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Employee Assistance Program Jobs in Chicago, IL (NOW HIRING)

Marklund

Employee Relations Specialist

Bloomingdale, IL · On-site

$70K - $74K/yr

Employee Assistance Program Training & Growth Opportunities for YOU * We promote from within whenever possible * You are paid while you train: * In-House Training Programs * Leadership Training ...

Marklund

Employee Relations Specialist

Bloomingdale, IL · On-site

$70K - $74K/yr

Employee Assistance Program Training & Growth Opportunities for YOU * We promote from within whenever possible * You are paid while you train: * In-House Training Programs * Leadership Training ...

Marklund

Employee Relations Specialist

Bloomingdale, IL · On-site

$70K - $74K/yr

Employee Assistance Program Training & Growth Opportunities for YOU * We promote from within whenever possible * You are paid while you train: * In-House Training Programs * Leadership Training ...

Marklund

Employee Relations Specialist

Elgin, IL

$70K - $74K/yr

... Assistance Program Training & Growth Opportunities for YOU We promote from within whenever possible You are paid while you train: In-House Training Programs Leadership Training Program Employee ...

Marklund

Employee Relations Specialist

Elgin, IL · On-site

$70K - $74K/yr

... Assistance Program Training & Growth Opportunities for YOU We promote from within whenever possible You are paid while you train: In-House Training Programs Leadership Training Program Employee ...

Salvation Army

Program Assistant

Chicago, IL · On-site

$20/hr

Employee Discount, Employee Assistance Program, and more! Required Education & Experience * High School Diploma or Equivalent * Previous managerial experience preferred * Valid Driver's License with ...

Salvation Army Central Territory

Program Assistant

Chicago, IL · On-site

$38K - $49K/yr

Employee Discount, Employee Assistance Program, and more! Required Education & Experience * High School Diploma or Equivalent * Previous managerial experience preferred * Valid Driver's License with ...

The Salvation Army

Program Assistant

Chicago, IL

$20/hr

Employee Discount, Employee Assistance Program, and more! Required Education & Experience * High School Diploma or Equivalent * Previous managerial experiencepreferred * Valid Driver's License with ...

Feed My Starving Children

Program Facilitator

Aurora, IL · On-site

$17.45/hr

Our part-time benefits package includes paid time off (PTO), vision, 401(k) with employer match, and an employee assistance program.​ Detailed benefit information can be found here: -us/careers ...

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All JobsEmployee Assistance Program JobsEmployee Assistance Program Jobs in Chicago, IL

Employee Assistance Program information

See Chicago, IL salary details

$22.1K

$47.1K

$64.9K

How much do employee assistance program jobs pay per year?

As of Aug 8, 2026, the average yearly pay for employee assistance program in Chicago, IL is $47,100.00, according to ZipRecruiter salary data. Most workers in this role earn between $38,600.00 and $48,900.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an Employee Assistance Program (EAP) counselor, and why are they important?

To thrive as an Employee Assistance Program (EAP) Counselor, you need a background in counseling, psychology, or social work, often supported by a relevant degree and professional licensure (e.g., LPC, LCSW). Familiarity with case management software, crisis intervention tools, and confidentiality protocols is typically required. Strong interpersonal skills, cultural sensitivity, and the ability to maintain confidentiality help counselors effectively support diverse employee populations. These competencies are critical to providing timely, effective assistance that promotes employee well-being and organizational productivity.

What is an Employee Assistance Program (EAP)?

An Employee Assistance Program (EAP) is a workplace benefit that provides confidential support and resources to employees facing personal or work-related challenges. EAPs typically offer counseling, mental health services, referrals, and assistance for issues like stress, substance abuse, family problems, and financial concerns. These programs are designed to improve employee well-being and productivity by helping individuals address problems before they impact work performance. Participation is usually voluntary and services are confidential, ensuring privacy for employees who seek help.

What is the difference between Employee Assistance Program vs Employee Wellness Coordinator?

AspectEmployee Assistance ProgramEmployee Wellness Coordinator
Primary FocusProviding confidential counseling and support services for employees facing personal or work-related issuesDeveloping and implementing wellness programs to promote healthy lifestyles among employees
Work EnvironmentOften part of HR or Employee Support teams, working within organizations or EAP providersTypically within HR or Health & Wellness departments, coordinating activities and initiatives
Required CredentialsBackground in counseling, social work, psychology, or related fields; certifications varyBackground in health promotion, HR, or related fields; certifications in wellness or health coaching beneficial

The Employee Assistance Program focuses on offering confidential support and counseling services to employees, addressing personal and work-related issues. In contrast, the Employee Wellness Coordinator develops programs to encourage healthy behaviors and improve overall employee well-being. While both roles aim to enhance employee health, EAPs provide immediate support, whereas Wellness Coordinators focus on proactive health promotion.

What are some common challenges faced by Employee Assistance Program (EAP) professionals, and how are they typically addressed?

EAP professionals often deal with sensitive and confidential issues, such as mental health concerns, substance abuse, or workplace conflicts. A common challenge is building trust with employees who may be hesitant to seek help due to stigma or privacy concerns. To address this, EAP staff maintain strict confidentiality and provide a supportive, non-judgmental environment. Additionally, they collaborate closely with HR, management, and external providers to ensure employees receive comprehensive support while maintaining clear boundaries between counseling and company oversight.
What are popular job titles related to Employee Assistance Program jobs in Chicago, IL? For Employee Assistance Program jobs in Chicago, IL, the most frequently searched job titles are:
What job categories do people searching Employee Assistance Program jobs in Chicago, IL look for? The top searched job categories for Employee Assistance Program jobs in Chicago, IL are:
What cities near Chicago, IL are hiring for Employee Assistance Program jobs? Cities near Chicago, IL with the most Employee Assistance Program job openings:
Employee Assistance Program jobs near you
Infographic showing various Employee Assistance Program job openings in Chicago, IL as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, 1% Temporary, and 4% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $47,100 per year, or $22.6 per hour.

Executive Director - ProAmpac Employee Assistance Fund (PEAF)

Ampac Holdings, LLC

Chicago, IL • On-site

Full-time

Posted 22 days ago

Job description

About the Role

As the Executive Director, you will oversee all strategic, financial, and operational aspects of the ProAmpac Employee Assistance Fund (PEAF). You will carry out the vision of the organization, leading efforts to scale the fund globally, engage our workforce, and ensure the fund's long-term sustainability.

Whether you are navigating compliance, collaborating with the Board of Directors, or visiting our manufacturing sites to raise awareness, your leadership will directly support employees when they need it most.

Essential Duties and Responsibilities1. Strategic Leadership & Global Expansion

  • Drive Vision: Provide overall leadership and direction for the PEAF, aligning the program with ProAmpac's core values: Integrity, Intensity, Innovation, Involvement, and Impact.

  • Expand Our Reach: Lead the expansion of the fund to international locations and newly acquired manufacturing sites, adapting processes to respect regional HR policies and practices.

  • Growth Strategy: Develop and execute strategic plans to scale program participation, overall funding, and community impact.

2. Program Administration & Compliance

  • Daily Operations: Oversee the day-to-day administration of the grant process, ensuring applications are handled fairly, efficiently, and with the strictest confidentiality.

  • Regulatory Compliance: Maintain rigorous records of all grants, donor contributions, and fund activities. Ensure full compliance with nonprofit governance, tax regulations, and legal guidelines.

  • Digital Resources: Manage the PEAF website and promotional materials to ensure easy, seamless access to applications and contribution portals.

3. Board Governance & Financial Sustainability

  • Board Collaboration: Partner closely with the Board of Directors to guide policy development, long-term planning, and strategic decisions.

  • Reporting: Prepare and deliver program metrics, financial updates, and impact reports for board meetings.

  • Fundraising: Design and champion creative fundraising initiatives, including annual donor campaigns, employee payroll deduction programs, and special events.

4. Employee Engagement & Advocacy

  • Raise Awareness: Partner with HR and plant managers to educate our workforce on how to contribute to the fund and how to apply for support.

  • In-Person Outreach: Conduct site visits, deliver presentations, and host employee meetings to build trust and drive engagement across all locations.

What You Bring to the TeamQualifications & Experience

  • Education: Bachelor’s degree in Nonprofit Management, Business Administration, Human Resources, or a closely related field preferred.

  • Experience: Proven experience managing charitable programs, foundation grants, or corporate employee assistance funds (required).

  • Global Exposure: Demonstrated ability to implement initiatives or lead programs across global, multi-site, or newly acquired organizational footprints.

  • Financial Acumen: Strong program administration skills with experience in budgeting, financial reporting, and donor tracking.

Key Competencies

  • Strategic Leadership: Ability to think long-term and transition ideas into highly structured, compliant global programs.

  • Empathetic Communication: Exceptional relationship-building skills to connect with plant floor employees, executive leadership, and board members alike.

  • Nonprofit Governance: Deep understanding of regulatory compliance, IRS guidelines for charitable funds, and board administration.

Metrics for Success

  • Growth in active employee participation and total recurring contributions.

  • Awareness increases across all manufacturing and corporate sites.

  • Efficiency in processing and distributing critical grants equitably.

  • Seamless onboarding of global sites and newly acquired locations into the program.

Travel & Physical Requirements

  • Travel: Ability to travel 20–25% to various corporate and manufacturing locations to promote fund awareness and build community relationships.

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