Manager People & Talent - Oak Brook, IL

The Manager, People & Talent serves as a trusted Business Advisor and primary point of support to the organization for HR-related initiatives and priorities, and serves as a trusted advisor and HR Business Partner to corporate leaders for all people initiatives. The Manager, People & Talent is responsible for driving and executing the organization’s people and talent strategy, leading the deployment of talent development, talent manaement and career development initiatives across the organization.

• →Serve as a trusted advisor to business leaders in every facet of the Employee Life Cycle including Onboarding, Employee Engagement, Employee Relations, Performance Management, Retention, Talent Management and Offboarding.
• →Define, strategize, and plan the scope of investigations and identify all applicable parties to interview, including witnesses, affected and reporting parties and subject(s).
• →Investigate, report on and recommend remedial course of action to resolve complex and sensitive employee relations issues and conflicts.
• →Conduct needs assessment for fostering and furthering positive employee relations using a variety of data metrics to make critical decisions based on identified patterns, reports findings and trends and advise and train managers in best employee relations practices and strategies.
• →Provide expert consultative, problem-solving services, coaching and training to managers, employees, HR and other internal partners regarding HR processes and practices such as talent and performance initiatives.
• →Partner with leaders to manage performance processes, including goal setting, feedback, coaching, performance improvement plans, and year-end reviews to drive accountability and employee growth.
• →Coach managers on effective performance management practices, including setting clear expectations, addressing performance concerns, and supporting employee development.
• →Support performance management initiatives that promote high performance, continuous feedback, and alignment with business objectives.
• →Identify areas for process improvement and drive, development, implementation and adoption in the business.
• →Coach executives and other leaders in matters relating to people operations processes & experiences to drive high performance and motivate employees.
• →Collaborate with business leaders and key stakeholders to proactively identify areas for process improvement, root causes and opportunities to mitigate risk. Drive development, implementation and adoption of interventions in the business.
• →Support the deployment of talent management programs and processes for all employees across the organization that enable employees’ continuous growth and development.
• →Support organizational design and succession planning processes to identify and develop high-performing talent for critical leadership roles that supports the company’s growth strategy.
• →Build relationships with business leaders and partner to understand business needs including analyzing workforce trends and forecasting future talent needs.
• →Interpret and explain employee laws to management; Keeping abreast of legislation affecting human resources and business operations and advise leaders regarding policies and procedures.
• →Assist with special projects related to employee matters and partner with HR Centers of Expertise on HR initiatives.
• →Deliver coaching and training to leadership and employees.
• →Partner with HR Centers of Expertise on HR initiatives.
• →Assist with special projects related to employee matters.
• →Provide day-to-day HR support to help drive the overall efficiency of the HRBP team.

• Education:
  • Bachelor’s Degree required, preferably in Human Resources, Business Administration or related field.
  • Masters, MBA or other related graduate level degree strongly preferred.
• Work Experience:
  • Minimum of 8 years of HR business partnering experience required with 2+ years prior supervisory or management experience.
  • Experience directly supporting an organization undergoing transformative change is essential.
  • Clinical healthcare experience preferred.
• Certification/Licensure:
  • SPHR Certification Preferred
• Knowledge and Technical Skills:
  • Strong investigative experience including in-person interviewing and investigation.
  • Demonstrated skills and experience in analytical and legal writing to produce accurate reports and summaries. Skilled in conveying facts, analysis, conclusions, and recommendations in a clear and concise manner.
  • Demonstrated experience in defining and implementing detailed ER business processes.
  • A reputation for discretion, integrity, judgment, responsiveness, strong attention to detail and quality.
  • Proven strengths in negotiation, influencing, analysis, and problem solving.
  • Strong executive presence with the ability to communicate, present to employees across all levels of an organization, including C-Suite and senior executives.
  • Ability to provide effective, efficient and individualized support to Leadership.
  • Ability to work with multiple levels of employees across the organization.
  • Strategic mindset with a willingness to be hands-on and ensure operational excellence.
  • Ability to multi-task with ease, adapt and manage competing priorities first in a fast-paced environment.
  • Exceptional verbal and writing communication/interpersonal skills
  • Strong computer skills with Excel, Word and PowerPoint applications.

• Ability to read, write and speak English proficiently

• Ability to fulfill office activities including but not limited to remain stationary for extended periods of time (i.e. while working at a desk), stoop/kneel/crouch, travel around the office, communicate with others (verbal and written), and use fine motor skills including fine hand manipulation and keyboarding.
• Ability to see at close range, distance vision, peripheral vision, depth perception, and the ability to adjust focus

• Consistent with a standard office environment, noise level is low with little to no extraordinary environmental factors.

Athletico provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, 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.