1-2026 RFP GPWC Human Resources Services - Final 8.5.2026(1384972.11).docx

Request for Proposals Human Resources Services August 2026

Date Issued: August 6, 2026

Submissions Due: August 27, 2026, 4:00 pm (local time in Joliet, IL)

Introduction The Grand Prairie Water Commission (“Commission”) is a regional water commission established by six southwest suburban Chicago municipalities to provide a sustainable, reliable, high-quality water supply to its member communities by 2030. The member communities are the Village of Channahon, City of Crest Hill, City of Joliet, Village of Minooka, Village of Romeoville, and Village of Shorewood. The Commission was established on June 28, 2024, pursuant to the Intergovernmental Agreement to Establish Grand Prairie Water Commission and the Regional Water Commissions Act, 65 ILCS 5/11-135.5-1 et seq. (“RWC Act”). The Commission is an independent legal entity self-governed by a Board of Commissioners (“Board”) made up of one commissioner from each member community. The Board is advised by a Technical Advisory Committee (“TAC”), also composed of one delegate from each member community. Each member has one vote on the Board and TAC. The Commission is not a private company but is an Illinois unit of local government, municipal corporation and public body politic and corporate.

The Commission will purchase treated Lake Michigan water from the City of Chicago and is currently implementing its Alternative Water Source Program (“AWSP” or “Program”). The Program includes construction of approximately 35 miles of large-diameter transmission water main from Chicago to the northernmost member communities; an additional 28 miles of regional transmission main to serve thirteen water delivery points in the six member communities; and related storage and pumping facilities. Anticipated capital costs for the Program total approximately $1.5 billion. The Program will be funded primarily by a combination of loans from the U.S. EPA Water Infrastructure Finance and Innovation Act (“WIFIA”) program, Illinois EPA State Revolving Fund (“SRF”) loans, revenue bond debt, and grant funds. Each member community is responsible for capital costs and debt repayment based on its proportionate share of the Commission’s total declared 2050 water demands. The Program objective is to deliver Lake Michigan water to the member communities by 2030.

Before the Commission’s formation, the City of Joliet conducted the early stages of the Program for several years. Joliet continues to serve as Program Manager on behalf of the Commission pursuant to an Intergovernmental Agreement for Program Management with the Commission. Joliet provides both Program Management Services and Commission Management Services for the Commission, including personnel serving as Program Director and Program Finance Director. Until an Executive Director is hired, anticipated by January 1, 2029, the Program Director also serves as the principal contact for Commission-related matters.

The Program Management Agreement recognizes the established Program Team, which will continue to work under Joliet’s management to complete the Program for the Commission. The Program Team includes:

· Engineering and program management consultants. Stantec Consulting Services, Inc. is under contract with Joliet and has contracted with various subconsultants, including: Crawford, Murphy & Tilly, Inc.; Engineering Enterprises, Inc.; Strand Associates, Inc.; Cornwell Engineering Group, Inc.; V3 Companies, Ltd.; and Images, Inc.;

· Independent review engineering consultant Burns & McDonnell Engineering Co., Inc.; and

· Program Legal Counsel Donahue & Rose, P.C. (Barbara A. Adams).

The Commission is represented by Commission Legal Counsel Storino Ramello & Durkin (Melissa M. Wolf).

The Commission currently has no employees. In accordance with the Program Management Agreement, it will employ a licensed water operator by January 2027, an Executive Director by January 2029, and additional employees as the Program progresses.

For more information about the Commission, please visit its website at www.gpwc-il.org.

Scope of Services As the Commission employs staff and transitions to operational status, human resources functions will be critical to workforce development, regulatory compliance, and organizational sustainability. The Commission seeks a qualified firm or consultant authorized to do business in the State of Illinois with expertise in human resources management and compliance with both federal and Illinois employment and labor laws to provide comprehensive human resources services. The selected consultant will coordinate with the Program Team and Commission Legal Counsel to perform the following functions:

1. Recruitment, Selection, and Onboarding. Develop and implement recruitment strategies for Commission positions, including executive, administrative, technical, and operational roles. Assist with job descriptions, postings, advertisements, applicant screening, interviews, background checks, reference verification, candidate evaluation, and onboarding programs, all in compliance with applicable equal employment opportunity requirements and other federal and Illinois employment laws.

2. Compensation and Benefits Administration. Develop and maintain a competitive, equitable compensation structure for Commission employees, including salary ranges, pay scales, and classification systems appropriate for a public water utility. Advise on employee benefits programs, including health insurance, retirement plans, paid leave, and other fringe benefits. Provide support for benefits enrollment, administration, and employee communications regarding benefits programs.

3. Employee Policies and Compliance. Draft, review, and update employee handbooks, personnel policies, and procedures to ensure compliance with applicable federal and Illinois employment laws. Coordinate with Commission Legal Counsel on Commission compliance with employment-related laws and regulations as applicable, such as equal employment opportunity, Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and Fair Labor Standards Act (FLSA), and other federal and state requirements.

4. Employee Relations Support. Provide guidance on employee relations matters, including time and attendance compliance, performance management, disciplinary actions, workplace conflicts, and employee complaints. Conduct or assist with workplace investigations involving harassment, discrimination, retaliation, or other employee relations issues. Assist with termination and separation procedures, including exit interviews.

5. Workforce Planning and Organizational Development. Advise on workforce needs, staffing models, and organizational structure as the Commission transitions from reliance on the City of Joliet to its own operational staffing model. Recommend organizational charts, reporting structures, position classifications, departmental configurations, and succession planning strategies for key positions appropriate for a regional water commission.

6. Employee Training and Performance Management. Provide or coordinate required training for employees on topics such as sexual harassment prevention, workplace safety, ethics, and other compliance-related subjects as required by law or Commission policy. Design and implement performance evaluation systems, tools, and processes aligned with the Commission’s strategic goals.

7. Payroll Administration and Recordkeeping. Advise on and implement systems and technology to support HR administration, payroll integration, benefits tracking, tax compliance, and compliance reporting. Ensure employee records, files, and documentation are maintained in compliance with the Illinois Personnel Record Review Act, federal recordkeeping requirements, and best practices for confidentiality and data security.

8. Risk Management and Safety Coordination. Administer workers' compensation claims, return-to-work programs, and coordinate with the Commission’s insurance providers. Coordinate with the Program Team to ensure HR policies and practices support a safe work environment and compliance with OSHA and Illinois workplace safety requirements.

9. Coordination and Collaboration. Work cooperatively with the Program Team, Commission Legal Counsel, other advisors, and member community human resources personnel, as appropriate, to align human resources strategies with Commission operations, legal requirements, financial planning, and public-sector best practices.

Key Considerations and Evaluation Criteria Proposals will be evaluated by the Program Team, Board, and TAC based on the following criteria:

1. Experience and Qualifications. Experience and ability to provide comprehensive human resources services for a water commission, water agency, water district or similar Illinois public sector entity, including demonstrated work with local governments, intergovernmental entities, or government-owned utilities.

2. Approach to Services. Proposed approach to the delivery of human resources services to the Commission, including responsiveness, accessibility, communication strategies, and scalability as the Commission grows from no employees to an operational workforce.

3. Collaboration and Coordination. Ability of the firm or consultant to work cooperatively with the Program Team, Commission Legal Counsel, Commission consultants, and member community representatives.

4. Professional Credentials and References. Experience, credentials, certifications, and references of the individuals proposed as primary providers of human resources services to the Commission.

5. Cost and Value. Proposed fee structure, cost-effectiveness, and overall value of services offered relative to the Commission’s needs and budget. The Commission is open to considering alternative fee structures that may be appropriate for its needs.

Information to be Submitted by Proposers Proposers shall provide responses addressing the following information:

1. Firm or Consultant Description. Name, address, telephone number, website, structure, history, number and location of offices, and total number of human resources professionals, consultants, and support staff.

2. Primary Service Provider(s). Identify the individual(s) proposed as primary provider(s) of human resources services to the Commission. Include resumes showing relevant experience with Illinois local governments, government-owned utilities, or intergovernmental entities, along with certifications, education, and years of public-sector human resources experience.

3. Additional Human Resources Staff. Identify additional human resources professionals and subject matter experts available to provide specialized services, including short biographies, relevant experience, and credentials.

4. Public Sector and Intergovernmental Experience. Describe the firm's or consultant's years of experience advising Illinois local governments, intergovernmental entities, water commissions, water agencies, water districts and/or government-owned utilities, including the number and types of public-sector clients currently served.

5. References. Provide three to five references for the firm or consulting practice and the proposed primary service provider(s) that may be contacted in connection with your proposal. Include entity or company name, contact person, title, address, telephone number, and email address.

6. Service Delivery Approach. Describe the proposed approach to providing human resources services to the Commission.

7. HR Technology and Tools. Describe specialized technology, tools, and resources available to support human resources services for the Commission.

8. Research and Compliance Resources. Describe the firm's or consulting practice's employment law compliance capabilities, access to employment law updates, compliance resources, and continuing education programs used to maintain current knowledge of Illinois and federal employment laws.

9. Fee Proposal. Provide a detailed fee proposal, including hourly rates for all personnel who may perform services; any retainer, flat-fee, discount, volume pricing, or alternative fee arrangements; and rates or charges for reimbursable costs such as travel, mileage, copying, third-party database subscriptions, background checks, recruitment advertising, training materials, and similar expenses.

10. Additional Materials. Provide any additional materials that may assist the Commission in the selection process.

Insurance The selected human resources services provider will be expected to maintain professional liability insurance and other types of insurance with limits appropriate to the scope and nature of services provided to the Commission.

Proposed Schedule Below is the anticipated schedule for the RFP Review Process:

Submittal Instructions The Grand Prairie Water Commission does hereby invite sealed proposals for: 3004-1026, Human Resources Services for the Grand Prairie Water Commission.

This package can be downloaded from Euna Procurement (Bonfire) on our website at https://joliet.bonfirehub.com. All vendors will need to self-register in the Euna Procurement (Bonfire) portal for the City of Joliet. Vendors will need to accept all terms and conditions and opt in to notifications.

All questions regarding this solicitation must be submitted through the Euna Procurement (Bonfire) portal no later than 4:00 PM (local time) on Wednesday, August 19, 2026. Answers to questions will be provided on the portal no later than close of business on Friday, August 21, 2026.

Final proposals must be submitted electronically through the Euna Procurement (Bonfire) portal by 4:00 PM (local time) on Thursday, August 27, 2026.

The Commission will not accept proposals received after the submission deadline. The Commission shall not be responsible for the non-opening of proposals that are not adequately submitted in accordance with these instructions.

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