Human Resources Specialist

Job Description:

Human Resources Specialist

ABOUT ITW MEDICAL: 

ITW (NYSE: ITW) is a Fortune 300 global multi-industrial manufacturing leader with revenue of $16 billion in 2025. The company’s seven industry-leading segments leverage the unique ITW Business Model to drive solid growth with best-in-class margins and returns in markets where highly innovative, customer-focused solutions are required. ITW’s approximately 43,000 dedicated colleagues around the world thrive in the company’s decentralized and entrepreneurial culture.

ITW Medical, a division of ITW, is comprised of two highly respected brands- Coeur and Filtertek, supplying critical filtration and flow control solutions to global OEM’s, serving Surgical, Infusion, Bioprocessing and Diagnostic Imaging end markets. 

Position Summary:

The Human Resources Specialist supports organizational effectiveness by collecting, analyzing, and interpreting human resources data to drive informed business decisions. This role partners with the HR Director and leaders to support workforce planning, recruitment, onboarding, employee retention, compliance, compensation, training, and performance management initiatives. The HR Analyst develops actionable insights, maintains key HR metrics and dashboards, and makes recommendations that enhance talent acquisition, employee engagement, and overall organizational performance.

Duties and Responsibilities:

• Analyze workforce trends and organizational metrics to identify talent gaps, skill gaps, succession planning opportunities, retention risks, and workforce needs. Provide data-driven recommendations that support organizational growth, workforce forecasting, and strategic business objectives.
• Support talent management initiatives, including performance management, talent reviews, succession planning, career development, and competency framework administration. Assist with goal setting, performance evaluations, calibration activities, reporting, and the maintenance of career paths and development tools.
• Lead the administration and continuous improvement of employee recognition programs by evaluating participation and effectiveness, maintaining existing initiatives, and recommending new programs that enhance employee engagement, retention, and organizational culture.
• Conduct compensation analyses, including salary benchmarking, job classification reviews, pay equity assessments, and market comparisons. Present findings and recommendations to HR leadership.
• Support recruitment and onboarding efforts, including full-cycle recruiting activities, onboarding program administration, employer branding initiatives, talent pipeline development, and analysis of recruiting and onboarding effectiveness metrics.
• Develop and maintain relationships with external recruiting partners, educational institutions, and community organizations to support workforce needs and build diverse talent pipelines.
• Ensure compliance with federal, state, and local employment laws and regulations, including data privacy, record retention, employee records management, compensation practices, and other regulatory requirements.
• Conduct periodic audits of HR processes and records, including employee data, compensation, job classifications, and compliance requirements, and recommend corrective actions or process improvements as needed.
• Evaluate, develop, and recommend improvements to HR policies, programs, and processes in partnership with HR leadership and site HR teams, supporting implementation and communication efforts.
• Collect, validate, analyze, and maintain HR data from multiple sources including HRIS, payroll systems, surveys, exit interviews, performance evaluations, applicant tracking systems, and other workforce management tools.
• Develop and maintain HR dashboards, reports, and key performance indicators (KPIs) related to headcount, turnover, retention, compensation, recruiting, onboarding, employee engagement, performance management, and workforce planning.
• Perform other related duties as assigned.

Qualifications / Skills:

• Bachelor's degree in Human Resources, Business Administration, Industrial Psychology, Analytics, or a related field required.
• 3-5+ years of progressive Human Resources experience, including recruitment, onboarding, talent development, HR analytics and reporting.
• SHRM-CP, SHRM-SCP, PHR, or comparable certification preferred.
• Strong analytical, critical thinking, and problem-solving skills.
• Excellent verbal, written, and presentation communication skills.
• Strong attention to detail with the ability to manage multiple priorities.
• Knowledge of recruitment, onboarding, workforce planning, compensation, benefits, and employee relations practices.
• Thorough understanding of federal, state, and local employment laws and regulations.
• Advanced proficiency in Microsoft Excel, Microsoft Office Suite, PowerBi or equivalent and HR reporting tools.
• Experience working with HRIS, payroll systems, applicant tracking systems (ATS), and workforce analytics platforms.
• Ability to handle sensitive and confidential information with discretion.

Physical Requirements:

• Prolonged periods of sitting and working on a computer.
• Ability to occasionally lift and carry up to 15 pounds.
• Occasional travel for events, training, or company meetings may be required.

Compensation Information:

This compensation range is provided as a reasonable estimate of the current salary range for this role. Compensation depends on relevant experience and/or education, specific skills, market level, other job-related factors, geographic location, and other factors as applicable by law.

Pay Range: $70,000-90,000 annualized salary.

Benefits

Benefits for this role can be seen by visiting www.itwemployee.com. In addition, employees can qualify for vacation, sick, and holiday compensation benefits.

Vacation - up to 120 hours within first year

Sick - up to 40 hours of time within first year

Floating Holiday - up to 8 hours of time within first year

Holiday - 10 paid holidays per year, these holidays are selected by the Division

ITW is an equal opportunity employer. We value our colleagues’ unique perspectives, experiences and ideas and create workplaces where everyone can develop their careers and perform to their full potential. 

As an equal employment opportunity employer, ITW is committed to equal employment opportunity and fair treatment for employees, beginning with the hiring process and continuing through all aspects of the employment relationship. 

All qualified applicants will receive consideration for employment without regard to race, color, sex, gender identity, sexual orientation, religion, national origin, age, disability, protected Veteran status or any other characteristic protected by applicable federal, state, or local laws.