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    Central Wisconsin Career Opportunities

    Human Resource Generalist

    Wausau Homes, Inc.

    Date Posted: 7/18/17

    Summary The HR Generalist, under the direction of the Human Resource Manager will manage the day-to-day administration of Human Resource responsibilities.  The HR Generalist will be responsible for legal compliance, safety management, recruitment, employee relations, payroll and HRIS oversite, performance management, communication, compensation and employee benefits.

    Essential Duties and Responsibilities


    • Coordinates the entire recruitment process to include placing ads, managing external recruiting resources, interviews, representing the company at various events within the community, maintain relationships with technical schools and other associations, employment offers, reference checks, testing, and screenings.
    • Position description development, updates and postings
    • Branding in social media for recruitment
    • Responsible for orientation process/on-boarding process

      Employee Relations

    • Compliance to all applicable laws and regulations as they pertain to Human Resources.
    • Coaches and develops managers in their communication, feedback, recognition, and interaction responsibilities with the employees reporting to them.
    • Assist employees, supervisor and managers to resolve work related issues.
    • Responsible for employee events and recognition programs.
    • Employee termination process (off-boarding) to include exit interviews.
    • Maintains master file of all company position description, provide new position description as needed and updating of current positions as necessary.
    • Policy development and documentation
    • Responsible for employee internal communication

      Payroll and Human Resource Information System (HRIS)

    • Back-up for Payroll through ADP
    • Manages the development and maintenance of the Human Resource Information System (HRIS).
    • Utilizes the Human Resource Information system to eliminate administrative tasks, empower employees and meet the other needs of the organization.


    Performance Management

    • Direct the performance management process by working with managers on performance management activities including recognition, coaching for goal setting, performance improvements, disciplinary action and terminations. Ensure timely submission of performance reviews by trimester.

      Compensation and Employee Benefit Administration

    • Administers annual open enrollment process which includes, insurance pricing, employee meetings, ACA compliance, COBRA, FSA and benefit enrollment.
    • Administers Worker compensation and unemployment benefits.
    • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
    • Responsible for administering Family Medical Leave, leave of absence and short-term disability benefit.
    • Makes recommendation to senior management for company wage and salary structure
    • Monitors pay progression for timely and cost containment effectiveness.
    • Leads the development and administration of benefit orientations and other benefit training for employees and their families.


    Safety Management

    • Maintain OSHA logs
    • Work with Managers on accident investigation and
    • Serve on Safety Committee
    • Responsible for meeting OSHA training compliance

      Compliance Administrator

    • FMLA, ADA, HIPPA, Healthcare Reform, etc.
    • Maintains compliance with all state and federal laws and internal policy policies and procedures.
    • Provides HR policy guidance and interpretation.
    • Provides recommendations to update policy manual and employee handbook as required.


      Supervisory Responsibilities                                                                                                                  

      Payroll and Benefit Specialist


      To perform the job successfully the person needs to have the following skill sets or ability to learn:

    • Excellent verbal and written communication skills
    • Highly organized and detail orientated
    • Disciplined
    • Self-directed
    • Strong written and oral communication.
    • Ability to thrive in a multi-task, self- directed, flexible environment.

    Education and or Experience

    • Two year degree and at least two years of working experience or equivalent experience in Human Resources.
    • PHR or SPHR certification required (or commitment to obtain certification within the 1st 2 years of employment).
    • Experience in employment law and other government compliance regulations needed. 

    Computer Skills

    To perform this job successful, an individual should have the knowledge or ability to learn quickly the following packages:

    • Microsoft Office
    • ADP payroll processing software package

    HR Recruiter & Administrator

    Berkshire Hathaway Travel Protection

    Date Posted: 7/18/17

    Berkshire Hathaway Travel Protection (BHTP) is looking for a Human Resource Recruiter/Administrator in Stevens Point, WI. This position presents a unique and exciting opportunity for a driven, passionate and customer focused human resource professional interested in working as part of a fast paced, hands on HR team in a fast-growing company.

    As part of the US HR team, this role will be responsible for high volume recruitment for call center and other professionals in our travel and concierge business. Additionally, and with equal focus, this role will be responsible for the administration of our teammates’ lifecycle in our HRIS/payroll system liaising with our teammates, benefit providers, and payroll team.

    Essential Duties and Responsibilities

    • Leads recruitment coordination activity for all open positions
    • Primary ADP administrator for all teammate lifecycle activities in ADP Workforce Now for US population
    • Administer job descriptions and postings; utilize applicable social and professional networks and; implement targeted search/marketing strategies to identify and attract both active and passive candidates
    • Coordinate/manage resume flow & responses and applicant experience
    • Conduct reference and background checks, performs applicable drug screens as necessary
    • Maintain records on recruiting activities
    • Primary ADP administrator for managing enrollments, changes and terminations in ADP
    • Maintain personnel and HR files and the security thereof as regulated by law
    • Conduct exit interviews, collect data and manage ongoing reports
    • Schedule & perform new hire orientations
    • Perform, manage and audit necessary paperwork, ensuring compliance with state, federal, and company regulations and policies
    • Understand, answer and help manage team member questions/concerns with benefits questions related to health, dental, disability, life and AD&D & 401K coverages
    • Partner with HR team members to monitor/manage team members on leave of absence
    • Help manage annual benefit open enrollment period and assure team members understand benefit packages/changes.
    • Support special projects as assigned


    • Minimum 5 years of hands-on, progressive human resources recruiting, generalist and /or HR administrative experience.
    • BA/BS degree required; PHR certification preferred
    • Hands on experience with ADP Workforce Now or other HRIS/payroll systems.
    • Contact/call center experience preferred
    • Highly self-motivated; used to a fast-paced environment
    • Customer-service and result oriented
    • Excellent administrative and organizational skills with attention to detail
    • Excellent communication and collaboration skills
    • Proficiency with MS Word, Excel and web based applications

    Applicants can apply on our website:

    Sr. HR Business Partner

    Date Posted:  7/13/17

    SummaryThe Senior Human Resources (HR) Business Partner is a key business partner and trusted advisor to all levels of management and staff in a variety of Human Resources functions.  The Senior HR Business Partner collaborates 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 Senior HR Business Partner 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 to eight 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

    Sr. HR Generalist

    Wausau Window and Wall System

    Date Posted:  7/3/17

    The Sr. HR Generalist is responsible for the administration, coordination and evaluation of human resources responsibilities as an experienced professional.  Areas of responsibility include recruitment, employee relations, performance management, training and development, compensation, employee communications and legal compliance. 

    POSITION DUTIES and RESPONSIBILITIES include the following:

    • Perform recruiting activities such as placing ads, managing external recruiting resources, maintaining website, and representing the company at various events within the community.
    • Assess talent through review of resumes, interviewing, screening and hiring job applicants in collaboration with hiring managers.  Manage internal job posting system and applicant tracking for affirmative action purposes.
    • Partner with management and employees to communicate and ensure compliance with various Human Resources policies, corporate policies, procedures, laws, standards and government regulations.
    • Coach leaders and associates to provide HR advice and knowledge.
    • Work with managers on performance management activities including recognition, coaching for performance improvements, disciplinary action and terminations.
    • Facilitate and/or provide training, including orientation, skills and job-specific training coordination and mentor program support.
    • Respond to and investigate issues such as employee concerns, harassment allegations and ethics violations.  Conduct exit interviews.
    • Ensure all required paperwork is completed for new hires, terminations, transfers and pay changes.  Maintain personnel files and documentation in compliance with applicable legal requirements.
    • Coordinate compensation activities for areas of responsibility.
    • Support business unit operations by providing timely and accurate reports and data.
    • Assist with coordination of employee health issues – drug testing, pre-employment physicals, management of return to work from medical leaves.
    • Participate in or lead process improvement initiatives. 
    • Adhere to established Policies, and Standard Operating Procedures (SOPs).
    • Undertake job responsibilities in a manner consistent with the company's Core Values.

    To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.  Other duties may be assigned and required. 


    Position requires a bachelor’s degree in HR or a related field and 5+ years of progressively more responsible experience in human resources.  Work experience in a public manufacturing entity preferred.     Experience in employment law and other government compliance regulations needed. Previous success at training and development a plus. 

    Licenses & Certifications:

    PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.


    • Ability to understand Wausau’s business, aligning programs and services with strategic and business objectives.
    • Ability to objectively coach employees and management through complex, difficult and emotional issues.   
    • Ability to analyze situations and solve problems. 
    • Collaborative approach when working with other depts. and at all levels of organization.
    • Ability to positively influence change and provide leadership in adapting to changing business needs.
    • Must be able to plan and manage multiple projects in a fast paced environment.  
    • Position requires excellent interpersonal and communication skills (verbal and written).    
    • Strong computer and data analysis skills are required
    • Computer Skills:
      • HRIS/payroll software
      • Applicant Tracking Software
      • Proficient in Microsoft Office (Word, Excel, PowerPoint and Outlook)

    SUPERVISORY RESPONSIBILITIES                                                                 

    This position has no supervisory responsibility. 


    Mostly an office environment with occasional visits to the manufacturing floor.  The noise levels in the work environment are usually moderate. 

    Travel requirements are infrequent.


    Regularly required to sit or stand, reach, bend and move about the facility.  While performing the duties of this job, the employee is regularly required to talk and hear. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

    Wausau Window and Wall Systems offers a competitive compensation package including medical, dental, and prescription coverage, vacation, personal time, 10 holidays/year, 401(k) and stock purchase plans, life and disability plans, profit sharing and tuition reimbursement. 

    Equal Employment Opportunity/Women/Minorities/Protected Veterans/Individuals with Disabilities.  Division of Apogee Enterprises, Inc.  

    To see all of our open positions and to apply, visit us at: and click on the Careers link. 

    Human Resources Business Partner

    Crystal Finishing Systems, Inc.

    Date Posted:  6/28/17


    General Summary:

    Provides a variety of human resource services to assigned business units at professional level focused in Employment. Responsibilities include but not limited to recruitment, employee relations, discipline, and training.

    Essential Duties and Responsibilities:

    • Recruits, interviews, and screens internal and external candidates for open positions in designated business units. Coordinates recruitment process to include applications, recorded interview(s), offers, and pre-employment testing to ensure a rapid and quality hiring process.
    • Represents the company at selected job fairs and develops promotional material for such events. Maintain a positive relationship with high schools, technical colleges, and other associations to assist with recruiting efforts.
    • Develops and maintains a comprehensive orientation program to welcome and educate new employees to the company. Conducts orientation on a pre-establish schedule.
    • Assists employees, supervisors, and managers in assigned business units to resolve work-related conflicts through advice and recommendations. 
    • Serves as a resource for employees and managers in designated business units on employee performance and disciplinary matters.
    • Reviews disciplinary action for consistency in application and logs into personnel database.
    • Reviews all recommendations for termination to ensure a consistent and fair approach is taken, participates in process as needed.
    • Responsible to administer the Family and Medical Leave Act within assigned business units.
    • Creates and conducts management training programs in conjunction with the Human Resources Manager on human resources topics.
    • Responds to employee relations issues such as employee complaints and harassment allegations. Conducts effective, thorough and objective investigations.
    • Provides discharge information to the unemployment representatives and attends unemployment hearings on behalf of the company.
    • Provides HR policy guidance and interpretation.
    • Maintains compliance with all state and federal laws and internal company policy and procedures.
    • Assists in the coordination of employee recognition programs.
    • Acts as an internal consultant by analyzing and recommending solutions to human resource issues related to the assigned program or business area.
    • Assists in the writing of job descriptions and initiates review on a semi-annual basis. Maintains master file of all company job descriptions.
    • Presents recommendations for new employment policies and changes to existing policies related to employment to Human Resources Manager.
    • Conducts exit interviews with all employees who voluntarily leave employment with Crystal Finishing.  
    • Presents a professional image of Crystal Finishing Systems, Inc.
    • Maintains confidentiality of business, employee, and candidate information.
    • Performs other duties as assigned by supervisor.
    • May have responsibility for one or more of the following processes or projects:
    • Assists with planning company events and company-sponsored fundraisers. Leads Community Spirit Committee.
    • Responsible to report and manage workers compensation cases. 
    • Leads the Recruitment & Retention Committee initiatives.
    • Annual EEO-1 Reporting.
    • Random drug testing program administration.


      Working Environment:

    • Works independently in an office environment. Will be required to have a presence in manufacturing plants on a regular basis.
    • Occasionally attends outside meetings or off-site job fairs.


      Desired Minimum Qualifications:

    • Knowledge of advanced Human Resources practices and legislation normally acquired through a Bachelor’s degree in Business Administration, Organizational Psychology, Communication, or related field.
    • Background in employment law and other government compliance regulations is necessary.
    • Three (3) to five (5) years of experience in Human Resources.
    • Extensive knowledge of computer software (Windows and Microsoft office).  Experience with ECI Empower or other complete HRIS beneficial.
    • Ability to work independently and be self directed.
    • Requires excellent oral and written communication skills. High levels of interpersonal skills to handle sensitive and confidential situations.

    If interested please apply at:


    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

    SHRM’s HRJobs helps HR professionals find HR professionals. HRJobs’s reach and collection of tools assists both the employer and job seeker. Click on one of the following links for more information on that topic or click here to visit to the SHRM HRJob's home page.