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…