Top HR Jobs in Chicago, IL

The Payroll and HR Operations Assistant manages payroll processing in Rippling, verifies employee timesheets, addresses payroll issues, and maintains accurate employee records. They support onboarding, compliance, and generate HR reports.

The Regional Manager of Human Resources will lead strategic HR initiatives, talent development, and culture enhancement across the Midwest region for Marshalls, focusing on organizational growth and employee engagement.

The HR Systems Analyst will enhance and maintain the Workday platform, manage configurations, and support cross-functional projects related to HR systems and AI adoption.

The Senior HR Business Partner advises senior leaders on talent strategy, facilitates talent management processes, and improves organizational effectiveness in a remote setting.

The HRBP develops and leads people strategy, advises leadership on HR initiatives, fosters inclusivity, and drives HR projects while leveraging HR data to enhance organizational performance.

The HR & Talent Acquisition Intern will support recruiting efforts, manage candidate profiles, assist in diversity initiatives, and provide HR support in a marketing agency setting.

Lead HR Generalist responsible for global HR initiatives, regional talent development, performance management, and employee relations within the Americas, ensuring compliance and supporting high-performance teams.

The Senior HR Business Partner collaborates with leadership to align HR strategies with business needs, enhance employee engagement, and navigate organizational challenges while ensuring compliance with regulations.

Manage HR technology systems and workflows, lead automation efforts, and ensure data integrity while supporting a People Technology Specialist.

The HR Technology Coordinator manages client projects, coordinates communications, organizes documentation, and supports HR technology initiatives, focusing on ADP administration.

Lead HR due diligence and post-close HR transformation for private equity transactions. Assess workforce, compensation, benefits and compliance; design scalable HR operating models; translate people data into executive recommendations; support business development, mentor junior staff, and drive firm-building initiatives.

The HR Assistant will support the Chief of Staff with administrative tasks such as managing HR documentation, data tracking, and coordinating HR projects. They will ensure smooth HR operations by keeping systems and task lists organized and up to date.

The Graduate HR Generalist will support HR processes, manage HRIS, assist with onboarding, handle employee inquiries, and drive HR initiatives. They will also support payroll and benefits processing, conduct audits, and identify process improvements.

The HR Business Partner supports leaders in a consulting environment by providing strategic HR guidance, managing talent needs, and enhancing team performance.

The Sales Compensation Manager leads sales incentive strategies, administers compensation plans, and collaborates with leadership to optimize performance outcomes.

Serve as a strategic HR partner to business leaders across departments, advising on employee relations, performance management, workforce planning, M&A onboarding, talent development, HR initiatives, and HRIS (Workday) workflows to support growth and organizational objectives.

Serve as a senior HR business partner to leaders and departments, advising on employee relations, performance management, workforce planning, M&A integration, and HR initiatives. Drive strategic HR projects, partner with Centers of Excellence, analyze trends, and support talent development and training to attract, retain, and develop associates.

The HR Compliance Manager leads employment compliance at DLA Piper, ensuring adherence to laws and policies through audits, training, and risk assessments while collaborating with leadership and stakeholders.

The HR Consultant/Interim CHRO role involves leading HR transformation, implementing HR strategies, and advising on finance projects in higher education settings.

The Senior Vice President of Human Resources leads HR functions across multiple operations, promoting core values, enhancing employee engagement, and driving strategic HR initiatives for organizational success.

The HR Business Partner will advise leaders on performance management and workforce planning, support employee relations, and contribute to talent initiatives across a global organization.

The Senior HR Business Partner will collaborate with senior leaders across Canada and the USA to develop HR strategies, manage people activities, and foster employee engagement, while supporting organizational needs and best practices.

The Sr. HRBP partners with leaders to design and implement talent strategies, driving organizational performance and employee engagement with a focus on results and continuous improvement.

The Talent Partner (HRBP) advises senior leaders on talent strategies, workforce planning, and employee relations to enhance organizational effectiveness and performance.

Lead HR workstreams for M&A transactions across the Americas, managing due diligence, integration planning and execution, partnering with HR Centers of Excellence and deal teams to identify people risks, design HR solutions, and ensure smooth employee transitions.