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Manager, Human Resources - Lake Forest, IL - Chicago

Date: Jul 6, 2019

Location: LAKE FOREST, IL, US, 600455202

Company: Grainger

Company Overview

Grainger is a broad line, business-to-business distributor of maintenance, repair and operating (MRO) supplies and other related products and services. More than 3.2 million businesses and institutions worldwide rely on Grainger for products such as safety gloves, ladders, motors and janitorial supplies, along with services like inventory management and technical support. These customers represent a broad collection of industries including commercial, government, healthcare and manufacturing. They place orders online, on mobile devices, through sales representatives, over the phone and at local branches. Approximately 5,000 suppliers provide Grainger with more than 1.6 million products stocked in Grainger’s distribution centers and branches worldwide.

Position Description

Translate the business strategy into Human Resources strategy and tactical plans.  Facilitate process changes that align with the business direction for the area supported.  Apply policies and programs for salary administration, staffing, employee development, employee relations, legal compliance and benefits

  • Translate business needs into human resources plans and programs.
  • Identify, assess, and prioritize human resource needs in designated areas of the company.  Involve human resource “centers of excellence” (i.e. Compensation, Employee Development, Staffing, Organization Effectiveness, Benefits) to meet business partner needs.
  • Educate managers and employees on the application of the performance management process and provisions.  Implement performance management tools within specific areas of the company.  Coach managers and employees to fully utilize performance feedback to improve results. 
  • Facilitate the development of organization structure and job design based upon work processes.  Assist compensation in job analysis and provide support to the job evaluation process.
  • Communicate and educate managers and employees on salary administration.  Advise managers on actions where there may be discrepancies or special concern.
  • Educate and influence managers on affirmative action and diversity within the work place.  Identify and develop action plans for areas of concern.
  • Facilitate the resolution of conflict within the work place between employees and managers.
  • Anticipate and assess legal exposures, potential legal actions such as harassment, discrimination, wrongful discharge, unfair treatment, Workers’ Compensation, accommodation (disability).
  • Ensure proper application of employment laws and regulations to specific work situations.
  • Highlight the importance of communication and assist managers by developing methods to share information with employees on business issues.

Position Requirements:

  • BA/BS or equivalent preferred.
  • 5-7 years of experience in related field preferred.
  • Bachelor’s degree required.  Focus in Business Management, Human Resources Management, or Industrial/Organization Psychology, which encompasses a working knowledge of finance, marketing, management, human relations, and organizational dynamics a plus.  A minimum of 5-7 years progressive Human Resource management experience which encompasses selection and placement, compensation and benefits, employee and labor relations, training and development, and management theory and practice.
  • Proficient in Microsoft Office word processing, spreadsheet, presentation graphics, and project management software, as well as mainframes, email and employee systems.  General knowledge of mainframe applications and interrelationships used by business partners.
  • High level of interpersonal skills where the individual can diffuse high-tension situations.  Strong influencing and facilitation skills, which surface differing viewpoints and result in the best course of actions.  Understands organization dynamics and can navigate appropriate channels to get results.  Analytical ability and business judgment by which cause and effect are understood, situations are accurately assessed and actions anticipated.  Effectively prioritizes and manages projects.
  • Up to 40% in and out of town travel may be required for HR Managers working field operations or sales.
  • Exercise good judgment in dealing with highly sensitive and confidential information.

EEOC Statement

Grainger is an Equal Opportunity Workplace and an 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.


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