HR Coordinator Location: Evanston, Illinois (Northwestern University – Ryan Field) Work Arrangement: Onsite Part-time Employment Type: Not specified (appears to be Hourly) Pay: $20.00–$22.00 per hour We Make Applying Easy! Want to apply to this job via text messaging? Text JOB to 75000 and search requisition ID number 1537632. The advertised program is an AI recruiting assistant that helps you apply to jobs with Compass Group. Message frequency varies. Message and data rates may apply. Text STOP to opt out or HELP for help. Terms and conditions: http://olivia.paradox.ai/moSkg Diversity of thought and inclusion for all is what drives our success - we invite you to start your journey with us today! Are you looking for a job with competitive wages, one in which you can learn and grow and be a part of a great team? We're hiring! Great team member perks like Instapay (early access to your wages) and high interest savings both through the EVEN app. From the stadium to the head table, Levy leverages unbridled creativity, custom strategies, impeccable service, and true love for great food to create unforgettable experiences. Founded in Chicago 40 years ago as a Delicatessen, Levy now finds itself as a leading presence in the Food, Beverage, and Retail industry across 200 plus Entertainment, Sports, and Restaurant venues across the country. For more information on what we are about as a company, check us out by following the link below: http://www.levyrestaurants.com/who-we-are/ Job Summary Summary: Provides administrative support to the Human Resources Director on all personnel matters. Assists with payroll processing. Essential Duties and Responsibilities: - Performs customer service functions by answering employee requests and questions. - Conducts benefits enrollment for new employees. - Verifies I-9 documentation and completes I-9 forms; tracks and initiates updates as required. - Submits online investigation requests and assists with employee background checks. - Conducts audits of payroll, benefits or other HR programs; recommends any corrective action. - Updates HR spreadsheet with employee change requests and processes paperwork. - Assists with processing terminations. - Assists with the preparation of performance review forms. - Assists HR Manager with various research projects and/or special projects. - Assists with the recruitment and interview process. - Assists with the various employee discount coupons by contacting companies as directed by HR Manager. - Schedules meetings and interviews as requested by HR Manager. - Schedules conferences by reserving facilities at local hotels and/or restaurants. - Makes photocopies, faxes documents and performs other clerical functions. - Files papers and documents into appropriate employee files. - Prepares correspondence. - Prepares new employee files. - Processes mail. - Performs other duties as assigned. Apply to Levy today! Levy is a member of Compass Group USA Click here to Learn More about the Compass Story Compass Group is an equal opportunity employer. At Compass, we are committed to treating all Applicants and Associates fairly based on their abilities, achievements, and experience without regard to race, national origin, sex, age, disability, veteran status, sexual orientation, gender identity, or any other classification protected by law. Certain positions may require Florida Level 2 background screening. Details: https://info.flclearinghouse.com/ Associates of Levy are offered many fantastic benefits. - Instapay (early access to your wages) and high interest savings both through the EVEN app - Associate Shopping Program - Health and Wellness Program - Discount Marketplace - Employee Assistance Program For positions in Washington State, Maryland, or to be performed remotely, copy/paste the link below for paid time off benefits information. https://www.compass-usa.com/wp-content/uploads/2023/08/2023_WageTransparency_Levy.pdf

• Partner with and provide support to management on employee relations issues, including but not limited to: conducting investigations and disciplinary actions (including involuntary terminations). • Support our legal partners and assist in their work to respond to EEOC charges. • Provide coaching and conflict resolution to management and employees. • Track trends and makes recommendations for improvement to HR or department management. • Serve as a subject matter expert on employment laws and regulations. • Maintain a comprehensive understanding and serves as a subject matter expert on Federal, State, and Municipal employment law and regulations to ensure compliance and to mitigate risk to the organization. • In coordination with the Sr.HR Business Partner and HR senior Leadership, create and interpret company policies and procedures. • Provide input and recommendations regarding current HR policies and procedures to HR senior Leadership and HR functional areas. • Reinforce initiatives within respective client group as defined by the Sr.HR Business Partner or business unit management. • May work with Sr.HR Business Partner and HR Director to support enterprise-wide employee engagement initiatives.

• Assist with recruiting activities by vetting candidates, scheduling interviews, and maintaining candidate records. • Review and track employee write-ups and disciplinary documentation. • Ensure payroll hours are accurately tracked, reviewed, and approved. • Collaborate with management to resolve payroll-related discrepancies. • Maintain employee records and HR documentation in accordance with company policies. • Support ongoing HR administrative processes and employee record management. • Track and manage vehicle registrations and licensing requirements. • Monitor compliance deadlines, renewal schedules, and required documentation. • Maintain accurate compliance records and supporting documentation.

• Leads a team of HR Business Partners to ensure HR strategies are consistently implemented across the network. • Own the People Team relationship with our operations leaders (RVP, AD, GM); articulating HR’s value through measurable business outcomes (e.g., retention, internal fill rate, time-to-fill, succession plan readiness, talent and performance, etc.). • Convert company and regional business priorities into a 12–24 month people plan with clear KPIs, milestones, and ROI. • Coach senior leaders to elevate enterprise leadership behaviors; build managers’ capability to lead change, give/receive feedback, and manage performance. • Establishes direction and priorities for the regional HR team and direct reports, while identifying capabilities and competencies to develop top HR talent in their region. • Partners with other HRBP leaders (e.g., EMEA, LACAR, FSC) to ensure an enterprise mindset as we support the company’s global people strategy. • Leverage cross-COE solutions (Comp/Benefits, TA, Talent Management, Learning, Leadership Development, Communications) to solve complex challenges, and proactively engage with COEs when process or work product refinement is needed. • Champion and take accountability for the full talent lifecycle, from talent attraction, selection, onboarding, performance enablement, development, movement. • Drive rigorous talent reviews and succession planning; increase bench strength in ‘ready-enough’ and ‘ready in 12 months’. • Partner with workforce optimizations (WFO) to help model scenarios (cost vs efficiency trade-offs) while keeping safety and guest experience at the forefront. • Diagnose org effectiveness (spans/layers, role clarity, decision rights, skills) and lead redesigns that improve speed, quality, and accountability. • Plan and lead regional components of transformations (e.g., systems, operating model, M&A integration); define impacts, readiness, and adoption metrics. • Use data to proactively spot risks/opportunities (attrition, vacancy rate, safety, employee relations). • Meet and exceed new HRBP KPIs and review monthly with operations leaders, adjusting actions to increase performance. • Partner with TA to forecast needs and accelerate time-to-fill for critical roles. • Serve as escalation point for complex union and/or employee relations matters to the Director, Labor and Employee relations. • Manage an HR budget in accordance with company spend/savings objectives and ensure fiscal responsibility within their team