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Remote Human Resources Director Jobs in Racine, WI

Everlight Solar

Human Resources Assistant

Milwaukee, WI · Remote

$30K - $40K/yr

This is a FULLY REMOTE, full-time, entry level position. Must own a Mac computer and be fluent with the Apple ecosystem of software (iOS, macOS, iWork, etc.) Everlight Solar is a rapidly growing ...

Johnson Controls

Associate Legal Director

Milwaukee, WI · On-site +1

$145K - $195K/yr

Prepare regular communications and updates to human resources and business leaders on labor and ... to remote employees. HIRING SALARY RANGE : $145,000-$195,000 (Salary to be determined by the ...

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All JobsHuman Resources JobsRemote Human Resources Director JobsRemote Human Resources Director Jobs in Racine, WI

Remote Human Resources Director information

See Racine, WI salary details

$36.1K

$109.3K

$170.7K

How much do remote human resources director jobs pay per year?

As of Jul 19, 2026, the average yearly pay for remote human resources director in Racine, WI is $109,334.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,000.00 and $128,000.00 per year, depending on experience, location, and employer.

Can an HR Director work remotely?

Yes, many HR Directors can work remotely, especially with the use of digital communication tools and HR management software. Remote work arrangements depend on the company's policies and the specific responsibilities of the HR Director role, which often include strategic planning, policy development, and employee relations that can be managed virtually.

What is the highest paid HR position?

The highest paid HR position is typically the Chief Human Resources Officer (CHRO) or HR Director at executive levels, with salaries often exceeding six figures and reaching into the high hundreds of thousands or more for large organizations. These roles require extensive experience, strategic leadership skills, and often involve overseeing global HR functions and implementing organizational policies.

Are HR directors in demand?

HR directors are in high demand due to organizations prioritizing talent management, employee engagement, and compliance. The role often requires strategic leadership, strong communication skills, and experience with HRIS systems, with employment growth expected to remain steady in the coming years.

What are the key skills and qualifications needed to thrive as a Remote Human Resources Director, and why are they important?

To thrive as a Remote Human Resources Director, you need expertise in HR strategy, compliance, talent management, and a bachelor's or master's degree in HR or a related field. Familiarity with HRIS platforms, payroll systems, and certifications like SHRM-SCP or SPHR are commonly expected. Exceptional communication, leadership, and problem-solving skills help build strong virtual teams and foster a positive remote work culture. These skills ensure effective HR operations and support organizational goals in a distributed work environment.

What is the difference between Remote Human Resources Director vs Remote HR Manager?

AspectRemote Human Resources DirectorRemote HR Manager
CredentialsBachelor’s degree in HR or related field, HR certifications (e.g., SHRM-SCP)Bachelor’s degree in HR or related field, HR certifications (e.g., SHRM-CP)
Work EnvironmentStrategic leadership, policy development, high-level decision makingOperational tasks, employee relations, day-to-day HR functions
Employer & Industry UsageUsed across industries for senior HR leadership rolesCommon in organizations for managing HR teams and processes
Search & Comparison IntentUnderstanding strategic vs operational HR rolesClarifying managerial responsibilities in HR

The Remote Human Resources Director focuses on strategic leadership, policy development, and high-level decision making, while the Remote HR Manager handles operational HR tasks and employee relations. Both roles require HR certifications and a relevant degree, but they differ in scope and responsibilities within organizations.

How does a Remote Human Resources Director effectively manage team engagement and communication across distributed locations?

As a Remote Human Resources Director, maintaining strong engagement and communication with both the HR team and the broader organization requires a proactive and structured approach. This often involves leveraging collaboration tools, scheduling regular check-ins, and fostering a transparent feedback culture to ensure everyone feels connected and supported. Directors typically implement virtual onboarding, digital training, and wellness programs to address remote-specific challenges. Success in this role also depends on building trust, being accessible, and adapting HR strategies to fit the unique needs of a distributed workforce.

How much do remote HR managers make?

Remote Human Resources Managers typically earn between $70,000 and $120,000 annually, depending on experience, industry, and company size. Salaries can vary based on location, certifications, and the scope of responsibilities, with some earning higher in larger organizations or specialized sectors.

What does a Remote Human Resources Director do?

A Remote Human Resources Director oversees the HR functions of an organization while working from a remote location. Their responsibilities include developing HR policies, managing recruitment and onboarding processes, ensuring compliance with labor laws, and supporting employee relations. They also play a key role in shaping company culture, handling performance management, and implementing strategies for employee development. Communication and leadership skills are essential, as they often coordinate with teams and executives virtually. This role requires adaptability and proficiency with digital HR tools to effectively manage a distributed workforce.
What are the most commonly searched types of Remote Human Resources jobs in Racine, WI? The most popular types of Remote Human Resources jobs in Racine, WI are:
What are popular job titles related to Remote Human Resources Director jobs in Racine, WI? For Remote Human Resources Director jobs in Racine, WI, the most frequently searched job titles are:
What job categories do people searching Remote Human Resources Director jobs in Racine, WI look for? The top searched job categories for Remote Human Resources Director jobs in Racine, WI are:
What cities near Racine, WI are hiring for Remote Human Resources Director jobs? Cities near Racine, WI with the most Remote Human Resources Director job openings:
Remote Human Resources Director jobs near you
Infographic showing various Remote Human Resources Director job openings in Racine, WI as of July 2026, with employment types broken down into 1% As Needed, 79% Full Time, 18% Part Time, 1% Temporary, and 1% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $109,334 per year, or $52.6 per hour.
Associate Manager, HR Analytics & Reporting

Associate Manager, HR Analytics & Reporting

SC Johnson & Son

Racine, WI • Remote

Full-time

Medical, Retirement

Posted yesterday

New

SC Johnson rating

8.2

Company rating: 8.2 out of 10

Based on 22 frontline employees who took The Breakroom Quiz

30th of 92 rated chemical manufacturers

Job description

SC JOHNSON IS A FIFTH-GENERATION FAMILY COMPANY BUILT ON THE SPIRIT OF OUR PEOPLE. We have been leading with purpose for over 130 years, building iconic brands that win the hearts and minds of consumers - such as Raid, Glade, Ziploc and more, in virtually every country around the world. Together, we are creating a better future - for the planet, for future generations and for every SCJ team member. Join our winning team of Wave Makers and Go Getters and help us write the next chapter in the SCJ story.

ABOUT THE ROLE

As the Associate Manager, HR Analytics and Reporting, you will play a key role in strengthening the HR analytics and reporting capabilities that support a global organization operating across 60+ countries.

You will join the Global HRIS team, which enables and supports enterprise HR platforms including Workday, ServiceNow, Kronos, custom applications, analytics solutions, and related technologies. This role is anchored in Workday reporting and HR analytics, with opportunities to work across Power BI, ServiceNow, Kronos, automation tools, custom applications, and other HR technology platforms over time.

This is a hands-on individual contributor role with no direct reports. While this role does not currently include direct people management, it offers significant technical ownership, stakeholder influence, and exposure to global HR analytics and HR technology initiatives. You will lead through technical expertise, product ownership, stakeholder partnership and management, and influence across HR, HRIS, IT, vendors, and regional teams.

The role will primarily focus on HR analytics, Workday reporting, HR data structures, reporting security, dashboards, data quality, and enablement. You will help support the execution and governance of the organization's Global HR Analytics strategy by building scalable reporting solutions, improving reporting standards, supporting dashboard enhancements, and helping HR and business stakeholders access trusted workforce data.

We are looking for someone with strong technical aptitude, curiosity, and problem-solving ability who enjoys working hands-on in systems, translating business needs into practical reporting solutions, and learning across multiple HR technologies. This is a strong opportunity for someone with Workday or HCM reporting experience who wants to grow into broader HR analytics, governance, automation, and global HR technology work.

KEY RESPONSIBILITIES

Workday Reporting and HR Analytics Delivery

  • Design, develop, and maintain Workday reports, dashboards, calculated fields, and reporting logic that support compensation programs, workforce processes, HR operations, and business decision-making.
  • Build scalable and sustainable reporting solutions that improve access to accurate, timely, and actionable HR data.
  • Apply knowledge of HR data structures and relationships to create reports and dashboards that are accurate, usable, and aligned to business needs.
  • Troubleshoot Workday reporting issues, data discrepancies, calculated field logic, dashboard performance, and related reporting challenges.

Business Partnership and Requirements Translation

  • Partner with HR, HRIS, IT, Finance, vendors, and regional stakeholders to understand business needs and translate them into practical reporting, dashboard, or analytics solutions.
  • Analyze business challenges and identify reporting or technology-enabled solutions that improve efficiency, data quality, and user experience.
  • Support stakeholders in interpreting reporting requirements, understanding data limitations, and identifying scalable approaches to recurring reporting needs.
  • Coordinate across technical and non-technical teams to resolve reporting, data, process, and system issues.

HR Analytics Governance and Enablement

  • Support key components of the Global HR Analytics strategy, including reporting standards, governance routines, dashboard enhancements, data quality practices, and stakeholder enablement.
  • Help develop and maintain reporting standards, metric definitions, documentation, governance processes, and best practices.
  • Create and maintain technical documentation, process documentation, training materials, and self-service analytics guidance.
  • Help improve consistency, usability, and trust in HR reporting across global HR teams and business stakeholders.

Data, Security, and Cross-Platform Support

  • Help design and maintain HR reporting data models that support dashboards, analytics, visualization, and enterprise reporting initiatives.
  • Partner with HRIS, IT, security, and integration teams to support secure and reliable data flows between enterprise systems.
  • Support reporting access, data visibility, and security-related requirements in Workday in partnership with HRIS and security administrators.
  • Validate data outputs from Workday and related platforms to help ensure reporting accuracy, data integrity, and appropriate access controls.

Dashboards, Visualization, and Continuous Improvement

  • Develop or support interactive dashboards and visualizations using Power BI, Workday, or other reporting platforms, depending on business need and data availability.
  • Identify opportunities to automate recurring reporting, reduce manual work, improve dashboard usability, and strengthen self-service analytics capabilities.
  • Contribute to HR technology roadmaps by identifying reporting, automation, process improvement, and platform enhancement opportunities.
  • Stay current on HR technology trends, Workday reporting capabilities, automation opportunities, and best practices across enterprise platforms

REQUIRED EXPERIENCE YOU'LL BRING

  • Bachelor's degree or equivalent experience.
  • 5+ years of experience in HRIS, HR analytics, business intelligence, enterprise reporting, or a related technical field.
  • Hands-on experience developing reports, dashboards, or analytics solutions in an HCM platform such as Workday, SuccessFactors, Oracle HCM, or a similar system.
  • Strong understanding of HR data structures, reporting concepts, data relationships, and how HR data supports business processes.
  • Experience gathering business requirements and translating them into practical reporting, dashboard, or analytics solutions.
  • Experience with enterprise reporting and visualization tools such as Power BI, Tableau, Workday dashboards, or similar platforms.
  • Strong analytical, troubleshooting, and problem-solving skills, with attention to data accuracy and detail.
  • Strong communication and stakeholder partnership skills, including the ability to work effectively with both technical and non-technical teams.
  • Curiosity and adaptability to learn new systems, reporting tools, and HR technology processes.
  • Ability to manage multiple priorities and deliver accurate work in a global, cross-functional environment.
  • Qualified candidates must be legally authorized to work in the United States without current or future sponsorship.

PREFERRED EXPERIENCES AND SKILLS

  • Advanced Workday Reporting, Calculated Fields, Worksheets, Discovery Boards, and Dashboards
  • Curiosity and adaptability to learn new systems, reporting tools, and HR technology processes.
  • Workday configuration or administration experience.
  • Exposure to Workday security concepts, especially reporting access, data visibility, and domain/security implications for reporting.
  • Power BI data modeling, DAX, dashboard development, or visualization experience.
  • SQL, Python, JavaScript, automation, configuration, or other technical reporting experience.
  • Experience supporting global or multi-country HR systems.
  • Familiarity with integrations, APIs, middleware, enterprise data flows, or system connectivity concepts.
  • Experience partnering with HRIS, IT, or integration teams to support data flows between HCM and enterprise systems.
  • Experience creating reporting documentation, training materials, self-service analytics guidance, or data governance materials.
  • Experience coordinating with vendors, offshore resources, shared services teams, or cross-functional project teams.
  • Degree or coursework in Human Resources, Business Analytics, Information Systems, Computer Science, or a related field.
  • Understanding of HR operations, employee lifecycle processes, compensation programs, workforce planning, or global HR service delivery

JOB REQUIREMENTS

  • Full time, regular schedule for corporate role
  • Percentage of travel time expected <10%
  • Office work environment: Remote work available once a week after 90-day onboarding period
  • Eligible for domestic relocation assistance

BENEFITS AND PERKS

SC Johnson's total compensation packages are at or above industry levels. In addition to salary, total packages may include bonuses, long-term incentives, matching 401(k) contributions and profit sharing based on company profitability, job level and years of service. As a family company, we're committed to providing benefits such as subsidized health care plans, maternity/paternity/adoption leave, flexible work arrangements, vacation purchase options, recreation and fitness centers, childcare, counseling services and more.

Inclusion & Diversity

We're a global business, with people from every culture, ethnicity, race, religion, gender identity, sexual orientation, age and ability. We recognize the breadth of human experience, and we work to celebrate it. It is our goal to build a diverse, inclusive and supportive work environment where all people can thrive.

We're committed to ongoing efforts that help us attract, hire, and retain diverse talent who want to build a positive, inclusive environment. Read more about our ongoing initiatives at https://jobs.scjohnson.com/inclusion.

Better Together

At SC Johnson, we strive to create a positive, inclusive and unique workplace. We strongly believe SCJ people are able to achieve their best when they can collaborate and work together in person.

Equal Opportunity Employer

The policy of the Company is to ensure equal opportunity for all qualified applicants and employees without regard to race, color, religion, gender, marital status, sexual orientation, national origin, ancestry, age, gender identity, gender expression, disability, citizenship, pregnancy, veteran status, membership in any active or reserve component of the U.S. or state military forces, genetic history or information or any other category protected by law.

Accommodation Requests

If you are an individual with a disability and you need an accommodation or other assistance during the application process, please call our Human Resources department at 262-260-3343 or email your request to SCJHR@scj.com. All qualified applicants are encouraged to apply. Download the EEO Know Your Rights posterfor more information.

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