• Monitor and respond to the HR inbox, providing first-level support for employee inquiries regarding benefits, policies, and general HR topics • Manage benefit enrollments in Paylocity, ensuring accuracy for new hires, terminations, and life event changes • Coordinate transfers, enrollments, and terminations with benefit vendors (Cigna, American Worker, and others) • Serve as a first point of contact for insurance-related questions, helping employees navigate their coverage • Administer parental leave and FMLA requests end-to-end — tracking, paperwork, and communication • Manage workers' compensation claims, coordinating with employees and vendors through the process • Maintain accurate and confidential employee records in compliance with applicable regulations • Support onboarding for new hires, including benefits orientation and systems setup • Process employment verifications and related documentation • Assist with data entry, HRIS maintenance, and ongoing workflow automation in Paylocity • Help develop and document HR processes and standard operating procedures • Provide general support to the HR Manager on projects, reporting, and special initiatives

Job DetailsJob Location: Oakbrook Terrace, IL 60181Salary Range: $20.00 - $22.00 HourlyXcite Automotive is now seeking a fully remote, Bilingual in Spanish, HR Coordinator to support our HR and Recruiting team! The HR Coordinator supports the full-cycle recruitment process and ensures a smooth, efficient onboarding experience for new hires. This role partners closely with hiring managers, recruiters, and HR team members to coordinate pre-employment requirements, manage new hire documentation, and deliver a professional, timely, and engaging candidate experience. Prepare and send new hire background checks, and onboarding documentation. Track completion of all pre-employment requirements including but not limited to I-9, background checks, certifications, etc. Coordinate new hire start dates and communicate details to hiring managers and stakeholders. Ensure a smooth, timely, and professional onboarding experience. Identify opportunities to streamline the recruiting and onboarding process and enhance overall experience. Ensure compliance with federal and state employment regulations and company policies. Run recruitment and onboarding reports as requested. Help ensure compliance with HR policies, procedures, and employment laws. Support HR initiatives, programs, and employee engagement activities. Qualifications Must be bilingual in Spanish 1–2 years of experience in HR, recruiting, or administrative support (preferred). Experience with an applicant tracking system (ATS) or HRIS, Paycom (preferred). Strong organizational and time-management skills with the ability to manage multiple priorities. Excellent communication and interpersonal skills; strong customer service mindset. High attention to detail and accuracy. Ability to work with discretion and maintain confidentiality. Proficiency in Microsoft Office (Excel, Outlook, Word) or Google Workspace.

This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description PDMI is looking for a Chief Human Resources Officer (CHRO) who will serve as our senior HR leader, responsible for setting the enterprise people strategy and strengthening culture, leadership effectiveness, and organizational performance. This role partners closely with executive leadership to align talent, engagement, change management, compensation strategy, and HR capabilities with business priorities and growth needs. The CHRO provides strategic direction and oversight across core HR functions, ensuring consistent execution, measurable outcomes, and a strong employee experience through scalable frameworks, data-driven insights, and accountable leadership practices. Key Responsibilities - Lead PDMI's people strategy to support business priorities, growth, and day-to-day operational needs. - Lead organizational development efforts that strengthen clarity, collaboration, accountability, and overall organizational effectiveness. - Serve as executive sponsor for PDMI's operating framework (including EOS), ensuring consistent adoption of organizational disciplines, tools, and performance practices across teams. - Coach and advise executive and senior leaders on leading teams effectively, strengthening accountability, and driving performance through clear communication and change leadership. - Assess organizational health and capability gaps and drive solutions that improve scalability, consistency, and execution across PDMI. - Lead change management efforts to ensure successful adoption of new systems, processes, structures, and cultural shifts. - Partner with the Manager, Organizational Learning and Strategy to provide strategic oversight of leadership development initiatives, ensuring development pathways support leaders at all levels and align with organizational expectations. - Own PDMI's employee engagement and listening strategy; analyze trends, guide action planning, and ensure accountability for improving engagement, retention, and employee experience. - Lead compensation strategy and governance, including philosophy, benchmarking approach, structure design, and guidance to ensure equitable and competitive compensation practices. - Oversee HR functional execution across talent acquisition, performance management, employee relations, payroll, benefits, training, compliance, and workforce planning—ensuring an integrated, consistent employee experience. - Ensure HR policies, practices, and decisions remain compliant, risk-balanced, and consistent with PDMI's values and culture expectations. - Partner cross-functionally to align workforce needs, talent strategies, and organizational structure with business direction and operational performance objectives. - Leverage people analytics, survey data, and operational metrics to inform HR strategy, identify trends, and measure organizational impact. - Champion modernization of HR infrastructure through process improvement, automation, and HR systems optimization. - Reinforce and model PDMI's leadership expectations and cultural standards, promoting transparency, accountability, inclusion, and continuous improvement. Qualifications - Bachelor's degree in Human Resources, Organizational Development, Business Administration, Organizational Psychology, or related field required. - Master's degree in a related field preferred. - 10+ years of progressive leadership experience in Human Resources, organizational development, or related disciplines, including experience leading HR strategy at a senior level required. - Demonstrated experience driving organizational effectiveness, culture, engagement, leadership development, and change management required. - Experience advising executive leadership and influencing decision-making across all levels of an organization required. - Experience leading HR operations and ensuring compliance within a multi-state workforce preferred. - Experience working in a highly regulated industry such as healthcare, pharmacy, or technology preferred. Benefits - Best Employer: PDMI was voted Best Employer in Ohio for the 5th consecutive year in 2025! - Meaningful Work: Contribute to improving healthcare quality and efficiency. - Collaborative Environment: Work with passionate professionals who share your drive. - Exciting Challenges: Every day brings new opportunities to excel. - Flexible Work: Fully remote opportunity with a company that cares.

Employment Type: Full timeShift: Description: Purpose Frontline, department-based. Supervises daily functions of assigned department. Provides clear direction & manages / advances people, processes, structures & / or programs that support direct / indirect care. The leader demonstrates behaviors in alignment with culture & creates / supports comprehensive strategies & measures progress to achieve desired outcomes. Frontline, department-based. Supervises daily functions of assigned department. Provides clear direction & manages / advances people, processes, structures & / or programs that support direct / indirect care. The leader demonstrates behaviors in alignment with culture & creates / supports comprehensive strategies & measures progress to achieve desired outcomes.Essential Functions Our Trinity Health Culture: Knows, understands, incorporates & demonstrates our Trinity Health Mission, Values, Vision, Actions & Promise in behaviors, practices & decisions. Work Focus: Responsible for the daily operations & the oversight of staff. Supervisors work in collaboration with department managers to manage staff & department effectively. Participates in & contributes to the performance management / review process. Implements departmental plans & priorities identified by accountable leaders. May participate & recommend in the hiring & selection process. Responds promptly & directly to meet or exceed customers’ needs. Process Focus: Follows standards of performance & work processes in designated areas. Coordinates staff scheduling & assignment. Reviews & approves administrative functions (time, payroll, expense). Stewards productive use of resources (e.g., people, financial, equipment, supplies, materials) to achieve assigned commitments, experiences & quality standards. Communication: Employs effective & respectful written, verbal & nonverbal communications. Develops an environment of mutual confidence & trust through collaborative relationships. Effectively communicates goals, standards, program expectations, service performance & how the work serves Trinity Health objectives. Proactively recognizes, addresses & / or escalates organizational, operational, or team conflicts. Environment: Performs work in an environmentally safe, professional & healthy manner. Self-monitors & initiates corrections & / or seeks guidance when needed. Demonstrates flexibility & self-direction by responding as a team player. Helps to create a positive work environment that promotes productivity. Accountable for continuous self-development & supporting the growth of others. Maintains a Working Knowledge of applicable federal, state & local laws / regulations, Trinity Health Integrity & Compliance Program & Code of Conduct, as well as other policies, procedures & guidelines in order to ensure adherence in a manner that reflects honest, ethical & professional behavior & safe work practices. Functional Role - Delivers accurate, efficient, high-quality service to enhance the colleague experience, acting as a key resource for escalated concerns related to Leaves of Absence timekeeping, coding & wage & hour compliance. Applies advanced knowledge of federal & state / local timekeeping requirements, union contracts, benefit deductions & HRIS / timekeeping system reporting. - Provides strategic guidance & subject matter expertise on leave programs, partnering with legal, labor relations, HR consultants & operations leads, Payroll & vendors to resolve complex cases, reduce risk exposure & ensure compliance with federal, state & local regulations. - Oversees & supports the implementation of leave-related policies, procedures & technologies, ensuring all aspects of non-paid, paid leaves and timekeeping are cared for. Responsible for documenting process workflows, creating job aids & supporting implementation activities. Ensures all process documentation & internal resources are current & readily accessible to appropriate teams. - Functions as an operational leader within HR Shared Services by supervising workstreams, supporting day-to-day activities & serving as an escalation point. Responsible for team management, including hiring, performance evaluations & employment decisions. Operates as a backup to the manager when needed. - Oversees leave management timekeeping, coding & administrative activities such as approving transactions, generating reports, conducting audits & ensuring data integrity & accuracy. - Serves as the primary escalation point & subject matter expert for complex cases, ensuring thorough evaluation & resolution. Applies advanced knowledge of ADAAA, FMLA, union contracts, benefits design & organizational policies to guide decision-making & minimize risk. Supports delivery of specialized HR services within HR Shared Services & participates as a subject matter expert on cross-functional teams. - Maintains expert knowledge through active involvement in HR networks & user groups, staying informed on legal updates & industry best practices relevant to leave management. - Collaborates on reporting & analytics, gathering data to assess performance metrics, identify trends & support decision-making. Prepares & delivers regular updates to HR leadership & regional management teams. Leads meetings & webinars delivering to both small & large audiences. - Oversees complex, escalated cases for timekeeping & payroll related leave items. Reviews documentation & works with appropriate cross functional teams to resolve cases & minimize exposure & risk. - Leads or contributes to special projects, such as onboarding for acquired entities, process transformation & system rollouts, ensuring coordinated communication & timely execution. - Supports a culture of confidentiality, compliance & respect, consistently upholding privacy regulations such as HIPPA & internal data protection standards. Minimum Qualifications Must possess a comprehensive knowledge of Human Resources, as normally obtained through a Bachelor's degree in a field requiring analysis, at least four (4) years of progressively more responsible related work experience & / or an equivalent combination of education & experience. Must possess considerable & in-depth knowledge of benefits & well-being & related payroll laws & regulations (ERISA, HIPAA, FMLA, ADAAA & federal / state / local laws). Additional Qualifications (nice to have) Certifications related to Absence Management & / or Human Resources. Experience working in multiple software / computer systems, such as UKG, Workday, Microsoft Teams, Microsoft Office (Word, Excel, PowerPoint) & comfortable learning new systems as needed. Presentations of data-driven reports. Our Commitment Rooted in our Mission and Core Values, we honor the dignity of every person and recognize the unique perspectives, experiences, and talents each colleague brings. By finding common ground and embracing our differences, we grow stronger together and deliver more compassionate, person-centered care. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other status protected by federal, state, or local law.