Top HR Manager Jobs in Chicago, IL

Own Vizit’s end-to-end people function, including recruiting, payroll, benefits administration, multi-state compliance, onboarding and offboarding, employee relations, performance support, compensation inputs, and HR documentation. The role partners with executives and managers, administers payroll and benefits in Gusto, fills roles independently, builds HR processes, and maintains accurate employee records and compliance infrastructure.

Manage hotel-wide HR operations for more than 650 team members, including training and development, leave administration, workplace investigations, HRIS management, employee engagement, labor relations, benefits, compliance, recruitment, performance management, and disciplinary processes. Supervise and mentor HR team members while partnering with hotel leadership to support a diverse, high-performing workforce.

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.

Manages HR strategy and employee relations, including recruiting, onboarding, compensation, benefits, investigations, performance management, compliance, learning and development, and succession planning. Partners with business leaders and corporate HR to implement policies, support workforce planning, resolve sensitive issues, and promote a safe workplace. This is an on-site role supporting a manufacturing facility.

The Human Resources Manager serves as a strategic HR partner for administrative departments, supporting recruitment, onboarding, development, performance management, employee relations, compliance, benefits coordination, and offboarding. The role advises leaders and employees, conducts investigations, leads orientation and HR initiatives, maintains Workday records, improves HR processes, and ensures consistent policy application while aligning HR strategies with firm objectives.

Own and build core HR programs for a distributed, multi-state workforce. Responsibilities include onboarding, HR operations, leave administration, employment correspondence, employee relations, performance reviews, engagement surveys, employer branding, internal communications, recognition, culture initiatives, and support for the HR team. The role requires strong knowledge of multi-state employment laws, discretion with confidential information, and experience creating HR programs from the ground up.

Manages human resources functions across facility sites, advising leaders on employee decisions, recruiting, onboarding, training, performance management, investigations, corrective action, compliance, succession planning, employee engagement, and retention. Maintains HR data and records across HRIS, ATS, timekeeping, and document systems. Builds diverse talent pipelines, supports employee relations, administers affirmative action programs, and implements company HR initiatives while supporting multiple shifts and occasional travel.

Manages resort human resources operations, including employee relations, recruitment, policies, investigations, performance management, compensation, benefits, compliance, payroll, training, safety, grievances, and workforce engagement. Partners with department leaders and management to improve employee satisfaction, retention, legal compliance, and operational effectiveness while supporting HR budgeting and cost-reduction initiatives.

Leads HR strategy and initiatives for 1,300+ employees across 15 U.S. distribution centers. Oversees recruitment for key hubs, develops and coaches the HR team, partners with distribution leaders on talent needs, and delivers HR processes supporting business objectives.

Leads corporate HR functions for a distributed federal contractor workforce, including recruiting, employee relations, compliance, benefits, compensation, HRIS administration, onboarding, labor charging, and workforce documentation. Oversees Service Contract Act compliance, federal labor audits, wage determinations, leave programs, benefits regulations, and contract transitions. Supports proposal development, recruiting strategy, and contract performance while advising employees and leadership on policies, grievances, and personnel matters.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Owns day-to-day People Operations for a global workforce across the US, Canada, and India. Responsibilities include HRIS management, payroll and benefits administration, onboarding and offboarding, compliance, recruiting workflows, employee relations, leave administration, performance review cycles, and HR reporting. The role also supports managers with coaching and progressive discipline, maintains policies and personnel records, and requires up to 15% travel.

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.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Lead complex global HR transformation projects spanning HR technology implementations, organizational design, workforce transformation, and employee lifecycle initiatives. Manage project intake, business cases, governance, timelines, risks, dependencies, documentation, and UAT. Develop and execute change management plans, stakeholder engagement, communications, adoption, training, sustainability, and resistance-mitigation strategies. Partner across HR centers of excellence and support transition to business-as-usual operations.

Provides HR business partnership to U.S. Commercial and Marketing teams, advising managers and employees on policies, employee relations, organizational capability, career development, recruitment, compensation, engagement, and HR initiatives. Leads or supports division-wide projects, process improvements, investigations, self-service adoption, and program implementation while operating independently in a matrixed environment.

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.

Manages HR and benefits programs for outsourced clients, including onboarding, open enrollment, benefits administration, payroll deductions, employee relations, leave management, claims, compliance, and policy development. Advises clients and employees, coordinates with brokers and vendors, conducts audits and reconciliations, supports multi-state compliance, leads client reviews, and trains HR staff on benefits processes.

Provides fractional HR leadership and consulting to multiple Christian mission and church clients. Responsibilities include HR audits, strategic planning, HR program design, recruiting, onboarding, compensation, benefits, engagement, performance management, compliance, training, employee relations, HRIS implementation, executive coaching, and support across U.S. states and international missions.

Manages complex employee relations matters, workplace investigations, performance and conduct issues, and sensitive workplace concerns. Partners with People leadership and Legal to recommend and implement resolutions, coaches managers through difficult situations, maintains confidential case documentation, identifies recurring trends, and contributes to compensation, policy, and global People initiatives.

Manage HR operations across multiple locations, partnering with site and regional leaders on workforce planning, retention, performance, employee relations, compliance, and manager coaching. Support onboarding, HRIS workflows, leave management, payroll alignment, and new-market launches. Monitor people metrics including turnover, attendance, engagement, and corrective actions while ensuring consistent policies and accurate documentation across a large non-exempt workforce.

Leads HR operations and an early-career HR team supporting Chicago and Great Lakes employees. Responsibilities include onboarding, employee relations, performance management, leave administration, I-9 compliance, employee records, investigations, HR technology, process improvement, and workforce transitions. Acts as an HR Business Partner for corporate and operational leaders, ensures compliant and consistent practices, improves service delivery, and supports office-management activities.

Manages human resources programs and partners with museum leaders on employee and labor relations, union matters, performance management, learning and development, compensation, organizational design, recruiting, and compliance. Administers ADP and Culture Amp, leads performance reviews, analyzes HR metrics, supports resource planning, and drives inclusive culture and organizational change.

Plans and executes HR, employee engagement, company-wide meeting, leadership development, facilities, onboarding, and executive support initiatives. Manages project plans, timelines, budgets, vendors, communications, merchandise inventory, and cross-functional stakeholders. Coordinates events, leadership sessions, onboarding materials, and external visibility opportunities while maintaining confidentiality, organization, and operational efficiency. The role is predominantly remote but requires Philadelphia-area attendance and business-related travel.

Leads the strategy, implementation, configuration, governance, maintenance, and support of Campbell’s Workday-based HR technology portfolio. Partners with HR leadership to translate business needs into technology solutions, manages Workday modules and integrations, oversees vendors and internal teams, directs projects, and ensures compliance, security, system stability, adoption, and service delivery.