Director of Field Human Resources

• Lead the development and execution of focused strategies and initiatives that will increase our ability to attract and retain talent. Research new opportunities to build partnerships for talent recruitment purposes. Monitors recruiting needs and support the hiring managers through coaching, interview assistance, and the selection process. Ensure recruitment practices are consistent and provide an excellent candidate experience for new hires and existing employees applying for internal advancement opportunities.
• Partner with local HR Managers to evaluate and implement staffing processes that meet the demanding, ongoing talent acquisition needs at each Distribution Center. This includes the development and execution of focused initiatives that increase our ability to attract and retain talent.
• Provides Senior level HR consulting expertise to all levels of management and employees to provide effective and efficient HR support to an inclusive, diverse, and multi-cultural national workforce.
• Leads key human capital and workforce initiatives that support the business objectives and enabling functions.
• Audits HR processes/documents for the ongoing maintenance and compliance of employment policies within Readerlink's Personnel Policy. Provides communications and training to managers and staff related to new and revised policies, as appropriate. Also, administers the ongoing review of job descriptions
• Administers personnel and employee and labor relations programs.
• Serves as a change champion by developing and implementing a structured approach to change initiatives that will enable organizational growth.
• Consults with Senior VP of HR and management team to analyze and assess people's needs and issues. Develop and implement appropriate action plans.
• Ensure compliance with all applicable regulations (Federal, State, Local) laws and company policies/guidelines.
• Provides Affirmative Action program and administration in support of AAP, EEO and OFCCP compliance.
• Act as the HR lead for internal and external audits. Perform pre-audit activities to minimize risk and maximize audit results.
• Identifies opportunities and recommends changes to increase performance, reduce costs, and positively impact on HR metrics through analytical approaches, including the tracking of key data and analyzing trends.
• Manages of annual reporting including AAPs and local/state regulatory requirements.

Training and Development

• Responsible for the administration of programs and systems regarding employee training and development. These include, but are not limited to the development of a learning management system/process, execution of Leadership Development Programs.
• Lead D&I efforts and activities to ensure diversity goals are met, and fosters an inclusive environment.
• Oversee orientation and onboarding processes and develop action plans for improvement.
• Responsible for assisting stakeholders with formulating training programs and instructional methods, training aids such as handbooks, visual aids, videos, and tutorials.
• Evaluates and assists and may be responsible for designing training manuals and related materials, training classes, and training procedures.
• Implement and analyze employee learning and development programs, utilizing data-driven techniques and best practices
• Understand business needs and skill gaps and drives programs and solutions to resolve and fulfill needs
• Develop, assess, and maintain performance evaluations
• Develop talent succession and growth strategies
• Perform periodic training for all employee levels to include new business processes, policies, and compliance training.
• Identifies opportunities to develop and implement new practices/guidelines to achieve business goals.
• Implement HR initiatives to improve organization effectiveness, including performance management systems, talent development, organization design, and cultural development.

• Lead and drive employee engagement together with cultural change and integration related deliverables for the Distribution Centers.
• Help develop, understand, and effectively communicate organizational change initiatives. Actively support the roll out of continuous improvement efforts.
• Create and inspire the way we host internal in-person and virtual events to support our growing distributed teams; survey employees to ensure events resonate with staff and drive overall engagement.
• Spearhead employer branding initiatives: develop new ways we can bring the Readerlink employee experience to life (via blogs, videos, social, events, etc.
• Proactively develop new ideas- both big and small- to create memorable moments that surprise and delight throughout the employee experience.
• An outgoing champion of company culture; fosters relationships with employees at all levels.
• Maintains a pulse on employee culture through the execution of the Opinion Survey process. Execution includes:
• Partner with a vendor on survey set-up and administration
• Design and implement survey communication approach.
• Drive company-wide data analysis and assist ECR with survey feedback and action planning process for departments and managers.
• Lead the development of employee appreciation processes such as Recognition Program, Team Award, and Service Awards. Streamline existing programs using best practices.

• Partner with Environmental Health & Safety Director to promote and sustain a culture of safety across distribution center operations.
• Provide HR oversight and strategic guidance on workplace injury prevention, incident investigations, and regulatory compliance.
• Ensure appropriate management of Workers' Compensation programs, including claim review, carrier coordination, return-to-work strategy, cost containment initiatives and any assistance designed to support EHS strategy for the Distribution Centers.
• Other duties may be assigned, directed, or requested.

What You Will Need:

• Bachelor's degree in related business field or equivalent work experience is required.
• Minimum ten (10) years' relevant work experience, preferably in a distribution / manufacturing environment is required.
• Proven experience engaging and directing HR functions and teams and leveraging human capital to strengthen organizational capabilities.
• Functional HR experience in labor relations, employee relations, hourly, nonexempt, and exempt recruiting, consulting, leadership development, talent development, and/or compensation/benefit administration.
• Collaborate effectively across all levels of the organization to drive alignment and results.
• Lead teams and influence stakeholders both within and beyond the HR function.
• Oversee and manage people programs and processes with a holistic, strategic approach.
• Demonstrate the ability to manage multiple priorities independently and with minimal supervision.
• Maintain a positive, adaptable mindset in a dynamic environment.
• Promote a strong organizational culture through teamwork, engagement, and a sense of pride.
• Strong advanced experience in Microsoft Excel, Word, PowerPoint, and Outlook is required.
• Field HR Leadership - Leading HR strategy across multiple distribution centers
• Workforce Planning for High-Volume Operations - Managing large hourly populations, peak season ramp-ups, and contingent labor
• Labor Cost Management - Overtime control, productivity alignment, and headcount forecasting
• Operational Partnership - Aligning HR initiatives with safety, throughput, and service KPIs
• Change Management in Fast-Paced Environments - Supporting automation, system upgrades, and process transformations
• Strategic HR Planning - Aligning people strategy with business objectives
• Organizational Development - Driving structure, change, and workforce effectiveness
• Operations Partnership - Advising senior leaders on talent and organizational strategy
• Change Management - Leading transformation initiatives and culture evolution
• Workforce Planning & Talent Strategy - Anticipating talent needs and succession planning
• Data-Driven Decision Making - Leveraging HR metrics and analytics
• Talent Acquisition Strategy: Design and implement scalable recruiting programs that attract and retain top talent.
• Employee Engagement & Retention: Develop initiatives that strengthen employee commitment, enhance engagement, and reduce turnover.
• Performance Management Systems: Establish and optimize goal setting, feedback, and accountability frameworks to drive high performance.
• Leadership Development: Coach and develop leaders to build management capability and organizational effectiveness.
• Succession Planning: Identify high-potential talent and create development plans to ensure a strong leadership pipeline.
• Employment Law Compliance - Federal, state, and local labor law expertise
• Employee Relations - Conflict resolution, investigations,
• Compensation & Benefits Strategy - Market benchmarking, pay equity, and rewards design
• HR Policy Development - Creating compliant and scalable policies
• Payroll & HRIS Oversight - Managing systems, reporting, and process improvement
• Risk Management - Mitigating legal and employee-related risks
• Influential Communication: Deliver clear, persuasive messaging tailored to executive and cross-functional audiences.
• Negotiation & Conflict Resolution: Navigate complex discussions and resolve workplace challenges with professionalism and fairness.
• Coaching & Mentorship: Guide and develop employees and leaders to enhance performance and growth.
• Emotional Intelligence (EQ): Demonstrate strong self-awareness and interpersonal effectiveness in managing relationships and organizational dynamics.
• Confidentiality & Ethical Judgment: Handle sensitive information with discretion and uphold the highest standards of integrity.
• Cross-Functional Collaboration: Partner effectively across departments to drive alignment and achieve business objectives.
• Must have excellent communication skills, both written and verbal.
• Ability to speak with all levels of the organization and outside partners.
• Ability to communicate complicated information to others.
• Must be proficient in basic mathematics: addition, subtraction, multiplication, and division.
• Ability to do algebra, calculate figures and amounts and apply concepts such as fractions, percentages, ratios, and proportions to practical situations.
• Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form.
• A methodical and organized approach to problem-solving.
• The work performed is in an office environment.
• The noise level in the work environment is usually moderate at low decibels.
• Must be able to work in a fast-paced, team environment.
• Employee is occasionally exposed to vibration and dust.
• This role will be located in the Romeoville Facility five days a week.
• This individual will need to travel to the Corporate Headquarters in Oak Brook once or twice a week.
• Willingness to travel.