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    Central Wisconsin Career Opportunities

    Human Resources Assistant

    Part-Time (25 hrs/week)

    Date Posted:  5/22/17


    This position provides administrative support to the Human Resources department on all personnel and benefit matters.

    ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

    1. Benefits Administration to include but not limited to:
      1. Process enrollment for various insurance companies (including both paper and electronic filing)
      2. Uploading new hires to 401 K vendor
      3. Submit insurance information to third party vendor for terminated employees (COBRA)
      4. Notify insurance companies of terminated employees
      5. Enter deductions and benefits into HRIS system
      6. Make changes to deductions & benefits
      7. Update Cigna spreadsheet with employee wage changes and new hires
      8. 401K administration (process loans, distributions, roll overs)
    1. Audit payroll related changes entered into HRIS system and serve as Payroll back up
    2. Run monthly reports and follow up with applicable staff for service awards, license/certification expirations and performance evaluations
    3. Filing/scanning personnel documents
    4. Process reference checks and employment verifications
    5. Coordinate student shadows/observations
    6. Assist with scheduling meetings
    7. Assists with recruitment and interview process and coordinates provider interview site and community visit.
    8. Assist with community recruitment and/or interviewing events
    9. Assist with the coordination of HR programs (Holiday party, employee appreciation week, recognition awards, etc.)
    10. Assist with Wellness initiatives
    11. Assist with new employee orientation and training
    12. Assist with monitoring Healthstream compliance
    13. Participates in Workplace of Choice Quality Impact Team and Wellness Committee
    14. Maintains employee information by entering and updating employment and status- change data.
    15. Other duties as assigned
    16. Reporting Skills, Maintaining Employee Files, Dependability, Organization, Scheduling, Confidentiality, Independence, Orienting Employees, Verbal Communication, Teamwork, Microsoft Office Skills


    • High school degree or equivalent.
    • 1-2 years of previous Human Resources experience required.
    • Proficient in Microsoft Office (Word, Excel, Power Point, etc.)
    • Previous experience working within an HRIS database.
    • Problem solving—the individual identifies and resolves problems in a timely manner and gathers and analyzes information skillfully.
    • Interpersonal Skills—the individual maintains confidentiality, remains open to others’ ideas and exhibits willingness to try new things.
    • Oral communication—the individual speaks clearly and persuasively in positive or negative situations, demonstrates group presentation skills and conducts meetings.
    • Written Communication—the individual edits work for spelling and grammar, presents numerical data effectively and is able to read and interpret written information.
    • Planning/organizing—the individual prioritizes and plans work activities, uses time efficiently and develops realistic action plans.
    • Quality control—the individual demonstrates accuracy and thoroughness and monitors own work to ensure quality.
    • Adaptability—the individual adapts to changes in the work environment, manages competing demands and is able to deal with frequent change, delays or unexpected events.
    • Dependability—the individual is consistently at work and on time, follows instructions, responds to management direction and solicits feedback to improve performance.
    • Safety and security—the individual actively promotes and personally observes safety and security procedures, and uses equipment and materials properly.



    • SHRM Professional or Senior Professional in Human Resources certification.
    • Previous healthcare experience


      PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

      Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

      While performing the duties of this job, the employee is regularly required to talk and hear. The employee frequently is required to stand; walk; sit; use hands to type; and reach with hands and arms. The employee is occasionally required to stoop, kneel, crouch and bend. The employee must occasionally lift and/or move boxes up to 20 pounds.  Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.


    HR Generalist (Company Confidential)

    Date Posted:  5/18/17


    Recruiting, onboard training, assisting HR in all facets of the hiring process, for a manufacturing company near Antigo in North Central WI. Bachelor's or Associates Degree in HR, or equivalent relevant job experience. Required or nice to have, Microsoft Office, ADP, HR/employment law. Must have great communication skills, be extremely organized, and able to handle multiple projects in a fast paced environment. The starting pay is between 42-46K plus a relocation package is offered.

    For details and to apply, please send resume and/or contact, Steve Salick, Account Manager, SITE Personnel Services, Inc., Menomonee Falls, WI 53051, Phone (262) 345-9933 ext. 111, Email


    County Materials Corp

    Payroll Administrator

    Date Posted:  5/12/17

    County Materials Corp. is an industry leader in manufacturing and supplying a large selection of concrete construction and landscape products. Founded more than 70 years ago, the family-owned, American-based company has grown to operate more than 40 locations across the United States. With more than 1,200 employees, the strengths of this dynamic, fast-paced organization are built on its manufacturing capabilities, industry experience and customer-service-focus in infrastructure, transportation, commercial, municipal, agricultural, and residential applications.

    The primary responsibilities for this position will be:

    • Process bi-weekly payroll for a 1,300 employee multi-state employer, utilizing Kronos.
    • Ensure compliance and correct tax withholdings, reporting, and remittance on a bi-weekly basis.
    • Remit non-tax withholdings to the appropriate entities on a bi-weekly basis.
    • Complete all quarterly and annual tax filings.
    • Research tax credits offered by various taxing authorities.
    • Generate reports for management on a bi-weekly, monthly, and annual basis or as requested.
    • Answer employee questions related to payroll concerns and troubleshoot issues related to payroll.
    • Other duties as assigned

    Required Skills

    • An AA Degree or equivalent with 3+ years of multi-state payroll processing and related tax experience.
    • Must be detailed oriented and have the ability to multi-task in a fast paced work environment.
    • Must be able to adhere to confidentiality and strict deadlines.
    • Must possess good communication skills.
    • Kronos & Crystal Reports experience a plus

    Apply online at:


    Position Description

    Rothschild Mill - HR Manager

    Date Posted:  5/5/2017

    The HR Manager is a consulting partner to management on Human Resources related issues such as labor relations, employee relations, performance management, staffing, change management, and compensation. The successful HR Manager will act as a change agent for culture evolution and process improvement. Responsibilities will include but not be limited to:

    Job Responsibilities/Accountabilities:

    • Manage all labor relations functions, including but not limited to: negotiations, grievance resolution, arbitrations, and the administration of collective bargaining agreements.
    • Develop and maintain a positive partnership with union leadership to ensure sustainable business operations and results.
    • Manage all compliance related issues including NLRB, EEOC, OFCCP, OSHA, and Workers Compensation matters.
    • Coach Managers and Employees through complex performance management issues.
    • Administer compensation program; monitor performance evaluation program and revise as necessary.
    • Develop and maintain affirmative action program; file EEO-1 report annually; maintain other records, reports, and logs to conform to EEO regulations.
    • Maintain compliance with federal and state regulations concerning employment.
    • Support the succession planning of mill talent and work with key leaders to administer reviews and performance plans.
    • Work with corporate and local universities to help develop Domtar’s brand; support full cycle recruiting efforts.

    Key Skill Sets:

    • Ability to work effectively both independently, collaboratively and cross-functionally with internal and external stakeholders.
    • Strong analytical skills and timely decision making ability.
    • Good communicator at all levels of organization to include listening, writing and presenting.
    • Self-sufficient, results-oriented with a commitment to quality, service and customer satisfaction.
    • Ability to influence and lead.
    • Strong conflict resolution and performance management skills.
    • Open-minded and outside of the box thinker.
    • Position Requirements:
    • Minimum of 7+ year’s progressive Human Resources experience in a unionized environment, preferably in a manufacturing/paper mill setting. 
    • Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development.  Master’s Degree preferred.
    • Proven success in leading Human Resource strategies, initiatives and projects from inception to implementation in a leadership capacity.
    • Demonstrated high level of time-sensitive work prioritization, accuracy, organizational and communication skills.
    • Basic experience with an ATS system, running I-9 verifications, and ordering background & drug screens.
    • Advanced proficiencies in Microsoft Office (Excel, Word and PowerPoint); knowledge in Outlook preferred.

    This description is a summary of the position and not all-inclusive of responsibilities. It is subject to change over time

    We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of regard to race, color, religion, age, national origin, sex (including gender identity, sexual orientation, and pregnancy), marital status, veteran status, disability, genetic information, or any other status protected by law.

    Interested candidates should apply online for Job #1225 at



    Human Resources Specialist

    Date Posted:  5/1/17

    SummaryThe Human Resources Specialist is a key business partner and trusted advisor to all levels of management and staff in a variety of Human Resources functions.  The HR Specialist partners with hiring managers and the Human Resources team to attract, assess, and hire the best talent (both internally and externally) for exempt and non-exempt positions.  In addition to talent acquisition, this position may perform but not limited to the following Human Resources duties; new employee orientation, development and implementation of employee retention and engagement strategies, employee relations and training/development. The HR Specialist focuses on the ongoing cycle of talent that start by building Employer Brand, communication of Employee Value Proposition and ongoing relationship with targeted Talent segments.

    Essential Job Duties & Responsibilities: Primary duties include the exercise of discretion and independent judgment with respect to matters of significance involving Human Resource issues.  To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  Essential duties and responsibilities include the following:


    • Responsible for taking a strategic approach to acquiring and managing full-cycle talent acquisition leveraging both technology and relationship-building (high-tech/high touch expectation).
    • Collaborate with hiring managers to build candidate profiles, clarify required job skills and competencies to meet our current business needs.  Proactively identify talent needs for the future.
    • Build our employer brand as an employer of choice.
    • Create and manage a process to provide candidates with an incredible candidate experience.
    • Create and communicate the employee value proposition.
    • Develop and manage programs to create a multi-generational, flexible, and virtual workforce.
    • Work with hiring managers to develop selection criteria for behavioral interview process.
    • Proactively source candidates using innovative techniques and tactics, including social media, LinkedIn, and other web resources along with print, publications and professional groups.
    • Develop and maintain a strong and active network of candidates and acquisition sources.
    • Develops and maintains positive relationships with secondary and post-secondary schools, employment agencies, and other similar organizations in order to develop additional sources of qualified candidates. 
    • Creates and manages structured internship and youth apprenticeship programs to build talent pipeline.
    • Creates and manages mentoring programs for young professionals.
    • Identify and pre-screen qualified candidates; coordinate and participate in the interview process.
    • Conducts reference checks.
    • Active member of local organizations (Chamber, young professional’s network, etc.) to promote Bank-Community relations and be a resource to the community to assist with talent acquisition knowledge.
    • Create and manages Employee Referral Programs. 
    • Retention - conducts exit interviews to determine reasons behind separations. Identifies trends and provides feedback to related locations/departments.
    • Plans and implements retention activities and surveys, including employee activities, and engagement surveys.
    • Administers annual affirmative action plan.

      Employee Relations:

    • Assists managers in administration of the corrective action/performance improvement plan assuring that discipline is administered in an effective, respectful, and non-discriminatory fashion.
    • Consults with managers on employee related issues, providing guidance and assuring compliance with related employment laws.


    • Train managers on employment related topics as identified - to include, but not limited to: Behavioral interviewing, conflict resolution, performance management, recognition, etc.
    • Assists with administration of Employee Development System process (EDS).


    • Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions.  Ensures policies, procedures, and reporting are in compliance.
    • Plans and conducts new employee orientation to reinforce and support company culture and help the new employee assimilate into the organization.
    • Responds to management and staff inquiries regarding policies, procedures, and programs.
    • Works with the HR team on process improvement and other department projects.  Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
    • Assists in evaluation of reports, decisions, and results of department in relation to established goals. 
    • Identify and implement best practices in all HR functions.

      Other Responsibilities:

      Perform other related duties as required or assigned that are in the spirit of this job description and position as necessary for the Bank and the Department to function effectively.

    Supervisory Responsibilities:

    This job has no supervisory responsibilities


    Bachelor’s degree (B.S.or B.A.) from a four year college or university in related field, and five or more years related experience and/or training; or equivalent combination of education and experience.

    To perform this job successfully, an individual should have proficient computer knowledge of Windows and Microsoft Office software, and Human Resource systems software.

    Certifications and Licenses:

    PHR required (or commitment to obtain certification within the first 2 years of employment.); SPHR preferred.

    I.C.E. – Incredible Customer Experience

    At River Valley our service philosophy focuses on delivering an “Incredible Customer Experience” by empowering smart, happy people who love to serve.  Our employees commit to being available anytime, anywhere, doing it now, and doing it right.  Providing customer service with a Concierge Attitude means we become personal assistants for our customers, delivering assistance in extraordinary and unexpected ways.   

    I.C.E. Standards are the rules of engagement for fulfilling the I.C.E. philosophy.  They are stated here in the order of priority, e.g. being accurate trumps all.

    • Accurate – Provide error free interactions with attention to every detail.
      • Follow guidelines, policies and procedures.
      • Deliver a quality result that is proactive and correct.
      • Verify that all information provided is understood and applicable.
      • In the event of an error always make it right.
    • Accountable – An Obligation and willingness to accept responsibility for our actions.
      • Take ownership of the inquiry and confirm the resolution to all involved.
      • Recognize the sense of urgency in every situation and respond accordingly.
      • Maintain and share the knowledge needed to accomplish excellence in your role.
      • Designate a resource in your absence.
    • Accommodating – Remove obstacles and exceed expectations, making it easy to do business with us.
      • Be respectful.
      • Be available and responsive.
      • Make sure the solution solves the problem.
      • Anticipate needs and proactively meet them.

    Compliance Accountability:

    It is the responsibility of each employee to assure that his or her work complies with all applicable federal and state laws and regulations.  Employees should report all known or suspected compliance problems to the compliance officer or to their supervisor.  Each employee will be required to complete assignments by a specific due date to assure that the employee's duties and responsibilities are performed in a manner that results in compliance with the spirit and the letter of applicable laws and regulations.   All employees at River Valley will be held accountable to perform their job with a high degree of ethics, to continually enforce our focus on conducting business with integrity. 

    Performance Factors:

    To perform the job successfully, an individual should demonstrate the following competencies:

    Attention to Detail:

    • The level at which tasks are performed carefully, accurately, and in accordance with specific instructions. Consistency of work quality and compliance with standards, requirements, and expectations. The tracking of numerical data and detailed organizational information, and the careful application of grammar, spelling, and punctuation rules.

      Job Knowledge:

    • Individual possesses and demonstrates the technical ability to perform required duties, is practical in applying knowledge to assignments, and maintains expertise by keeping current with new developments and procedures.

      Problem Solving:

    • The ability to define and offer solutions to resolve problems. Uses knowledge of the organization to identify helpful resources.  Demonstrated critical thinking skills required.

      Communication Skills:

    • Written - Individual writes clearly and concisely with little need for editing (includes spelling and grammar). Oral - Expresses self in speech as to be clearly and completely understood; uses customers' names when appropriate; supports a favorable environment for open communication; addresses concerns or problems in an open non-defensive manner; conveys self-confidence and knowledge of subject in speaking to customers. Listens - Is attentive and transmits correct information to appropriate people; accepts constructive feedback.


    • The level of trustworthiness, character, professionalism, confidentiality, and honesty in dealing with internal or external customers.

      Customer Service:

    • Individual demonstrates a positive and helpful attitude toward customers (internal and external), understands their importance to River Valley and understands how his/her job affects customers; establishes and maintains good relationships through interactions or work completed; projects a positive and professional image of River Valley Bank.  Follow up and follow through – doing what you say you will do.
    • Highly developed critical thinking skills that help one to accurately generalize concepts       and ideas learned. 
    • Demonstrated sound judgment. 
    • Ability to work in ambiguous circumstances.

      General Physical Requirements:

      The physical requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

      Sedentary Work:  Exerting up to 10 pounds of force occasionally and/or a minimum amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects.  Sedentary work involves sitting most of the time.  Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

      Talking: Expressing or exchanging ideas by means of the spoken word.  Those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly.

      Hearing: Perceiving the nature of sounds at normal speaking levels or without correction.  Ability to receive detailed information through oral communication, and make fine discriminations in sound. 

      Vision: The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; expansive reading; visual inspection involving small defects, small parts and/or operation or machines (including inspection); using measurement devices; and/or assembly of fabrication of parts at distances close to the eyes.

      Working Conditions:

      The employee is subject to inside environmental conditions:  Protection from weather conditions but not necessarily from temperature changes.

      The employee is not substantially exposed to adverse environmental conditions (such as in typical office of administrative work).

      Some travel may be required.

      Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

    Applicants can apply on our website under the Career Link

    HR Generalist - Medford, WI

    To apply:

    Date Posted:  4/24/17

    Advance your career and receive world-class training, all while joining the world’s “Most Admired Food Company”, as an HR Generalist. As an HR Generalist you will be a part of an on-site HR team and partner with factory management to deliver high quality support and advice. The HR Generalist will support our vision and strategic direction to cultivate our world-class manufacturing and distribution facilities, acting as a change agent to continually develop the culture and support our vision. In this varied role, you will be responsible for ensuring on-site human capital requirements are met including: the sustainability of a reliable and competent workforce and labor crewing that delivers improvements in productivity. This position will provide guidance across industrial and employment law, recruitment, induction, performance management, change management and engagement initiatives.

     In this position, you will have the ability to lead a broad array of HR initiatives in a highly challenging and rewarding environment where you will play a significant role in impacting our factories and people strategy. This is a role where your contributions will be noticed and you will be able to make a real difference within our organization. 

    This is a great opportunity to learn and contribute to a Nestle USA’s standards and practices and work alongside an array of iconic pizza brands such as Tombstone, Jack's and DiGiorno.

    Duties & Key Responsibilities:

    General HR Support

    • Provide support to employees and managers in the handling of all human resource related activities which may include:  employee relations, fielding employee questions or concerns, communication and the interpretation of policies and procedures. 
    • Supports and serves as a liaison between employees and management
    • Provide counsel to employees and management to maintain a productive and positive work environment, including development planning, coaching, etc. 
    • Advise managers on salary offers and equity increases (Cornerstone Evaluation).
    • Partner with HR Specialty groups to effectively manage: employee Leave of Absences, Short-Term Disability, FMLA requests, Workers Compensation issues, OSHA requirements, Relocation, PTO issues, and unemployment claims.
    • Coordinate workers compensation program, includes issues relating to modified duty/early return to work, ADA and litigation
    • Assist in the recruitment efforts and new hire and transfer processes including but not limited to: coordination of openings, development of job descriptions, diversity recruitment strategies, interview candidates, job offer recommendations and offer letters, write announcements, and act as liaison with the hiring manager and the recruiting team.
    • Conduct employee investigations as needed and ensure timely and responsible resolutions.
    • Consult with appropriate legal counsel as needed.

    Performance Management

    • Consult with and advise management to maximize employee productivity through swift and timely resolution
    • Resolve employee performance issues to ensure appropriate corrective action steps are taken, including coaching, verbal / written warnings (corrective action), Performance Improvement Plans.


    • Ensure all associates and managers are properly trained to use tools and resources for effective performance and development evaluations (PDGs) and merit and compensation reviews. 
    • Provide counsel and support to managers for performance development and improvement. Provide and track compliance of required training including conducting New Employee Orientation, New Manager Orientation, Harassment Awareness and other related compliance training, leadership and management courses, etc. as needed.


    • Monitor all EEO compliance and Affirmative Action programs including drafting annual AAP.
    • Ensure compliance with all state and federal laws and regulations pertaining to Human Resources matters. 
    • Partner with internal Compliance team to participate in audits conducted by state or federal agencies such as the OFCCP. 
    • Monitor and provide feedback regarding the use of policies and procedures and propose / draft policies / updates as needed.



    If you are interested in posting your HR position to the CWSHRM website, please send the posting information and/or job description to  

    Positions will be posted for 30 days unless specified.  

    Interested in posting your HR position at the state level?  The WISHRM HR Job Bank was established to attract candidates for your open human resources positions and at the same time facilitate the continuing development of the human resources community throughout the State of Wisconsin. Click on one of the following links for more information on that topic or click here to go to the WISHRM HR Job Bank home page.

    Serving communities throughout Wisconsin including Appleton, Central Wisconsin, Eau Claire, Green Bay, La Crosse, Madison, Milwaukee, St. Croix Valley, and many more.

    SHRM - Career Center

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