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Human Resources Professional Jobs in Racine, WI (NOW HIRING)

V COVINGTON LLC

Human Resources Manager

Waukegan, IL · On-site

$80K/yr

If you're a seasoned HR professional aiming to transition into a HR Manager role, this is the perfect opportunity for you! Join our dynamic team and take the next step in your HR career. Or are you ...

DSV Solutions LLC

Be Seen First

Human Resources Manager

New Berlin, WI · On-site

$108K - $118K/yr

Responsible for the execution of recruiting strategies for mid to lower level Professional and ... Additional Human Resource duties such as retention strategies, legal compliance, payroll ...

New

MRA Recruiting Services

HR Manager

Milwaukee, WI · On-site

HR Team Development - Coach, mentor, and develop a direct report (HR Specialist/Generalist), helping them grow professionally and gain expertise in HR practices Qualifications/Requirements * Bachelor ...

MRA Recruiting Services

HR Manager

Milwaukee, WI · On-site

$100 - $124/hr

Employee Relations - collaborate with HR professionals and business leaders to determine the most appropriate approach to employee relations issues while mitigating risks. Achieve conflict resolution ...

Socket.dev

HR Director

Milwaukee, WI · On-site

$120 - $170/hr

Reporting to the Sr. Director, HR - Americas, this leader manages a team of two HR professionals and oversees all HR activities across U.S. MGX locations. Responsibilities: * Advise and support ...

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All JobsHuman Resources Professional JobsHuman Resources Professional Jobs in Racine, WI

Human Resources Professional information

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How much do human resources professional jobs pay per hour?

As of Sep 6, 2026, the average hourly pay for human resources professional in Racine, WI is $29.69, according to ZipRecruiter salary data. Most workers in this role earn between $23.22 and $31.54 per hour, depending on experience, location, and employer.

What is a human resources professional?

Human Resources Professionals are individuals responsible for managing various aspects of an organization's workforce. Their duties typically include recruiting and hiring employees, administering benefits and payroll, ensuring compliance with labor laws, and supporting employee relations. They also play a key role in developing workplace policies, training programs, and fostering a positive organizational culture. HR professionals act as a bridge between management and employees to ensure a productive and fair work environment.

What does a human resources professional do?

As a human resources professional or HR generalist, your responsibilities and duties include overseeing employee processes and relations in various capacities. You help new employees through their onboarding process and conduct exit interviews with employees leaving your company. You keep employee records about training, benefits, time off, reprimands, and commendations. You may hold employee training on various topics and help resolve conflicts that arise between employees. You also answer questions employees have regarding policies and benefits.

What are the key skills and qualifications needed to thrive as a human resources professional, and why are they important?

To thrive as a Human Resources Professional, you need a strong understanding of employment law, talent acquisition, and HR best practices, often supported by a degree in human resources or a related field. Familiarity with HR information systems (HRIS), payroll software, and certifications like SHRM-CP or PHR is highly valuable. Exceptional communication, problem-solving, and interpersonal skills help you navigate sensitive situations and build trust across the organization. These skills are essential for fostering a positive workplace culture, ensuring compliance, and supporting organizational goals.

How does a human resources professional typically collaborate with managers and employees to address workplace issues?

Human Resources Professionals often serve as a bridge between management and employees, facilitating open communication and helping to resolve workplace concerns. They work closely with department managers to address performance issues, mediate conflicts, and ensure company policies are fairly applied. Regularly, they may conduct employee relations meetings, gather feedback, and offer guidance on best practices for employee engagement. This collaborative role is essential for maintaining a positive work environment and supporting both organizational goals and employee well-being.

What is the difference between Human Resources Professional vs HR Coordinator?

AspectHuman Resources ProfessionalHR Coordinator
CredentialsTypically requires a bachelor's degree in HR, business, or related field; certifications like SHRM-CP or PHR are commonUsually requires a bachelor's degree; certifications are less common but may include SHRM-CP or PHR
Work EnvironmentWorks across various HR functions, including recruitment, employee relations, and policy developmentFocuses on administrative tasks like scheduling interviews, onboarding, and maintaining records
Employer & Industry UsageUsed in diverse industries, often in mid-sized to large organizationsCommon in organizations with structured HR departments, often in administrative roles

The main difference between a Human Resources Professional and an HR Coordinator lies in scope and responsibilities. Human Resources Professionals typically handle a broader range of HR functions, including strategic planning and employee relations, while HR Coordinators focus on administrative and support tasks. Both roles require similar educational backgrounds and certifications, but the HR Professional role generally involves more complex decision-making and policy development.

What kind of jobs can you do with a human resources professional?

A human resources professional can work in roles such as HR manager, recruiter, training and development specialist, employee relations manager, or compensation analyst. These roles involve tasks like hiring, onboarding, employee engagement, policy development, and compliance, often requiring skills in communication, organization, and familiarity with HR software and employment laws.

What other jobs can a human resources professional do?

Human resources professionals can transition into roles such as HR manager, talent acquisition specialist, training and development coordinator, employee relations manager, or organizational development consultant. These positions often require strong communication, problem-solving skills, and knowledge of employment laws and HR software tools.
More about Human Resources Professional jobs

What are the most commonly searched types of Human Resources jobs in Racine, WI?

The most popular types of Human Resources jobs in Racine, WI are:

What are popular job titles related to Human Resources Professional jobs in Racine, WI?

For Human Resources Professional jobs in Racine, WI, the most frequently searched job titles are:

What job categories do people searching Human Resources Professional jobs in Racine, WI look for?

The top searched job categories for Human Resources Professional jobs in Racine, WI are:

What cities near Racine, WI are hiring for Human Resources Professional jobs?

Cities near Racine, WI with the most Human Resources Professional job openings:

Human Resources Professional jobs near you
Infographic showing various Human Resources Professional job openings in Racine, WI as of June 2026, with employment types broken down into 70% Full Time, 20% Part Time, and 10% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $61,749 per year, or $29.7 per hour.

Human Resources Generalist

Milwaukee Repertory Theater, Inc.

Milwaukee, WI • On-site

$42K - $48K/yr

Full-time

PTO

Posted 22 days ago

Job description

Job Type
Full-time
Description
POSITION SUMMARY
This is a standout opportunity for an entry-level HR professional who wants to make a real impact. We're seeking an exceptional, people-centered HR Generalist to join our talented team and help shape an inclusive, supportive, and high-performing workplace.
Reporting to the Director of Human Resources, the HR Generalist is a vital member of the HR team, providing hands-on support throughout the employee experience-from welcoming new team members to supporting growth, engagement, and transitions. This role will lead and contribute to benefits administration, onboarding, staff training, talent acquisition, and offboarding, while gaining meaningful exposure to unemployment insurance, workers' compensation, labor law, and HR compliance.
Working closely with Finance, managers, and staff across the organization, the HR Generalist will be a trusted resource, thoughtful problem-solver, and champion of our organizational values. If you are energized by building strong relationships, improving systems, and helping people thrive, we'd love to hear from you.
Direct Reports: 0 FTE
Annual Salary Range: $42,000-$48,000. Non-negotiable salary range.
What We Are Looking For
  • You are a proactive problem-solver who takes initiative and drives projects to completion.
  • You excel at communication. You build positive relationships and turn complex issues into clear solutions.
  • You are adaptable and resourceful. You thrive in dynamic environments, learning quickly and connecting people, policies, and processes.

Essential Duties and Responsibilities Include:
Benefits Administration
  • Serve as the main point of contact for open enrollment and employee benefits administration, including health, retirement, and leave programs, ensuring accuracy and confidentiality.
  • Lead the open enrollment process.
  • Provide administrative support to employees for open enrollment and processing of benefits.
  • Resolve employee inquiries related to benefits eligibility and open enrollment.
  • Oversee the PTO process via the company's HRIS system.
  • Support the benefits renewal process.
  • Collaborate with Finance in maintaining compliant documentation and up-to-date employee records related to compensation and benefits.
  • Support the Director of Human Resources with leave requests and accommodations requiring specialized attention, particularly those arising under the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), state and local leave laws, and short-term or long-term disability plans.

Onboarding & Employee Lifecycle
  • Facilitate the HRIS onboarding process for all new employees.
  • Manage and enhance onboarding programs for new staff members, ensuring a welcoming and thorough introduction to the organization.
  • Lead orientation for new hires; oversee initial paperwork, background checks, and system setup.
  • Collaborate with the Director of Human Resources in organizing and conducting exit interviews; collect feedback and support continuous improvements in staff experience.
  • Facilitate offboarding transitions, ensuring timely communication and compliance.

Talent Acquisition, Recruitment, & Hiring
  • Co-design and implement standardized hiring processes to improve consistency, reduce time-to-fill, and enhance candidate experience.
  • Manage job postings, candidate screening, interviews, and coordinate timely, efficient hiring decisions.
  • Collaborate with managers to create thoughtful job descriptions and develop equitable, streamlined recruitment strategies.

Employee Relations
  • Advise employees and managers on HR processes; resolve routine inquiries and support conflict resolution.
  • Foster an open-door environment and help create an inclusive, respectful, and engaging workplace culture.
  • Maintain confidentiality and serve as a trusted resource to individuals across all teams.
  • Handle employment-related inquiries from applicants, employees, and supervisors.
  • Manage and maintain the HR Community Board.

Systems & Technology Management
  • Maintain up-to-date HRIS entries and personnel files in line with policies and legal requirements.
  • Aid in the optimization of HRIS functionality and train managers on system updates.
  • Maintain recruiting, onboarding, time & labor, and other related modules within the Paylocity platform.
  • Generate HRIS reports and ensure data accuracy and integrity.

Training & Development
  • Schedule, deliver, and track mandatory and ongoing staff training (compliance, policy, professional development).
  • Maintain training records and ensure timely completion of certifications as applicable.

Unemployment Insurance, Workers' Compensation, & Safety
  • Collaborate on aspects of unemployment insurance and workers' compensation claims, reporting, and case management.
  • Support workplace safety initiatives and maintain related documentation.

Human Resource Administration & Compliance
  • Assist with employment law and HR compliance; maintain policies, procedures, and personnel handbooks.
  • Ensure organization-wide adherence to legal, ethical, and regulatory requirements, including recordkeeping and documentation.
  • Support Director of HR with staff compliance training and routine updates.
  • Stay updated on HR trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Payroll Support
  • Provide backup coverage during absences to ensure uninterrupted payroll administration.

-Support Finance & Payroll with routine payroll processing, adjustments, and reporting as needed.
-Assist in resolving employee inquiries related to payroll and timesheets.
Collaboration
  • Partner with the Finance & HR teams to coordinate day-to-day HR operations.
  • Participate in staff meetings and contribute to cross-functional administrative initiatives.
  • Additional tasks as assigned.

Requirements
REQUIREMENTS OF THE POSITION
Required Qualifications
  • Associate's or Bachelor's degree in Human Resources, Business Administration, or related experience.
  • Minimum 1 year of professional HR experience, with exposure to:

-Benefits and open enrollment
-Recruiting and onboarding
-Employee relations and staff training
  • Experience with HRIS systems, Paylocity preferred
  • Demonstrated success in diversity, equity, and inclusion initiatives
  • Excellent communication, interpersonal, and leadership skills

Preferred Qualifications
  • Paylocity experience
  • Experience with unemployment insurance administration, workers' compensation administration, and labor law and regulatory compliance
  • PHR, SHRM-CP, or similar HR certification preferred

Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the essential duties of this position, the employee is required regularly to speak and listen. More specifically, this position requires the ability to actively listen and have a close attention to detail and extensive work on a computer monitor for long periods of time.
Salary Description
$42,000-$48,000

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