Job Summary
As our Senior Human Resources Business Partner, you will be a strategic advisor to leaders and a trusted resource for team members across our multi-site, multi-state organization, with a focus on our Midwest locations. Reporting to the Director, HR Business Partners, you will translate business goals into people strategies that strengthen our culture, retain and develop talent, and keep us compliant as we grow.
This role blends strategy with hands-on execution. You will lead complex employee relations matters, guide performance and development programs, and partner with the C-suite on engagement initiatives that make this a place people want to build a career.
Key Responsibilities
Strategic HR Partnership
- Partner with the Director, HR Business Partners to develop and execute HR strategies aligned with the Company's mission, vision, and business objectives.
- Collaborate with senior leaders to identify people priorities, anticipate workforce needs, and shape initiatives that support organizational growth.
- Lead and mentor HR team members in delivering programs and policies that improve engagement, productivity, and retention.
- Bring a business lens to people decisions, connecting HR priorities to operational and financial goals.
Workforce Insights and HR Metrics
- Interpret HR metrics such as turnover, retention, engagement survey results, absenteeism, time-to-fill, and performance distribution to identify trends and root causes.
- Translate data into clear, actionable recommendations for leaders, connecting people trends to business outcomes.
- Anticipate workforce risks such as flight risk, skill gaps, and capacity constraints, and recommend proactive solutions.
- Measure the impact of HR programs and adjust based on results.
Culture, Engagement, and Workforce Building
- Partner proactively with business leaders to define and reinforce the culture, values, and behaviors that drive success.
- Partner with leaders and subject matter experts and our L&D team on learning and development initiatives that close skill gaps and build leadership bench strength.
- Collaborate on workforce planning to ensure the right talent, structure, and capabilities to support growth.
- Champion recognition, belonging, and team member voice programs across all locations.
- Partner with HR leadership to build talent development and succession practices that retain high performers.
Employee Relations and Performance Management
- Serve as a trusted advisor to managers and team members on HR policies, procedures, and best practices.
- Lead employee relations matters, including investigations and conflict resolution, with fairness, consistency, and sound documentation.
- Respond to team member concerns promptly and effectively, escalating risk where appropriate.
- Identify engagement and culture themes from employee relations work and bring them to leaders, including the C-suite, with recommended actions.
- Own the performance management cycle, including goal setting, evaluations, and professional development planning.
- Coach leaders on giving feedback, managing performance, and developing their teams.
HR Compliance and Risk Management
- Monitor federal, state, and local employment laws and ensure compliance across all locations.
- Develop and maintain policies and procedures that reduce HR-related risk and promote ethical conduct and integrity.
- Ensure consistent application of policies across sites and states.
Qualifications
Required
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- 7+ years of progressive HR experience, 5+ years as an HRBP
- Proven experience as an HR leader in a multi-site, multi-state environment.
- In-depth knowledge of HR principles, practices, and employment laws across multiple jurisdictions.
- Track record of leading employee relations investigations and performance management programs.
- Ability to lead people and influence leaders in a dynamic, fast-paced organization.
- Effective communication, interpersonal, and problem-solving skills.
- Strong collaboration skills with cross-functional teams and senior leadership.
- Strong analytical skills, with the ability to interpret HR metrics and tell a clear story with data.
- Based in or willing to relocate to the Chicago, IL area, and willing to travel regularly to locations in our Midwest region.
Preferred
- Advanced degree in HR or a related field.
- SHRM-SCP, SPHR, or equivalent professional certification.
- Experience with HRIS platforms and using HR data to inform decisions.
Compensation: $120,000 annually + 20% annual bonus
Estimated earnings:
$120,000.00-$140,000.00
