Manager, Human Resources

The American Lung Association has an excellent opportunity for a Manager, Human Resources. Working as a member of the Human Resources department, you will join an outstanding group of professionals dedicated to our mission: to save lives by improving lung health and preventing lung disease through research, education, and advocacy.

Serve as an HR advisor to assigned leaders, providing guidance on employee relations, performance management, talent development, compensation, organizational effectiveness, and other employment matters. Balance this advisory role with hands-on responsibility for key HR processes and systems, including salary administration, HRIS workflows, data, documentation and compliance activities.

Use a strong understanding of the organization’s mission and talent priorities to guide leaders toward fair, consistent employment decisions that balance employee needs, organizational priorities, and responsible stewardship.

Lead HR initiatives from assessment through implementation. Use sound judgment, workforce data, industry practices, and employment-law knowledge to identify risks, evaluate options, and recommend solutions. Partner with the CHRO and HR team on sensitive and complex matters involving organizational, legal, financial, or reputational risk.

Location: The position is located at the American Lung Association’s Chicago, Illinois office and will be a hybrid of in-person and virtual work.

Responsibilities:

HR Advisor

• Learn assigned departments’ priorities and talent needs to anticipate workforce challenges and provide practical HR solutions.
• Help leaders strengthen team structure, leadership practices, and collaboration within and across departments to improve team effectiveness and achieve goals.
• Help leaders plan and communicate change, anticipate employee concerns, and address issues that could disrupt team effectiveness, engagement, or trust.
• Educate leaders when decisions or practices have the potential to create risk.

Employee Relations and Performance Management

• Advise and coach leaders on employee-relations matters, including performance, conduct, workplace conflict, corrective action, and employment separations.
• Conduct objective, timely, and well-documented workplace investigations; assess findings and recommend appropriate action, consult with the CHRO or legal counsel as warranted.
• Ensure employment decisions are fair, consistent, appropriately documented, and aligned with policy and applicable law.
• Identify recurring employee-relations issues and recommend broader solutions, such as leadership coaching, training, policy clarification, or process improvements

Talent Management & Professional Development

• Advise leaders on talent and performance needs, including onboarding, professional development, engagement and recognition.
• Support organization-wide talent and performance initiatives, including planning, communications, training, tools, and implementation.
• Provide coaching and training that strengthens manager and employee effectiveness.
• Use employee feedback and workforce data to assess effectiveness and improve programs and practices.

Compensation Planning & Administration

• Advise leaders on compensation decisions and pay conversations, using market data, internal equity, performance, and organizational guidelines to support equitable, financially responsible outcomes.
• Monitor compensation and workforce data to identify inconsistencies or risks and recommend action.
• Maintain accurate job classifications and workforce data to support compliant and consistent administration of compensation and talent programs.

Policy, Compliance & Risk

• Monitor employment law and regulatory developments and recommend needed policy or practice changes.
• Lead the development, implementation, and communication of assigned employment policies and procedures.
• Identify employment-practice risks and work with the CHRO to implement appropriate controls or corrective measures.
• Maintain appropriate documentation to support compliant employment decisions and HR practices.

Qualifications:

• Bachelor’s degree in HR, business, organizational development, or related field, or equivalent relevant experience. Master’s degree or PHR/SPHR certification preferred.
• Five or more years of progressive HR experience, with significant employee relations experience advising managers on performance, corrective action and other team concerns.
• Demonstrated experience advising managers on compensation decisions and employee pay concerns, applying established compensation strategy and practices, internal equity, and market data.
• Strong knowledge of HR practices and employment law, with the ability to research and apply requirements across multiple jurisdictions.
• Strong judgment and advisory skills, with the ability to diagnose underlying issues, recommend practical solutions, influence decisions, and constructively challenge leaders when appropriate.
• Ability to balance advisory work with ongoing administration of HR processes and systems, including HRIS workflows, data, and reporting. Experience with ADP Workforce Now preferred.
• Strong analytical, project management, and communication skills, with the ability to use workforce data to identify issues and support decisions.
• Ability to build trusted relationships at all levels and exercise sound judgment about when to involve the CHRO, other HR colleagues, or legal counsel.
• Experience in a nonprofit, association, mission-driven, or similarly complex organization preferred.
• Demonstrated commitment to fair, consistent, inclusive, and transparent employment practices.
• Consistent with its mission, the American Lung Association maintains a smoke-free workplace; all employees must abstain from tobacco use in any form, including vaping.

Compensation: Exact compensation may vary based on skills, experience, and location. The target hiring range for this position is between $82,000 and $93,000 per annum.

Benefits: The Lung Association offers a comprehensive benefits package including:

• Paid Leave - 10 vacation days in the first year (15 days thereafter), 2 personal days and 15 sick days per year, as well as 12 company-paid holidays per year. We also offer Paid Parental Leave for eligible employees.
• Insurance - Employees (and their eligible dependents) can enroll in our medical, dental, and vision plans, as well as voluntary plans for critical illness, accident, hospital indemnity, short-term disability and supplemental life/AD&D insurance. Employees will be enrolled in company-paid life/AD&D and long-term disability Insurance coverage.
• Retirement Plan - Eligible employees can participate in our 401(k) Defined Contribution Retirement Plan, which offers matching employer contributions (up to 4%) and year-end discretionary non-elective contributions.

Equal Employment Opportunity

The American Lung Association is an equal opportunity employer. It is the policy of the American Lung Association to prohibit discrimination and harassment of any type and to provide equal employment opportunities to employees and applicants, without regard to their race, color, sex, sexual orientation, age, marital status, religion, national origin, alienage or citizenship status, genetic predisposition or carrier status, or physical and/or mental disabilities, veteran status, or any other status protected by law.

Policy Statement

It is the policy of the American Lung Association to prohibit discrimination and harassment of any type and to provide equal employment opportunities to employees and applicants, without regard to their race, color, sex, sexual orientation, age, marital status, religion, national origin, alienage or citizenship status, genetic predisposition or carrier status, or physical and/or mental disabilities, veteran status, or any other status protected by law. This policy applies in all employment actions including recruitment, hiring, promotions, transfers, corrective actions, terminations, compensation, benefits and training.