Insight Executive Search Partners, Inc.
Director Human Resources
Insight Executive Search Partners, Inc., Chicago, Illinois, United States, 60290
The Position
The Director of HR is a new position created as a result of RHR’s short- and long-term growth. Reporting to RHR’s CEO, and working closely with RHR’s key stakeholders, the Director of HR will be charged with formalizing and enhancing RHR’s HR function. RHR supports a hybrid working model while encouraging collaboration days at its headquarters in Chicago, IL (for those located locally). Responsibilities
HR Agenda
Work closely with members of the Operating Committee (\u201cOpCo\u201d) to assess current state and build an HR agenda to address the most critical needs Establish HR practices that align with RHR strategic ambitions, current pace of change, the needs of employees and clients, and its Values Serve as a trusted partner/advisor to the OpCo and people leaders on all people-related matters Serve as the point person on HR and People issues, ensuring that projects and decisions move forward with the right inputs and pacing
Talent Acquisition & Onboarding
Manage the full-cycle recruitment process for all roles, including job postings, candidate screening, interviews, and onboarding coordination Oversee hiring plans and recruitment activities with external partners Work with hiring managers to scope roles, define job descriptions, and ensure consistent practices in titles and expectations Coordinate background checks, offer letters, and new hire paperwork Build and execute a consistent approach to onboarding, including coordinating across all components of new employee onboarding
Employee Relations
Serve as the primary contact for employee relations, addressing workplace concerns, resolving conflicts, managing accommodation requests, and administering leaves Conduct exit interviews and analyze trends to improve employee retention Execute/manage employee engagement programs such as recognition and wellness programs in close partnership with Employee Capability and Experience Monitor employee satisfaction through surveys and help facilitate follow-up and actions (in partnership with Employee Capability and Experience)
Performance Management & Development
Administer performance review processes, ensuring timely completion and feedback Support managers in conducting performance discussions and setting clear employee goals Assist with development of and administration of performance improvement plans Identify training needs and coordinate employee development programs in collaboration with functional leaders Maintain records of performance evaluations and training participation
Total Rewards
Compensation Strategy & Structure: Own the design and evolution of compensation philosophy, merit cycles, bonus structures, and LTIP frameworks in partnership with the CFO and department heads Payroll & Benefits Administration Oversight: Manage external vendors executing payroll and administering benefits across all jurisdictions (US, UK, Canada); ensure accuracy, compliance, and alignment with employee experience goals Finance Partnership: Work closely with the CFO and Finance team on all decisions with financial implications, including compensation budgeting, cost modeling, and plan renewals Vendor & Compliance Management: Ensure payroll and benefits vendors meet service expectations; lead vendor selection and negotiation; coordinate benefit plan audits and reporting needs Transparency & Communication: Collaborate with Finance to clearly communicate compensation and benefits programs to employees; develop and maintain role- and level-specific materials Governance: Participate in regular comp and benefits governance meetings with Finance and other stakeholders; maintain a structured RACI model to define responsibilities across HR, Finance, Legal, and external vendors
HR Compliance
Ensure compliance with local, state, and federal employment laws and company policies Establish and maintain workplace policies, employee handbooks, and internal compliance frameworks Maintain employee records and HR documentation in compliance with legal standards Administer leave policies, including FMLA, PTO, and disability programs Handle workers\u2019 compensation claims; coordinate with insurance providers Provide support to Finance on Compensation and Benefits as needed Maintain HR information systems (HRIS) to ensure up-to-date and accurate employee data Generate reports on HR metrics such as turnover, time-to-hire, pay equity, diversity, and compensation trends Ensure proper documentation and organization of personnel files and records Support implementation of new HR software tools to improve efficiency
Belonging
Develop and implement initiatives to foster an inclusive and equitable workplace Partner with leadership to ensure belonging principles are embedded in hiring, promotions, and workplace culture Develop programs and policies that support diverse hiring practices Coordinate training and awareness programs on diversity, bias, and inclusive leadership
Qualifications
Bachelor\u2019s degree in Human Resources, Business Administration, or related field (Master\u2019s degree preferred) 8+ years of progressive HR generalist leadership experience, preferably in a professional services or consulting firm Proven experience in all areas of HR, including talent acquisition, performance management, compensation, employee relations and HR compliance Proficiency using key technology relating to the HR function, including HRIS systems, performance management platforms, etc. HR certifications (e.g., SHRM-SCP, SPHR) and experience with Paylocity preferred Excellent leadership, communication, and interpersonal skills Strong business acumen and the ability to understand RHR’s business, to quickly focus on the issues that matter the most to the business and be proactive in addressing potential issues Proven ability to partner effectively with other functional areas and stakeholders, such as finance, legal, IT and operations Outstanding judgment, flexibility and strong analytical ability, with an ability to proactively determine, prioritize and resolve issues; Creativity and resourcefulness, with a drive to achieve positive results Excellent internal client management skills, with the ability to inspire confidence and build trust with senior management and other professionals at all levels of the organization, by virtue of professional competence, personal integrity and personal style Proven success in managing, organizing and/or completing multiple tasks and priorities Compensation
Base salary in the range of 165,000 to 175,000 USD per year, with a 15% target bonus. Benefits include PTO and holidays, medical/dental/life/vision, life insurance and disability, health and wellness programs, and a 401(k) plan with match.
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The Director of HR is a new position created as a result of RHR’s short- and long-term growth. Reporting to RHR’s CEO, and working closely with RHR’s key stakeholders, the Director of HR will be charged with formalizing and enhancing RHR’s HR function. RHR supports a hybrid working model while encouraging collaboration days at its headquarters in Chicago, IL (for those located locally). Responsibilities
HR Agenda
Work closely with members of the Operating Committee (\u201cOpCo\u201d) to assess current state and build an HR agenda to address the most critical needs Establish HR practices that align with RHR strategic ambitions, current pace of change, the needs of employees and clients, and its Values Serve as a trusted partner/advisor to the OpCo and people leaders on all people-related matters Serve as the point person on HR and People issues, ensuring that projects and decisions move forward with the right inputs and pacing
Talent Acquisition & Onboarding
Manage the full-cycle recruitment process for all roles, including job postings, candidate screening, interviews, and onboarding coordination Oversee hiring plans and recruitment activities with external partners Work with hiring managers to scope roles, define job descriptions, and ensure consistent practices in titles and expectations Coordinate background checks, offer letters, and new hire paperwork Build and execute a consistent approach to onboarding, including coordinating across all components of new employee onboarding
Employee Relations
Serve as the primary contact for employee relations, addressing workplace concerns, resolving conflicts, managing accommodation requests, and administering leaves Conduct exit interviews and analyze trends to improve employee retention Execute/manage employee engagement programs such as recognition and wellness programs in close partnership with Employee Capability and Experience Monitor employee satisfaction through surveys and help facilitate follow-up and actions (in partnership with Employee Capability and Experience)
Performance Management & Development
Administer performance review processes, ensuring timely completion and feedback Support managers in conducting performance discussions and setting clear employee goals Assist with development of and administration of performance improvement plans Identify training needs and coordinate employee development programs in collaboration with functional leaders Maintain records of performance evaluations and training participation
Total Rewards
Compensation Strategy & Structure: Own the design and evolution of compensation philosophy, merit cycles, bonus structures, and LTIP frameworks in partnership with the CFO and department heads Payroll & Benefits Administration Oversight: Manage external vendors executing payroll and administering benefits across all jurisdictions (US, UK, Canada); ensure accuracy, compliance, and alignment with employee experience goals Finance Partnership: Work closely with the CFO and Finance team on all decisions with financial implications, including compensation budgeting, cost modeling, and plan renewals Vendor & Compliance Management: Ensure payroll and benefits vendors meet service expectations; lead vendor selection and negotiation; coordinate benefit plan audits and reporting needs Transparency & Communication: Collaborate with Finance to clearly communicate compensation and benefits programs to employees; develop and maintain role- and level-specific materials Governance: Participate in regular comp and benefits governance meetings with Finance and other stakeholders; maintain a structured RACI model to define responsibilities across HR, Finance, Legal, and external vendors
HR Compliance
Ensure compliance with local, state, and federal employment laws and company policies Establish and maintain workplace policies, employee handbooks, and internal compliance frameworks Maintain employee records and HR documentation in compliance with legal standards Administer leave policies, including FMLA, PTO, and disability programs Handle workers\u2019 compensation claims; coordinate with insurance providers Provide support to Finance on Compensation and Benefits as needed Maintain HR information systems (HRIS) to ensure up-to-date and accurate employee data Generate reports on HR metrics such as turnover, time-to-hire, pay equity, diversity, and compensation trends Ensure proper documentation and organization of personnel files and records Support implementation of new HR software tools to improve efficiency
Belonging
Develop and implement initiatives to foster an inclusive and equitable workplace Partner with leadership to ensure belonging principles are embedded in hiring, promotions, and workplace culture Develop programs and policies that support diverse hiring practices Coordinate training and awareness programs on diversity, bias, and inclusive leadership
Qualifications
Bachelor\u2019s degree in Human Resources, Business Administration, or related field (Master\u2019s degree preferred) 8+ years of progressive HR generalist leadership experience, preferably in a professional services or consulting firm Proven experience in all areas of HR, including talent acquisition, performance management, compensation, employee relations and HR compliance Proficiency using key technology relating to the HR function, including HRIS systems, performance management platforms, etc. HR certifications (e.g., SHRM-SCP, SPHR) and experience with Paylocity preferred Excellent leadership, communication, and interpersonal skills Strong business acumen and the ability to understand RHR’s business, to quickly focus on the issues that matter the most to the business and be proactive in addressing potential issues Proven ability to partner effectively with other functional areas and stakeholders, such as finance, legal, IT and operations Outstanding judgment, flexibility and strong analytical ability, with an ability to proactively determine, prioritize and resolve issues; Creativity and resourcefulness, with a drive to achieve positive results Excellent internal client management skills, with the ability to inspire confidence and build trust with senior management and other professionals at all levels of the organization, by virtue of professional competence, personal integrity and personal style Proven success in managing, organizing and/or completing multiple tasks and priorities Compensation
Base salary in the range of 165,000 to 175,000 USD per year, with a 15% target bonus. Benefits include PTO and holidays, medical/dental/life/vision, life insurance and disability, health and wellness programs, and a 401(k) plan with match.
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