Top Senior HR Jobs in Chicago, IL

Own end-to-end multi-state payroll, HRIS administration, compliance, reporting, integrations, and HR operations for clients. Lead HRIS and payroll implementations, system configurations, workflow automation, change management, employee lifecycle processes, and stakeholder workshops. Advise clients on employment law compliance, maintain data integrity and audit readiness, resolve payroll issues, and optimize people processes across varied organizations.

Owns the people workstream for mergers and acquisitions from diligence through close and integration. Responsibilities include building diligence questionnaires, analyzing employment and compensation data, assessing risks, modeling compensation and equity structures, supporting negotiations, managing integration readiness, and developing reusable playbooks and automation. The role partners with corporate development, legal, finance, and people leadership while operating across global, confidential, and often ambiguous transactions.

Provides strategic and generalist HR support, including employee relations, investigations, policy administration, recruiting, compensation, benefits, compliance reporting, organizational design, performance management, training, HRIS support, payroll coordination, employee engagement, and workers’ compensation oversight. The role partners with managers across the organization and may supervise HR staff. It requires onsite work in Lake Zurich three days weekly, with remote work permitted on remaining days.

Own the HR function as a hands-on solo operator, managing recruiting, onboarding, multi-state payroll, benefits, HRIS data, compliance, policies, performance cycles, compensation operations, employee relations, engagement, and office administration. Partner with Finance, Legal, IT, and leadership while supporting U.S. and Italy employees, improving workflows, and maintaining reliable people programs in a distributed technology company.

Leads enterprise HR reporting, dashboards, workforce analytics, data governance, quality controls, and reporting automation using Workday and related tools. Partners with HR leaders and business stakeholders to deliver executive-ready insights for workforce planning, talent strategy, compliance, and organizational effectiveness. Serves as a Workday reporting subject matter expert, resolves complex data issues, improves reporting processes, and mentors junior analysts.

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.

Administers and improves employee benefits and leave programs, including health, retirement, disability, FMLA, accommodations, and annual enrollment. Ensures regulatory compliance, data accuracy, payroll reconciliation, vendor performance, employee communications, and timely case resolution. Partners with HR, Payroll, Legal, managers, employees, third-party administrators, and HRIS teams on complex cases, system testing, reporting, wellness programming, and process improvements.

Provide senior HR leadership and strategy across payroll, benefits, HRIS, talent acquisition, onboarding, employee relations, performance management, and compliance. Build retention frameworks, define HR KPIs, manage HR team and vendors, maintain legal compliance, draft HR budgets, and partner with leadership to drive culture, engagement, and organizational development.

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.

Lead and manage HR compliance programs including assessing new employment laws, background checks, disclosures, metrics and government reporting. Advise senior management, create policies and guidance, identify and mitigate compliance risk, interact with regulators and auditors, lead projects, review others' work, and serve as HR compliance subject-matter expert.

Supports and optimizes HR technology by analyzing requirements, configuring HCM modules, developing tests, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading system enhancement workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, documentation, training, and continuous improvement. Provides subject-matter expertise, coaches users and analysts, and applies responsible AI practices.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

The Sr. Human Resources Generalist will act as a strategic partner, providing HR services to client groups, driving talent management, performance management, and supporting recruitment. Responsibilities include process improvements and coaching management teams.

Lead Human Capital Transactions & Transformation engagements across M&A, carve-outs, integrations, and HR transformations. Conduct HR due diligence, design target operating models, identify SG&A savings, stand up HR functions (payroll/HCM), drive client delivery, develop practice offerings, and mentor junior staff.

Leads the global HR workstream for acquisitions, divestitures, and outsourcing transactions. Advises business, legal, finance, and corporate development leaders on people impacts, due diligence, risks, valuation, contracting, integration planning, compliance, employee communications, retention, and organizational change. Coordinates cross-functional HR teams, manages complex timelines, oversees client transitions, and continuously improves the HR M&A operating model and playbook.

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 Human Resources Director will lead HR initiatives, drive employee development, manage compliance, and advise leadership across multiple locations for Nexstar's business strategy.

Support workforce transformation engagements by leading change management, program and process improvements across HR and payroll. Assess readiness, design communications, analyze workforce data, manage workstreams, coach team members, and support proposals to deliver scalable, sustainable organizational outcomes.

Serve as HR Business Partner to Chicago Booth leaders, leading workforce planning, talent management, compensation, employee/labor relations, organizational design, change initiatives, and HR analytics. Coach leaders, manage hiring and onboarding, resolve complex workplace issues, and support school-wide HR programs and policy compliance.

Supports daily People team operations across recruiting, onboarding, payroll assistance, benefits administration, employee relations, compliance, HRIS records, training, and employee support. Recruits frontline employees, coordinates background checks and documentation, reviews timekeeping, assists with payroll and open enrollment, maintains policies and compliance reports, and partners with managers on staffing, retention, performance, and engagement initiatives.

Lead HR service delivery for nonprofit clients: manage HR generalist teams, advise on employee relations, compliance, union matters, talent and performance, run complex projects, optimize HR systems and SOPs, and maintain strong client relationships.

Lead HR as senior business partner across multiple locations, driving talent acquisition, workforce and succession planning, leadership development, employee and labor relations, performance and compensation processes, change initiatives, and mentoring the HR team to achieve business results in a manufacturing/unionized environment.

Serves as a strategic HR business partner to executives and leaders, leading workforce planning, organizational design, talent and performance management, employee relations, engagement, leadership development, compliance, HR operations, analytics, and global people initiatives. The role advises leaders, mentors HR professionals, drives organizational change, improves HR processes, and supports growth, transformation, and employee experience across the organization.

Build and operate core HR processes, including onboarding, offboarding, performance reviews, merit and promotion cycles, career pathing, employee recognition, learning and development, benefits support, and immigration assistance. Own the implementation and configuration of Rippling, using AI tools to improve efficiency while maintaining compliant documentation, data handling, and decision-making practices. Partner closely with employees and managers in a growth-stage company.