Human Resources Business Partner & Benefits Manager

Oil-Dri Corporation of America is a leading manufacturer and supplier of specialty sorbent products for consumer and business-to-business markets that has been voted as a Top 100 workplaces in the Chicago Tribune. Oil-Dri’s products are sold in the pet care, animal health, fluids purification, agricultural, sports field, industrial and automotive markets. Oil-Dri controls millions of tons of specialty mineral reserves, including calcium bentonite, attapulgite, and diatomaceous shale. The company’s mines and manufacturing facilities are located in Georgia, Mississippi, Illinois, and California. Oil-Dri is a family-controlled and operated organization that emphasizes honesty, integrity, and accountability. The company is dedicated to fulfilling its mission to Create Value From Sorbent Minerals.

Job Overview

The HRBP Chicago/Benefits Manager is a strategic partner to Leaders and teammates in providing guidance and support of HR benefits and programs. This leader works closely with the VP, Human Resources and VP, Benefits for close collaboration to develop and implement HR strategies that foster teammate engagement, drive performance, and support the achievement of organizational goals. They play a key role in the administration and management of benefits programs, including health insurance, retirement plans, leave policies, wellness initiatives, and other perks.

This combined role involves strategizing to ensure benefit offerings meet teammate needs while managing costs effectively and also ensures compliance with local, state, and federal regulations.

Responsibilities

Benefits Program Development and Management

Compliance and Reporting

Teammate Communication and Support

Cost Management and Analysis

Vendor Relations

Wellness Initiatives

Qualifications

Education:

Certifications:

Experience:

Hybrid role based out of the Chicago office. Monday - Wednesday onsite required.

Compensation & Benefits

Compensation

Benefits

Oil-Dri is committed to providing equal opportunity for all teammates and qualified candidates without regard to race, color, creed, religion, sex, age, sexual orientation, national origin, ancestry, citizenship, marital status, mental or physical disability, veteran status, or any other characteristic protected by federal, state or local laws. Accordingly, all employment decisions and personnel actions or programs such as hiring, promotion, discipline, compensation, benefits, transfers, reductions in workforce, and training, etc. will be consistent with the principle of equal employment opportunity.