Sterling Engineering
Sr. Human Resources Manager
Sterling Engineering, Westchester, Illinois, United States, 60154
Director of Operations at Sterling Engineering
Manager of Human Resources
Reports to: President
Base pay range $90,000.00/yr - $120,000.00/yr
Additional compensation types
Stock options
About Sterling Sterling is a unique combination of two companies: Sterling Engineering (a WBENC Company) providing project engineering & design services and Sterling Staffing an employee-owned (ESOP) providing qualified engineering & technical workforce solutions founded in 1969. We support clients nationwide across Manufacturing, Automation, Food & Beverage, Life Sciences, Energy & Infrastructure, and Renewables. Our culture is grounded in accountability, quality, trust, and long-term relationships—with both our clients and our people.
Position Summary The Manager of Human Resources is a senior leadership role responsible for the strategic and day-to-day execution of all HR, compliance, risk management, and employee relations functions at Sterling Engineering. This role blends hands‑on HR generalist expertise with business acumen, risk mitigation, and compliance leadership.
The Manager of Human Resources serves as a trusted advisor to executive leadership, managers, and employees—ensuring Sterling remains compliant, well‑governed, and aligned with best practices while fostering a positive, high‑performance, employee‑owned culture.
Key Responsibilities Compensation, Benefits & Leave Administration
Lead communication, rollout, and administration of compensation programs and performance‑aligned pay structures
Partner with leadership to align performance management with compensation strategy
Administer group benefits programs, including medical, dental, vision, and retirement plans
Lead annual open enrollment and benefits communication
Ensure compliance with FMLA, ADA, and confidentiality requirements related to employee medical information
Talent Acquisition & Retention
Partner with hiring managers to understand workforce needs and staffing priorities
Oversee and support the full recruitment lifecycle for internal roles
Develop and refine recruiting strategies to attract and retain high‑quality talent
Support onboarding, training, development, and retention initiatives
Serve as a resource to leadership on succession planning and workforce development
Employee Development & Assessments
Oversee employee assessments used for development and leadership growth
Administer assessments, interpret results, and guide leaders on effective use
Partner with managers to leverage assessments throughout the year for coaching, development, and performance improvement
Support career pathing, training initiatives, and continuous development programs
Employee Relations
Serve as the primary point of contact for employee relations matters
Investigate and resolve employee complaints, concerns, and workplace issues
Ensure a respectful, inclusive, and legally compliant work environment
Develop and maintain employee relations strategies that support engagement, accountability, and performance
Conduct and oversee workplace investigations, ensuring fairness, documentation, and consistency
ESOP Communication & Administration
Support ESOP administration, communications, and annual updates
Partner with leadership to ensure the ESOP value proposition is clearly communicated and reinforced
Support education efforts to strengthen employee‑owner mindset across the organization
Serve as primary liaison with legal counsel on employment‑related matters
Design, implement, and maintain Sterling’s enterprise risk management framework
Identify, assess, and evaluate HR, operational, and compliance‑related risks
Lead policy reviews, audits, and training to reduce exposure and ensure understanding
Prepare and manage insurance and risk‑related budgets
Develop and maintain business continuity and workplace safety plans
Conduct compliance and policy audits in collaboration with internal and external partners
Build risk awareness across the organization through training and education
Compliance Leadership
Ensure compliance with federal, state, and local employment laws and regulations
Draft, revise, and implement HR and compliance policies
Develop and oversee internal control systems to prevent violations
Monitor regulatory changes and evolving best practices
Review internal practices, agreements, and procedures to identify risk and non‑compliance
Provide guidance, training, and support to leadership and staff on compliance matters
Qualifications & Experience
Bachelor’s degree in Human Resources, Business, Risk Management, or related field (Master’s or MBA preferred)
8–10+ years of progressive HR leadership experience
Deep knowledge of HR functions including employee relations, compensation, benefits, recruiting, and compliance
Strong working knowledge of federal and state employment law
Experience supporting both internal employees and external/contract workforce populations
Proven ability to partner with senior leadership and influence decision‑making
Excellent judgment, discretion, and communication skills
Certifications (Preferred / Required)
SHRM‑CP / SHRM‑SCP or equivalent HR certification
Staffing industry certification (TSC, CSP – American Staffing Association, or equivalent), nice to have
Commitment to ongoing professional development and continuing education in employment law and risk mitigation
Why Sterling
Employee‑owned ESOP organization
Visibility and direct impact on company culture and strategy
Opportunity to shape HR, compliance, and risk practices at a growing national firm
Collaborative, values‑driven environment with long‑tenured leadership
Next Step If you are a strategic HR leader who enjoys balancing people, process, and protection of the business, we encourage you to explore this opportunity with Sterling Engineering.
Benefits: Full Employee Benefits Package that includes paid time off, paid holidays, and medical (Blue Cross Blue Shield, dental & vision plans, 401(k), and an Employee Stock Ownership (ESOP) plan.
Qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identify, national origin, disability, protected veteran status, or genetic information.
Seniority level Mid‑Senior level
Employment type Full‑time
Job function Human Resources
Industries Staffing and Recruiting, Engineering Services, and Manufacturing
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Reports to: President
Base pay range $90,000.00/yr - $120,000.00/yr
Additional compensation types
Stock options
About Sterling Sterling is a unique combination of two companies: Sterling Engineering (a WBENC Company) providing project engineering & design services and Sterling Staffing an employee-owned (ESOP) providing qualified engineering & technical workforce solutions founded in 1969. We support clients nationwide across Manufacturing, Automation, Food & Beverage, Life Sciences, Energy & Infrastructure, and Renewables. Our culture is grounded in accountability, quality, trust, and long-term relationships—with both our clients and our people.
Position Summary The Manager of Human Resources is a senior leadership role responsible for the strategic and day-to-day execution of all HR, compliance, risk management, and employee relations functions at Sterling Engineering. This role blends hands‑on HR generalist expertise with business acumen, risk mitigation, and compliance leadership.
The Manager of Human Resources serves as a trusted advisor to executive leadership, managers, and employees—ensuring Sterling remains compliant, well‑governed, and aligned with best practices while fostering a positive, high‑performance, employee‑owned culture.
Key Responsibilities Compensation, Benefits & Leave Administration
Lead communication, rollout, and administration of compensation programs and performance‑aligned pay structures
Partner with leadership to align performance management with compensation strategy
Administer group benefits programs, including medical, dental, vision, and retirement plans
Lead annual open enrollment and benefits communication
Ensure compliance with FMLA, ADA, and confidentiality requirements related to employee medical information
Talent Acquisition & Retention
Partner with hiring managers to understand workforce needs and staffing priorities
Oversee and support the full recruitment lifecycle for internal roles
Develop and refine recruiting strategies to attract and retain high‑quality talent
Support onboarding, training, development, and retention initiatives
Serve as a resource to leadership on succession planning and workforce development
Employee Development & Assessments
Oversee employee assessments used for development and leadership growth
Administer assessments, interpret results, and guide leaders on effective use
Partner with managers to leverage assessments throughout the year for coaching, development, and performance improvement
Support career pathing, training initiatives, and continuous development programs
Employee Relations
Serve as the primary point of contact for employee relations matters
Investigate and resolve employee complaints, concerns, and workplace issues
Ensure a respectful, inclusive, and legally compliant work environment
Develop and maintain employee relations strategies that support engagement, accountability, and performance
Conduct and oversee workplace investigations, ensuring fairness, documentation, and consistency
ESOP Communication & Administration
Support ESOP administration, communications, and annual updates
Partner with leadership to ensure the ESOP value proposition is clearly communicated and reinforced
Support education efforts to strengthen employee‑owner mindset across the organization
Serve as primary liaison with legal counsel on employment‑related matters
Design, implement, and maintain Sterling’s enterprise risk management framework
Identify, assess, and evaluate HR, operational, and compliance‑related risks
Lead policy reviews, audits, and training to reduce exposure and ensure understanding
Prepare and manage insurance and risk‑related budgets
Develop and maintain business continuity and workplace safety plans
Conduct compliance and policy audits in collaboration with internal and external partners
Build risk awareness across the organization through training and education
Compliance Leadership
Ensure compliance with federal, state, and local employment laws and regulations
Draft, revise, and implement HR and compliance policies
Develop and oversee internal control systems to prevent violations
Monitor regulatory changes and evolving best practices
Review internal practices, agreements, and procedures to identify risk and non‑compliance
Provide guidance, training, and support to leadership and staff on compliance matters
Qualifications & Experience
Bachelor’s degree in Human Resources, Business, Risk Management, or related field (Master’s or MBA preferred)
8–10+ years of progressive HR leadership experience
Deep knowledge of HR functions including employee relations, compensation, benefits, recruiting, and compliance
Strong working knowledge of federal and state employment law
Experience supporting both internal employees and external/contract workforce populations
Proven ability to partner with senior leadership and influence decision‑making
Excellent judgment, discretion, and communication skills
Certifications (Preferred / Required)
SHRM‑CP / SHRM‑SCP or equivalent HR certification
Staffing industry certification (TSC, CSP – American Staffing Association, or equivalent), nice to have
Commitment to ongoing professional development and continuing education in employment law and risk mitigation
Why Sterling
Employee‑owned ESOP organization
Visibility and direct impact on company culture and strategy
Opportunity to shape HR, compliance, and risk practices at a growing national firm
Collaborative, values‑driven environment with long‑tenured leadership
Next Step If you are a strategic HR leader who enjoys balancing people, process, and protection of the business, we encourage you to explore this opportunity with Sterling Engineering.
Benefits: Full Employee Benefits Package that includes paid time off, paid holidays, and medical (Blue Cross Blue Shield, dental & vision plans, 401(k), and an Employee Stock Ownership (ESOP) plan.
Qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identify, national origin, disability, protected veteran status, or genetic information.
Seniority level Mid‑Senior level
Employment type Full‑time
Job function Human Resources
Industries Staffing and Recruiting, Engineering Services, and Manufacturing
#J-18808-Ljbffr