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Director Google Human Resources Jobs in Wheeling, IL

Visterra Landscape Group

HR Director

Des Plaines, IL · On-site

$140K - $160K/yr

Role Overview The Regional Director of Human Resources (HR Director) is responsible for leading and executing Visterra Landscape Group's HR strategy across an assigned region. This role supports ...

Visterra Landscape Group

HR Director

Rosemont, IL

Role Overview The Regional Director of Human Resources (HR Director) is responsible for leading and executing Visterra Landscape Group's HR strategy across an assigned region. This role supports ...

Traffic Tech Inc.

Human Resources Director

Chicago, IL · On-site

HUMAN RESOURCES DIRECTOR What the Job Entails: * Providing leadership and direction across global offices in the U.S., Latin America, and Europe. * Direct complex employee relations matters across ...

The Sterling Choice

Human Resources Director

Chicago, IL · On-site

$140K - $180K/yr

HR Director (Operations-Focused) Chicagoland | $140,000 - $180,000 + Bonus The Opportunity This is not a traditional HR leadership role. We're partnering with a growing food manufacturing business ...

Acadia Healthcare

Human Resources Director

Chicago, IL · On-site

$103K - $115K/yr

As a key member of the leadership team, the HR Director will lead the Human Resource initiatives to provide an employee oriented, high-performance culture that emphasizes empowerment, quality ...

CXponent

Human Resources Director

Chicago, IL · On-site

$125K - $150K/yr

Having recently partnered with Shore Capital Partners, known for rapidly scaling businesses, the organization is entering its next phase of growth and is seeking its first HR Director(Director of ...

Acadia Healthcare

Human Resources Director

Chicago, IL · On-site

$103K - $115K/yr

As a key member of the leadership team, the HR Director will lead the Human Resource initiatives to provide an employee oriented, high-performance culture that emphasizes empowerment, quality ...

Acadia Healthcare

Human Resources Director

Chicago, IL

$103K - $115K/yr

As a key member of the leadership team, the HR Director will lead the Human Resource initiatives to provide an employee oriented, high-performance culture that emphasizes empowerment, quality ...

CXponent

Human Resources Director

Chicago, IL · On-site

Having recently partnered with Shore Capital Partners, known for rapidly scaling businesses, the organization is entering its next phase of growth and is seeking its first HR Director(Director of ...

Keurig Dr Pepper

Director, Human Resources

Northlake, IL · On-site

$146.70K - $190K/yr

You will report to the Sr Director Human Resources for the North DSD Business Unit. This position will be based out of our Northlake, IL facility and will work along with the team on a hybrid ...

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All JobsDirector Google Human Resources JobsDirector Google Human Resources Jobs in Wheeling, IL

Director Google Human Resources information

See Wheeling, IL salary details

$39.9K

$120.7K

$188.4K

How much do director google human resources jobs pay per year?

As of May 28, 2026, the average yearly pay for director google human resources in Wheeling, IL is $120,726.00, according to ZipRecruiter salary data. Most workers in this role earn between $91,600.00 and $141,300.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Director of Google Human Resources, and why are they important?

To thrive as a Director of Google Human Resources, you need extensive experience in HR management, strategic planning, and a relevant degree such as in human resources or business administration. Familiarity with HRIS platforms, data analytics tools, and certifications like SHRM-SCP or SPHR are highly valued. Exceptional leadership, change management, and interpersonal communication skills set top candidates apart. These abilities are crucial for aligning HR initiatives with Google's innovative culture and business objectives, ensuring effective talent management and organizational growth.

What are some common challenges faced by a Director of Human Resources at Google, and how can they be addressed?

A Director of Human Resources at Google often navigates challenges such as managing rapid organizational growth, fostering a diverse and inclusive culture, and adapting HR strategies to support both innovation and compliance. Balancing the needs of global teams while ensuring alignment with Google's core values requires strong communication and change management skills. Proactively leveraging data-driven decision-making, collaborating closely with leadership, and continuously seeking feedback from employees are effective ways to overcome these challenges and drive organizational success.

What does a Director of Google Human Resources do?

A Director of Google Human Resources oversees the strategic management of HR functions within the company, ensuring alignment with Google's organizational goals and culture. They lead teams responsible for talent acquisition, employee relations, diversity and inclusion, performance management, and organizational development. The Director collaborates with senior leadership to develop policies, foster a positive work environment, and implement programs that support employee growth and satisfaction. They play a key role in shaping Google's workplace culture and ensuring compliance with employment laws and best practices.

What is the difference between Director Google Human Resources vs HR Manager?

AspectDirector Google Human ResourcesHR Manager
ResponsibilitiesOversees HR strategy, policy development, and large-scale initiativesManages daily HR operations, employee relations, and recruitment
Required CredentialsBachelor’s or Master’s in HR, Business, or related field; extensive experienceBachelor’s degree in HR or related field; relevant HR experience
Work EnvironmentStrategic, leadership-focused, often in corporate headquartersOperational, team management, often in regional offices
Industry UsageCommon in large tech companies like GoogleWidely used across industries for HR team leadership

The main difference between a Director Google Human Resources and an HR Manager lies in scope and strategic focus. The Director typically leads HR strategy and policy at a high level, while the HR Manager handles daily HR operations. Both roles require HR-related credentials, but the Director’s role is more strategic and senior.

What are the most commonly searched types of Google Human Resources jobs in Wheeling, IL? The most popular types of Google Human Resources jobs in Wheeling, IL are:
What job categories do people searching Director Google Human Resources jobs in Wheeling, IL look for? The top searched job categories for Director Google Human Resources jobs in Wheeling, IL are:
What cities near Wheeling, IL are hiring for Director Google Human Resources jobs? Cities near Wheeling, IL with the most Director Google Human Resources job openings:
Director Google Human Resources jobs near you
Infographic showing various Director Google Human Resources job openings in Wheeling, IL as of May 2026, with employment types broken down into 68% Full Time, and 32% Part Time. Highlights an 100% In-person job distribution, with an average salary of $120,726 per year, or $58 per hour.
Director, Human Resources

Director, Human Resources

Heartland Human Care Services

Chicago, IL • On-site

$104.62K - $140K/yr

Full-time

Posted 13 days ago

Job description

Title: Director, Human Resources

Location: 4822 N. Broadway Chicago, IL 60640

Schedule: Monday to Friday (8:30am-5:00pm) Hybrid, on site at least three (3) days per week

Summary:

The Director, Human Resources, serves as a strategic and operational leader responsible for delivering comprehensive HR support across the organization. This role leads the HR Business Partner function while owning all aspects of employee and labor relations, ensuring alignment between people strategies and business objectives.

This position partners closely with leadership to drive workforce effectiveness, manage employee relations risk, support a unionized workforce, and ensure consistent, compliant HR practices. The Director plays a critical role in shaping a high-performing culture while balancing operational needs, employee experience, and regulatory requirements.

Essential Functions:

Duties & Responsibilities

HR Business Partnership & Strategic Support

  • Serve as a trusted advisor to leaders on workforce strategy and organizational design
  • Lead HR Business Partner function to deliver consistent support
  • Support workforce planning, succession planning, and performance management

Employee & Labor Relations

  • Lead employee relations and workplace investigations
  • Manage union engagement, grievances, and contract interpretation
  • Advise leadership on disciplinary actions and risk mitigation

People Operations

  • Leads and manages the People Operations teams responsible for Benefits, Compensation, Payroll, HRIS, Recruitment, and Learning & Development.
  • Ensures efficient, accurate, and service-oriented HR processes across the full employee lifecycle.
  • Develops and maintains HR processes, SOPs, and service-level expectations to drive consistency and quality.
  • Implements process improvements that enhance data accuracy, minimize manual work, and optimize employee and manager experiences.
  • Ensures alignment across HR functions through strong communication, collaboration, and operational integration.
  • Ensures compliance with ERISA, ACA, HIPAA, COBRA, FMLA, and other regulatory requirements.
  • Oversees the design and management of learning and leadership development initiatives.
  • Partners with leaders to identify skill gaps and create development pathways.

Supervisory Responsibilities (if applicable):

Benefits, Payroll, HRIS, Recruiting

Education and Experience:

  • Bachelor’s Degree from an accredited institute of higher learning in human resources management, business administration, or related fields. Master’s degree preferred.
  • Minimum ten (10) years of progressive Human Resources experience required.
  • Minimum seven (7) years of HR management at the Director level or above required.
  • Previous experience working in a union environment and with grievance management
  • Work experience in a nonprofit organization is a plus

Certifications/Licenses:

Human Resource Certification at SHRM PHR or SPHR level required. Lean or other process improvement certification, is a plus.

Knowledge/Skills/Abilities (K/S/A):

    • Strong expertise in HRIS systems, payroll operations, benefits, and compensation programs.
    • Strong understanding of employment law, payroll regulation, and HR best practices.
    • Strong Union Relations
    • Advanced analytical skills with the ability to translate data into actionable insights.
    • Excellent communication, training, and relationship-building skills.
    • High level of professionalism, confidentiality, and judgment.
    • Strong project management and organizational skills.
    • Ability to lead through change and drive cross-functional alignment.
    • Skilled in process optimization, technology adoption, and systems thinking.
    • Excellent communication skills. Strong networker, relationship builder and communicator with experience collaborating with diverse work teams and stakeholders.
    • Demonstrated ability to handle confidential and sensitive information possessing skills to handle situations in a professional and diplomatic manner.
    • A high degree of collaboration and emotional intelligence, self-motivation, and analytical ability.
    • Proficiency in Microsoft Office, Internet Explorer, Outlook/Exchange; Windows operating systems; and other software routinely used by HHCS.
    • Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.
    • Strategic thought partnership and consultancy skills.

Work Arrangement:

Work arrangement: This role is eligible for a hybrid work arrangement; it is expected this person be on site at least three days per week and would be able to meet for "in person" meetings when needed or at the request of others. In-person meetings may be required on a regular basis (weekly, monthly, etc.). There may also be the availability to work from home when appropriate.

Work Environment:

  • The noise level in the work environment is usually moderate.
  • Some program sites operate on a 24/7 basis, 365 days per year. To meet both the needs of our participants and contractual obligations, employees are required to be flexible in regards to scheduling and work location.
  • Program sites are located throughout the Chicago area, including the North and South sides of Chicago, as well as the suburbs. Employees may be required to report to any one of our locations on a temporary or permanent basis.


Physical Demands:

  • While performing the duties of this job, the employee is regularly required to talk and hear.
  • The employee is regularly required to sit, stand and walk.
  • The employee must be able to stoop, kneel and/or crawl.
  • The employee is regularly required to use hands to key, handle, or feel and reach with hands and arms.
  • The employee must occasionally lift and/or move up to 25 pounds.
  • The employee must have unrestricted ability to provide physical restraint.
  • Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.


Equal Opportunity Employer Statement

HHCS is an Equal Employment Opportunity employer. Employment decisions are based on merit, qualifications, and business needs. HHCS is committed to providing a work environment that is free from discrimination and harassment. Consistent with applicable federal, state, and local laws, HHCS prohibits discrimination or harassment against any employee or applicant on the basis of race, color, religion, creed, sex (including pregnancy, sexual orientation, and gender identity or expression), national origin, citizenship, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by law. This policy applies to all employment practices, including recruitment, hiring, promotion, compensation, benefits, training, discipline, and termination. HHCS also provides reasonable accommodations for qualified individuals with disabilities and for sincerely held religious beliefs, as required by law.