Top Senior HR Jobs in Chicago, IL

Manages HR operations, employee benefits, 401(k) administration, compliance, performance reviews, compensation processes, training, employee relations, and handbook maintenance. Provides guidance on sensitive HR matters, supports organizational reporting, coordinates with talent acquisition, and oversees benefits renewals and open enrollment. The fully remote role requires U.S. work authorization and occasional travel to company offices or events.

The Senior Director, HR Business Partner advises executives and leaders on strategic HR matters, including performance management, compensation, employee development, succession planning, organizational design, change management, and acquisition integration. The role analyzes people metrics, supports training and development, partners with Legal and HR Centers of Excellence on compliance, and champions company culture while helping scale HR in a high-growth environment.

Serve as a strategic HR partner to executives and organizational leaders, shaping people strategy, culture, performance, compensation, development, succession planning, and retention. Lead organizational design, reorganizations, change management, acquisition integration, and HR initiatives. Analyze people metrics, coach leaders through complex employee matters, support training development, and partner with Legal and HR Centers of Excellence to ensure compliant practices. Help build an AI-native culture and scale HR operations in a high-growth environment.

Resolves complex employee data and HR systems issues, manages government and state audits, supports I-9 and offboarding compliance, coordinates with Equifax and technology teams, handles Workday Help cases, assists with HR technology upgrades, and develops process improvements, reporting, knowledge resources, and governance initiatives.

Serves as a strategic HR advisor to senior leaders supporting workforce planning, talent strategy, succession, performance, organizational design, compensation, employee engagement, and change management. Assesses HR risks, ensures governance and regulatory compliance, tracks people metrics, coaches leaders, and leads enterprise-level people initiatives aligned with business objectives.

Serve as a strategic HR advisor to VP-level leaders across a distributed workforce. Lead talent strategy, organizational design, workforce planning, culture transformation, leadership coaching, employee relations, compliance, and performance management. Partner with Talent Acquisition, Compensation, and People Operations on hiring, pay, and HR processes. Support teams of 300+ employees in remote and hybrid environments.

Manages human resources operations for a manufacturing facility, including labor relations, union contract administration, recruiting, onboarding, payroll, benefits, leave management, safety programs, workers’ compensation, employee investigations, performance management, training, compliance, and personnel records. Partners with facility leaders and employees to foster a safe, inclusive, productive workplace and oversees the Administrative Assistant function.

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.

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.

Leads human resources operations across area service centers, advising on employee relations, policy application, recruiting, onboarding, benefits, leave, labor relations, succession planning, training, and leadership development. Partners with operations and corporate HR teams, supports employment-law compliance, facilitates employee and leadership programs, and provides guidance on Workday processes.

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.

Leads HR operations for a large branch workforce, oversees recruitment and retention strategies, coaches the HR team, supports employee relations and corrective action, and ensures consistent application of HR policies, procedures, and programs.

Provides broad HR support across recruitment, onboarding, leave administration, payroll, benefits, performance management, engagement, compliance, HRIS data, and offboarding. Partners with employees and leaders, manages employment-related processes, supports policy application and compliance training, resolves workplace issues, and drives continuous improvement across a multi-site organization.

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.

Serves as a strategic HR advisor to leaders across the organization, shaping workforce planning, organizational effectiveness, talent strategies, employee experience, and HR programs. Uses HR systems, data, analytics, and emerging AI technologies to inform decisions and improve processes. Leads cross-functional HR initiatives, change management, compliance efforts, and stakeholder engagement while supporting talent attraction, development, engagement, and retention.

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.

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.

Provides strategic HR partnership to business directors and senior leaders across a complex, multi-site logistics operation. Responsibilities include workforce planning, organisational design, talent and succession, leadership development, employee relations, change management, people analytics, and coaching HR professionals. The role translates business priorities into measurable people strategies, supports senior decision-making, and requires regular travel across the South and East Midlands.

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.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

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 HR due diligence, Day 1 readiness, and post-close integration for mergers, acquisitions, divestitures, and strategic partnerships. Assesses workforce, compensation, benefits, labor, policy, HRIS, payroll, and compliance considerations; develops organizational design and harmonization plans; coordinates cross-functional workstreams; manages risks, governance, communications, and change initiatives; and advises executives throughout transaction lifecycles.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Lead employee relations, employment-law guidance, and HR compliance. Advise HRBPs and leaders across the employee lifecycle, oversee investigations, maintain policies, run compliance audits, and manage a team to ensure consistent, defensible HR practices.