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Human Rights Analyst Jobs in Plano, IL (NOW HIRING)

Midlandsb

Small Business Market Manager

Yorkville, IL · On-site

$77K - $105K/yr

Analyze financial information and credit bureau reports to assess borrower needs, identify ... In accordance with the Illinois Human Rights Act (effective January 1, 2026), these tools are ...

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Human Rights Analyst information

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$81.9K

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How much do human rights analyst jobs pay per year?

As of Aug 17, 2026, the average yearly pay for human rights analyst in Plano, IL is $81,924.00, according to ZipRecruiter salary data. Most workers in this role earn between $67,300.00 and $106,300.00 per year, depending on experience, location, and employer.

What is a human rights analyst?

Human rights analysts are professionals who research, monitor, and evaluate human rights issues and policies. They collect and analyze data, prepare reports, and make recommendations to promote and protect human rights. Human rights analysts may work for governments, non-governmental organizations, or international agencies, often focusing on specific regions, populations, or issues such as freedom of expression, discrimination, or humanitarian law. Their work helps inform advocacy, policy-making, and legal actions aimed at addressing human rights violations.

What are the key skills and qualifications needed to thrive as a human rights analyst?

To thrive as a Human Rights Analyst, you need expertise in legal research, policy analysis, and a solid academic background in international relations, law, or human rights. Familiarity with data analysis tools, qualitative research methods, and human rights databases is often required, along with relevant certifications or training. Strong written communication, critical thinking, and cultural sensitivity are crucial soft skills for clearly reporting findings and engaging with diverse communities. These skills ensure accurate assessments, impactful advocacy, and effective contribution to the protection and promotion of human rights.

What are some common challenges faced by human rights analysts in their daily work?

Human Rights Analysts often encounter challenges such as gathering reliable data from difficult or sensitive environments and ensuring the safety and confidentiality of sources. They must also navigate complex legal frameworks and cultural contexts when interpreting and reporting on human rights issues. Additionally, balancing objectivity with advocacy and managing emotional stress from exposure to distressing information are common aspects of the role. Strong communication skills and teamwork are essential, as analysts frequently collaborate with legal experts, NGOs, and international organizations to produce accurate, impactful reports.

What cities near Plano, IL are hiring for Human Rights Analyst jobs?

Cities near Plano, IL with the most Human Rights Analyst job openings:

Human Rights Analyst jobs near you
Infographic showing various Human Rights Analyst job openings in Plano, IL as of June 2026, with employment types broken down into 1% Locum Tenens, 1% As Needed, 92% Full Time, 4% Part Time, 1% Temporary, and 1% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $81,924 per year, or $39.4 per hour.

HR Business Partner - Financial Services

International Motors, LLC

Lisle, IL • On-site

$132K - $198K/yr

Full-time

Posted 6 days ago

International Motors rating

7.6

Company rating: 7.6 out of 10

Based on 23 frontline employees who took The Breakroom Quiz

250th of 490 rated machine equipment manufacturers

Job description

Position Overview
International has a great opportunity for an HR Business Partner that will support our International® Financial Team.
International® Financial delivers flexible financing solutions for our customers.
The HR Business Partner is a strategic enabler of enterprise performance, responsible for shaping the workforce, leadership capability, and organizational design required to support International Financial's business strategy, customer experience, operational execution, governance, and growth priorities.
This individual will operate as a trusted advisor to senior International® Financial and business leaders, ensuring people, skills, culture, and leadership practices evolve in alignment with the needs of a regulated, customer-facing financial services organization. The role directly influences business performance by enabling scalable talent practices, strengthening leader capability, improving organizational effectiveness, and supporting execution across International® Financial's evolving operating model.
This role goes beyond traditional HR partnership by anticipating future capability needs, guiding complex transformation, supporting governance and risk-aware talent practices, and translating International® Financial's strategy into sustainable human and organizational outcomes.
The HR Business Partner enables strategic workforce capability across the following domains:
  • Customer-Centric Financial Solutions - Supports talent and leadership practices that enable a customer-focused financing model, improved dealer and end-customer experience, and a seamless financing journey.
  • Dealer and Commercial Enablement - Aligns workforce planning and leadership capability with dealer network priorities, commercial collaboration, market penetration, and sales enablement.
  • Operational Simplification and Process Effectiveness - Partners with leaders to build organizational capability for process redesign, cross-functional collaboration, modernization, and improved execution.
  • Risk, Governance, and Compliance - Reinforces talent, leadership, and culture practices that support integrity, transparency, ethical conduct, enterprise risk management, business continuity, and credit risk oversight.
  • Funding, Capital, and Portfolio Growth - Supports workforce and leadership capability aligned to funding strategy, liquidity planning, portfolio growth, capital strength, and disciplined risk management.
  • Digital, Data, and Analytics Capability - Enables talent strategies that strengthen data-informed decision-making, scalable analytics, system modernization, and operational insight.
  • Talent Management and Succession Readiness - Builds leadership depth, succession planning discipline, critical-role coverage, targeted development, and future-ready capabilities.
  • Culture, Engagement, and Change Leadership - Strengthens culture through collaboration, transparency, accountability, continuous learning, and employee engagement aligned to transformation priorities.

*International® Financial services are provided by Navistar Financial Corporation.
Responsibilities
Strategic Advisory and Workforce Foresight
  • Serve as a strategic advisor to International® Financial leaders on workforce implications of business strategy, operating model shifts, governance expectations, market dynamics, and transformation priorities.
  • Lead forward-looking workforce planning to ensure critical capabilities are built ahead of demand, particularly in regulated financial services, customer-facing operations, dealer enablement, risk, analytics, and leadership effectiveness.
  • Influence leadership decisions by connecting people strategy to business performance, customer outcomes, governance effectiveness, risk mitigation, and long-term value creation.
  • Partner with leaders to identify workforce risks and opportunities before they affect execution, engagement, organizational stability, or business results.

Talent Strategy and Capability Enablement
  • Architect talent strategies, including hiring, development, succession, retention, and critical-role planning, that directly enable International® Financial's strategic priorities.
  • Support scalable talent practices, role architecture, governance effectiveness, and leadership capability for regulated financial-services operations.
  • Shape role design, career paths, and skills frameworks for emerging and evolving roles in financial services, customer experience, operations, data, risk, funding, and dealer enablement.
  • Strengthen succession readiness and bench strength for critical leadership and specialist roles.
  • Ensure talent investments deliver measurable business impact and readiness for future-state capabilities.

Organizational Effectiveness and Change Leadership
  • Advise on organization design, restructuring, role clarity, decision rights, operating rhythms, and team models to improve scalability, accountability, collaboration, and execution effectiveness.
  • Act as a key change leader during business transformation, system modernization, process improvement, governance evolution, and integration with TRATON Financial Services (TFS) and International priorities.
  • Help leaders simplify complexity, strengthen cross-functional collaboration, and create sustainable ways of working between International® Financial, TFS, Commercial, Finance, Legal, Compliance, Operations, and external partners.
  • Build leader capability to operate effectively in environments characterized by regulatory complexity, market pressure, operational change, and ambiguity.

Culture, Engagement, and Employee Relations
  • Foster a high-performance, inclusive, customer-focused culture that supports collaboration, accountability, continuous learning, ethical conduct, and operational discipline.
  • Navigate complex employee relations matters with sound judgment, protecting both enterprise interests and employee trust.
  • Reinforce cultural norms that support speed, ease, convenience, integrity, transparency, and quality execution.
  • Partner with leaders to translate employee feedback, engagement insights, and workforce data into practical action plans that improve the employee experience and strengthen team performance.

HR Strategy Execution and Enterprise Integration
  • Serve as the primary conduit between HR Centers of Excellence and International® Financial, ensuring HR programs are effectively deployed, adopted, and connected to business priorities.
  • Ensure consistent application of HR policies, compliance requirements, governance standards, and talent processes across the organization.
  • Provide executive-level coaching to leaders on people decisions, talent risks, organizational trade-offs, performance expectations, and leadership accountability.
  • Coordinate HRX resources to deliver seamless, business-focused solutions across talent, rewards, employee relations, leadership development, workforce planning, organization effectiveness, and shared services.
  • Use workforce analytics, financial insights, and business context to inform recommendations and support stronger leadership decision-making.

Minimum Requirements
  • Bachelor's degree and at least 9 years of HR or Organizational Development experience
  • At least 2 years of lead experience

OR
  • Master's degree and at least 5 years of HR or Organizational Development experience
  • At least 2 years of lead experience

OR
  • At least 12 years of HR or Organizational Development experience
  • At least 2 years of lead experience

Additional Requirements
  • Qualified candidates, excluding current employees, must be legally authorized on an unrestricted basis (US Citizen, Legal Permanent Resident, Refugee or Asylee) to be employed in the United States. We do not anticipate providing employment related work sponsorship for this position (e.g., H-1B status)

Desired Skills
  • Strategic HR Leadership: Proven experience as an HR Business Partner or similar role operating at a strategic, enterprise level, preferably within financial services, regulated business environments, commercial operations, or complex matrixed organizations.
  • Financial Services and Business Acumen: Strong ability to connect people strategy with business outcomes, customer experience, governance, risk, funding, commercial execution, and operational performance.
  • Executive Influence: Exceptional communication, coaching, facilitation, and influencing skills with credibility at senior leadership levels.
  • Organizational Effectiveness: Demonstrated ability to advise on organization design, role clarity, decision rights, operating models, governance, and scalable ways of working.
  • Talent and Succession Leadership: Experience leading talent reviews, succession planning, critical-role planning, leadership development, and retention strategies.
  • Analytical and Systems Thinking: Ability to leverage workforce data, business insights, employee feedback, financial context, and talent trends to inform recommendations and anticipate future needs.
  • Risk-Aware Judgment: Ability to balance business needs, employee experience, policy consistency, compliance, governance, and leadership accountability.
  • Change Leadership: Demonstrated success supporting organizational change, process improvement, system modernization, business transformation, and workforce capability building.
  • Collaboration Across a Matrix: Proven ability to work effectively across HR, Finance, Legal, Compliance, Commercial, Operations, TFS, TRATON, and other enterprise stakeholders.
  • Culture and Engagement Focus: Ability to help leaders create a high-performing, inclusive, customer-focused culture grounded in integrity, accountability, transparency, and continuous improvement.

Benefits and Compensation
This position offers competitive market-based compensation, along with a comprehensive benefits package designed to support employee wellbeing. You can learn more about the benefits offered for this position by visiting https://careers.international.com/#benefits.
The expected salary offered for this position will fall within the stated range, with the final offer based on the candidates' applicable skills, knowledge, and experience.
Company Overview
About TRATON
With its brands Scania, MAN, International, and Volkswagen Truck & Bus, TRATON SE is the parent and holding company of the TRATON GROUP and one of the world's leading commercial vehicle manufacturers. The Group's product portfolio comprises trucks, buses, and light-duty commercial vehicles. "Transforming Transportation Together. For a sustainable world.": this intention underlines the Company's ambition to have a lasting and sustainable impact on the commercial vehicle business and on the Group's commercial growth.
About International
From a one-man company built on the world-changing invention of the McCormick reaper in 1831, to the 15,000-person-strong company we are today, few companies can lay claim to a history like International. Based in Lisle, Illinois, International Motors, LLC* creates solutions that deliver greater uptime and productivity to our customers throughout the full operation of our commercial vehicles. We build International® trucks and engines and IC Bus® school and commercial buses that are as tough and as smart as the people who drive them. We also develop Fleetrite® aftermarket parts. In everything we do, our vision is to accelerate the impact of sustainable mobility to create the cleaner, safer world we all deserve. As of 2021, we joined Scania, MAN and Volkswagen Truck & Bus in TRATON GROUP, a global champion of the truck and transport services industry. To learn more, visit International.com.
*International Motors, LLC is d/b/a International Motors USA in Illinois, Missouri, New Jersey, Ohio, Texas, and Utah.
EEO Statement
We are an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
If you are a qualified individual with a disability and require a reasonable accommodation to access the online application system or participate in the interview process due to your disability, please email HUB@International.com to request assistance. Kindly specify Job Requisition Number / Job Title and Location in response. Otherwise, your request may not be considered.
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