About the Role

The Corporate Human Resources (HR) Manager serves as the primary HR Business Partner supporting the Company's corporate functions. This role works closely with corporate leaders to support organizational effectiveness, workforce planning, employee engagement, and the consistent application of HR policies and practices.

This role also provides expertise and guidance on employee relations matters, policy interpretation, and employment practices, and leads or coordinates investigations of employee concerns received through the ethics hotline, or other reporting channels. The Corporate HR Manager partners closely with the Corporate Compliance team on hotline matters, providing support on sensitive or complex cases.

In addition, this role serves as "HR for HR," acting as the primary HR partner to the Human Resources organization and supporting the full employee lifecycle for HR team members across corporate and field locations. Responsibilities include partnering with Talent Acquisition on HR hiring needs, coordinating onboarding and offboarding, supporting performance management processes, and ensuring consistent application of HR policies and practices within the HR organization.

Job Responsibilities
• Managing People

o Job supervises a team, has the authority to hire and performance-manage a team.

o Job leads/supervises/manages 1-5 employees.
• HR Business Partnership & Strategic Support

o Serve as the primary HR Business Partner to all corporate functions, building strong relationships with business leaders to understand organizational priorities, workforce needs, and drivers of employee engagement and performance.

o Partner with corporate leaders on workforce planning, talent development, and employee engagement initiatives that support business objectives.

o Support enterprise HR initiatives, program rollouts, and special projects as assigned.
• HR Operations & Team Effectiveness

o Serve as the primary HR contact and business partner for members of the HR organization ("HR for HR"), providing guidance and support on employee relations matters, performance management, talent initiatives, policy interpretation, and other employment-related issues affecting the HR team.

o Support the HR organization through internal HR initiatives, coordination of HR communications, and activities related to the development and effectiveness of the HR team.
• Employee Lifecycle Management

o Support the full employee lifecycle for corporate and HR team members, including onboarding, development, performance management, and offboarding, while ensuring consistent application of company policies, procedures, and employment practices.
• Employee Relations & Investigations

o Analyze employee relations trends, hotline activity, and other HR metrics to identify risks, inform leadership, and support continuous improvement in HR practices and workplace culture.

o Manage and administer the company's employee relations case management and HR hotline processes, ensuring timely intake, documentation, investigation coordination, and resolution of employee concerns.

o Lead or coordinate investigations of employee concerns and complaints received through the ethics hotline, case management system, or other reporting channels. Conduct thorough fact-finding, interview relevant parties, document findings, recommend appropriate actions, and ensure timely resolution.

o Serve as a trusted advisor to leaders and employees on workplace matters, including policy interpretation, performance management, employee concerns, time-off matters, and other employment-related issues.
• Collaboration with HR Centers of Excellence (COEs)

o Collaborate closely with Corporate HR Centers of Excellence (COEs) including Talent Acquisition, Total Rewards, Talent Management, Leadership Development, and HR Systems, to ensure effective delivery of HR programs and services. This includes partnering on hiring needs and workforce planning, compensation and benefits programs, performance management, leadership development, and HR systems processes.
• Compliance & Risk Management

o Maintain up-to-date knowledge of federal, state, and local employment laws and partner with HR leadership to recommend updates to policies, practices, and procedures to ensure compliance.
• Safety

o Understand and put into practice appropriate safety procedures through education, training, use of protective equipment (as applicable), and adherence to safety policies, regulations, standards, and laws.
• Perform other duties as assigned.
• Education & Experience

o 5-10 years of progressive Human Resources experience in a related field preferred.

o 5+ years of HR Business Partner and/or HR Manager experience in a manufacturing environment preferred.

o Experience supporting large, geographically dispersed workforces, with the ability to balance enterprise consistency and local business needs.

o Experience in a unionized environment and working knowledge of collective bargaining agreements is a plus.
• HR Knowledge & Expertise

o Strong working knowledge of Human Resources disciplines, including employee relations, talent management, compensation and benefits, and performance management practices.

o Extensive employee relations experience, including conducting and overseeing complex investigations, managing high-risk situations, and ensuring consistent application of policies and practices.

o Strong working knowledge of federal, state, and local employment laws, including labor relations, wage and hour, and employee relations requirements.
• Leadership & Influencing Skills

o Proven ability to partner with senior leaders to develop and implement workforce strategies that support business objectives.

o Demonstrated ability to influence without direct authority, build strong relationships, and effectively coach leaders at all levels of the organization.

o Strong communication and interpersonal skills, with the ability to present information effectively, navigate sensitive situations, and foster open, honest, and trusting relationships.
• Analytical & Business Skills

o Strong analytical skills with the ability to interpret HR data, metrics, and trends to support decision-making and improve business outcomes.

o Effective project management skills, including managing multiple resources, priorities, milestones, and deliverables in a fast-paced environment.

o Strong attention to detail, with the ability to analyze information, maintain accurate records, and ensure thorough documentation and follow-through.
• Technical Skills

o Proficiency in Microsoft Office Suite and the ability to leverage other technologies and HR systems effectively.

o UKG proficiency is a plus.
• Additional Qualifications

o Ability to maintain confidentiality while handling highly sensitive information.

o Bilingual capability is a plus.
• Education

o BA/BS or equivalent is preferred.

o HR certification is a plus. (SHRM or HRCI)

Compensation & Benefits

The salary range posted represents the low and high end of OSI's salary range for this position. The salary range for this role is $104,648.00 to $156,972.00 USD, with a midpoint of $130,810 Offers are typically made between the minimum and midpoint of the range, based on skills, experience, and internal equity. In rare cases, highly qualified candidates may receive an offer above the midpoint; however, offers at the maximum of the range are not customary. Salaries will vary based on various factors, including but not limited to, location, education, skills, experience and performance. Base salary is one component of OSI's overall total rewards package. Other components may include bonuses, special pay programs, comprehensive time off, 401k with match and a full suite of benefit offerings for you and your family.

Work Environment

• This is a fully onsite position based in our Aurora Corporate office. OSI Corporate offices will relocate to Warrenville in the early Fall of 2026.
• Work is generally performed within a business professional office environment, with standard office equipment available.

• Work conditions are typical of an office & plant environment.

• This role requires 10% domestic travel.

• Position may require the physical agility of lifting up to 15 pounds

• Position may require frequent and/or infrequent bending, squatting, pushing, pulling, stretching/reaching, use hands or fingers, talk, hear, feel objects, tools, controls and standing/walking on concrete flooring.

• Position may require the physical ability to stand/walk for Less than 4 hours.