Top HR Business Partner Jobs in Chicago, IL

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.

This role involves executing HR strategies, managing employee relations, performance management, talent acquisition, and ensuring compliance with employment laws while supporting leaders and teams in a positive work environment.

Strategic Senior HR Business Partner supporting global Engineering, Product, and Design leadership and North American regional operations. Advises VP-level leaders, leads organizational design, workforce planning, succession modeling, change management, talent strategies, and data-driven organizational diagnostics. Partners with employee relations, compliance, total rewards, talent acquisition, legal, finance, and other centers of excellence to execute integrated people solutions across the United States, Spain, and India.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

Partner with senior technology leaders to drive workforce strategy, org design, succession, compensation and performance cycles. Advise on complex people matters, lead large change initiatives, use data to diagnose issues and deliver talent outcomes across a global, matrixed organization.

Serve as strategic HR partner to Operations leaders in a high-growth environment. Drive talent management, organizational development, change management, performance processes, and data-driven HR insights. Coach leaders, support talent acquisition and succession planning, ensure compliance, and champion culture and engagement initiatives to improve workforce performance.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

The HR Business Partner advises clinical and corporate leaders on employee relations, performance management, workforce planning, retention, engagement, and organizational effectiveness. Responsibilities include investigations, corrective actions, compliance across multiple jurisdictions, benefits and open enrollment support, HR operations, employee lifecycle transactions, HR analytics, and employee experience initiatives. The role partners with cross-functional teams and supports consistent HR practices across a geographically dispersed healthcare organization.

Partners with senior leaders to align workforce strategy, organization design, talent planning, succession, culture, change initiatives, employee relations, and HR solutions with business goals. Uses people analytics and AI-enabled insights to inform decisions, coaches leaders, facilitates talent discussions, manages risk, and integrates HR Centers of Excellence. Requires strong consulting, communication, judgment, and change leadership capabilities.

Serves as the HR partner for business leaders and employees across assigned offices. Provides guidance on HR policies, employee relations, performance management, talent planning, compensation, compliance, workforce changes, and leadership development. Analyzes HR data, compensation, turnover, and engagement trends to recommend improvements. Implements HR programs, supports training and succession planning, resolves workplace issues, and reports progress to HR leadership. Requires up to 30% travel.

Supports the HR people strategy for assigned business units through employee relations, manager coaching, performance management, development planning, organizational change, recruiting partnerships, policy guidance, compliance, and investigations. Partners with HR leaders and business stakeholders to improve organizational effectiveness, leadership capability, and operational effectiveness. Facilitates manager and employee training, advises on leave and accommodation matters, and contributes to broader HR initiatives.

Partners with corporate leaders and employees on performance management, organizational planning, HR policies, recruitment, career development, employee relations, and HR strategy. Leads cross-functional HR initiatives and analyzes workforce data to identify trends and support business decision-making.

Serves as the primary HR contact for business leaders and employees, advising on employee relations, policy interpretation, employment-law compliance, compensation, performance management, engagement, career development, and talent programs. Investigates employee complaints, identifies root causes, coaches leaders, mitigates risk, supports diversity and leadership reporting, and implements HR processes and change-management initiatives across multiple entities and locations.

Leads onboarding, integration, productivity ramp-up, and shareholder pathway processes for newly hired physicians and advanced practice providers. Partners with clinical and executive leaders on provider relations, performance, retention, change management, compliance, and HR administration. Monitors milestones, resolves barriers, coaches leaders, manages FMLA and performance documentation, and recommends improvements to provider experience and organizational processes.

Serves as the strategic HR partner for a geographically dispersed workforce of more than 1,300 hourly employees. Leads onboarding, employee relations, investigations, performance management, engagement, retention, compliance, workforce analytics, and organizational change. Coaches operational leaders, oversees an onboarding analyst, supports talent and succession planning, and drives HR compliance transformation across multiple states. Partners with Legal, Payroll, Recruiting, and other HR functions while ensuring consistent employment practices and workforce effectiveness.

Supports executive and senior leaders by aligning people strategies with business objectives. Leads workforce planning, organizational design, talent management, succession planning, leadership development, performance management, change management, and employee engagement initiatives. Uses workforce analytics and talent metrics to inform decisions, coaches leaders, facilitates organizational effectiveness, and collaborates with HR Centers of Expertise across a global, matrixed organization.

Supports leaders and employees across North America on employee relations, performance management, HR operations, leave administration, compliance, onboarding, HRIS updates, reporting, training, engagement, and employee communications. The role partners with managers, maintains employment records, coordinates accommodations and leave processes, supports recruitment and performance programs, and delivers practical HR solutions while improving employee experience and data integrity.

The HR Generalist partners with business leaders, managers, employees, Talent teams, and HR centers of expertise to deliver employee experience programs and resolve people matters. Responsibilities include employee relations, manager coaching, talent and compensation cycles, investigations, workforce insights, KPI tracking, HR data maintenance in Workday, employment compliance, and organizational planning. The role supports global teams, promotes diversity and belonging, and provides strategic and operational HR guidance across the employee journey.

The Senior HR Business Partner will advise executives on talent strategies and performance management while enhancing recruitment and onboarding processes.

Serve as HR Business Partner for one or more offices, advising leaders on HR policies, employee relations, talent management, compensation, compliance, and HR analytics. Drive workforce planning, succession, training, investigations, and retention strategies. Provide data-driven insights, implement HR programs, and collaborate with COEs to support business objectives.

Partner with managers and employees on performance, development, engagement, employee relations, and day-to-day people matters. Coach managers, support talent and performance processes, improve HR operations using AI and automation, analyze people data, and coordinate payroll, benefits, compensation, and other processes with the PEO and Finance. Help scale the organization and strengthen its culture during growth and change.

Partners with business leaders on employee engagement, performance management, employee relations, workforce planning, talent assessment, organizational design, and manager capability. Coaches leaders through complex people issues, uses workforce and engagement data to guide decisions, supports organizational changes, and collaborates cross-functionally on talent, training, and HR initiatives. The role is remote on the East Coast with hybrid work during transition and requires up to 25% travel.

Partners with corporate leaders on performance, employee relations, compensation, career development, workforce planning, and manager coaching. Leads calibration, promotion, and merit cycles; advises on complex employee matters; designs scalable HR processes; owns strategic people initiatives; applies AI to improve HR workflows; and mentors fellow HR partners.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

The Director will advise executives and people leaders while building leadership development, learning, performance management, employee relations, organizational effectiveness, and change-management programs. Responsibilities include coaching leaders, developing HRBP frameworks, supporting workforce planning and organizational design, guiding succession and talent decisions, using people data to identify risks, and leading cross-functional initiatives that improve culture, employee experience, leadership effectiveness, and organizational performance.