HR Manager

Hybrid - Corporate Office
Itasca, IL 60143, USA

• Pay or shift range: $100,000 USD to $150,000 USD
  The estimated range is the budgeted amount for this position. Final offers are based on various factors, including skill set, experience, location, qualifications and other job‑related reasons. Our benefits include medical, dental, vision, Rx, 401(k), life and AD&D, short‑term and long‑term disability, and more. Please visit our website for more information.

The Human Resources Manager will partner closely with senior management to deliver core HR support across the organization. This role focuses on onboarding and developing talent, enhancing employee engagement, and ensuring effective HR operations including employer relations, compliance, and policy administration. The HR Manager will also assist senior leadership with ad‑hoc projects, support day‑to‑day HR activities, and contribute to key organizational initiatives.

Note: This position is based in the Cayman Islands
, and candidates must already reside in Cayman and must be Caymanian to be considered. This role is with Kensington Management Group
, a sister company of Captive Resources. Although the position is posted through Captive Resources the selected candidate will be employed by Kensington and work directly with the Kensington team.

Education and Experience: Bachelor’s degree in Human Resources, Business Administration, or related field. 8+ years in a management‑level HR generalist role with experience partnering with senior leadership, preferably in a fast‑paced environment.

Skills/Competencies Requirements:

• Strong proficiency in Microsoft Office – Word, Excel, PowerPoint.
• Technical ability and familiarity with Bamboo
  
  HR.
• Detail‑oriented with a high level of accuracy.
• Strong confidentiality and ability to maintain an impartial, professional approach.
• Familiarity with payroll processes.
• Strong business acumen with demonstrated strategic thinking.
• High level of HR compliance mindset and understanding of employment laws.
• Significant experience in employee relations and conflict resolution.
• Strong analytical, problem‑solving, and judgment skills.
• Excellent organizational, planning, and prioritization skills.
• Ability to manage multiple deadlines and work under pressure.
• Ability to work both independently and collaboratively.
• Strong initiative, interpersonal skills, and open communication style.
• Commitment to company values and fostering a positive culture.

• Acclimate: Gain a strong understanding of each department and the overall business, including processes, policies, collaboration structures, and growth areas to effectively support HR needs.
• Organizational Development: Collaborate on initiatives to enhance company culture, employee engagement, and retention strategies. Support leadership with succession planning and initiatives tied to organizational growth.
• Employee Relations: Serve as a primary point of contact for employee concerns, promoting a positive workplace environment through effective communication and conflict resolution. Actively participate in performance improvement plans, employee coaching, and termination processes.
• Compliance: Ensure all HR practices and benefits administration comply with labor laws and regulations. Conduct internal audits, recommend corrective actions, and ensure proper completion and maintenance of employee documentation.
• Talent Acquisition & Development: Partner with senior management to identify, interview, and evaluate candidates. Conduct HR interviews, provide constructive feedback, and maintain a strong candidate experience. Support sourcing and selection of qualified talent.
• Onboarding & Training: Coordinate with leadership to support onboarding processes for new hires. Identify training needs to strengthen skills, performance, and engagement.
• Work Permit & Third‑Party Coordination: Serve as a liaison with third‑party providers for expatriate work permit processes, including renewals and fee management.
• Performance Management: Support managers in delivering performance feedback, employee communications, competencies, and improvement plans. Coach leaders on performance‑related opportunities.
• P…