Top HR Business Partner Jobs in Chicago, IL

Supports managers and executes HR initiatives across an assigned geography, focusing on talent management, employee engagement, inclusion, compensation, performance management, employee relations, staffing, and workforce strategy. Coaches leaders, conducts training, supports investigations, terminations, and RIFs, advises on salary planning, analyzes HR metrics, ensures legal compliance, and partners with Talent Acquisition and HR leadership.

Provides HR business partnership across corporate workgroups, overseeing employee relations, investigations, performance management, accommodations, labor relations support, and compliance with employment laws. Partners with leaders on recruitment, retention, development, change management, and disciplinary matters. Supports HR initiatives, new location startups, and special projects while traveling up to 20%.

The HR Business Partner advises business leaders and employees on employee relations, performance management, HR policies, workforce planning, organizational effectiveness, and compliance. The role investigates complex issues, analyzes workforce data, supports HR transactions, coaches managers, improves HR processes, and partners with HR and legal teams. This remote position supports U.S. and Canadian operations, requires standard East Coast hours, and includes travel to company sites and conferences.

Serve as a strategic HR partner to senior leaders, translating business objectives into people strategies. Lead talent management, succession planning, leadership development, organizational design, change management, and data-informed workforce initiatives. Collaborate globally with HR teams to implement scalable programs, improve organizational effectiveness, and support cross-cultural teams. The role requires strong business acumen, executive influence, communication, analytics, and experience in crypto, fintech, or regulated financial services.

Leads the people strategy for R&D and Regulatory functions at a biotechnology company. Partners with HR specialists on talent acquisition, rewards, employee relations, communications, talent development, and succession planning. Advises senior leaders on organization design, workforce planning, change management, performance, and complex employee issues. Supports enterprise-wide programs, culture initiatives, and employee experience while managing and mentoring HR talent.

Partners with business leaders and employees across the North Central U.S. to deliver strategic HR guidance. Responsibilities include workforce planning, organizational design, employee engagement, talent development, succession planning, change management, employee relations, performance management, investigations, compensation, coaching, training, and HR project leadership. The role advises leaders, supports organizational effectiveness, promotes a positive employee experience, and collaborates with HR teams in a geographically dispersed environment.

Serve as strategic HR advisor to senior operational leaders across a large, dispersed business segment. Lead organizational design, talent strategy, succession planning, leadership development, workforce analytics, and change management to drive business outcomes and support large-scale transformations, restructures, acquisitions, and culture initiatives.

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 a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

Partners with senior leaders and employees on HR strategy, employee relations, employment-law compliance, workforce planning, talent acquisition, compensation, benefits, engagement, succession planning, onboarding, training, and performance management. Leads change initiatives, investigations, calibration discussions, and people programs while promoting an ethical, inclusive, and high-performing workplace.

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.

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.

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.

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.

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.

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.

Serve as a field HR advisor driving engagement, talent development, employee relations, compliance, and change management across multiple locations. Conduct site visits, investigations, and deliver HR programs; partner with leaders and cross-functional HR teams to use data, mitigate legal risk, and improve organizational effectiveness.

Serve as primary HR business partner for national teams, designing and executing HR strategies for compensation, performance, career development, engagement and employee relations. Investigate complaints, ensure compliance with employment laws, coach leaders, advise management, lead talent management and change initiatives, collaborate with Centers of Excellence, and support cross-entity HR projects. Minimal travel.

Serve as a strategic HR partner to leaders in a high-growth SaaS company. Build performance, accountability, culture, leadership judgment, and internal communication systems from the ground up. Coach managers through ambiguous and sensitive employee situations, advise on organizational health, and strengthen consistency across the leadership layer. Partner with HR Operations and the HRBP Lead while using AI to improve HR and company-wide efficiency.

Serve as the primary HR partner for Sales and Marketing, advising leaders on org design, performance cycles, compensation, talent acquisition, engagement, employee relations, and compliance. Drive people programs, analyze workforce data, support workforce planning, manage investigations and performance improvement plans, and coordinate with global HR, Compensation, TA, and L&D to build high-performing teams.

Partner with senior leaders to drive people strategy, org design, workforce planning, talent and succession, and change leadership. Provide counsel on employee relations, performance management, and organizational health; use data to guide decisions; simplify HR processes and partner with HR Operations/COEs to enable strategic outcomes and improve leader capability and talent retention.

The HR Business Partner will collaborate with employees and leaders to implement HR initiatives, improve engagement, manage talent processes, and provide guidance on HR matters.

Senior HR Business Partner leading people strategy for North America Sales and Commercial organizations. Drives org design, workforce and succession planning, talent management, change initiatives, leader coaching, compensation guidance, HR metrics/analytics, automation and AI adoption, partnership with HR COEs, and leadership of more junior HRBPs. Operates in a matrixed environment and supports recruiting, performance management, and strategic talent initiatives.