Human Resources Manager

Every role at Orsini moves a patient closer to life-changing therapy. We partner with biopharma innovators, healthcare providers, and payers to make access simple, compassionate, and reliable - so no patient is left behind. Make your next role matter.
ABOUT ORSINI

Providing compassionate care since 1987, Orsini is a leader in rare disease and gene therapy pharmacy solutions, built to simplify how patients connect to advanced medicines. Through our comprehensive commercialization solutions including a nationwide specialty pharmacy, patient services hub, home infusion and nursing network, and third-party logistics provider, we work with biopharma, providers, and payors to ensure No Patient is Left Behind™

OUR MISSION

Orsini is on a mission to be the essential partner for biopharma innovators, healthcare providers, and payers to support patients and their families in accessing revolutionary treatments for rare diseases. Through our integrated portfolio of services, we seek to pioneer comprehensive solutions that simplify how patients connect to advanced therapies while providing holistic, compassionate care so that No Patient is Left Behind™.  

CORE VALUES

At the heart of our company culture, the Orsini LIVE IT Core Values serve as guiding principles that shape how we interact with each other and those we serve. These values are the driving force behind our commitment to excellence, collaboration, and genuine care in every aspect of our work.  

COMPENSATION & LOCATION

The compensation range is $80,000-$100,000 based on experience.

This role is onsite at our Elk Grove Village location, with potential for a hybrid schedule in the future.
POSITION SUMMARY
The HR Manager is responsible for the execution of employee relations, workplace risk management, employment law compliance, people policy application, and HR‑developed people programs. This role ensures that People processes are applied consistently, fairly, and in compliance with employment laws, while providing hands‑on support and guidance to managers. This role also supports employee engagement initiatives by executing Culture Committee actions and reinforcing culture standards in daily people practices, in partnership with the Senior HR Business Partner. 

The HR Manager executes within People Operations strategy and partners closely with the Senior HR Business Partner, Training team, Payroll, and HR Administrator. 
ESSENTIAL RESPONSIBILITES
Employee Relations & Workplace Risk Execution 

• Independently manage employee relations cases involving performance, conduct, attendance, and workplace concerns, ensuring timely, fair, and well-documented outcomes  
• Conduct thorough, neutral investigations, including interviews, documentation review, and fact-finding aligned with company standards  
• Draft and administer corrective actions, performance improvement plans, and termination documentation with a strong focus on risk mitigation and consistency  
• Assess risk level of ER matters and appropriately escalate high-risk or legally sensitive situations  
• Ensure consistent application of policies and practices across departments and locations  
• Identify recurring themes, risk patterns, or manager gaps and proactively surface insights to People leadership 

Employment Law & People Compliance Execution  

• Apply and interpret federal, state, and local employment laws in day-to-day people practices across a multi-state environment  
• Ensure consistent, compliant application of company policies, documentation standards, and disciplinary practices  
• Monitor employee relations decisions and manager actions for potential compliance risk and intervene as needed  
• Maintain audit-ready personnel files, ER documentation, and corrective action records in alignment with regulatory and internal standards  
• Identify compliance risks, policy gaps, or inconsistent practices and partner with People leadership on mitigation  
• Support compliance audits, inspections, and regulatory reviews, including preparation and response activities 

Leave & Accommodation Compliance Decisions  

• Own eligibility determinations and compliance decisions related to FMLA, ADA, and other protected leave programs  
• Review, approve, and manage reasonable accommodations and exceptions, ensuring alignment with legal requirements and company standards  
• Apply federal, state, and local leave laws, including managing complex or overlapping leave scenarios  
• Partner with HR Administration and Payroll to ensure accurate and compliant execution of approved leaves and accommodations  
• Assess and escalate high-risk or complex leave situations as appropriate 

Manager Enablement – Execution & Reinforcement 

• Provide practical, hands-on coaching to managers on performance management, documentation, corrective action, and employee conversations  
• Reinforce company expectations related to people leadership, policy application, and documentation quality  
• Support managers through complex or sensitive employee situations with a focus on consistency, fairness, and risk mitigation  
• Ensure manager adherence to HR-developed tools, templates, and processes  
• Identify manager capability gaps and reinforce training through day-to-day coaching and real-time guidance 

HR‑Developed Program Execution & Training 

• Execute and facilitate HR-developed programs, including manager fundamentals, performance management, and compliance training  
• Partner with the Training team to reinforce practical application of learning in day-to-day management practices  
• Ensure programs are delivered consistently and aligned with People Operations standards  
• Provide feedback on program effectiveness based on manager adoption and real-world application 

People Process Oversight  

• Support the rollout and adoption of People Operations policies, processes, and initiatives  
• Ensure consistent execution of HR processes across departments and locations  
• Participate in audits and internal reviews to ensure process compliance and documentation accuracy  
• Identify process gaps, inefficiencies, or risks and escalate recommendations for improvement 

Employee Engagement & Culture Committee Execution 

• Partner with the Senior HR Business Partner to execute approved employee engagement and culture initiatives  
• Serve as the operational lead for Culture Committee execution, including coordination, follow-up, and tracking of initiatives  
• Translate Culture Committee recommendations into actionable plans with clear timelines and ownership  
• Ensure engagement initiatives are executed consistently and aligned with company policies and People Operations standards  
• Monitor progress and escalate risks, capacity constraints, or barriers to People leadership  
• Reinforce engagement efforts through manager enablement and day-to-day people practices 
• Other duties and responsibilities as required. 
  Disclaimer: The information written in this job description indicates the general nature and level of work to be performed. This job description is not designed to contain or be interpreted as totally comprehensive of every job duty, responsibility, or qualification required by an employee assigned to this job. While employed in this position, an employee may be required to perform other assignments not listed in this job description.  

• Timely and compliant resolution of employee relations cases, aligned with defined service expectations and documentation standards  
• Consistent and compliant application of policies and corrective action practices across departments and locations  
• Quality and defensibility of ER documentation and investigations, as measured by audit outcomes and leadership review  
• Manager adherence to documentation, performance management, and corrective action standards  
• Reduction in repeat employee relations issues driven by manager error or inconsistent application of expectations  
• Timely identification, assessment, and escalation of employment law and compliance risks  
• Audit-ready personnel files and employee relations documentation  
• ​​​​​​​Demonstrated improvement in manager capability through reduced reliance on HR intervention for routine ER matters 

Education 

• Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)  

Experience 

• 5–7+ years of progressive HR experience with significant employee relations responsibility  
• Demonstrated experience managing ER issues in a multi‑state environment  

Certifications (preferred)

• PHR or SHRM-CP 

​​​​​​​Work Environment & Travel Requirements 

• Onsite role 
• Minimal travel requirements, less than 5% 

EMPLOYEE BENEFITS
We offer a comprehensive benefits package designed to support your health, financial security, and overall well-being:

• Medical Coverage, Dental, and Vision Coverage
• 401(k) with employer match
• Accident and Critical Illness coverage
• Company-paid life insurance options
• Generous PTO, paid holidays, and floating holidays
• Tuition reimbursement program.​​​​​​​​​​​​​​