Human Resources Strategist & Manager

This is both a "hands-on" and strategic position:

• Reporting to the CEO, the HR Strategist and Manager will play a key role in creating, driving, and growing the Chicago office, culture, and team success.

• Recruiting and staffing - Includes both passive and active candidates. We are planning to hire 8-10 people over the coming 12 months, and recruiting will be a main activity for this position. We intend to systematically attract, qualify and hire the best individuals for the positions.

• Organizational planning - Includes working with the CEO to map out future demand, and to clearly articulate and document the organizations human resources needs as it grows. Work in this area includes creating and maintaining org charts, developing detailed job descriptions, and establishing timelines of hiring objectives.

• Performance management and improvement systems - Entails periodic performance reviews

• Organization development - Includes administration and training of systems of organization communication including task/project management software, document management systems, and overall systems and philosophies of effectiveness management

• Employment and compliance to regulatory concerns - Includes keeping current with learning about employment law, and educating management on requirements to maintain such

• Employee orientation, development, and training - Includes onboarding, offboarding, general welcome training, and developing and maintaining with management continuous training and learning programs tailored to each team member.

• Policy development and documentation - Includes maintaining employee handbook, orientation training documents, time off policies.

• Compensation and benefits administration - Includes administration of 401K, health insurance, vacation time, as well as performance pay plans.

• Employee safety, welfare, wellness and health - Systematic administration of safety training, communication and documentation; general wellness plans and opportunities for team.

• Charitable giving - Work with CEO to determine and maintain charitable activities

• Employee services and counseling - Be a confidant for team members who would like to discuss personal challenges, and develop or direct them towards solutions.