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Hr Manager Jobs in Normal, IL (NOW HIRING)

Belcan

Material Flow Engineering Manager

Normal, IL · On-site

$54.38 - $71.91/hr

This position is offering a pay range of $54.38 - $71.91/hr. however, Belcan considers several ... The Material Flow Engineering Manager at Client is a critical leadership role responsible for ...

Belcan

Material Flow Engineering Manager

Normal, IL · On-site

$54.38 - $71.91/hr

This position is offering a pay range of $54.38 - $71.91/hr. however, Belcan considers several ... The Material Flow Engineering Manager at Client is a critical leadership role responsible for ...

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All JobsHr JobsHr Manager JobsHr Manager Jobs in Normal, IL

Hr Manager information

See Normal, IL salary details

$38.1K

$84.2K

$126.6K

How much do hr manager jobs pay per year?

As of Aug 9, 2026, the average yearly pay for hr manager in Normal, IL is $84,215.00, according to ZipRecruiter salary data. Most workers in this role earn between $67,500.00 and $97,800.00 per year, depending on experience, location, and employer.

Is HR manager a high burnout job?

HR managers often experience high burnout due to managing employee relations, handling conflicts, and meeting organizational demands. The role can involve long hours, emotional stress, and high responsibility, especially in high-pressure environments or during organizational changes.

How do you become an HR manager?

If you want to be a human resources manager, you should begin by getting your bachelor’s degree in human resources. Internships and certifications are a great way to get an edge when trying to land the right first job and develop your resume. It is the experience that you gain in these starting positions that will give you the skills required to receive promotions and eventually move into management.

What are some common challenges HR managers face when implementing new company policies, and how can they effectively address employee concerns during the process?

HR Managers often encounter resistance or uncertainty from employees when introducing new policies, especially if the changes impact daily routines or benefits. To effectively address these concerns, HR Managers should focus on transparent communication, provide clear explanations for the reasons behind the changes, and offer opportunities for employees to ask questions or give feedback. Engaging key stakeholders early and organizing training sessions can also help smooth the transition and foster a sense of inclusion. Being approachable and responsive to employee feedback is vital for building trust and ensuring successful policy adoption.

What is an HR manager?

HR Managers, or Human Resources Managers, are professionals responsible for overseeing an organization's workforce-related functions. They manage recruitment, employee relations, benefits administration, and compliance with employment laws. HR Managers also develop and implement policies to ensure a productive, safe, and positive workplace environment. Their role is crucial in helping organizations attract, retain, and develop talent to achieve business goals.

What exactly does an HR manager do?

An HR manager oversees employee relations, recruitment, onboarding, and compliance with labor laws. They develop policies, manage benefits, handle conflicts, and support organizational goals through strategic human resource practices.

What are the key skills and qualifications needed to thrive as an HR manager, and why are they important?

To thrive as an HR Manager, you need a solid understanding of human resources principles, employment law, and organizational development, typically supported by a bachelor's degree in HR or a related field. Familiarity with HRIS systems, payroll software, and certifications such as SHRM-CP or PHR are highly valued. Exceptional communication, conflict resolution, and leadership abilities distinguish top performers in this role. These skills ensure effective talent management, regulatory compliance, and a positive workplace culture, all critical to organizational success.
More about Hr Manager jobs
What are the most commonly searched types of Hr jobs in Normal, IL? The most popular types of Hr jobs in Normal, IL are:
What job categories do people searching Hr Manager jobs in Normal, IL look for? The top searched job categories for Hr Manager jobs in Normal, IL are:
What cities near Normal, IL are hiring for Hr Manager jobs? Cities near Normal, IL with the most Hr Manager job openings:
Hr Manager jobs near you
Infographic showing various Hr Manager job openings in Normal, IL as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $84,215 per year, or $40.5 per hour.

Nurse Manager - Emergency Department

Memorial Health

Lincoln, IL • On-site

$47.65 - $73.86/hr

Full-time

Posted 4 days ago

Memorial Health rating

6.9

Company rating: 6.9 out of 10

Based on 175 frontline employees who took The Breakroom Quiz

452nd of 887 rated healthcare providers

Job description

MinUSD $47.65/Hr.MaxUSD $73.86/Hr.Overview

The Nurse Manager - ED operates within the ALMH and Nursing Division mission, vision, strategic priorities and goals. Utilizing a shared leadership philosophy, the Nurse Manager assumes 24-hour accountability for unit management and the quality of patient care on a designated unit(s). The Nurse Manager creates and maintains a work environment conducive to effective communication, collaboration, teambuilding and nursing professionalism. She/he ensures the enculturation of the Pathways to Excellence Program requirements on the unit. She/he assures that care provided on the unit is appropriate to the age of the patients served and that the staff are competent to provide safe, quality, evidence-based nursing care. She/he maintains positive physician and interdepartmental relationships as well as positive employee morale. 

Qualifications

Education: 

  • BSN required within 2 years of hire date 
  • Master's degree preferred. 

Licensure/Certification/Registry: 

  • Current Illinois RN licensure required.

Experience: 

  • At least three years of experience as a registered nurse with demonstrated progressive leadership/management skills. 

Other Knowledge/Skills/Abilities: 

  • Demonstrated working knowledge of the ANCC Pathways to Excellence Recognition Program model and standards. 
  • Demonstrated understanding of nurse-sensitive quality indicators and basic hospital/nursing regulatory requirements. 
Responsibilities

Scope of Supervision:

  • The Nurse Manager reports to the Director of Nursing (and indirectly to the CNO if Director or Administrator is outside the DON's direct reporting line).
  • Personnel reporting to this position will include nursing staff and auxiliary personnel.
  • The Nurse Manager coordinates the management of patient care with unit staff, other departments and the nursing supervisors (on off shifts).
  • The Nurse Manager is a leader, mentor and patient advocate. This individual must possess the skills to identify, introduce and assimilate change successfully into the practice environment.
  • Performs other related work as required or requested.
    • I.         Leadership:A.       Personal and Professional Growth:1.       Demonstrates responsibility for own personal and professional growth as reflected in ongoing education, projects, and annual professional development plan.2.       Provides and receives formal peer-to-peer feedback among nurse leader colleagues.3.       Empowers self and staff to enhance patient-focused nursing care and quality patient outcomes as reflected in patient satisfaction and quality improvement efforts.4.       Fosters an environment which focuses on values, professionalism and accountability, where staff and management see each other as partners in the decision making process.5.       Serves as a professional nurse role model and works to encourage and develop future nursing leaders as a function of succession planning. B.       Clinical Knowledge:
  • Maintains an understanding of the unit's primary patient populations and their care needs/requirements.
  • Keeps up-to-date on new clinical treatments/services being developed/implemented for primary patient populations.
  • Maintains a sound knowledge base of current trends and developments in nursing practice in order to lead unit-based changes to improve patient care delivery.
  • Collaborative Practice:
  • Demonstrates ability and willingness to collaborate with peers and staff.
  • Shows commitment to the development of inter-departmental/intraprofessional collaboration for improvement of patient care, unit efficiency and effectiveness.
  • Develops working relationships with the medical staff that encourage problem solving on all levels.
  • Builds and maintains a strong Unit-Based Council to facilitate shared decision-making process.
  • Community Involvement:
  • Involves self with professional organizations and community health-related services and agencies.
  • Communication Skill:
  • Encourages and facilitates a work climate conducive to open, honest communication and incorporates an effective information sharing process to ensure staff are kept up to date on key changes/issues affecting their work processes.
  • Demonstrates a communication style which is supportive and non-threatening, thus providing an environment that allows for open expression of ideas and problem solving.
  • Attends Nurse Management Council and Department Managers' meetings and relays pertinent information to staff.
    • Human Resources:
  • Is accountable for recruitment, interviewing, selection and retention of unit-based staff.
  • Is accountable for scheduling of personnel to assure quality patient care within budget requirements.
  • Is accountable for staff performance monitoring/feedback/appraisal and initiating corrective/disciplinary action as necessary, in accordance with hospital policies.
  • Holds regular staff meetings in order to facilitate communication of organizational imperatives/changes as well as unit issues.
  • Encourages staff to identify personal and professional growth needs and facilitates appropriate opportunities for that growth.
  • Maintains a climate which provides ongoing appreciation and recognition of achievements.
  • Supports appropriate risk-taking efforts by staff and peers.
  • Assists in the development of and supports divisional programs/initiatives that promote recruitment/retention and satisfaction of staff members.
  • Fiscal Management:
  • Budget Preparation:
  • Participates in the preparation of the annual budget for areas of responsibility.
  • Identifies capital equipment items needed.
  • Identifies and evaluates present and future staffing needs.
  • Budget Monitoring:
  • Establishes quotas of supplies, analyzes financial and productivity reports.
  • Reviews and evaluates monthly expenditures and operating statements and implements corrective action plans to address variances as necessary.
  • Designs and implements cost-effective strategies that will enhance effective and efficient patient care delivery.
  • Educates staff regarding operation of the unit and fiscal responsibilities.
  • Maintains sound knowledge base of current trends and developments in health care related to reimbursement issues.
  • Planning:
  • Engages staff in developing annual unit goals and individual goals consistent with ALMH's Strategic Priorities, the MHS Nursing Strategic Plan and the ALMH annual Nursing goals.
  • Develops mechanisms with staff to fulfill unit goals and objectives.
  • Reviews goals and plans of action with staff on a regular basis.
  • Performance and Outcomes Improvement:
  • Identifies quality improvement opportunities and uses appropriate QI tools/techniques to evaluate potential solutions.
  • Leads intra-and inter-departmental problem solving to ensure resolution of clinical issues and adoption of "best practices."
  • Collaborates with staff in evaluating standards of care in relation to a particular patient population. Measures and validates that identified outcomes are met.
  • Assures unit performance measurement data is gathered, monitored and reported and facilitates its use in improving quality and/or efficiency.
    • Research:
  • Creates an environment that promotes analytical thinking in the resolution of identified clinical problems and the adoption of evidence-based nursing practice.
  • Provides opportunities and resources to encourage staff to participate in nursing research/scholarship activities.
  • Fosters collaborative research relationships with other healthcare institutions and healthcare providers.

    •  

    The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.

     

     

     

     

    Employment Type: FULL_TIME

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