Top HR Business Partner Jobs in Chicago, IL

Partners with Operations leaders and the VP of People to align workforce strategies with business goals. Coaches leaders, supports talent development and succession planning, manages complex employee relations and investigations, and provides guidance on multi-state employment compliance. Uses workforce data to identify risks and improve retention, engagement, and organizational effectiveness. Contributes to scalable HR programs, policies, systems, and enterprise-wide initiatives across geographically dispersed operations.

Serves as a strategic HR advisor to senior leaders across specialty insurance and claims organizations. Leads workforce planning, organization design, performance management, succession planning, employee relations, talent acquisition, compensation, benefits, change management, people analytics, and HR compliance. Manages U.S. onboarding, offboarding, benefits enrollment, workers’ compensation, ADA processes, and return-to-work programs while partnering with legal, payroll, benefits, and talent teams.

Supports field leaders and employees across multiple locations with employee relations, policy interpretation, performance management, investigations, HR documentation, talent processes, and compliance. Maintains HR system data, supports store openings and acquisitions, tracks workforce metrics, partners with HR centers of excellence, and conducts field visits. The role requires strong administrative execution, confidentiality, business acumen, and responsiveness in a high-volume, multi-site environment.

Provides strategic and hands-on HR support to clinical and corporate leaders across a multi-site healthcare organization. Responsibilities include employee relations investigations, performance management, manager coaching, workforce planning, compliance, benefits support, HR operations, workforce analytics, engagement initiatives, and employee lifecycle transactions. The role partners with cross-functional teams to improve retention, ensure consistent HR practices, and support organizational effectiveness across multiple states.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Partners with plant leaders and employees to align HR programs with manufacturing goals. Responsibilities include workforce planning, performance management, talent development, training, onboarding, employee relations, investigations, engagement, offboarding, leave administration, workers’ compensation, and compliance. The role is onsite five days per week in Oswego, Illinois and supports a 60-person, multi-shift manufacturing workforce.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Strategic HR partner for Technology and Platform organizations, leading organizational design, workforce planning, technical career frameworks, hiring strategy, onboarding, manager development, performance management, compensation guidance, employee relations, change management, and people analytics. The role advises senior leaders in a fast-paced trading environment while scaling technical teams and maintaining a high-performance culture.

Leads the HR workstream for mergers, acquisitions, divestitures, and strategic transactions from due diligence through integration or separation. Responsibilities include workforce planning, organizational design, talent and retention planning, HR systems and payroll transitions, compensation and benefits alignment, employee communications, change management, risk mitigation, and Day 1 readiness. Advises senior leaders and coordinates cross-functional teams across global businesses and countries.

The Human Resources Business Partner supports warehouse and distribution leaders across the central region. Responsibilities include employee relations, performance management, investigations, labor-law compliance, workforce planning, talent management, change management, coaching leaders, analyzing HR trends and KPIs, improving morale and retention, facilitating professional development, and partnering with recruiting, payroll, total rewards, and employee engagement teams.

Partners with North American business leaders on workforce planning, organizational design, performance management, change management, employee relations, and talent strategy. Executes onboarding, performance, offboarding, compensation, and promotion processes; maintains Workday data and reporting; supports recruitment, engagement, retention, and culture initiatives. Advises managers on employment practices and legal risks across the United States and Canada, with travel to project sites of up to 15%.

Supports the e-Storage business across North America as a hands-on HR Business Partner. Responsibilities include advising leaders, workforce planning, organizational design, performance management, change management, onboarding, compensation, employee relations, HR reporting, Workday data management, recruitment support, engagement, and retention initiatives. The role requires knowledge of Canadian and US employment practices, strong communication and influencing skills, and the ability to balance strategic planning with daily HR execution. Travel to project sites may reach 15%.

Serves as a strategic HR partner to a business unit president and senior leadership team. Leads people strategy, organizational design, workforce and talent planning, succession, change management, employee relations, leadership coaching, compensation decisions, and engagement initiatives. Uses people data to guide workforce decisions and collaborates with HR centers of expertise to deliver integrated solutions. Supports managers and employees through complex organizational and employee relations matters.

Leads enterprise HR strategy, organizational design, workforce planning, change management, leadership development, and employee relations. Oversees complex investigations, grievance resolution, HR compliance, employment eligibility verification, audits, regulatory reporting, and risk mitigation. Uses HR analytics to guide organizational and talent decisions, advises executive leadership, drives organizational effectiveness and process improvement, and mentors HR team members in a regulated healthcare environment.

Serves as a strategic HR advisor to leaders and employees, supporting employee relations, performance management, talent development, workforce planning, organizational changes, and employee engagement. Provides guidance across the employee lifecycle, partners with HR Operations and Payroll, uses Dayforce and HR data to inform decisions, supports compensation and benefits processes, and ensures consistent application of HR policies and employment practices.

Partner with leaders across clinical, technology, and corporate functions to deliver strategic HR solutions. Responsibilities include employee relations, organizational design, change management, leadership development, performance management, workforce planning, engagement initiatives, compliance, and people analytics. The role supports a remote, multi-state organization with a focus on healthcare and clinical teams.

Serves as a local HR partner supporting employee lifecycle experiences, HR strategy, employee relations, performance management, manager coaching, inclusion initiatives, and workforce transitions. Builds trusted relationships with employees and business leaders, facilitates programs and events, identifies process improvements, and collaborates with HR teams to deliver effective policies, tools, and services.

Serves as a strategic and hands-on HR partner to Operations, Development, and Global Program leaders. Leads workforce planning, organizational design, talent reviews, succession planning, employee relations, leadership development, engagement, compensation, performance management, and organizational effectiveness. Advises leaders on talent and workforce risks, supports compliance with employment laws, SOX, and FDA requirements, and helps align HR programs with business growth and biotech industry practices.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Serves as a strategic HR advisor to Education division leaders, aligning human capital strategies with business objectives. Leads talent management, employee relations, performance management, organizational development, change management, leadership development, compliance, and HR analytics. Provides guidance on complex workforce issues, influences senior stakeholders, and leads enterprise HR programs and projects. Requires occasional travel for business needs, training, or conferences.

Provides strategic and operational HR support to multiple clients, including HR policy development, compliance, HRIS and payroll implementation, benefits administration, onboarding, leave management, employee relations, performance management, and culture initiatives. Advises startup and private-equity-backed organizations, supports mergers and acquisitions due diligence, and manages changing client priorities while ensuring compliant and effective PeopleOps practices.

Serve as a strategic HR advisor to Growth leaders, aligning talent strategies with business objectives. Responsibilities include workforce planning, talent management, succession planning, employee relations, organizational change, cultural integration, compensation, retention, performance management, onboarding, and leadership coaching. The role requires influencing leaders, mentoring HRBPs, supporting geographically distributed teams, and driving HR programs in a fast-paced, high-growth environment.

Serve as strategic HR partner to North America Sales, aligning talent, workforce planning, leadership development, and organizational design with business goals. Lead talent reviews, succession planning, performance management, employee relations, change initiatives, and use workforce analytics and digital/AI tools to inform decisions and improve people outcomes. Coach leaders and manage complex employee relations and transformations.

Serves as the primary HR contact for business leaders and employees, advising on employee relations, policy interpretation, performance management, compensation, engagement, development, and employment compliance. Investigates complaints, mitigates employment risk, supports HR strategies and enterprise initiatives, improves HR processes, and partners with leaders and HR centers of excellence. The role is primarily onsite with one remote day per week.

Serves as a strategic HR advisor to practice and functional leaders while owning employee relations, performance management, employee lifecycle operations, total rewards, compliance, and HR infrastructure. The role manages multi-state HR compliance, supports FINRA and broker-dealer requirements, improves HCM processes through automation and AI, contributes to engagement and learning initiatives, and mentors junior HR team members in a fast-paced professional services environment.