Senior Human Resources Business Partner, People Operations
Progressive Components | Wauconda, IL | Exempt Work Arrangement: Hybrid; onsite Tuesdays and as business needs require. Please note that the work arrangement described is subject to change based on business needs and is not guaranteed to be final.
About the Role
Progressive Components is an employee-owned company with a strong culture, practical values, and a commitment to continuous improvement. We are seeking a forward-thinking Senior Human Resources Business Partner, People Operations, to provide practical HR leadership and operational support across the organization.
This role is ideal for an experienced HR professional who enjoys partnering with managers and employees while owning key HR functions, including employee relations, benefits and leave administration, payroll, employee engagement, HR operations, reporting, and employee lifecycle processes.
The successful candidate will bring strong HR judgment, credibility, and a continuous improvement mindset. They will be comfortable leveraging HR technology, reporting tools, and AI-enabled resources to improve efficiency, strengthen self-service, and enhance the employee experience. This is a hands-on HRBP role where culture, trust, confidentiality, accountability, and follow-through are highly valued.
What You'll Do
Partner with Managers and Employees
Serve as a trusted HR advisor to managers and employees.
Provide guidance on employee relations, performance management, corrective action, investigations, workplace concerns, and separations.
Coach leaders on communication, accountability, leadership effectiveness, and consistent application of HR practices.
Support employee engagement, address concerns proactively, and reinforce Progressive Components' culture and values.
Lead People Operations and Employee Lifecycle Processes
Manage and continuously improve employee lifecycle processes, including onboarding, offboarding, leaves, employee records, and HR documentation.
Ensure HR processes are accurate, compliant, and consistently executed.
Utilize HR systems, reporting tools, and workflow resources to improve efficiency, communication, and employee support.
Track key HR metrics and identify opportunities for process improvement.
Manage Payroll Administration
Own payroll processing and administration in coordination with Finance and external vendors.
Review payroll data, employee changes, benefits, deductions, PTO, and related transactions to ensure accuracy.
Maintain payroll documentation, controls, and audit processes to support compliance and continuity.
Support Benefits, Leaves, and Compliance
Coordinate benefits administration, open enrollment, employee life events, leaves of absence, accommodations, workers' compensation, and related communications.
Partner with brokers, carriers, TPAs, legal counsel, and other advisors as needed.
Ensure employee inquiries are resolved appropriately, and compliance-sensitive matters are properly documented and escalated.
Strengthen HR Systems, Data, and Reporting
Maintain HRIS data, reporting, dashboards, and workforce-related records.
Monitor data integrity, identify reporting needs, and provide insights that support business and HR decision-making.
Leverage technology and reporting tools to improve efficiency, accuracy, and service delivery.
Support Culture, Engagement, and Organizational Effectiveness
Support initiatives related to employee engagement, culture, change management, employee-owner education, workforce planning, and leadership communication.
Translate HR and organizational initiatives into practical guidance for managers and employees.
Foster employee trust, engagement, retention, and a positive employee-owner experience.
Technology and Continuous Improvement
Leverage HR technology, reporting tools, and AI-enabled productivity resources to improve workflows, reporting, and employee self-service.
Identify opportunities to simplify processes, reduce manual work, and enhance operational effectiveness while maintaining confidentiality and sound judgment.