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Managing Associate Jobs in Illinois (NOW HIRING)

MRINetwork Jobs

Branch Manager

Chicago, IL · On-site

You are a key player and coach, overseeing branch operations, directly managing associate performance, and providing guidance as needed. You are expected to drive branch performance results through ...

MRINetwork Jobs

Branch Manager

Chicago, IL · On-site

You are a key player and coach, overseeing branch operations, directly managing associate performance, and providing guidance as needed. You are expected to drive branch performance results through ...

MRINetwork Jobs

Branch Manager

Chicago, IL · On-site

You are a key player and coach, overseeing branch operations, directly managing associate performance, and providing guidance as needed. You are expected to drive branch performance results through ...

MRINetwork Jobs

Branch Manager

Chicago, IL · On-site

You are a key player and coach, overseeing branch operations, directly managing associate performance, and providing guidance as needed. You are expected to drive branch performance results through ...

Marriott

Training Manager

Chicago, IL · On-site

Managing Associate Training Program Identifies performance gaps and works with managers to develop and implement appropriate training to improve performance. Makes any necessary adjustments to ...

United Fidelity Bank

Office Manager I

Shelbyville, IL · On-site

You are a key player and coach, overseeing branch operations, directly managing associate performance, and providing guidance as needed. You are expected to drive branch performance results through ...

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All JobsManaging Associate JobsManaging Associate Jobs in Illinois

Managing Associate information

See Illinois salary details

$10

$14

$18

How much do managing associate jobs pay per hour?

As of Jul 30, 2026, the average hourly pay for managing associate in Illinois is $14.94, according to ZipRecruiter salary data. Most workers in this role earn between $13.99 and $15.38 per hour, depending on experience, location, and employer.

What is the difference between Managing Associate vs Associate?

AspectManaging AssociateAssociate
CredentialsTypically requires a law degree and relevant experience, sometimes with additional certificationsRequires a law degree or relevant degree, often entry-level or with less experience
Work EnvironmentWorks closely with senior staff, manages projects, and supervises junior team membersPerforms research, drafts documents, and supports senior staff without managerial responsibilities
Employer & Industry UsageCommon in law firms, consulting, and finance sectorsWidespread in legal, consulting, and corporate environments

The main difference between a Managing Associate and an Associate lies in responsibility and experience. Managing Associates often oversee projects and supervise junior staff, while Associates focus on research and support tasks. Managing Associates typically have more experience and may hold additional certifications, reflecting their leadership role within the team.

What are the most commonly searched types of Managing jobs in Illinois? The most popular types of Managing jobs in Illinois are:
What cities in Illinois are hiring for Managing Associate jobs? Cities in Illinois with the most Managing Associate job openings:
Managing Associate jobs near you
Infographic showing various Managing Associate job openings in Illinois as of July 2026, with employment types broken down into 1% As Needed, 69% Full Time, 27% Part Time, 1% Temporary, and 2% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $31,078 per year, or $14.9 per hour.

Part-Time Teacher Aide-Floater

Carole Robertson Center for Learning

Chicago, IL

$19 - $21/hr

Full-time, Part-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 18 days ago

Job description

Under the direction of the Managing Associate Teacher, assists in overseeing and directing the planning, organizing, and implementation of education services for children, in addition to full-time classroom teacher duties, which include developing and implementing individual educational plans for children.
MAJOR RESPONSIBILITIES AND KEY TASKS
  • Perform the functions of this position with a strong understanding of the Head Start Performance Standards and the component plans, and thorough knowledge and application of Developmentally Appropriate Practices;
  • In collaboration with the Managing Associate Teacher, guide and facilitate activities of the children, including daily activities, field trips, selecting and arranging equipment and materials in the classroom;
  • Cooperate with other staff and classroom groups to maintain the smooth functioning of the program, which at times may require changes to meet the needs of the children;
  • Assist in maintaining a comprehensive and ongoing portfolio assessment for each child, including weekly observations in each area, examples of the child's work, and a developmental assessment;
  • In collaboration with the Managing Associate Teacher, use home visits and parent conferences to discuss the child's individual development and progress, assist the parents in developing observational skills and solicit parent observations;
  • Eat with and assist children in the development of social and self-help skills, and sound nutritional practices;
  • Collaborate with family support staff to exchange information pertinent to the identification and services of children with disabilities;
  • Collaborate with the mental health director to discuss mental health needs of children;
  • Guide children's acquisition of social skills and the ability to meet widely held expectations across all developmental domains;
  • Attend staff training and meetings, and board and parent meetings as requested;
  • Maintain a safe and healthy classroom environment, assuring that classroom equipment, furniture, materials, and supplies are properly maintained and stored;
  • Use the playground as an extension of the classroom, assuring that the playground is safe;
  • Assist in conducting the daily health and environment checklist;
  • Assist in implementing children's I.E.P. (Individual Education Plan) or I.F.S.P. (Individual Family Service Plan), seeking clarification for any aspects that are not well understood;
  • Assist in recruiting and orienting volunteers, providing them with guidance as needed; and
  • Complete and submit required forms and records in a timely and accurate fashion, e.g. lesson plans, timesheets, meal reports, etc.
COMPETENCIES
  • Values - ability to demonstrate in word and action the Center's core values and deep commitment to the mission, vision, priorities and needs of the organization and diverse communities it serves.
  • Inclusion - values all people for their unique talents and perspectives and promotes practices that promote and provide equal access to opportunities and resources that enable employees to contribute fully to the organization's serves.
  • Relationships - ability to build authentic relationships in the service of enhancing individual and team performances to support the Center's work.
  • Change Capacity - leads self and others by demonstrating the ability to pivot and respond to unpredictable, disruptive, and ambiguous situations. Develop processes, tools, and techniques used to advance desired organizational outcomes and manage change effectively.
  • Results-Proven Track Record - demonstrable ability to exceed goals with a bottom-line orientation; evidence of the ability to consistently make good decisions through a combinations of analysis, wisdom, experience, and judgment; high level of business acumen including successful P amp;L management; the ability to balance the delivery of programs against the realities of a budget; and problem solving, project management, and creative resourcefulness.
  • Strategic Vision and Agility - ability to think strategically, anticipate future consequences and trends, and incorporate them into the organizational plan.
  • Innovation - ability to form ideas that are new and enhanced, while introducing constructive ways of looking at problems that foster creativity interdisciplinary/cross-functional work.
REQUIRED EDUCATION AND EXPERIENCE
  • An Associate’s degree in early childhood education or child development and a Level 2-3 ECE and IT credential; or
  • A Child Development Associate credential (CDA) and a level 1 ECE credential;
  • Have knowledge and experience in the philosophy and practices of Head Start (or comparable child development programs), early childhood education, developmentally appropriate practice, and bilingual education;
  • Proof of a physical examination within the last six months, which includes a tuberculosis test, and comply with other background checks as required by the Agency and/or DCFS licensing;
  • Personal qualifications as required in Part 407: Licensing Standards for Day Care Centers, emotional maturity, willingness to cooperate with the aims of the program, respect for children and adults, flexibility, patience, good personal hygiene, and physical and mental health which does not interfere with responsibilities;
  • Education or experience in collaborating with parents in the education of their children;
  • Ability to use abstract reasoning, problem-solving, planning, and analytical skills in training, evaluation, and program development;
  • Effective interpersonal and oral communication skills for supervisory duties;
  • Effective writing and oral communication skills;
  • Proficient use of technology, Microsoft Word, Outlook, and the ability to acclimate to online portal usage for recording observations, assessments, and lesson planning;
  • Successful experience working in a team setting;
  • Ability to present a positive image of the organization to members of the community;
  • Visual and auditory acuity within professionally determined normal ranges, with correction, if needed;
  • Manual dexterity sufficient to operate a computer and office equipment, including but not limited to: telephone, fax machine, copier, and tape recorder;
  • Must be able to lift 55 pounds; and
  • Experience successfully working with a culturally diverse staff and clients.
WORKING CONDITIONS
  • Possible exposure to blood and bodily fluids or tissues;
  • Possible exposure to communicable diseases; and
  • Job requires sitting for long periods of time (during planning and reporting) and standing for long periods of time (during work with children, observations, and training), as well as stooping, squatting, and running.
  • Carole Robertson Center for Learning is an affirmative action, equal opportunity employer that values and actively seeks diversity in the workforce. Carole Robertson Center for Learning evaluates qualified applicants without regard to race, color, religion, sex, national origin, disability, veteran status, sexual orientation, gender identity, and other legally protected characteristics.
  • Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions of this position.
BENEFITS
  • Health Insurance (medical, dental, vision)
  • Retirement Savings Plan (401(k))
  • Paid Time Off (vacation, sick leave, holidays)
  • Employee Assistance Program
  • 2026-27 CRCL Benefits Guide
  • CRCL 2026-2027 Bi-Weekly Rate Sheet
  • If you are having issues accessing the link, please be sure to check out our Careers page for more information!
Carole Robertson Center for Learning provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
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