strategies and solutions with their goals. Develops positive working relationships and business partnerships in the designated offices and throughout the company.
+ Provides guidance and support to business units on HR policies, procedures, and best practices.
+ Partners with the HR departments to implement, administer, educate, and deliver on HR services, programs, training, and policies and/or practices that support the business units and HR objectives. Provides guidance and support to managers on performance management and coaching.
+ Manages employee relations including investigation and developing solutions that result in fair and timely conflict resolution.
+ Supports talent management initiatives, including workforce planning, succession planning, and leadership development. Collaborates with office leadership teams to identify employee development and training needs, creating, and implementing a plan to address those needs.
+ Partners with the business to routinely analyze compensation and provide guidance to maintain or support external competitiveness and internal equity.
+ Ensures compliance with HR-related legal requirements, including labor laws and regulations.
+ Analyzes HR data and metrics to identify trends and opportunities for improvement. Regularly evaluates data and provides analytics to assigned groups.
+ Conducts exit interviews, analyzes turnover trends, and works with leadership to develop strategies to increase engagement and retention.
+ Participates in the development and implementation of HR programs and initiatives.
+ Provides regular status updates to HR leadership on the HR Business Partner's progress and impact on the business units.
+ Performs other duties as assigned.
**What You'll Need:**
+ Bachelor's degree in Human Resources, Business or relevant field and 5 years of relevant human resources experience
**What You'll Bring:**
+ Has in-depth knowledge of the HR function and HNTB processes.
+ Seeks to understand the operations of the business, how the business generates revenue and how work gets done within HNTB.
+ Able to react quickly to solve problems and execute essential day-to-day HR activities.
+ Partner with leaders to identify and execute organization changes and communication plans.
+ Engages with business leaders to understand the talent needs required to support future growth (e.g., staffing plans).
+ Interprets basic data visualizations (charts, tables, etc.) to make comparisons and draw conclusions.
+ Identifies and delivers data that is most critical to stakeholders' priorities.
+ Recognize patterns and trends and able to recommend adjustments to existing plans.
+ Ask probing questions and effectively discover symptoms and root causes of problems.
+ Report and manage risks that have been identified through internal operations or the external market.
+ Understands how work is distributed within the HR function (e.g., between COEs and HRBPs) and effectively utilizes and supports COEs
+ Must have the ability to travel up to 30% of the time
**What We Prefer:**
+ 5 years of HR Business Partner experience consulting with leaders on strategy and administration of programs
**Additional Information**
Click here for benefits information: HNTB Total Rewards
Click here to learn more about Equal Opportunity Employer/Disability/Veteran
Visa sponsorship is not available for this position.
#NF #HumanResources #LI-NF
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Locations:
Chicago, IL, Madison, WI, Milwaukee, WI (East Wisconsin Avenue), Minneapolis, MN
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The approximate pay range for Minnesota is $98,332.76 - $53,802.53. Please note that the pay range provided is a good faith estimate for the position at the time of posting. Actual compensation will be dependent on factors, including but not limited to, the individual's qualifications, experience, knowledge, skills, and abilities as well as physical work location within the state.
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The approximate pay range for Illinois is 103,015.28 - 161,126.45. Please note that the pay range provided is a good faith estimate for the position at the time of posting. Actual compensation will be dependent on factors, including but not limited to, the individual's qualifications, experience, knowledge, skills, and abilities as well as physical work location within the state.
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_NOTICE TO THIRD-PARTY AGENCIES:_
_HNTB does not accept unsolicited resumes from recruiters or agencies. Any staffing/employment agency, person or entity that submits an unsolicited resume to this site does so with the understanding that the applicant's resume will become the property of HNTB. HNTB will have the right to hire that applicant at its discretion and without any fee owed to the submitting staffing/employment agency, person or entity. Staffing/employment agencies who have fee agreements with HNTB must submit applicants to the designated HNTB recruiter to be eligible for placement fees._
**Job Type:** Regular
**Full/Part Time:** Full time
**Job Category:** Human Resources Group
**ReqID:** R-27168

**Description:**
**The Opportunity**
Hyatt Hotels Corporation seeks an enthusiastic Manager, HR Business Partner to join our Corporate Human Resources team. In this role, you will be closely collaborating with the Corporate HR team, Compensation and Benefits team, and Talent Acquisition team, where you'll be instrumental in continuing to make Hyatt a leading hospitality company. You will be part of a team that is passionate about our purpose, committed to nurturing curiosity and new skills, and building connections across the organization with our colleagues.
**Who We Are**
At Hyatt, we believe in the power of belonging and creating a culture of care, where our colleagues become family. Since 1957, our colleagues and our guests have been at the heart of our business and helped Hyatt become one of the best, and fastest growing hospitality brands in the world. Our transformative growth and the addition of new hotels, brands and business lines can open the door for exciting career and growth opportunities to our colleagues.
As we continue to grow, we never lose sight of what's most important: People. We turn trips into journeys, encounters into experiences and jobs into careers.
**Why Now?**
This is an exciting time to be at Hyatt. We are growing rapidly and are looking for passionate changemakers to be a part of our journey. The hospitality industry is resilient and continues to offer dynamic opportunities for upward mobility, and Hyatt is no exception.
**How We Care for Our People**
What sets us apart is our purpose-to care for people so they can be their best. Every business decision is made through the lens of our purpose, and it informs how we have and will continue to support each other as members of the Hyatt family. Our care for our colleagues is the key to our success. We're proud to have earned a place on Fortune's prestigious 100 Best Companies to Work For® list for the last ten years. This recognition is a testament to the tremendous way our Hyatt family continues to come together to care for one another, our commitment to a culture of inclusivity, empathy and respect, and making sure everyone feels like they belong.
We're proud to offer exceptional corporate benefits which include:
+ Annual allotment of free hotel stays at Hyatt hotels globally
+ Flexible work schedule
+ Work-life benefits including wellbeing initiatives such as a complimentary Headspace subscription, and a discount at the on-site fitness center
+ A global family assistance policy with paid time off following the birth or adoption of a child as well as financial assistance for adoption
+ Paid Time Off, Medical, Dental, Vision, 401K with company match **Who You Are**
As our ideal candidate, you understand the power and purpose of our culture of care, and embody our core values of Empathy, Inclusion, Integrity, Experimentation, Respect and Wellbeing. You enjoy working with others, are results driven and are looking for a variety of opportunities to develop personally and professionally.
___
**The Role**
The Corporate Manager, Human Resources Business Partner will serve as a trusted partner to leaders and colleagues, supporting both the tactical execution of HR programs and the strategic initiatives that shape our culture and workforce. This role will be responsible for helping to develop and maintain a high performing and engaging workforce through partnering with corporate leaders to drive the execution of key HR processes and practices - talent reviews, colleague engagement, compensation planning, performance management, employee relations, workforce planning and coaching leaders and executives- while driving continuous improvements, operational efficacy and long-term talent strategies.
+ Talent Acquisition & Onboarding: Support recruitment strategies, facilitate new hire orientation, and ensure a seamless onboarding experience for colleague.
+ Employee Relations & Engagement: Act as a trusted advisor to managers and colleagues, addressing concerns with fairness and confidentiality, while promoting engagement, recognition, and inclusion.
+ Performance & Talent Management: Lead talent reviews and succession planning cycles. Provide coaching to managers on goal setting and colleague development.
+ Compensation & Total Rewards: Partner with leadership and the compensation team to manage annual compensation planning, salary reviews, and equity adjustments to ensure market competitiveness and internal equity.
+ Process Improvement & Efficiencies: Evaluate HR processes and implement improvements that create efficiencies, leverage technology, and enhance the colleague experience.
+ Strategic Partnership: Collaborate with leadership to align HR strategy with business goals, bringing a data-driven and strategic lens to decision-making.
+ Learning & Development: Support leadership training and career development programs to strengthen organizational capability.
**Qualifications:**
**Experience Required:**
+ A minimum of 7 years of HR experience:
+ At least 2 years of experience as a HR manager, HRBP in a corporate environment.
+ At least 3 years of experience as an HR Generalist in a corporate environment preferred.
+ Experience executing strategic human resources practices:talent management, employee relations, compensation planning, performance management, engagement, change management and learning and development.
+ Experience in managing colleague engagement surveys and action plan
+ Experience supporting corporate and/or global teams.
+ Knowledge of HR legal requirements, compliance, and employment regulations.
**Experience Preferred:**
Education
+ Bachelor's degree in human resources, Business, or other related discipline.
+ Master's degree a plus.
+ PHR or SPHR preferred.
Certificates, Licenses, Registrations
+ Proficient with Microsoft Office Suite applications including Word, Excel, PowerPoint, Outlook and HRIS (ADP preferred).
Computer Skills
+ Proficient with Microsoft Office Suite applications including Word, Excel, PowerPoint, Outlook and HRIS (ADP preferred).
The position responsibilities outlined above are in no way to be construed as all encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary.
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**We welcome you:**
Research shows that individuals tend to apply to jobs, only if they meet all the listed job qualifications. Unsure if you check every box, but feeling inspired to enhance your career? Apply. We'd love to consider your unique experiences and how you could make Hyatt even better.
_The salary range for this position is $95,500 - $124,000. This position is also eligible to earn an annual bonus. The final pay rate/salary offered to the successful candidate will depend on experience, skill level and other qualifications for the role, as well as the location of the performance of work. Pay for the successful candidate will meet local requirements, including the local minimum wage rate._
We value our relationships with recruitment partners and require that agencies contact us first before submitting any candidates. Hyatt will not be responsible for any fees and obligations associated with unsolicited submissions unless a formal agreement is in place.
**Primary Location:** US-IL-Chicago
**Organization:** Hyatt Corporate Office
**Pay Basis:** Yearly
**Job Level:** Full-time
**Job:** Human Resources
**Req ID:** CHI
Hyatt is an equal employment opportunity and affirmative action employer. We do not discriminate on the basis of race, color, gender, gender identity, sexual orientation, marital status, pregnancy, national origin, ancestry, age, religion, disability, veteran status, genetic information, citizenship status or any other group protected by law.

Description At CDW, we make it happen, together. Trust, connection, and commitment are at the heart of how we work together to deliver for our customers. It s why we re coworkers, not just employees. Coworkers who genuinely believe in supporting our customers and one another. We collectively forge our path forward with a level of commitment that speaks to who we are and where we re headed. We re proud to share our story and Make Amazing Happen at CDW. Job Summary The Sr CWS (HR) Business Partner is an integral part of the Coworker Success (HR) organization as well as an indispensable strategic partner to the business unit it supports. As a Sr Business Partner, you are seen as a trusted advisor and an extension of the leadership team within your business client group. Business Leaders call on you to help think through their most difficult and strategic talent challenges. Simply put, Business Partners are the bridge between talent and strategy. In this role, you will have the chance to leverage your HR expertise across our organization, translating global programs into impactful local and business oriented solutions. Senior leaders seek out your guidance on how to assess, motivate and reward their teams, as well as come to you as a trusted advisor and partner to link talent strategy to our business outcomes. You will also act as a peer leader and a CWS subject matter expert. This role s success depends on the ability to build trusting and collaborative relationships with all areas of CWS and the business units you support. The capability to influence leaders and navigate complexity is critical in this role, along with balancing day-to-day tasks while executing a long-term talent roadmap. In this role, you will serve as a talent advocate, cultural ambassador innovator and leadership consultant. What you will do * Proactively engage and consult with business leaders to provide relevant, credible guidance to build talent solutions to drive business outcomes. * Proactively provide support and resources to current and new senior leaders. Connect regularly with new leaders to provide key perspective, guidance, and connections to enable their success. * Recommend solutions, participate and support organization change initiatives. Provide strategy recommendations, help execute and drive change adoption. * Anticipate coworker risk assessments, recommend collateral and comms plan creation, own delivery & execution, & maintenance/continuation. * Collaborate with leaders to assess talent and org synergies. Execute on integration steps. * Participate in and act as stakeholder in organizational design conversations with the business, provide recommendations and help execute from a people standpoint. * Evaluate needs with functional leaders, provide input and perspective based on expertise to navigate and guide job creation. * Knows when and how to pull in the appropriate resources/stakeholders. * Identify, create, and facilitate talent management strategies at the function level. * Collaborate and advise on succession/workforce planning conversations and tactical execution. * Build and care for successful working relationships with Centers of Excellence (COE). Provide base level guidance and introductions to COE stakeholders as relevant to director+. Act as partner and support successful execution of COE requests. Identify strategic support needed for key initiatives within the business (i.e. training on PIPs, compensation modeling, etc.). Support and facilitate packaging of feedback and resolution between the business and COEs. * Partner with COEs to enable leaders & coworkers with proper resources & contacts to complete successful programs, such as Performance and Talent Reviews, Engagement Surveys, and other HR-led initiatives/programs. Serve as point of contact/lead liaison for assigned key cyclical initiatives by leadership. Drive engagement where appropriate of key strategic programs as assigned or outlined by leadership. What we expect of you * Bachelor s degree and 5 years experience in HR with increasing levels of scope and complexity OR * Master s degree and 3 years experience in HR with increasing levels of scope and complexity OR * 9 years experience in HR with increasing levels of scope and complexity without a degree * Experience working closely alongside, influencing, and supporting senior leaders in an organization * Demonstrated ability to effectively coach and guide senior leaders on complex talent strategies and needs * Excellent verbal and written communication skills with the ability to communicate effectively and in a constructive, professional manner with stakeholders at all levels * Proven track record of strong interpersonal skills and good judgment to manage sensitive and confidential matters * Exceptional navigation through conflict resolution and problem-solving skills * Demonstrated business acumen, including thorough understanding of business dependencies and cross functional collaboration * Project management skills * Demonstrated ability to balance competing priorities/projects with the ability to adapt to the changing needs of the business while meeting deadlines and providing high quality work and service level * Strong leadership skills with the ability to lead/influence a successful team or project * Research and analyze information to make advanced employee relations decisions and recommendations * Proficient in Microsoft Office applications * Travel to CDW locations as needed Pay range: $ 88,000 - $ 122,400 depending on experience and skill set Annual bonus target of 5% subject to terms and conditions of plan Benefits overview: Salary ranges may be subject to geographic differentials We make technology work so people can do great things. CDW is a leading multi-brand provider of information technology solutions to business, government, education and healthcare customers in the United States, the United Kingdom and Canada. A Fortune 500 company and member of the S&P 500 Index, CDW helps its customers to navigate an increasingly complex IT market and maximize return on their technology investments. Together, we unite. Together, we win. Together, we thrive. CDW is an equal opportunity employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by state and local law.

**What you will do**
As the Senior Manager, HR Business Partner you will be the strategic HR leader for Stryker's Mako & Enabling Technologies team as it continues its rapid growth. You will be responsible for executing the talent strategy, providing a consistent experience to leaders, directors, managers and employees and supporting and executing the engagement strategy for the market. You'll partner with senior leaders to architect robust talent solutions, drive a world-class performance culture, and ensure our growing sales force exceeds its aggressive targets. Your ability to translate commercial and financial insights into people strategy will be critical to our success.
Human Resources Expertise
+ Deliver HR partnership to Managers, Directors and Senior Leaders through workforce planning, talent management, performance management, employee relations and the orchestration of other HR services for assigned business unit or geography as the subject matter expert in Human Resources. 
Relationship Management
+ Facilitates difficult interactions among organizational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders. 
+ Influences Senior Leadership of assigned business unit or geography in order to execute HR Strategy. 
Business Acumen
+ Provides business partnership to Leaders and Directors and Executes HR business strategies to drive key business results; provides guidance on HR matters, partnering with subject-matter experts to develop needed solutions. 
Consultation
+ Proactively coaches managers, directors and business leaders on HR and business- related issues. . 
Leadership
+ Implements and delivers solutions and interventions that address issues of retention, change management, employee engagement, and leadership development, partnering with subject-matter experts as appropriate. 
HR Insights
+ Interprets data and makes recommendations; asks critical questions needed to evaluate data; gathers, analyzes and presents data to Managers, Directors and Senior Leaders and recommends solutions that support the culture and the defined HR strategy. 
**What you need**
Required qualifications
+ Bachelor's degree and 10+ years of working experience required or 16+ years of total work experience required 
+ Previous HR or role-related experience required
Preferred qualifications
+ 5+ years business-facing HR, HR COE, HR Operations, or role-related experience
+ Experience in multiple HR disciplines or client groups 
+ Experience working in a large, global, matrix organization
+ Experience supporting a large field organizations
+ Preferred candidate will sit near a Stryker location
$129,600- $264,500 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors.
This role will be posted for a minimum of 3 days.
Health benefits include: Medical and prescription drug insurance, dental insurance, vision insurance, critical illness insurance, accident insurance, hospital indemnity insurance, personalized healthcare support, wellbeing program and tobacco cessation program. Financial benefits include: Health Savings Account (HSA), Flexible Spending Accounts (FSAs), 401(k) plan, Employee Stock Purchase Plan (ESPP), basic life and AD&D insurance, and short-term disability insurance. Stryker offers innovative products and services in MedSurg, Neurotechnology, Orthopaedics and Spine that help improve patient and healthcare outcomes. Alongside its customers around the world, Stryker impacts more than 150 million patients annually. Depending on customer requirements employees and new hires in sales and field roles that require access to customer accounts as a function of the job may be required to obtain various vaccinations as an essential function of their role.
Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.

Job Description:
Company Description:
McDonald's is proud to be one of the most recognized brands in the world, with restaurants in over 100 countries that serve 70 million customers daily. We continue to operate from a position of strength. Our updated growth strategy is focused on staying ahead of what our customers want and realizing further growth potential. Our relentless ambition is why McDonald's remains one of the world's leading corporations after almost 70 years. Joining McDonald's means thinking big and preparing for a career that can have influence around the world.
At McDonald's, we see every day as a chance to create positive impact. We lead through our values centered on inclusivity, service, integrity, community and family. From support of Ronald McDonald House Charities to our Youth Opportunity project and sustainability initiatives, our values keep us dedicated to using our scale for good: good for our customers, people, industry and planet. We also offer a broad range of outstanding benefits including a sabbatical program, tuition assistance and flexible work arrangements.
Department Overview
On this team, you will have high visibility within the McDonald's organization as part of the Talent People Solutions team which is part of the Global People (HR) organization. You will report directly to the Sr. Director of Global Talent Management, supporting corporate functions.
Duties
As a key contributor within the Global Talent People Solutions team and the Global People team, the Talent Manager will have a direct hand in the strategic deployment of talent reviews, succession planning, high potential identification, development programs, performance motivation, goal setting, and more. You will support the deployment of initiatives designed by People Solutions to the global corporate functions, as well as the design and execution of talent projects specific key strategic functions. You will build close partnerships with People Solutions, People Partners (HRBPs), and senior business leaders.
Key Accountabilities
· Strategic partner providing thought leadership and strategic planning on corporate functions' talent strategy
· Build talent pipeline and secure future leadership bench strength through thoughtful career journeys and accelerating readiness
· Consult and guide on key talent processes and frameworks including talent reviews, potential designations, development planning, performance motivation, succession planning, goal setting, career conversations, and more
· Project manage and strategically deploy talent plans for functions alongside the People Partners, based on talent strategy
· Upskill People Partners, leaders, and others on talent management capabilities
· Build communication plans and engagement strategies to help talent initiatives gain traction within our teams
· Provide counsel and advice to leaders regarding ongoing review of talent
· Act as a sparring partner by coaching and enabling People Partners to deliver their talent agendas and serve as a key integrator across talent solutions
Qualifications
· A Bachelor's Degree in Business, Human Resources, or a related major
· Highly effective collaborator across stakeholders, leaders, and different areas and levels of the business; can shift altitudes easily
· Demonstrates thinking agility, resilience, thought leadership, and innovative thinking
· Highly effective global communicator with ability to simplify the complex
· Project manager who can prioritize multiple programs
· Experience working in matrix organizations
Compensation
Bonus Eligible: Yes
Long - Term Incentive: Yes
Benefits Eligible: Yes
Salary Range
The expected salary range for this role is $112,860.00 - $143,900.00 per year
The above represents the expected salary range for this job requisition. Ultimately, in determining your pay, we may also consider your experience, and other job-related factors.
Competencies
Execution Proficiency
Background & Values
Strategic Proficiency
Building Blocks
Talent Proficiency
Additional Information:
Benefits eligible: This position offers health and welfare benefits, a 401(k) plan, adoption assistance program, educational assistance program, flexible ways of working, and time off policies (including sick leave, parental leave, and vacation/PTO). Eligibility requirements apply to some benefits and may depend on job classification and length of employment. 
Bonus eligible: This position is eligible for a bonus, calculated based on individual and company performance.
Long term Incentive eligible: This position is eligible for stock or other equity grants pursuant to McDonald's long-term incentive plan.
McDonald's is an equal opportunity employer committed to the diversity of our workforce. We promote an inclusive work environment that creates feel-good moments for everyone. McDonald's provides reasonable accommodations to qualified individuals with disabilities as part of the application or hiring process or to perform the essential functions of their job. If you need assistance accessing or reading this job posting or otherwise feel you need an accommodation during the application or hiring process, please contact Reasonable accommodations will be determined on a case-by-case basis.
McDonald's provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to sex, sex stereotyping, pregnancy (including pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), race, color, religion, ancestry or national origin, age, disability status, medical condition, marital status, sexual orientation, gender, gender identity, gender expression, transgender status, protected military or veteran status, citizenship status, genetic information, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
Nothing in this job posting or description should be construed as an offer or guarantee of employment.
Requsition ID: 2382

Camping World & Good Sam is seeking a driven and innovative **Analyst, Talent Management** to join our Talent team. In this role you will be a key partner in building, supporting, and sustaining our approach to performance management, succession planning, and talent review. This role will report to the Director, Talent Management & Employee Experience, and inform program design and exection. This role is onsite or hybrid (three days a week) at our corporate offices in Chicago, IL. Occasional travel to Lincolnshire, IL required.
**Responsibilities Include** :
+ **Performance Management Programs** : Support implementation and continuous improvement of our performance management programs. Assist in building supporting artifacts and tools such as program playbooks, performance evaluation forms, and quick-guides or other resources. Partner with the broader HR team to embed performance practices across the organization, inclusive of Goal Setting, Quarterly Check-Ins, and Annual Performance Reviews.
+ **Talent Management Programs** : Support the execution and administration of programs that strengthen and streamline the company's leadership pipeline. Partner with the Director of Talent Management and Employee Experience to introduce and drive a cadence of strategic talent reviews. Leveraging Workday's Talent Module, and partners on the corporate apps team, update and maintain a record of talent review outcomes. Support talent gap identification activities and subsequently support the development and execution of developmental initiatives (e.g., coaching or mentorship, assessment tools, development planning). Identify gaps and propose enhancements to programs, strengthening internal and external talent pipelines to ensure critical roles have a bench of talent to draw from.
+ **Succession Planning** : You will partner closely with the Director and HR partners to provide project management and analytical support for enterprise succession planning processes. Provide coordinating support for actions to identify critical roles across the organization, accurately assess existing talent, and document individual development plans for identified successor pools. Keep detailed documentation of succession plans, ensuring clearly articulated strategies for when we acquire versus develop talent. Provide project management and analytical support for enterprise succession planning processes. Partner with HR leaders to coordinate talent review cycles, manage inputs, and track development plans for key talent. Assist in gathering and presenting insights on talent pipelines, critical role coverage, and successor readiness.
+ **Maintain Workday Talent Module** : Participate in Workday Talent Management Module development as the primary point of contact for coordinating across teams, testing new releases, and troubleshooting where required. Act as the Workday subject matter expert to help inform strategy, support program implementation, and change management related to operations, business processes, security, and data integrity for the Workday applications.
+ **Data Insights and Analytics** : Establish a common language and assessment mechanisms to measure the effectiveness of our talent management practices, including the identification of KPIs and data critical to measuring success. Manage a reliable reporting cadence to make Talent Program performance insights available to HR and business stakeholders on-demand. Collect and analyze data to provide insights into talent management practices, identify talent and organization capability gaps, and recommend adjustments to strategy where appropriate to meet organization needs.
**Critical Success Factors:**
+ Effectively manage multiple high-priority projects simultaneously, prioritizing demands while working under deadlines and pressure in a fast-paced, high-growth environment.
+ Ability to seamlessly integrate into cross-functional teams, building & maintaining individual relationships while motivating the full team to deliver on objectives.
+ Demonstrates a growth mindset through an appetite for calculated risks, innovating on stagnant processes, and giving/receiving feedback gracefully.
+ Comfort operating in ambiguous settings, making sense from noisy feedback channels, and with the confidence to propose solutions.
+ Ability to manage conflict productively through humble disagreement, problem assessment, negotiating compromise, and maintaining respectful relationships
+ High emotional intelligence and the ability to recognize the power of their language, engaging others with a positive and solution-focused tone and demeanor.
+ Skilled at directing activity, motivating individuals/teams to deliver against objectives, and efficiently addressing roadblocks and bottlenecks.
+ Problem solving skills with the ability to identify root causes, develop practical solutions, and work in collaboration across the organization to address strategic, operational, and any other roadblocks to success.
+ Willingness and ability to adapt to change quickly, with enthusiasm and resourcefulness when tackling unfamiliar tasks and requests.
+ Communicate information in a clear, concise, and compelling manner, orally and in writing, in a style, tone, and manner appropriate for the audience.
+ Puts human-centered design/design-thinking principles into practice to create effective solutions and to deliver against the source of the business challenge.
+ Strong business acumen, effective consultative techniques, problem-solving skills, and confidence to recommend and deliver solutions.
+ Resourceful and energized by new challenges and opportunities.
+ Perform with the highest degree of integrity and confidentiality whilst following through on commitments.
**Education and Experience:**
+ Bachelor's degree in HR, I/O Psychology, Organization Development, or related field required. Master's degree is highly preferred.
+ Minimum of 3 years managing programs and/or projects within the HR or Talent space, with experience working with cross-functional project teams.
+ Demonstrated experience coordinating structured talent management and succession programs within large matrixed environments.
+ Demonstrated experience leading with human-centered design principles through a demanding program development cycle.
+ Track record of designing intelligent metric-driven approach to measuring success and iterating on past deployments.
**Physical Requirements:**
- Ability to remain in a stationary position for a prolonged period.
- Capable of lifting and carrying 25 pounds short distances.
- Consistently operates a computer, phone, and other office machinery.
- Willing to spend 5-10% of the time traveling for business.
**General Compensation Disclosure:**
The pay range for this role considers several factors in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Camping World, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the factors stated. A reasonable estimate of the current range is listed below.
**Pay Range:**
$55,335.00-$80,745.00 Annual
In addition to competitive pay, we offer Paid Time Off, 401(k), an Employee Assistance Program, Good Sam Roadside Assistance, discounts, paid parental leave (if eligibility is met), Tuition Reimbursement (if eligibility is met), and on the job training opportunities. Full-time associates are offered a comprehensive benefit package including medical, dental, vision and more! Part-time associates are offered access to dental & vision coverage! For more information please visit: are an equal employment opportunity employer. The Company's policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, religion, national origin, age (40 and over), disability, veteran or uniformed service-member status, genetic information, or any other basis protected by applicable federal, state, or local laws.

The Talent Management Associate Director partners with their respective Division HRVP and the HR business partner team to establish, operationalize, drive, and manage the Division talent strategy. This role partners with business leaders and human resources business partners to create results-driven talent management outcomes to meet current and future business needs while driving innovation in talent solutions. The role serves as a strategic partner and trusted advisor to the division leadership regarding talent strategies, solutions & risk mitigation. They will partner with the business leaders and HRBPs to drive outcomes in talent reviews, succession planning, performance management, development planning, executive coaching and assessments, and mentoring. engagement & belonging. This role takes the Division talent needs and articulates these needs and priorities in the Division and to the Global Talent COE.
**Essential Duties and responsibilities**
**Key Responsibilities**
+ Partner with the Division and LOB team to establish, drive, and manage the Division talent agenda in alignment with the Wolters Kluwer talent strategy and priorities.
+ Partner with the Analytics COE to analyze metrics and qualitative data to provide insights to short and long-term talent needs and to measure the effectiveness of our DEIB and talent processes
+ Support scaled implementation of core talent processes (goal setting and performance management, talent review and succession planning, engagement & belonging action planning, etc.) and improve talent outcomes.
+ In partnership with the Division HRVP, manage Division-wide talent brokering for director and executive roles. Collaborate with recruitment to utilize talent management insights and data to support talent searches.
+ Shape and deliver an integrated Division plan for improving Engagement and Belonging.
+ Define and prioritize capabilities needed as input into the enterprise talent strategy.
+ Articulate Division talent priorities and issues to Global Talent COE
+ Manage at least one significant global talent initiative/process in a given calendar year
+ Support HR and business leaders in building a talent culture across the division
+ Guide HR Business Partners and hiring managers in creating, fostering, and sustaining internal and external strategies that support a diverse talent pipeline.
+ Ensures that development plans are in place to support succession planning in accordance with Wolters Kluwer global talent practices that leverage the breadth of capabilities and fulfill the talent requirements of long-term plans.
**Other Duties**
+ Build a strong network with HR leaders, LOB and Market colleagues, COEs, and HRIS
+ Performs other duties as assigned by supervisor.
**Job Qualifications**
+ Bachelor's degree required, preferably in human resources or organizational leadership
**Experience**
+ 7+ years of related HR experience in a public corporation
+ A proven track record of driving positive talent outcomes, supporting employee engagement, and understanding of business strategy.
+ Proven ability to successfully navigate large, global, corporate organizations building sponsorship and support across diverse stakeholder groups
+ Proven track record of successfully managing and delivering talent projects on schedule and on budget based on a structured approach to defining scope and requirements, developing project plans, managing issues/risks, monitoring project outcomes, and managing change
+ Demonstrate organizational agility in dealing with multiple internal stakeholders and partners
**Other Knowledge, Skills, Abilities or Certifications**
+ Strategic thinker with strong business acumen able to understand the "big picture", operationalize concepts/ideas, anticipate risks and issues, and prioritize and manage action plans to deliver successful outcomes in a fast-paced environment
+ Strong critical thinking and data analytical skills; able to interpret, evaluate, and analyze facts and information available, establish options, and make informed decisions
+ Deep functional expertise in at least two disciplines of HR (e.g., Talent Management, Learning and Development, Organizational Design/Development, HR business partner, Change Management, etc.)
+ Successfully navigates and manages change; communicates change effectively and completely, role models effective behaviors, builds commitment and overcomes resistance, and monitors transition and results
+ Demonstrated ability to effectively communicate complex, difficult, and/or sensitive information with a high degree of self-confidence
+ Strong political awareness and organizational agility; able to adjust communication style to any audience
+ Strong project management and organization skills with an ability to prioritize in an ever-changing, global environment
+ Highly collaborative; excellent interpersonal skills with an ability to work across the organization at all levels and "push" for results without alienating colleagues; builds a strong internal and external network of personal relationships to identify issues and opportunities
+ Strong written and verbal communication skills with an ability to deliver recommendations persuasively and efficiently to a variety of HR and business stakeholders
+ Highly proficient in the Microsoft Office suite, particularly MS Word, MS Excel, and MS PowerPoint.
**Travel requirements**
+ Ability to travel approximately 25% of the time.
**Physical Demands**
+ Normal office environment
_Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process._
**Compensation:**
Target salary range CA, CT, CO, DC, HI, IL, MD, MN, NY, RI, WA: $153,200 - $216,850
EQUAL EMPLOYMENT OPPORTUNITY Wolters Kluwer U. S. Corporation and all of its subsidiaries, divisions and customer/business units is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.